Common use of Dependent Care Flexible Clause in Contracts

Dependent Care Flexible. Spending Account with a maximum employee pretax contribution as determined by the IRS for the benefit plan year. For full-time employees, as defined by and measured in accordance with the Patient Protection and Affordable Care Act of 2010 (PPACA), the City will maintain a “core flex” benefit plan. The core shall consist of the PERS Medical Plan (Bay Area rates) and the existing dental plan. Part-time employees may qualify for medical coverage in accordance with the Affordable Care Act. The City will contribute monthly amounts, including the CalPERS Medical Plan “Minimum Employer Contribution”, towards the election of medical and dental benefits in the plan, or the actual premiums, whichever is less. As of January 1, 2022, these monthly contribution amounts are: Medical Employee only $ 830.49 Employee + 1 $1,660.98 Employee + 2 or more $2,159.27 Dental Employee only $ 49.27 Employee +1 $ 93.55 Employee +2 or more $145.84 In January of each year, the City will pay 70% of the increase in medical and dental premiums based on Kaiser and the dental core plans (i.e., 2023 premiums minus 2022 premiums, multiplied by 70%). In the event the City agrees to pay more than 70% of the annual increase in medical and/or dental premiums above for any represented or non-represented employee group or individual, the City will pay that same higher contribution amount for SLCEA-represented employees, beginning on the same effective date. Employees electing not to enroll in the core flex benefit plan (i.e., who wish to waive enrollment in the medical and dental plans) and demonstrate to the satisfaction of the City their enrollment in another medical and dental plan, shall receive opt out premiums as set forth below. In the event both spouses are employed by the City and eligible to enroll in the City’s flex benefits plan, one employee may elect not to enroll in the medical and dental plans and will receive the employee opt-out rate if enrolled under spouse’s medical and dental coverage. Employees may elect to opt out of the medical plan only, the dental plan only, or both. Re-enrollment in the medical and/or dental plan shall be allowed only based upon a qualifying event as defined by the IRS codes or during an open enrollment period. Opt-out premiums will be as follows, based on the employee’s status and eligibility during the active benefit year, in accordance with Internal Revenue Code (IRC) timelines and qualifying events: Employee rate: Medical $200 +/or dental $50 = $250/month maximum Two-party rate: Medical $350 +/or dental $50 = $400/month maximum Family rate: Medical $500 +/or dental $50 = $550/month maximum The parties agree that during the term of this agreement, they will jointly explore various instruments enabling employee savings for retiree medical costs and related purposes.

Dependent Care Flexible. Spending Account with a maximum employee pretax contribution as determined by the IRS for the benefit plan year. For full-time employees, as defined by and measured in accordance with the Patient Protection and Affordable Care Act of 2010 (PPACA), the City will maintain a “core flex” benefit plan. The core shall consist of the PERS Medical Plan (Bay Area rates) and the existing MetLife dental plan. Part-time employees may qualify for medical coverage in accordance with the Affordable Care Act. The City will contribute the monthly amounts, including the CalPERS Medical Plan “Minimum Employer Contribution”, towards the election of medical and dental benefits in the plan, or the actual premiums, whichever is less. As of January 1, 20222021, these monthly contribution amounts are: Medical Employee only $ 830.49 720.30 Employee + 1 $1,660.98 1,440.58 Employee + 2 or more $2,159.27 1,882.77 Dental Employee only $ 49.27 48.15 Employee +1 $ 93.55 91.45 Employee +2 or more $145.84 142.55 In January of each year, employees and the City will each pay 7050% of the increase in medical and dental premiums based on Kaiser and the Basic dental core plans plan (i.e., 2023 2021 premiums minus 2022 2020 premiums, multiplied divided by 70%2). In the event the City agrees to pay more than 70% of the annual increase in medical and/or dental premiums above for any represented or non-represented employee group or individual, the City will pay that same higher contribution amount for SLCEA-represented employees, beginning on the same effective date. Employees electing not to enroll in the core flex benefit plan (i.e., who wish to waive enrollment in the medical and dental plans) and demonstrate to the satisfaction of the City their enrollment in another medical and dental plan, shall receive opt out premiums as set forth below. In the event both spouses are employed by the City and eligible to enroll in the City’s flex benefits plan, one employee may elect not to enroll in the medical and dental plans and will receive the employee opt-out rate if enrolled under spouse’s medical and dental coverage. Employees may elect to opt out of the medical plan only, the dental plan only, or both. Re-enrollment in the medical and/or dental plan shall be allowed only based upon a qualifying event as defined by the IRS codes or during an open enrollment period. Opt-out premiums will be as follows, based on the employee’s status and eligibility during the active benefit year, in accordance with Internal Revenue Code (IRC) timelines and qualifying events: Employee rate: Medical $200 +/or dental $50 = $250/month maximum Two-party rate: Medical $350 +/or dental $50 = $400/month maximum Family rate: Medical $500 +/or dental $50 = $550/month maximum The parties agree that during the term of this agreement, they will jointly explore various instruments enabling employee savings for retiree medical costs and related purposes.