Dependent Premium Share. For employees with a 0.75-1.0 FTE who enroll an eligible dependent in the Swedish Kaiser HMO or HSA medical plan, the Employer will pay at least seventy percent (70%) dependent premium for the plan years 2019 through 2023. For employees with a 0.5-0.74 FTE, the Employer will pay at least fifty percent (50%) of the dependent premium. A twice-monthly surcharge of $75, or $69.23 based on 26 bi-weekly deductions per year, will be paid by employees who elect to cover their spouse/domestic partner on the Swedish plan when their spouse/domestic partner is eligible for health plan coverage through their employer. The working spouse surcharge will not apply if a) Swedish’s plan is secondary, b) the Spouse /Domestic Partner has Medicare, Medicaid, Tricare or Tribal health coverage, and it is their only other coverage, or c) Spouse’s/Domestic Partners employer plan has an annual out of pocket maximum greater than $7,900 (single) /$15,800 (all other coverage levels) for in network services. The annual out-of-pocket maximum limits may be indexed annually with specific IRS limits.
Dependent Premium Share. For employees with a 0.75-1.0 FTE who enroll an eligible dependent in the Swedish Group Health HMO or HSA medical plan or Group Health HMO Medical Plan, the Employer will pay at least seventy percent (70%) dependent premium for the plan years 2016, 2017, 2018 and 2019. For employees with a 0.5-0.74 FTE, the Employer will pay at least fifty percent (50%) of the dependent premium. A twice-monthly surcharge of $75 will be paid by employees who elect to cover their spouse/domestic partner on the Swedish plan when their spouse/domestic partner is eligible for health plan coverage through their employer. The working spouse surcharge will not apply if a) Swedish’s plan is secondary, b) the Spouse /Domestic Partner has Medicare, Medicaid, Tricare or Tribal health coverage, and it is his/her only other coverage, or c) Spouse’s/Domestic Partners employer plan has an annual out of pocket maximum great than $6,600 (single) /$13,200 (all other coverage levels) for in network services. The annual out-of-pocket maximum limits may be indexed annually with specific IRS limits. The spousal surcharge will only apply to those employees hired after Jan. 1, 2016.
Dependent Premium Share. Employees regularly assigned and designated a .9 or 1.0 FTE status, with covered dependents (including a domestic partner), will pay a share of the dependent medical, vision and dental coverage. Effective April 1, 2012 the premium share for eligible employees’ dependent medical coverage for spouse/domestic partner will be nine percent (9%) and dependent children will be seven percent (7%). Effective January 1, 2013 the premium share for eligible employees’ dependent coverage will be eleven percent (11%) for spouse/domestic partner and eight percent (8%) for dependent children. Effective January 1, 2014 the premium share for eligible employees’ dependent coverage will be thirteen percent (13%) for spouse/domestic partner and nine percent (9%) for dependent children. Effective January 1, 2015 the premium share for eligible employees’ dependent coverage will be fifteen percent (15%) for spouse/domestic partner and ten percent (10%) for dependent children. Employees covering domestic partners and domestic partner’s children will also have additional income tax withholding on the value of the coverage paid by Swedish. Employees regularly assigned and designated a 0.5 to 0.89 FTE will pay a share of health insurance premiums for their dependent coverage as determined by the actuary. A monthly surcharge of $250 will be paid by employees who elect to cover their spouse/domestic partner on the Swedish plan when their spouse/domestic partner is eligible for health plan coverage through their employer. Employees shall pay the entire premium for dependents enrolled in the vision and/or dental plans, subject to increases/decreases in premiums effective January 1, 2013, January 1, 2014 and January 1, 2015.
