Common use of District Contribution Levels Clause in Contracts

District Contribution Levels. Tenured and Tenure-Track Faculty 3.2.1 For tenured and tenure-track faculty with an assignment of fifty percent (50%) of full-time (.50 FTE) or greater, the established District contribution levels as described in Appendix A for health/medical and dental coverage shall be applied toward the premium cost of the selected plan(s). 3.2.2 For tenured and tenure-track faculty with an assignment of less than fifty percent (50%) of full-time (under .50 FTE), the District shall make a pro- rata contribution of the established District contribution levels for insurance coverages based upon the percentage of the reduced assignment level to full-time. The District contribution shall be applied towards the insurance premium cost of the employee's selected plan(s). 3.2.3 The District will pay the stated contribution for the employee as long as he/she remains in paid status. Premium contribution for nine-, ten- and eleven-month regular employees will be paid by the District during regular non-pay months. 3.2.4 Unit members who terminate employment may be eligible to continue in the District health/medical policies of the District in accordance with policy provisions at the member’s own expense (via COBRA, see glossary). 3.2.5 The District will continue health insurance benefits for the faculty member and those family members covered by the faculty member’s District- provided plan for three months in the event the employee is forced to leave the United States as per 9.4.1.1.

District Contribution Levels. Tenured and Tenure-Track Faculty 3.2.1 For tenured and tenure-track faculty with an assignment of fifty percent (50%) of full-time (.50 FTE) or greater, the established District contribution levels as described in Appendix A for health/medical and dental coverage shall be applied toward the premium cost of the selected plan(s). 3.2.2 For tenured and tenure-track faculty with an assignment of less than fifty percent (50%) of full-time (under .50 FTE), the District shall make a pro- rata contribution of the established District contribution levels for insurance coverages based upon the percentage of the reduced assignment level to full-time. The District contribution shall be applied towards the insurance premium cost of the employee's selected plan(s). 3.2.3 The District will pay the stated contribution for the employee as long as he/she remains in paid status. Premium contribution for nine-, ten- and eleven-month regular employees will be paid by the District during regular non-pay months. 3.2.4 Unit members who terminate employment may be eligible to continue in the District health/medical policies of the District in accordance with policy provisions at the member’s own expense (via COBRA, see glossary). 3.2.5 The District will continue health insurance benefits for the faculty member and those family members covered by the faculty member’s District- provided plan for three months in the event the employee is forced to leave the United States as per 9.4.1.1.

District Contribution Levels. Tenured and Tenure-Track Faculty 3.2.1 For tenured and tenure-track faculty with an assignment of fifty percent (50%) of full-time (.50 FTE) or greater, the established District contribution levels as described in Appendix A for health/medical and dental coverage shall be applied toward the premium cost of the selected plan(s). 3.2.2 For tenured and tenure-track faculty with an assignment of less than fifty percent (50%) of full-time (under .50 FTE), the District shall make a pro- pro-rata contribution of the established District contribution levels for insurance coverages based upon the percentage of the reduced assignment level to full-time. The District contribution shall be applied towards the insurance premium cost of the employee's selected plan(s). 3.2.3 The District will pay the stated contribution for the employee as long as he/she remains in paid status. Premium contribution for nine-, ten- and eleven-month regular employees will be paid by the District during regular non-pay months. 3.2.4 Unit members who terminate employment may be eligible to continue in the District health/medical policies of the District in accordance with policy provisions at the member’s own expense (via COBRA, see glossary). 3.2.5 The District will continue health insurance benefits for the faculty member and those family members covered by the faculty member’s District- provided plan for three months in the event the employee is forced to leave the United States as per 9.4.1.1.

District Contribution Levels. Tenured and Tenure-Track Faculty 3.2.1 For tenured and tenure-track faculty with an assignment of fifty percent (50%) of full-time (.50 FTE) or greater, the established District contribution levels as described in Appendix A for health/medical and dental coverage shall be applied toward the premium cost of the selected plan(s). 3.2.2 For tenured and tenure-track faculty with an assignment of less than fifty percent (50%) of full-time (under .50 FTE), the District shall make a pro- rata contribution of the established District contribution levels for insurance coverages based upon the percentage of the reduced assignment level to full-time. The District contribution shall be applied towards the insurance premium cost of the employee's selected plan(s). 3.2.3 The District will pay the stated contribution for the employee as long as he/she remains in paid status. Premium contribution for nine-, ten- and eleven-month regular employees will be paid by the District during regular non-pay months. 3.2.4 Unit members who terminate employment by other than retirement may be eligible to continue in the District health/medical policies of the District in accordance with policy provisions at the member’s own expense (via COBRA, see glossary). 3.2.5 The District will continue health insurance benefits for the faculty member and those family members covered by the faculty member’s District- provided plan for three months in the event the employee is forced to leave the United States as per 9.4.1.1.

District Contribution Levels. Tenured and Tenure-Track Facultytrack Faculty and Children's Center Employees 3.2.1 For tenured and tenure-track faculty and regular Children's Center employees with an assignment of fifty percent (50%) % of full-full time (.50 FTE) or greater, the established District district contribution levels as described in Appendix A for health/medical and dental coverage shall be applied toward towards the premium cost of the selected plan(s). 3.2.2 For tenured and tenure-track faculty with an assignment of less than fifty percent (50%) % of full-time (under .50 FTE), the District district shall make a pro- rata prorata contribution of the established District districts contribution levels for insurance coverages based upon the percentage of the reduced assignment level to full-full time. The District district contribution shall be applied towards the insurance premium cost of the employee's selected plan(s). 3.2.3 The District will pay the stated contribution for the employee as long as he/she remains in paid status. Premium contribution for nine-, ten- ten-and eleven-month regular employees will be paid by the District during regular non-pay months. 3.2.4 Unit members who terminate employment by other than retirement may be eligible to continue in the District health/medical policies of the District in accordance with policy provisions at the member’s own expense (via COBRA, see glossary)expense. 3.2.5 The District will continue health insurance benefits for the faculty member and those family members covered by the faculty member’s District- provided plan for three months in the event the employee is forced to leave the United States as per 9.4.1.1.

District Contribution Levels. Tenured and Tenure-Track Faculty 3.2.1 For tenured and tenure-track faculty with an assignment of fifty percent (50%) of full-time (.50 FTE) or greater, the established District contribution levels as described in Appendix A for health/medical and dental coverage shall be applied toward the premium cost of the selected plan(s). 3.2.2 For tenured and tenure-track faculty with an assignment of less than fifty percent (50%) of full-time (under .50 FTE), the District shall make a pro- pro-rata contribution of the established District contribution levels for insurance coverages based upon the percentage of the reduced assignment level to full-time. The District contribution shall be applied towards the insurance premium cost of the employee's selected plan(s). 3.2.3 The District will pay the stated contribution for the employee as long as he/she remains in paid status. Premium contribution for nine-, ten- and eleven-month regular employees will be paid by the District during regular non-pay months. 3.2.4 Unit members who terminate employment may be eligible to continue in the District health/medical policies of the District in accordance with policy provisions at the member’s own expense (via COBRA, see glossary). 3.2.5 The District will continue health insurance benefits for the faculty member and those family members covered by the faculty member’s District- District-provided plan for three months in the event the employee is forced to leave the United States as per 9.4.1.19.4.1.2.

District Contribution Levels. Tenured and Tenure-Track Faculty 3.2.1 For tenured and tenure-track faculty with an assignment of fifty percent (50%) of full-time (.50 0.5 FTE) or greater, the established District contribution levels as described in Appendix A for health/medical and dental coverage shall be applied toward the premium cost of the selected plan(s). 3.2.2 For tenured and tenure-track faculty with an assignment of less than fifty percent (50%) of full-time (under .50 0.5 FTE), the District shall make a pro- rata contribution of the established District contribution levels for insurance coverages based upon the percentage of the reduced assignment level to full-time. The District contribution shall be applied towards the insurance premium cost of the employee's selected plan(s). 3.2.3 The District will pay the stated contribution for the employee as long as he/she remains they remain in paid status. Premium contribution for nine-, ten- and eleven-month regular employees will be paid by the District during regular non-pay months. 3.2.4 Unit members who terminate employment may be eligible to continue in the District health/medical policies of the District in accordance with policy provisions at the member’s own expense (via COBRA, see glossary). 3.2.5 The District will continue health insurance benefits for the faculty member and those family members covered by the faculty member’s District- provided plan for three months in the event the employee is forced to leave the United States as per 9.4.1.19.4.1.2.