Common use of Engagement/Greater Rewards with Next Steps Clause in Contracts

Engagement/Greater Rewards with Next Steps. During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter of the Committee will include, but is not limited to, the following issues: Programs providing employees with information on negotiated price, and the quality, of particular health care services provided by particular providers, together with incentives to obtain services from higher- value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit design, including but not limited to infertility diagnosis and treatment; Health plan utilization issues, including but not limited to potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).

Engagement/Greater Rewards with Next Steps. During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter of the Committee will include, but is not limited to, the following issues: Programs providing employees with information on negotiated price, and the quality, of particular health care services provided by particular providers, together with incentives to obtain services from higher- higher-value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit design, including but not limited to infertility diagnosis and treatment; Health plan utilization issues, including but not limited to potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).

Engagement/Greater Rewards with Next Steps. a. During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter subjectmatter of the Committee will include, but is not limited to, the following issues: Programs providing employees with information on negotiated price, and the quality, of particular health care services provided by particular providers, together with incentives to obtain services from higher- higher-value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit design, including but not limited to infertility diagnosis and treatment; Health plan utilization issues, including but not limited to potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).. Onsite Employee Health Clinic

Engagement/Greater Rewards with Next Steps. (a) During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter of the Committee will include, but is not limited to, the following issues: ¶ Programs providing employees with information on negotiated price, and the quality, of particular health care services provided by particular providers, together with incentives to obtain services from higher- higher-value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit design, including but not limited to infertility diagnosis and treatment; Health plan utilization issues, including but not limited to potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).. Onsite Employee Health Clinic

Engagement/Greater Rewards with Next Steps. During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter of the Committee will include, but is not limited to, the following issues: Programs providing employees with information on negotiated price, and the quality, of particular health care services provided by particular providers, together with incentives to obtain services from higher- higher-value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit design, including but not limited to infertility diagnosis and treatment; Health plan utilization issues, including but not limited to potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).;

Engagement/Greater Rewards with Next Steps. (a) During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter of the Committee will include, but is not limited to, the following issues: Programs providing employees with information on negotiated price, and the quality, of particular health care services provided by particular providers, together with incentives to obtain services from higher- higher-value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit design, including but not limited to infertility diagnosis and treatment; Health plan utilization issues, including but not limited to potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).

Engagement/Greater Rewards with Next Steps. (a) During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter of the Committee will include, but is not limited to, the following issues: Programs providing employees with information on negotiated price, and the quality, of particular health care services provided by particular providers, together with incentives to obtain services from higher- higher-value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBMmanagement(“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit design, including but not limited to infertility diagnosis and treatment; Health plan utilization issues, including but not limited to potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).. Onsite Employee Health Clinic

Engagement/Greater Rewards with Next Steps. (a) During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees helpemployees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter of the Committee will include, but is not limited to, the following issues: Programs providing employees with information on negotiated price, and the quality, of particular health care healthcare services provided by particular providers, together with incentives to obtain services from higher- value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit design, including but not limited to infertility diagnosis and treatment; Health plan utilization issues, including but not limited to potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).. Onsite Employee Health Clinic

Engagement/Greater Rewards with Next Steps. During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter of the Committee will include, but is not limited to, the following issues: Programs providing employees with information on negotiated price, and the quality, of particular health care services provided by particular providers, together with incentives to obtain services from higher- higher-value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit designdesign including, including but not limited to to, infertility diagnosis and treatment; Health plan utilization issuesissues including, including but not limited to to, potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).

Engagement/Greater Rewards with Next Steps. (a) During 2014 and thereafter, the District and its recognized Employee Unions and Associations agree to explore and implement other wellness rewards to encourage and support active employee participation in the District’s Health and Wellness efforts. It is agreed opportunities will be provided to help employees avoid any future financial penalties and to provide financial incentives to employees. It is also agreed that incentive requirements will change every few years and will be bargained two years in advance where practical. In addition, the District and the Coalition Bargaining groups agree to meet 4 times throughout the year to discuss additional wellness initiatives and medical plan issues and design changes to understand and/or achieve a balance of benefits and cost containment. This will be accomplished in partnership with the District, its Employee Unions and Associations and the insurance providers to create intense communication efforts, community resource information, and support tools well in advance. The subject matter of the Committee will include, but is not limited to, the following issues: Programs providing employees with information on negotiated price, and the quality, of particular health care services provided by particular providers, together with incentives to obtain services from higher- higher-value providers (“transparency”); The contractual provisions and financial performance of the District’s contract for pharmacy benefit management (“PBM”); The establishment and operation of one or more on-site or near-site clinics or health centers to serve District employees and dependents, operated under contract with the District; Wellness program design and administration, including requirements and incentives; Health plan benefit design, including but not limited to infertility diagnosis and treatment; Health plan utilization issues, including but not limited to potential over-utilization of urgent care, emergency room and C-section deliveries; Total well-being of employees and dependents, including financial stress and worksite environment; 24-hour physician access by telephone or computer (“telemedicine”).;