Flexible Benefit Allowance. The District agrees to provide a Flexible Benefit Allowance to all full-time employees eligible to participate in District sponsored health and welfare benefits. Receipt of any Flexible Benefit Allowance under this Section shall be in addition to any employer contribution that is provided under Section 12.2 above. The Flexible Benefit Allowance may only be used for health-related benefits and may not be received as cash. The Flexible Benefit Allowance provided to a full-time employee shall be as follows: Employee Only = $1,000 per month Employee +1 = $1,500 per month Employee + 2 or more = $2,000 per month A full month’s café contribution will be paid for each month the employee is eligible for a healthcare plan through the District. As benefits are currently paid a month in advance, this would include the first and last month of employment. This does not include time in which an employee is in unpaid status or is eligible for COBRA benefits. The District’s total maximum contribution towards medical premiums for eligible part-time employees shall be pro-rated based on the number of hours per week the part-time employee is assigned to work. For ACA purposes, the initial measurement period shall be the first 90 days of employment. Employees averaging above 30 hours of employment, shall be offered health benefits in accordance with law and pro-rated on their percentage of full-time employment. In the event premiums and/or costs for the benefits selected by the employee exceed the amount in the Health Benefits Allowance, the balance will be paid by the employee through automatic pretax payroll deduction, as allowed under Internal Revenue Code Section 125. Health Benefit Allowance amounts not exhausted for the purchase of benefits under the Alternative Benefits and Compensation Plan will be paid to the employee in taxable cash or the employee may choose to allocate said monthly sum toward, life insurance, Flex Spending Dependent Care, Flex Spending Medical, Flex Spending Commuter Benefits, and other benefits specified in the program. If a regular employee and/or the employee’s dependent(s) are eligible for and elect to receive medical insurance through another non-District employer-sponsored or association medical plan, the employee may choose to waive his/her right to the District’s medical insurance. No cash payments will be made to the employee for waiving coverage. The employee must provide proof of their coverage under another health plan or will be automatically enrolled in the lowest cost plan offered by the district.
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Flexible Benefit Allowance. The District agrees to provide a Flexible Benefit Allowance to all full-time employees eligible to participate in District sponsored health and welfare benefits. Receipt of any Flexible Benefit Allowance under this Section shall be in addition to any employer contribution that is provided under Section 12.2 above. The Flexible Benefit Allowance may only be used for health-related benefits and may not be received as cash. The Flexible Benefit Allowance provided to a full-time employee shall be as follows: Employee Only = $1,000 per month Employee +1 = $1,500 per month Employee + 2 or more = For the term of this MOU the District agrees to contribute an amount equivalent to 90% of the Kaiser Bay Area family rate, however, such contribution shall not exceed the amount of $2,000 per month during the term of this MOU. A full month’s café contribution will be paid for each month the employee is eligible for a healthcare plan through the District. As benefits are currently paid a month in advance, this would include the first and last month of employment. This does not include time in which an employee is in unpaid status or is eligible for COBRA benefits. The District’s total maximum contribution towards medical premiums for eligible partPart-time employees shall be will receive a pro-rated based on contribution to the number of hours per week the part-time flexible benefits program. Any Flexible Benefit Allowance provided for under this Section can only be used by an employee is assigned to work. For ACA purposes, the initial measurement period shall be the first 90 days of employment. Employees averaging above 30 hours of employment, shall be offered health benefits in accordance with law the provisions of the District’s Cafeteria Plan. Employees shall be responsible for paying any difference between the costs of selected benefits and pro-rated on their percentage of full-time employment. In the event premiums and/or costs for the benefits selected Flexible Benefit Allowance provided by the employee exceed District. Effective with the amount in adoption of this MOU, members waiving health plans must show proof of alternate group coverage that meets the Health Benefits Allowance, the balance will be paid by the employee through automatic pretax payroll deduction, as allowed under Internal Revenue Code Section 125ACA requirements. Health Benefit Allowance amounts not exhausted for the purchase of benefits under the Alternative Benefits and Compensation Plan will be paid to the employee in taxable cash or the employee may choose to allocate said monthly sum toward, life insurance, Flex Spending Dependent Care, Flex Spending Medical, Flex Spending Commuter Benefits, and other benefits specified in the program. If a regular employee and/or Alternate health insurance must cover the employee’s dependent(s) are eligible entire tax family as defined by the ACA. It is understood by the parties that the matter of employee use of the flexible benefit/cafeteria plan monies provided for in this section is still under discussion, affects not just the AFSCME unit members but all District employees, and elect to receive medical insurance through another non-District employer-sponsored or association medical plancannot be resolved before the execution of this agreement. Accordingly, notwithstanding the parties’ execution of this agreement, the employee may choose to waive his/her right to the District’s medical insurance. No cash payments will parties agree that AFSCME shall be made to the employee for waiving coverage. The employee must provide proof of their coverage under another health plan or will be automatically enrolled an equal party with other groups in the lowest cost subsequent discussion/meet and confer process on this matter, and that any District resolution of this issue shall be applied to AFSCME unit members on terms no less favorable than applied to all other District employees. Upon implementation of cafeteria plan offered by changes which will occur only after a meet and confer process with the districtunion in coordination with other miscellaneous units, employees waiving coverage shall be limited to receiving 10% of the Café plan amount in cash as a Health Coverage Waiver Benefit. Upon implementation of the foregoing changes, this limit to 10% of the Cafeteria plan amount in cash shall also apply to employees who do not waive health premium coverage but whose premiums do not exhaust the full cafeteria plan entitlement per the current MOU.
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Samples: www.menlofire.org
Flexible Benefit Allowance. The District agrees to provide a Flexible Benefit Allowance to all full-time employees eligible to participate in District sponsored health and welfare benefits. Receipt of any Flexible Benefit Allowance under this Section shall be in addition to any employer contribution that is provided under Section 12.2 above. The Flexible Benefit Allowance may only be used for health-related benefits and may not be received as cash. The Flexible Benefit Allowance provided to a full-time employee shall be as follows: Employee Only = $1,000 per month Employee +1 = $1,500 per month Employee + 2 or more = $2,000 per month For the term of this MOU the District agrees to contribute an amount equivalent to 90% of the Kaiser Bay Area family rate, however, such contribution shall not exceed the amount of $2,000 per month during the term of this MOU. A full month’s café contribution will be paid for each month the employee is eligible for a healthcare plan through the District. As benefits are currently paid a month in advance, this would include the first and last month of employment. This does not include time in which an employee is in unpaid status or is eligible for COBRA benefits. The District’s total maximum contribution towards medical premiums for eligible part-pPart- time employees shall be will receive a pro-rated based on the number of hours per week the part-time employee is assigned to workworkcontribution to the flexible benefits program. For ACA purposes, the initial measurement period shall be the first 90 days of employment. Employees averaging above 30 hours of employment, shall be offered health benefits in accordance with law and pro-rated on their percentage of full-time employment. In the event premiums and/or costs for the benefits selected by the employee exceed the amount in the Health Benefits Allowance, the balance will be paid by the employee through automatic pretax payroll deduction, as allowed under Internal Revenue Code Section 125. Health Benefit Allowance amounts not exhausted for the purchase of benefits under the Alternative Benefits and Compensation Plan will be paid to the employee in taxable cash or the employee may choose to allocate said monthly sum toward, life insurance, Flex Spending Dependent Care, Flex Spending Medical, Flex Spending Commuter Benefits, and other benefits specified in the program.Any Flexible Benefit Allowance provided for under this Section can only be used by an employee in accordance with the provisions of the District’s Cafeteria Plan. Employees shall be responsible for paying any difference between the costs of selected benefits and the Flexible Benefit Allowance provided by the District. If a regular employee and/or the employee’s dependent(s) are eligible for and elect to receive medical insurance through another non-District employer-sponsored or association medical plan, the employee may choose to waive his/her right to the District’s medical insurance. No cash payments will be made to the employee for waiving coverage. The employee must provide proof of their coverage under another health plan or will be automatically enrolled in the lowest cost plan offered by the district.Effective with the adoption of this MOU, members waiving health plans must show proof of alternate group coverage that meets the ACA requirements. Alternate health insurance must cover the employee’s entire tax family as defined by the ACA. It is understood by the parties that the matter of employee use of the flexible benefit/cafeteria plan monies provided for in this section is still under discussion, affects not just the AFSCME unit members but all District employees, and cannot be resolved before the execution of this agreement. Accordingly, notwithstanding the parties’ execution of this agreement, the parties agree that AFSCME shall be an equal party with other groups in the subsequent discussion/meet and confer process on this matter, and that any District resolution of this issue shall be applied to AFSCME unit members on terms no less favorable than applied to all other District employees. Upon implementation of cafeteria plan changes which will occur only after a meet and confer process with the union in coordination with other miscellaneous units, employees waiving coverage shall be limited to receiving 10% of the Café plan amount in cash as a Health Coverage Waiver Benefit. Upon implementation of the foregoing changes, this limit to 10% of the Cafeteria plan amount in cash shall also apply to employees who do not waive health premium coverage but whose premiums do not exhaust the full cafeteria plan entitlement per the current MOU.
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Samples: www.menlofire.gov
