Common use of Group Insurance Program Clause in Contracts

Group Insurance Program. 23.1: The City shall make a comprehensive group insurance program available to full-time employees covered by this Agreement. This insurance shall include, but is not limited to: A. Health and Accident Insurance (including major medical) B. Life Insurance C. Accidental Death & Dismemberment Insurance D. Short Term and Long Term Disability Insurance The City shall provide minimum life insurance, accidental death and dismemberment insurance, short-term disability and long-term disability insurance at no cost to the employee. During open enrollment, all employees who decline the City’s group medical insurance shall show proof of such coverage through another policy. 23.2: The City Commission shall determine the City’s contribution toward the cost of such insurance program. City Contributions shall be made on a pro rata basis each pay period. Effective October 1, 2013, the City shall contribute to the cost of medical insurance premiums only, as follows: Up to a maximum of $57,000* for Employee Only coverage; Up to $8,200 for Employee+Spouse or Employee+Child(ren) coverage; and Up to $9,800 for Employee+Family coverage. Employees who opt out of the City’s group medical insurance plan shall receive $4,500 per year, payable on a pro rata basis through payroll each pay period. (*Agreed to correct clerical error to the negotiated $7,000 post-ratification.) Effective October 1, 2014, the City's annual contribution shall increase by $100 for each level of coverage that experiences more than a 10% increase to the total premiums. Effective October 1, 2015, the City's annual contribution shall increase by $100 for each level of coverage that experiences more than a 10% increase to the total premiums. During the term of this Agreement, the City shall pay 100% for Employee Only coverage on the lowest premium plan, the High Deductible Health Plan (or equivalent plan) If the annual Employee Only cost for the High Deductible Health Plan is less than $7,000, employees selecting Employee Only coverage on a qualified High Deductible Health Plan shall receive a City contribution equivalent to the difference between $7,000 and the annual cost for the plan to the employee’s associated Health Savings Account, contributed on a pro rata basis each pay period. 23.3: If the cost of the health insurance program selected by the employee exceeds the City’s contribution, the employee shall pay the balance on a pro rata basis each pay period through payroll deduction or through the conversion of accrued sick leave, pursuant to section 23.4 below. 23.4: Employees whose premiums for medical insurance under the City’s group health insurance plan exceed the City’s contribution may elect to convert accrued sick leave to offset their insurance premiums, with the following provisions: 1) The converted hours shall not exceed 80 hours; 2) the converted value shall not exceed the employee’s out of pocket expense for medical insurance only; 3) the employee shall retain 120 hours of sick leave after the conversion; 4) the conversion shall be based on the employee’s pay rate as of September 30th, plus any funded October 1st cost of living adjustment; and 5) the employee shall have at least three (3) years of continuous City service as of October 1st of the election year. Elections shall be made on an annual basis, during open enrollment, and are irrevocable except following a qualifying event, as defined Per IRS Section 125. The rate of conversion is as follows: A. Employees with at least three (3) years of City service – 50% of each hour converted B. Employees with at least fifteen (15) years of City service – 75% of each hour converted C. Employees with at least twenty (20) years of City service – 100% of each hour converted

Group Insurance Program. 23.1: The City shall make a comprehensive group insurance program available to full-time employees covered by this Agreement. This insurance shall include, but is not limited to: A. Health and Accident Insurance (including major medical) B. Life Insurance C. Accidental Death & Dismemberment Insurance D. Short Term and Long Term Disability Insurance The City shall provide minimum life insurance, accidental death and dismemberment insurance, short-term disability and long-term disability insurance at no cost to the employee. During open enrollment, all employees who decline the City’s group medical insurance shall show proof of such coverage through another policy. 23.2: The City Commission shall determine the City’s contribution toward the cost of such insurance program. City Contributions shall be made on a pro rata basis each pay period. Effective October 1, 20132007, the City shall contribute to the cost of medical insurance premiums only, as follows: Up to a maximum of $57,000* 5,500 for Employee Only coverage; Up to $8,200 7,000 for Employee+Spouse or Employee+Child(ren) coverage; and Up to $9,800 8,000 for Employee+Family coverage. Employees who opt out of the City’s group medical insurance plan shall receive $4,500 per year, payable on a pro rata basis through payroll each pay period. (*Agreed to correct clerical error to the negotiated $7,000 post-ratification.) Effective October 1, 2014, the City's annual contribution shall increase by $100 for each level of coverage that experiences more than a 10% increase to the total premiums. Effective October 1, 2015, the City's annual contribution shall increase by $100 for each level of coverage that experiences more than a 10% increase to the total premiums. During the term of this Agreement, the City shall pay 100% for Employee Only coverage on the lowest premium plan, the High Deductible Health Plan HMO (or equivalent plan) If the annual Employee Only cost for the High Deductible Health Plan is or any plan costing less than $7,000, employees selecting Employee Only coverage on a qualified High Deductible Health Plan shall receive a City contribution equivalent to the difference between $7,000 and the annual cost for the plan to the employee’s associated Health Savings Account, contributed on a pro rata basis each pay periodsaid plan. 23.3: If the cost of the health insurance program selected by the employee exceeds the City’s contribution, the employee shall pay the balance on a pro rata basis each pay period through payroll deduction or through the conversion of accrued sick leave, pursuant to section 23.4 below. 23.4: Employees whose premiums for medical insurance under the City’s group health insurance plan exceed the City’s contribution may elect to convert accrued sick leave to offset their insurance premiums, with the following provisions: 1) The converted hours shall not exceed 80 hours; 2) the converted value shall not exceed the employee’s out of pocket expense for medical insurance only; 3) the employee shall retain 120 hours of sick leave after the conversion; 4) the conversion shall be based on the employee’s pay rate as of September 30th, plus any funded October 1st cost of living adjustment; and 5) the employee shall have at least three (3) years of continuous City service as of October 1st of the election year. Elections shall be made on an annual basis, during open enrollment, and are irrevocable except following a qualifying event, as defined Per IRS Section 125. The rate of conversion is as follows: A. Employees with at least three (3) years of City service – 50% of each hour converted B. Employees with at least fifteen (15) years of City service – 75% of each hour converted C. Employees with at least twenty (20) years of City service – 100% of each hour converted

Group Insurance Program. 23.1: The City shall make a comprehensive group insurance program available to full-time employees covered by this Agreement. This insurance shall include, but is not limited to: A. Health and Accident Insurance (including major medical) B. Life Insurance C. Accidental Death & Dismemberment Insurance D. Short Term and Long Term Disability Insurance The City shall provide minimum life insurance, accidental death and dismemberment insurance, short-term disability and long-term disability insurance at no cost to the employee. During open enrollment, all employees who decline the City’s group medical insurance shall show proof of such coverage through another policy. 23.2: The City Commission shall determine the City’s contribution toward the cost of such insurance program. City Contributions shall be made on a pro rata basis each pay period. Effective October 1, 20132007, the City shall contribute to the cost of medical insurance premiums only, as follows: Up to a maximum of $57,000* 5,500 for Employee Only coverage; Up to $8,200 7,000 for Employee+Spouse or Employee+Child(ren) coverage; and Up to $9,800 8,000 for Employee+Family coverage. Employees who opt out of the City’s group medical insurance plan shall receive $4,500 per year, payable on a pro rata basis through payroll each pay period. (*Agreed to correct clerical error to the negotiated $7,000 post-ratification.) Effective October 1, 2014, the City's annual contribution shall increase by $100 for each level of coverage that experiences more than a 10% increase to the total premiums. Effective October 1, 2015, the City's annual contribution shall increase by $100 for each level of coverage that experiences more than a 10% increase to the total premiums. During the term of this Agreement, the City shall pay 100% for Employee Only coverage on the lowest premium plan, the High Deductible Health Plan (or equivalent plan) If the annual Employee Only cost for the High Deductible Health Plan is less than $7,000, employees selecting Employee Only coverage on a qualified High Deductible Health Plan shall receive a City contribution equivalent to the difference between $7,000 and the annual cost for the plan to the employee’s associated Health Savings Account, contributed on a pro rata basis each pay period. 23.3: If the cost of the health insurance program selected by the employee exceeds the City’s contribution, the employee shall pay the balance on a pro rata basis each pay period through payroll deduction or through the conversion of accrued sick leave, pursuant to section 23.4 below. 23.4: Employees whose premiums for medical insurance under the City’s group health insurance plan exceed the City’s contribution may elect to convert accrued sick leave to offset their insurance premiums, with the following provisions: 1) The converted hours shall not exceed 80 hours; 2) the converted value shall not exceed the employee’s out of pocket expense for medical insurance only; 3) the employee shall retain 120 hours of sick leave after the conversion; 4) the conversion shall be based on the employee’s pay rate as of September 30th, plus any funded October 1st cost of living adjustment; and 5) the employee shall have at least three (3) years of continuous City service as of October 1st of the election year. Elections shall be made on an annual basis, during open enrollment, and are irrevocable except following a qualifying event, as defined Per IRS Section 125. The rate of conversion is as follows: A. Employees with at least three (3) years of City service – 50% of each hour converted B. Employees with at least fifteen (15) years of City service – 75% of each hour converted C. Employees with at least twenty (20) years of City service – 100% of each hour converted

Group Insurance Program. 23.1: The City shall make a comprehensive group insurance program available to full-time employees covered by this Agreement. This insurance shall include, but is not limited to: A. Health and Accident Insurance (including major medical) B. Life Insurance C. Accidental Death & Dismemberment Insurance D. Short Term and Long Term Disability Insurance The City shall provide minimum life insurance, accidental death and dismemberment insurance, short-term disability and long-term disability insurance at no cost to the employee. During open enrollment, all employees who decline the City’s group medical insurance shall show proof of such coverage through another policy. 23.2: The City Commission shall determine the City’s contribution toward the cost of such insurance program. City Contributions shall be made on a pro rata basis each pay period. Effective October 1, 2013, the City shall contribute to the cost of medical insurance premiums only, as follows: Up to a maximum of $57,000* 57,000 for Employee Only coverage; Up to $8,200 for Employee+Spouse or Employee+Child(ren) coverage; and Up to $9,800 for Employee+Family coverage. Employees who opt out of the City’s group medical insurance plan shall receive $4,500 per year, payable on a pro rata basis through payroll each pay period. (*Agreed to correct clerical error to the negotiated $7,000 post-ratification.) Effective October 1, 2014, the City's annual contribution shall increase by $100 for each level of coverage that experiences more than a 10% increase to the total premiums. Effective October 1, 2015, the City's annual contribution shall increase by $100 for each level of coverage that experiences more than a 10% increase to the total premiums. During the term of this Agreement, the City shall pay 100% for Employee Only coverage on the lowest premium plan, the High Deductible Health Plan (or equivalent plan) If the annual Employee Only cost for the High Deductible Health Plan is less than $7,000, employees selecting Employee Only coverage on a qualified High Deductible Health Plan shall receive a City contribution equivalent to the difference between $7,000 and the annual cost for the plan to the employee’s associated Health Savings Account, contributed on a pro rata basis each pay period. 23.3: If the cost of the health insurance program selected by the employee exceeds the City’s contribution, the employee shall pay the balance on a pro rata basis each pay period through payroll deduction or through the conversion of accrued sick leave, pursuant to section 23.4 below. 23.4: Employees whose premiums for medical insurance under the City’s group health insurance plan exceed the City’s contribution may elect to convert accrued sick leave to offset their insurance premiums, with the following provisions: 1) The converted hours shall not exceed 80 hours; 2) the converted value shall not exceed the employee’s out of pocket expense for medical insurance only; 3) the employee shall retain 120 hours of sick leave after the conversion; 4) the conversion shall be based on the employee’s pay rate as of September 30th, plus any funded October 1st cost of living adjustment; and 5) the employee shall have at least three (3) years of continuous City service as of October 1st of the election year. Elections shall be made on an annual basis, during open enrollment, and are irrevocable except following a qualifying event, as defined Per IRS Section 125. The rate of conversion is as follows: A. Employees with at least three (3) years of City service – 50% of each hour converted B. Employees with at least fifteen (15) years of City service – 75% of each hour converted C. Employees with at least twenty (20) years of City service – 100% of each hour converted 23.5 If the employee selects voluntary insurance benefits or insurance supplements, including but not limited to dental insurance, additional/dependent life insurance, long-term care, or other insurance supplements, the employee shall pay the full premium through payroll deduction on a pro rata basis each pay period.