Common use of Group Medical Insurance Clause in Contracts

Group Medical Insurance. Consistent with the eligibility requirements in Section, 1 above, the Madison Board of Education shall provide benefit-eligible N.A.G.E. employees with one of the following medical insurance plans or their equivalent. For this purpose, the term equivalent means substantially similar in overall coverage and benefits when the old and new plans are compared, notwithstanding that there may be differences and disparities in particular individual coverage and benefit levels. The Union will be consulted regarding any proposed insurance carrier change. Any dispute regarding equivalency shall be resolved through the grievance procedures at the arbitration level, prior to the implementation of any such change. HDHP/ HSA with the following provisions: • $0 Office Visit Co-pay after deductible • $0 Wellness Office Visit Co-pay after deductible • $0 Hospital after deductible • $0 Outpatient Surgery after deductible • $0 Walk-In, Urgent Care, Emergency Room after deductible • In/Out of Network deductible $2,000/4,000 and $4,000/8,000 • In Network Co-ins. 100% after deductible • Out of Network Co-ins. 70/30 after deductible • Out of pocket max $2,000/4,000 and $4,000/8,000 • Commercial Manage Rx 100% after deductible • Mandatory Generic The Board will fund 50% of the deductible. For employees only eligible for single coverage, and/or who “buy up” to plus one or family coverage, the Board will only fund 50% of the deductible for single coverage. Beginning with the July 2018 thru June 2019 plan year the Board’s contribution will be made in two equal installments in September and March. For any employees hired mid-year and participating in the HDHP/HSA, the Board’s contribution into the HSA, if applicable, will be prorated.

Group Medical Insurance. Consistent with the eligibility requirements in Section, 1 above, the Madison Board of Education shall provide benefit-eligible N.A.G.E. employees with one of the following medical insurance plans or their equivalent. For this purpose, the term equivalent means substantially similar in overall coverage and benefits when the old and new plans are compared, notwithstanding that there may be differences and disparities in particular individual coverage and benefit levels. The Union will be consulted regarding any proposed insurance carrier change. Any dispute regarding equivalency shall be resolved through the grievance procedures at the arbitration level, prior to the implementation of any such change. HDHP/ HSA with the following provisions: • $0 Office Visit Co-pay after deductible • $0 Wellness Office Visit Co-pay after deductible • $0 Hospital after deductible • $0 Outpatient Surgery after deductible • $0 Walk-In, Urgent Care, Emergency Room after deductible • In/Out of Network deductible $2,000/4,000 and $4,000/8,000 • In Network Co-ins. 100% after deductible • Out of Network Co-ins. 70/30 after deductible • Out of pocket max $2,000/4,000 and $4,000/8,000 • Commercial Manage Rx 100% after deductible • Mandatory Generic The Board will fund 50% of the deductible. For employees only eligible for single coverage, and/or who “buy up” to plus one or family coverage, the Board will only fund 50% of the deductible for single coverage. The Board’s full contribution will be made in July 2017 for the July 2017 thru June 2018 plan year. Beginning with the July 2018 thru June 2019 plan year the Board’s contribution will be made in two equal installments in September and March. For any employees hired mid-year and participating in the HDHP/HSA, the Board’s contribution into the HSA, if applicable, will be prorated.