Common use of Health and Dental Insurance Plans Clause in Contracts

Health and Dental Insurance Plans. The College will provide employees with a choice of medical plans, as well as a dental plan. New hires must enroll in benefits within 30 days of their date of hire. Beginning on the date of hire, the College will contribute toward the cost of the medical plan selected by each employee as set forth below. The College will make no contribution toward the cost of the dental plan. The College will contribute towards the cost of medical insurance selected by the bargaining unit member using the following formula: Annual Salary No Coverage Employee Only Coverage Employee plus Spouse Coverage Employee plus Child(ren) Coverage Family Coverage Under $20,000 $0.00 $331.12 $714.53 552.13 $974.35 $20,000 to $29,999 $0.00 $331.12 minus $1.20 per $1,000 over $20,000 $714.53 minus $5.28 per $1,000 over $20,000 $552.13 minus $4.08 per $1,000 over $20,000 $974.35 minus $7.19 per $1,000 over $20,000 $30,000 to $45,999 $0.00 $320.33 minus $2.40 per $1,000 over $29,000 $667.04 minus $5.28 per $1,000 over $29,000 $515.44 minus $4.08 per $1,000 over $29,000 $909.60 minus $7.19 per $1,000 over $29,000 $46,000 to $60,999 $0.00 $281.96 minus $2.06 per $1,000 over $45,000 $582.63 minus $4.52 per $1,000 over $45,000 $450.21 minus $3.49 per $1,000 over $45,000 $794.49 minus $6.17 per $1,000 over $45,000 $61,000 to $80,999 $0.00 $251.13 minus $.34 per $1,000 over $60,000 $514.79 minus $.75 per $1,000 over $60,000 $397.79 minus $.58 per $1,000 over $60,000 $701.99 minus $1.03 per $1,000 over $60,000 $81,000 to $125,999 $0.00 $244.27 minus $.31 per $1,000 over $80,000 $499.72 minus $.68 per $1,000 over $80,000 $386.14 minus $.52 per $1,000 over $80,000 $681.43 minus $.93 per $1,000 over $80,000 $126,000 to $199,999 $0.00 $230.40 minus $.34 per $1,000 over $125,000 $469.19 minus $.75 per $1,000 over $125,000 $362.56 minus $.58 per $1,000 over $125,000 $639.81 minus $1.03 per $1,000 over $125,000 $200,000 or More $0.00 $205.05 $413.42 $319.46 $563.75 These amounts may increase or decrease based on the standard calculation used by the College. The College contribution towards the cost of health insurance will be based on an employee’s annual salary and FTE status. The College will contribute the same amount towards the cost of health insurance for bargaining unit members as it does for employees outside of the bargaining unit. The College will pro-rate its contributions for regular part-time employees. An employee must work at least (20 hours weekly and for 9 months yearly) to be eligible to enroll in the health insurance program. If married Dartmouth College employees are electing two-person or family coverage, either employee may choose the medical insurance. Employees may change their medical and dental plan elections during the College’s regular open enrollment period. To make changes to the medical or dental plan other than at open enrollment, an employee must have a qualified change in status event (e.g., marriage, divorce, birth, adoption, death, loss or gain of employment by the employee’s spouse, or loss of medical coverage due to the spouse’s employer terminating its medical plan.) The employee must make the changes using Dartmouth’s online benefits system within 31 days of the qualifying event or will be unable to make changes. The change in coverage will be effective on the first day of the month following completion of the online process. The medical plans in effect at the time of this agreement are hereby incorporated into the agreement by reference. However, the College may, at its discretion, change the plans. The changes to the College’s health insurance benefits and premiums that become effective on January 1, 2011, shall apply to the bargaining unit. Effective January 1, 2016, bargaining unit employees are eligible to participate in the Dependent Care Flexible Spending Accounts offered by the College, subject to the Internal Revenue Service regulations and College policies. On or about January 1 of each year, the College will make one employer contribution to either a Health Care Flexible Spending Account (“FSA”), Health Reimbursement Account (“HRA”) or Health Savings Account (“HSA”) based on the bargaining unit employees medical plan election or waiver of medical coverage. For calendar years following July 1, 2017, the College contributes $500 to the HRA or HSA of an employee enrolled in the individual plan and $1,000 to the HRA or HSA of an employee who enrolls in the family plan. The HRA or HSA contribution will be based on the terms of the plan in effect at that time. Bargaining unit employees who waive medical coverage or elect a medical plan without an accompanying HRA or HSA, will receive a $250 contribution from the College into their FSA pursuant to Internal Revenue Service regulations and College policy and do not receive an employer contribution to an HRA or HSA. Dartmouth College does not contribute to the Dependent Care Flexible Spending Accounts. If, during the term of this agreement, Dartmouth begins contributing to the Dependent Care Flexible Spending Account, the Union and the College will meet and confer to discuss contributions for bargaining unit members. Any changes to these contributions during the course of this agreement will be by mutual agreement. The College deposits a pro-rated amount for part-time employees and for employees who start working for the College after January 1. Effective January 1, 2018, Dartmouth will make AFLAC plans available to members of the bargaining unit at the member’s expense, paid on an “after tax” basis through payroll deduction, to the extent allowed by law. In the event a bargaining unit member advises Dartmouth that he or she wishes to enroll in an AFLAC plan that is not currently offered, the Union and Dartmouth will meet to discuss the administrative cost of adding such a plan and determine when and if the additional plan should be made available. The Union agrees that Dartmouth does not endorse AFLAC or any other supplemental benefit provider and does not monitor the products offered or the services provided.

Health and Dental Insurance Plans. The College will provide employees with a choice of medical plans, as well as a dental plan. New hires must enroll in benefits within 30 days of their date of hire. Beginning on the date of hire, the College will contribute toward the cost of the medical plan selected by each employee as set forth below. The College will make no contribution toward the cost of the dental plan. The College will contribute towards the cost of medical insurance selected by the bargaining unit member using the following formula: Annual Salary No Coverage Employee Only Coverage Employee plus Spouse Coverage Employee plus Child(ren) Coverage Family Coverage Under $20,000 $0.00 $331.12 $714.53 552.13 $974.35 $20,000 to $29,999 $0.00 $331.12 minus $1.20 per $1,000 over $20,000 $714.53 minus $5.28 per $1,000 over $20,000 $552.13 minus $4.08 per $1,000 over $20,000 $974.35 minus $7.19 per $1,000 over $20,000 $30,000 to $45,999 $0.00 $320.33 minus $2.40 per $1,000 over $29,000 $667.04 minus $5.28 per $1,000 over $29,000 $515.44 minus $4.08 per $1,000 over $29,000 $909.60 minus $7.19 per $1,000 over $29,000 $46,000 to $60,999 $0.00 $281.96 minus $2.06 per $1,000 over $45,000 $582.63 minus $4.52 per $1,000 over $45,000 $450.21 minus $3.49 per $1,000 over $45,000 $794.49 minus $6.17 per $1,000 over $45,000 $61,000 to $80,999 $0.00 $251.13 minus $.34 per $1,000 over $60,000 $514.79 minus $.75 per $1,000 over $60,000 $397.79 minus $.58 per $1,000 over $60,000 $701.99 minus $1.03 per $1,000 over $60,000 $81,000 to $125,999 $0.00 $244.27 minus $.31 per $1,000 over $80,000 $499.72 minus $.68 per $1,000 over $80,000 $386.14 minus $.52 per $1,000 over $80,000 $681.43 minus $.93 per $1,000 over $80,000 $126,000 to $199,999 $0.00 $230.40 minus $.34 per $1,000 over $125,000 $469.19 minus $.75 per $1,000 over $125,000 $362.56 minus $.58 per $1,000 over $125,000 $639.81 minus $1.03 per $1,000 over $125,000 $200,000 or More $0.00 $205.05 $413.42 $319.46 $563.75 These amounts may increase or decrease based on the standard calculation used by the College. The College contribution towards the cost of health insurance will be based on an employee’s annual salary and FTE status. The College will contribute the same amount towards the cost of health insurance for bargaining unit members as it does for employees outside of the bargaining unit. The College will pro-rate its contributions for regular part-time employees. An employee must work at least (20 hours weekly and for 9 months yearly) to be eligible to enroll in the health insurance program. If married Dartmouth College employees are electing two-person or family coverage, either employee may choose the medical insurance. Employees may change their medical and dental plan elections during the College’s regular open enrollment period. To make changes to the medical or dental plan other than at open enrollment, an employee must have a qualified change in status event (e.g., marriage, divorce, birth, adoption, death, loss or gain of employment by the employee’s spouse, or loss of medical coverage due to the spouse’s employer terminating its medical plan.) The employee must make the changes using Dartmouth’s online benefits system within 31 days of the qualifying event or will be unable to make changes. The change in coverage will be effective on the first day of the month following completion of the online process. The medical plans in effect at the time of this agreement are hereby incorporated into the agreement by reference. However, the College may, at its discretion, change the plans. The changes to the College’s health insurance benefits and premiums that become effective on January 1, 2011, shall apply to the bargaining unit. Effective January 1, 2016, bargaining unit employees are eligible to participate in the Dependent Care Flexible Spending Accounts offered by the College, subject to the Internal Revenue Service regulations and College policies. On or about January 1 of each year, the College will make one employer contribution to either a Health Care Flexible Spending Account (“FSA”), Health Reimbursement Account (“HRA”) or Health Savings Account (“HSA”) based on the bargaining unit employees employee’s medical plan election or waiver of medical coverage. For calendar years following July 1, 2017, the College contributes $500 to the HRA or HSA of an employee enrolled in the individual plan and $1,000 to the HRA or HSA of an employee who enrolls in the family plan. The HRA or HSA contribution will be based on the terms of the plan in effect at that time. Bargaining unit employees who waive medical coverage or elect a medical plan without an accompanying HRA or HSA, will receive a $250 contribution from the College into their FSA pursuant to Internal Revenue Service regulations and College policy and do not receive an employer contribution to an HRA or HSA. Any changes to these contributions during the course of this agreement will be by mutual agreement. The College deposits a pro-rated amount for part-time employees and for employees who start working for the College after January 1. Dartmouth College does not contribute to the Dependent Care Flexible Spending Accounts. If, during the term of this agreement, Dartmouth begins contributing to the Dependent Care Flexible Spending Account, the Union and the College will meet and confer to discuss contributions for bargaining unit members. Any changes to these contributions during the course of this agreement will be by mutual agreement. The College deposits a pro-rated amount for part-time employees and for employees who start working for the College after January 1. Effective January 1, 2018, Dartmouth will make AFLAC plans available to members of the bargaining unit at the member’s expense, paid on an “after tax” basis through payroll deduction, to the extent allowed by law. In the event a bargaining unit member advises Dartmouth that he or she wishes to enroll in an AFLAC plan that is not currently offered, the Union and Dartmouth will meet to discuss the administrative cost of adding such a plan and determine when and if the additional plan should be made available. If there is no administrative cost or the administrative cost is minimal, the plan will be added to the available options. The Union agrees that Dartmouth does not endorse AFLAC or any other supplemental benefit provider and does not monitor the products offered or the services provided.

Health and Dental Insurance Plans. The College will provide employees with a choice of medical plans, as well as a dental plan. New hires must enroll in benefits within 30 days of their date of hire. Beginning on the date of hire, the College will contribute toward the cost of the medical plan selected by each employee as set forth below. The College will make no contribution toward the cost of the dental plan. The College will contribute towards the cost of medical insurance selected by the bargaining unit member using based on the following College’s standard calculation formula: . Employees can view the College and Employee contributions based on their annualized pay rate at xxxxx://xxx.xxxxxxxxx.xxx/hrs/benefits/premium_cost/estimator/. Annual Salary No Coverage Employee Only Coverage Employee plus Spouse Coverage Employee plus Child(ren) Coverage Family Coverage $20,999 and Under $20,000 $0.00 $331.12 415.40 $714.53 552.13 896.39 $974.35 692.66 $20,000 1,222.35 $21,000 to $29,999 $0.00 $331.12 415.40 minus $1.20 1.50 per $1,000 over $20,000 $714.53 896.39 minus $5.28 6.62 per $1,000 over $20,000 $552.13 692.66 minus $4.08 5.11 per $1,000 over $20,000 $974.35 1,222.35 minus $7.19 9.03 per $1,000 over $20,000 $30,000 to $45,999 $0.00 $320.33 401.86 minus $2.40 3.01 per $1,000 over $29,000 $667.04 836.82 minus $5.28 6.62 per $1,000 over $29,000 $515.44 646.63 minus $4.08 5.11 per $1,000 over $29,000 $909.60 1,141.11 minus $7.19 9.03 per $1,000 over $29,000 $46,000 to $60,999 $0.00 $281.96 353.72 minus $2.06 2.58 per $1,000 over $45,000 $582.63 730.92 minus $4.52 5.67 per $1,000 over $45,000 $450.21 564.80 minus $3.49 4.38 per $1,000 over $45,000 $794.49 996.70 minus $6.17 7.74 per $1,000 over $45,000 $61,000 to $80,999 $0.00 $251.13 315.04 minus $.34 .43 per $1,000 over $60,000 $514.79 645.82 minus $.75 .95 per $1,000 over $60,000 $397.79 499.04 minus $.58 .73 per $1,000 over $60,000 $701.99 880.66 minus $1.03 1.29 per $1,000 over $60,000 $81,000 to $125,999 $0.00 $244.27 306.44 minus $.31 .39 per $1,000 over $80,000 $499.72 626.91 minus $.68 .85 per $1,000 over $80,000 $386.14 484.42 minus $.52 .66 per $1,000 over $80,000 $681.43 854.87 minus $.93 1.16 per $1,000 over $80,000 $126,000 to $199,999 $0.00 $230.40 289.04 minus $.34 .43 per $1,000 over $125,000 $469.19 588.61 minus $.75 .95 per $1,000 over $125,000 $362.56 454.83 minus $.58 .73 per $1,000 over $125,000 $639.81 802.65 minus $1.03 1.29 per $1,000 over $125,000 $200,000 or More $0.00 $205.05 257.23 $413.42 518.64 $319.46 400.76 $563.75 707.23 These amounts may increase or decrease based on the standard calculation used by the College. The College contribution towards the cost of health insurance will be based on an employee’s employee’s annual salary and FTE status. The College will contribute the same amount towards the cost of health insurance for bargaining unit members as it does for employees outside of the bargaining unit. The College will pro-rate its contributions for regular part-time employees. An employee must work at least (20 hours weekly and for 9 months yearly) to be eligible to enroll in the health insurance program. If married Dartmouth College employees are electing two-person or family coverage, either employee may choose the medical insurance. Employees may change their medical and dental plan elections during the College’s College’s regular open enrollment period. To make changes to the medical or dental plan other than at open enrollment, an employee must have a qualified change in status event (e.g., marriage, divorce, birth, adoption, death, loss or gain of employment by the employee’s employee’s spouse, or loss of medical coverage due to the spouse’s spouse’s employer terminating its medical plan.) The employee must make the changes using Dartmouth’s Dartmouth’s online benefits system within 31 days of the qualifying event or will be unable to make changes. The change in coverage will be effective on the first day of the month following completion of the online process. The medical plans in effect at the time of this agreement are hereby incorporated into the agreement by reference. However, the College may, at its discretion, change the plans. The changes to the College’s health insurance benefits and premiums that become effective on January 1, 2011, shall apply to the bargaining unit. Effective January 1, 2016, bargaining Bargaining unit employees are eligible to participate in the Dependent Care Flexible Spending Accounts offered by the College, subject to the Internal Revenue Service regulations and College policies. On or about January 1 of each year, the College will make one employer contribution to either a Health Care Flexible Spending Account (“FSA”“FSA”), Health Reimbursement Account (“HRA”“HRA”) or Health Savings Account (“HSA”“HSA”) based on the bargaining unit employees medical plan election or waiver of medical coverage. For calendar years following July 1, 2017, the College contributes $500 to the HRA or HSA of an employee enrolled in the individual plan and $1,000 to the HRA or HSA of an employee who enrolls in the family plan. The HRA or HSA contribution will be based on the terms of the plan in effect at that time. Bargaining unit employees who waive medical coverage or elect a medical plan without an accompanying HRA or HSA, will receive a $250 contribution from the College into their FSA pursuant to Internal Revenue Service regulations and College policy and do not receive an employer contribution to an HRA or HSA. Dartmouth College does not contribute to the Dependent Care Flexible Spending Accounts. If, during the term of this agreement, Dartmouth begins contributing to the Dependent Care Flexible Spending Account, the Union and the College will meet and confer to discuss contributions for bargaining unit members. Any changes to these contributions during the course of this agreement will be by mutual agreement. The College deposits a pro-rated amount for part-time employees and for employees who start working for the College after January 1. Effective January 1, 2018, Dartmouth will make AFLAC plans available to members of the bargaining unit at the member’s member’s expense, paid on an “after tax” “after tax” basis through payroll deduction, to the extent allowed by law. In the event a bargaining unit member advises Dartmouth that he or she wishes they wish to enroll in an AFLAC plan that is not currently offered, the Union and Dartmouth will meet to discuss the administrative cost of adding such a plan and determine when and if the additional plan should be made available. The Union agrees that Dartmouth does not endorse AFLAC or any other supplemental benefit provider and does not monitor the products offered or the services provided.