Health and Major Medical. The Atlantic Community School District shall make available health insurance under the same program as provided to certified staff members of the district for the benefit of each twelve-month employee, and shall pay the premium for a single membership for all regular full time twelve month employees. All regular full time twelve-month employees will receive $50.00 per month to be applied toward the cost of family insurance or a tax sheltered annuity. Employees who select family (i.e., dependent) coverage may elect to have the cost of the difference in premium between single and family coverage deducted from their paychecks. The district agrees to continue to offer the deduction as part of a salary reduction (pre-tax) plan. Employees who do not qualify for district-paid insurance premiums shall (if permitted by the insurance carrier) have the option of purchasing health and major medical insurance under the district's group plan by paying the premiums themselves.
Health and Major Medical. Each employee shall be covered by a health and major medical program paid for by the Board that meets the specifications of the contract in effect 7-1-12. Each employee who purchases single plus one or dependent insurance shall receive $2,400 per year towards the additional cost of the dependent’s insurance in FY-08 and each year thereafter. Each employee shall also receive $2,460 in FY-08 and each year thereafter for a 403(b) contribution or for the costs of dependent insurance.
Health and Major Medical. For each faculty member, the College shall offer to provide and pay the premium(s) for a comprehensive health and major medical plan or an HMO up to the actual premium, or an amount equal to that contributed for Career Service and Administrative employees of the College. If more than one plan is offered by the College, each faculty member shall have the option of choosing which plan he or she wants, but shall pay any premiums not covered by the College’s contribution. Coverage is effective the first day of the month following the hire date and includes coverage for the full academic year or through the end of the month of the effective resignation or retirement date if prior to the end of the academic year. An employee of the College may make a change in his or her coverage by providing a properly processed change in status/life event as defined by the IRS or during established and announced open enrollment periods. Eligibility for employee and dependent coverage shall be defined in the health insurance summary plan description. Open enrollment periods are announced via email to CollegeAll.
Health and Major Medical. 1. Each unit member shall be covered by a comprehensive health and major medical program paid for by the Board, with 80/20 co-insurance.
2. Board shall provide seven hundred ten dollars ($710.00) monthly to all members to be applied first to insurance and then towards additional insurance or a TSA and/or HSA. The current scheduled contribution for family insurance and/or TSA and/or HSA beyond the seven hundred ten dollar ($710.00) amount shall be applied to the base and salary schedule. Unit members desiring family insurance or a TSA and/or HSA may flex those amounts under the 125 plan. The dollar amount the Board contributes shall be negotiable.
Health and Major Medical. For each faculty member, the College shall offer to provide and pay the premium(s) for a comprehensive health and major medical plan or an HMO up to the actual premium, or an amount equal to that contributed for Career Service and Administrative employees of the College. If more than one plan is offered by the College, each faculty member shall have the option of choosing which plan he or she wants, but shall pay any premiums not covered by the College’s contribution.
Health and Major Medical. Each employee shall be provided at District expense with a comprehensive major medical program at the 2012-2013 coverage level or as agreed upon by the District Insurance Committee.
a. The District will contribute $50.00 per month beyond single coverage towards family insurance benefits.
b. Employees who were employed prior to July 1, 1996 shall receive an additional $100 per month as additional wages if single coverage or as credit toward the cost of the family coverage.
Health and Major Medical. All teachers are expected to fully participate in the Wellness program. A teacher who does not participate in the free Biometric testing or gets an annual physical under the Wellness plan will pay an extra one-time health insurance fee of $250. Any physical exam must be documented and occur no later than three (3) months prior to the Biometric testing. Teachers are responsible for the following portion of premiums on health insurance, with the balance of premiums the responsibility of the school corporation (The Corporation will cover the increase in insurance premiums for 2021-2022): MVP: EE only: $640 EE/Child: $1,260 EE/Spouse: $1,664 Family: $1,829 Beginning in 2022-2023 the school corporation will pay 85% of the total premiums set by the insurer on health insurance and teachers will pay 15% of the premiums set by the insurer on health insurance.
Health and Major Medical. The Xxxxxx County Board of Education agrees to provide no less than 47% of the individual premium per employee for health and major medical coverage (in addition to any state funding) unless full funding can be achieved by a combination of state and local funding. Employees shall have the option to apply the cost of individual coverage toward family coverage.
Health and Major Medical. The Board shall select for full time employees and members of the employee's immediate family eligible to enroll, including domestic partner, a health insurance policy. Benefits will be substantially similar to those in effect July 1, 2006. The Board shall provide a booklet explaining the benefits provided by the insurance coverage to all employees.
Health and Major Medical. The Board shall make available the health and major medical program provided by the state. For each of the state-offered plans, all insurance monies received from the state for certified employees shall be used to provide certified employees one hundred percent (100% ) individual coverage, fifty-eight per cent (58% ) of the total annual premium for family coverage, and seventy per cent (70% ) for family coverage for those employees who have a spouse also employed in the system to begin with the 09-10 school year. Those employees who were denied insurance for health reasons on or before May 25, 2007 shall be compensated one thousand dollars ($1000) on or before June 20. When the employer’s annual insurance costs exceed one million, one hundred thousand dollars ($1,100,000), the excess costs will be passed on equitably to those employees with family insurance coverage until a successor agreement is negotiated. The UCEA president shall be notified prior to these costs being passed on to the employee.
