HEALTH AND MAJOR MEDICAL INSURANCE. (a) Notwithstanding anything herein to the contrary, upon the first to occur of (i) a Change of Control (excluding a Change of Control in connection with which Executive enters into any employment agreement with the Company or the acquiring entity with a term of at least three years), (ii) termination of Executive's employment hereunder by the Company or Bank other than for cause, or (iii) termination of Executive's employment by reason of retirement at age 65 (or at age 55 through age 64 provided that a majority of the Board of Directors of the Company confirms that this subsection 15(a) shall be effective in connection with the retirement), the Company or the Bank shall thereafter provide Executive with health and major medical insurance through the date on which Executive shall be eligible to receive Medicare (or any successor governmental health insurance program) and, after such eligibility date, Medicare supplemental insurance for life. The Company or the Bank shall not provide such health and medical insurance during any period, after a termination of Executive's employment by the Company or Bank other than for cause, during which Executive is employed by an employer which provides health and major medical insurance in which Executive is qualified to participate. If insurance is provided to Executive under this subsection 15(a), the Company's or the Bank's obligation to provide Executive any such health or major medical insurance otherwise referred to in this Agreement shall terminate.
(b) The Company and the Bank shall not be obligated to provide any insurance pursuant to subsection 15(a) to the extent that the cost thereof exceeds the amount which would accrue at the rate of $7,700 per annum from October 1, 1995. In the event the cost of such insurance exceeds such accrual, Executive, at his option, may continue the insurance by paying, at his own expense, the amount in excess of such accrual.
HEALTH AND MAJOR MEDICAL INSURANCE. 1. The Board shall continue to make available two health and major medical insurance options for teachers: an HMO Plan and Blue Cross/Blue Shield PPO Plan. The cost of individual and family coverage shall be provided at Board expense, except as provided in Article XXII, Section C, Paragraph 2 below. Each teacher shall be required annually during the month of September to select the desired insurance option. Said coverage is for twelve (12) months. Plan specifications appear in APPENDIX G. Plan specifications will not be unilaterally changed by the District or at the District’s request, but the parties acknowledge and agree that the District’s health insurance provider or cooperative may at any time unilaterally change plan specifications. In the event that the District’s health insurance provider or cooperative makes any plan specification changes, the District agrees to bargain the impact of such changes with the Faculty Association upon demand. Teacher contribution rates, as set forth below in Paragraph 2, and other teacher insurance costs, as set forth in Appendix G, shall remain as stated herein for the duration of this 2023-20282018-2023 Agreement.
2. Employees electing family coverage under the HMO Plan shall be required to contribute the following amounts: 2018-2019 $2,750 2019-2020 $2,791 2020-2021 $2,833 2021-2022 $2,876 2022-20232023-2028 $2,919 Employees electing single coverage under the HMO Plan shall be required to contribute the following amounts: 2018-2019 $550 2019-2020 $558 2020-2021 $567 2021-2022 $575 2022-20232023-2028 $584 Employees electing family coverage under the Blue Cross/Blue Shield PPO Plan shall be required to contribute the following amounts: 2018-2019 $3,075 2019-2020 $3,129 2020-2021 $3,184 2021-2022 $3,239 2022-20232023-2028 $3,296 Employees electing single coverage under the PPO Plan shall be required to contribute the following amounts: 2018-2019 $705 2019-2020 $717 2020-2021 $730 2021-2022 $743 2022-20232023-2028 $756 The annual employee contributions will be assessed through equal payroll deductions.
3. The Blue Cross insurance plan administrator will provide a letter of clarification regarding coordination of benefits for married employees of the district so as to allow such employees access to the greatest degree of coverage available without substantial increase in cost to the district or the employees. The Board will allow married couples teaching in the district to be reciprocal dependents for purposes of depende...
HEALTH AND MAJOR MEDICAL INSURANCE. Payment For Unused Leave Days Upon Resignation, Retirement, Or Death In Service Life Insurance Supplemental Disability Insurance Holidays Vacations PUHSD Early Retirement Part-Time Employment Program Retirement 17 Normal Retirement ARS §38-757 Leaves of Absence 18 Leave Days Leaves of Absence Without Pay Bereavement Leave Temporary Leaves of Absence To Meet Professional Obligations Release Time for CEA Business Military Leave Jury Duty or Official Subpoena Leave Natural Disaster Minimum Leave of Absence Charges Evaluation/Performance Review, And Remediation Plan 19 General Formal Evaluation/Performance Review Informal Evaluation Remediation Plan Classified Formal Evaluation Flow Chart Job Description. 20 Job Descriptions Job Description Review New Job Descriptions Wage Adjustment 21 Reclassifications 22 Seniority 23 Seniority List Reduction-In-Force/Surplus 24 Reduction-In-Force Reduction-In-Force Preliminary Reduction-In-Force - Notice of Termination Due To RIF Reassignment of Surplus Employees Based Upon Seniority Employees in Split Assignments Recall to Same Job Title Recall to Different Job Title Qualified for Position Notification of Recall Filling of Positions Advertising of Positions Application for Position(s) Recall Rights for Reduction-In-Force Employees Classified Job Title Changes Transfer and Assignment 25 Site/Department Vacancy Voluntary Transfer Procedure Involuntary Transfer Assignment and Reassignment Classroom Coverage 26 Movement Between Employee Groups. 27 Classified to Certified Positions Classified to Classified Administrative Position Involuntary Return of Certified/Classified Administrative to Classified Transfer to Acting Status in A Higher Classification 28 Permanent Employees Transferred to Acting Status Pay for Acting Status Appointment/Selection to Acting Status Return to Permanent Assignment Permanent Transfer to Lower Classification. 29 Voluntary Transfer to Lower Classification Involuntary Transfer to Lower Classification Demotion to Lower Classification Temporary Transfer to Lower Classification Promotion to Higher Classification 30 Campus Committee 31 Purpose Regulation on Membership Essential Duties/Job Descriptions Grievance Procedure 32 Purpose Definition Time Limits
HEALTH AND MAJOR MEDICAL INSURANCE. The District shall provide all full-time employees who work forty (40) hours, twelve (12) months, $4,850 to be applied towards any of the health and major medical plans offered by the district In lieu of health and major medical insurance, employees may choose to take cash in lieu at $3000 per year. However, this cash option is only available to staff employed by the Ed-Co Community School district in the 2015-16 school year who chose a TSA instead of insurance in 2015-2016. Staff hired after the 2015-16 school year, and all staff who have previously received insurance or did not receive the benefit, are not eligible to choose this option.
HEALTH AND MAJOR MEDICAL INSURANCE. 3.1.1 Coverage of all employees shall be from the first day he/she assumes his/her duties for the school district. (i.e. for those assuming his/her duties prior to the commencement of the teaching year, through extended contracts or extra-curricular contract, insurance coverage shall be concurrent with the first date of assuming duties.)
3.1.2 Coverage shall extend through the end of the contract or the end of August, whichever comes later, after which the provisions of COBRA will become effective and the premiums will be the responsibility of the employee.
3.1.3 The provision of this section shall be contingent upon the provision of the carrier and plan selected.
3.1.4 Teachers newly employed after 2001-2002 must apply the entire district contribution toward premiums for health and major medical insurance to receive this benefit.
HEALTH AND MAJOR MEDICAL INSURANCE. 1. All permanent and probationary employees are covered by health and medical insurance as described in the master contract(s) between the District and the provider which becomes effective based upon eligibility date and the date of enrollment by employee. Premiums for the employee’s coverage are paid by the District. When more than one (1) health insurance plan is offered, and the employee selects the plan of his/her preference, the District pays an amount equal to the annual premium of the lowest cost plan.
2. Dependent coverage is available under the Payroll Deduction Plan, with the premiums for dependent coverage paid by the employee.
3. Employees, hired prior to July 1, 1987, may select in lieu of health/medical insurance benefits; a tax sheltered annuity with an agreement that the amount will remain in the annuity program for the duration of employment in the District.
4. The TSA amount shall be equal to $1,177.00 for a full year contract or an amount proportionate thereof based upon the date of exercise of the option as follows:
a. Between the 1st and 15th of the month, TSA effective the first of the following month.
b. Between the 16th of the month and last day of the month, TSA effective the first of the second following month.
c. An employee choosing a tax sheltered annuity option and then having an emergency during the insurance year, due to spousal change (divorce, marriage, death), shall be allowed, upon approval of the insurance carrier, to re-enter one of the District’s health plans. The cost of this health insurance will be at the employee’s expense through the payroll deduction process or a cash payment if during a non-payroll period.
HEALTH AND MAJOR MEDICAL INSURANCE. The Board shall make available to members of the bargaining unit full family hospitalization and major medical insurance coverage. Employees who work at least thirty (30) hours per week, at least one-hundred- seventy-four (174) days per year, shall be entitled to the Board contribution toward health and major medical insurance. Current employees must state their intent to participate in this health insurance plan by the end of the first full week of each school year of this contract, and, barring circumstances beyond the control of the employee, remain in the plan for no less than one (1) calendar year. Any premium amount not covered by the amount designated by the Board will be assumed by the employee through payroll deduction. The amount the Board shall contribute toward the purchase of approved insurance shall be 92% of the single, 85% of the employee/child, 80% of the employee/spouse, and 70% of the family monthly premiums per eligible member of the bargaining unit for the duration of this contract. The district insurance program will include a working spouse surcharge to any employee who enrolls his/her spouse in the district’s hospitalization and major medical insurance coverage if his/her spouse is eligible for coverage through his/her own employer and chooses Fieldcrest CUSD 6 insurance, either as a primary or a secondary insurance. The surcharge is $40/month ($480/year). An employee who enrolls his/her spouse for the district coverage must complete an affidavit annually which declares his/her spouse’s status in regard to employer coverage eligibility. If at any time during the benefit plan year eligibility for the working spouse surcharge changes, it is the responsibility of the employee to notify the district office within 30 days of the eligibility changes so that the surcharge can be properly adjusted, retroactive to the date of the applicable change. Falsification of information regarding the eligibility of a spouse for medical coverage from his/her employer will cause the employee to pay a penalty equal to the spousal surcharge for the insurance year ($480/year) in addition to any restorative spousal surcharge owed to the district. For those Employees who elect not to participate in the District’s health and major medical/hospitalization insurance program, the District will pay the individual $1200 in cash per year. For those Employees who elect to participate in the District’s Health Savings Account (HSA), the Board will contribute $1200 int...
HEALTH AND MAJOR MEDICAL INSURANCE. For purposes of this Section, all teachers employed by the District working 30 hours per week or more, the Board will make the following contribution toward the teacher’s health and major medical insurance premium: 2017-2018 $ 569 or total premium, whichever is less 2018-2019 $ 589 or total premium, whichever is less 2019-2020 $ 599 or total premium, whichever is less In case of teachers working less than 30 hours per week but at least 15 hours per week, the Board will pay only the appropriate pro-rated amount for the insurance according to the teachers’ fractional status. Teachers working less than 15 hours per week are not eligible for health benefits.
HEALTH AND MAJOR MEDICAL INSURANCE. This agreement shall incorporate the health and major medical insurance policy of the Cascade County Personnel Policy Manual.
HEALTH AND MAJOR MEDICAL INSURANCE. For purposes of this Section, all teachers employed by the District working 30 hours per week or more, the Board will make the following contribution toward the teacher's health and major medical insurance premium: 2024-2025 $ 710 2025-2026 $ 730 2026-2027 $ 745 or 100% individual HSA premium, whichever is less Teachers who take the HSA option will be given the premium difference in their HSA account. In case of teachers working less than 30 hours per week but at least 15 hours per week, the Board will pay only the appropriate pro-rated amount for the insurance according to the teachers' fractional status. Teachers working less than 15 hours per week are not eligible for health benefits.
