Health and Welfare Insurance Benefits Sample Clauses

Health and Welfare Insurance Benefits. All health insurance benefits are as negotiated with the City's public employee committee (PEC) in the PEC agreement. In the event that the PEC and the City negotiate any changes to this agreement, such changes will be automatically incorporated into the contract.
Sample 1
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Health and Welfare Insurance Benefits. This letter sets forth the basis on which the Company agrees, during the term of our current Agreement, to pay the cost of employee health and welfare insurance benefits.
Sample 1
Health and Welfare Insurance Benefits. 7.1 Notwithstanding any express language in this Agreement to the contrary, the City retains the right to make whatever changes are reasonably necessary to comply with the provisions of the Affordable Care Act (ACA) and to avoid penalties and excise taxes. In the event the excise tax cannot be avoided and future legal guidance dictates that the excise tax must be paid by the City, the parties agree to equally share in cost mitigations by opening this Article for negotiations. The parties acknowledge that the primary way to avoid the excise tax may be to reduce benefits, higher deductibles, higher co-pays, less prescription coverage, and amendments to other health-related programs. Employees electing to enroll in the City’s High Deductible Medical Plan will receive incentives as provided by the terms of this Agreement. New employees will receive the lower monthly premium until annual biometric testing. If the employee opts not to participate, premiums will increase the first of the month thereafter. 7.2 Medical, dental, orthodontia, and vision insurance premiums. 7.2.1 Association members have agreed to be covered by the City’s Self-Insured Medical Plan consistent with the plan provisions as set forth in Appendix D. New employees shall be eligible for said benefits the first day of the first month following employment. 7.2.2 Effective January 1, 2018, the Group Health $10 co-pay plan will be replaced by the Xxxxxx Permanente $200 Deductible plan; this plan will continue to be provided to members in accordance with the rates, plan structure and design offered by the Association of Washington Cities. 7.2.3 Effective January 1, 2019, Premera Plan 2 will be eliminated and Premera Plan 1 will be restructured. The Association and the City have agreed that the following changes will be implemented to Premera Plan 1 effective January 1, 2019: • The plan deductible will increase to $250 per individual, up to $500 per family. • Coinsurance will be added for most services in accordance with the plan design. • Out of pocket maximums will increase to $2,000 per individual, $4,000 per family. 7.2.4 If a spouse or domestic partner (as defined by Washington State law) has coverage offered through their employer, the spouse or domestic partner must enroll in their employer's medical plan. Failure to enroll will require spouse or domestic partner to pay 100% of the premium for coverage on the City’s Medical Plan. If the spouse or domestic partner has enrolled in their employ...
Sample 1
Health and Welfare Insurance Benefits. Medical Insurance: The employer shall provide such medical insurance coverage, for those employees to whom it applies, as is mandated by RCW 41.26, the Law Enforcement Officers and Fire Fighters Retirement System Laws of 1969, as revised. 11.1 The Employer will offer the AWC Regence HealthFirst 500 Plan, with annual HRA of $3,500 (employee only) and $7,000 (employee and family). HRA contributions are made on a monthly basis. 11.2 The Employer also offers the AWC HDHP/HSA Plan. The annual HSA contribution for the HDHP Plan is $1500 (employee only) and $3000 (employee and family), with annual carry-over. HSA contributions are made on a monthly basis. The City will continue to pay 100% of the medical insurance premiums for each employee and eligible dependents for the applicable AWC Regence Plan for the term of this Agreement.
Sample 1
Health and Welfare Insurance Benefits. Medical Insurance: The employer shall provide such medical insurance coverage, for those employees to whom it applies, as is mandated by RCW 41.26, the Law Enforcement Officers and Fire Fighters Retirement System Laws of 1969, as revised. 11.1 Starting January 2022, the AWC Regence HealthFirst 500 Plan, with HRA of $3,500 (employee only) and $7,000 (employee and family). 11.2 The AWC HDHP/HSA Plan will be added as an option starting January, 2020. 11.2.1 For those choosing the AWC HDHP/HSA Plan, the City will add a one-time $1500 signing bonus to go into the HSA account for those bargaining unit members in the new Section 11.2.1 above. The annual HAS contribution will then be $1500 for those employees and $3000 for those employees with dependents, with annual carry-over. A monthly contribution for the payments into the HSA will be made by the Employer. If an employee should leave during any given year that they are participating in the HDHP/HSA Plan, this will alleviate any overpayment into the HSA. Effective January 1, 2019, the City will continue to pay 100% of the medical insurance premiums for each employee and eligible dependents for the applicable AWC Regence Plan for the term of this Agreement.
Sample 1
Health and Welfare Insurance Benefits 
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Related to Health and Welfare Insurance Benefits

  • Health and Welfare Benefits applies to full-time nurses only)

  • Health & Welfare Benefits Executive shall be eligible to participate in all health and welfare benefits provided generally to other employees of the Company.

  • HEALTH AND WELFARE PLAN 9.01 The Employer shall make available the following or similar benefits as mutually agreed between the Employer and the Union to eligible regular full-time employees (as defined below). The cost of the benefits under Sections 9.07, 9.08, 9.09, 9.10, 9.11, 9.12 and 9.13 below shall be paid one hundred percent (100%) by the Employer. An eligible full-time employee shall be one who has three (3) consecutive months current employment at the effective date of the Plan. Benefits for full-time employees who are laid off will be maintained by the Employer for one half (½) of the employee's recall period as specified in Section 14.04 on the following basis: - B.C. Medical Services Plan (M.S.P.) - Group Life Insurance - Hearing aid, eyeglasses and prescription drug coverage A regular full-time employee who does not have three (3) months' current consecutive full-time service at the effective date of the Plan, or a new employee, shall be eligible the day following the date their current consecutive full-time service reaches three (3) months. 9.02 A regular full-time employee reduced to part-time shall continue to be eligible to participate in the Plan. Full-time employees reducing to below thirty-two (32) hours per week shall receive proportionate Weekly Indemnity benefits. Employees shall return completed enrollment forms as soon as possible. The Employer will only offer benefits after first eligibility test is met. If refused at that time by the employee, further testing is not required. If an employee later wants coverage, it is his or her responsibility to make application to the Employer. If he or she is eligible for coverage, the same rules regarding late enrollment as apply to full- time staff may be imposed. 9.03 The Employer shall also make available the benefits to employees (except students) who work an average of thirty-two (32) hours per week for a period of three (3) consecutive months. Such employees shall receive the same benefits as set out for full-time employees in this Section of the Agreement. 9.04 For the purposes of entitlement and disentitlement, the conditions set out below will apply: A. Employees who average thirty-two (32) hours per week for a three (3) month period will be eligible for all benefits under Section 9 on the first of the month following meeting this requirement. Eligibility verifications will be done each month ending on the last Saturday of the month on a 4, 4, 5 basis, i.e.: if an employee had averaged thirty-two (32) hours per week in the three (3) months prior to April 25, he/she would become eligible for the benefit package on May 1. B. If an employee fails to meet the eligibility test, he/she will continue to be eligible for three (3) months. At that time he/she will be tested again and, if eligible, will continue receiving benefits. If not eligible, will cease receiving benefits. Thereafter at the end of each month, the employee's eligibility will be tested and, as soon as he/she becomes eligible again, benefits will be reinstated. 9.05 The Employer shall also make available: - Medical Services Plan (M.S.P.) - Extended Health Benefit (E.H.B.) - Hearing Aid, Eyeglass, Prescription Drug Plan (H.E.P.) to employees (except students) who work an average of twenty-four (24) hours per week for a period of three (3) consecutive months. For the purposes of entitlement and disentitlement, the hours' tests set out above will apply, but will be based on twenty-four (24) hours instead of thirty-two (32) hours per week. New employees who are covered by the B.C. Medical Services Plan at the date of their employment can elect to maintain their continuity of coverage to be paid as defined above. 9.06 Enrollment of group benefits shall be compulsory at the option of the Employer. The Employer, at his option, may require all enrollment cards to be signed within three (3) months from the date that regular full-time employment commenced. If, under exceptional circumstances, an employee does not sign an enrollment card within three (3) months of employment, he or she may be allowed a further month of grace at the option of the Employer. A period of grace longer than one (1) month may be allowed by the Employer; but, in such cases, a medical examination at the employee's own expense shall be compulsory and a three (3) month penalty period may be imposed.

  • HEALTH AND WELFARE 36.01 Health and welfare benefits shall be as contained in Appendix "A" of this Agreement and shall form part of this Agreement.

  • Health and Welfare Fund Pursuant to provisions contained in a pre­ vious Collective Bargaining Agreement, there has been established a Health and Welfare Fund known as the “ Retail Meat Cutter Unions and Employers Joint Health and Welfare Fund For The Chicago Area” ; said Fund is hereinafter referred to as the “ Health and Welfare Fund.”

  • Health and Welfare Plans (a) A copy of the master contracts with the carriers for the extended health care, dental and group life plans shall be sent to the President of the Union. (b) The Employer will consult the Union before developing any pamphlet explaining the highlights of the plans for distribution to employees. The cost of such a pamphlet shall be borne by the Employer.

  • Health and Welfare Benefit Plans During the Employment Period, Executive and Executive’s immediate family shall be entitled to participate in such health and welfare benefit plans as the Employer shall maintain from time to time for the benefit of senior executive officers of the Employer and their families, on the terms and subject to the conditions set forth in such plan. Nothing in this Section shall limit the Employer’s right to change or modify or terminate any benefit plan or program as it sees fit from time to time in the normal course of business so long as it does so for all senior executives of the Employer.

  • HEALTH AND INSURANCE BENEFITS 22.01 All health and insurance benefit premium costs paid by the Employer shall prorate in accordance with the proration formula under Article 22.12 of this Agreement. Same sex spouse is eligible to be a dependent for insured benefits.

  • Group Insurance Benefits To determine if a leave under the provisions of the Family and Medical Leave Act will be paid or unpaid leave of absence contact the school district Employee Benefits Department.

  • Health Insurance Benefits To the extent provided by the federal COBRA law or, if applicable, state insurance laws, and by the Company’s current group health insurance policies, Executive will be eligible to continue Executive’s group health insurance benefits at Executive’s own expense. If Executive timely elects continued coverage under COBRA, the Company shall pay Executive’s COBRA premiums, and any applicable Company COBRA premiums, necessary to continue Executive’s then-current coverage for a period of 12 months after the date of Executive’s termination of employment; provided, however, that any such payments will cease if Executive voluntarily enrolls in a health insurance plan offered by another employer or entity during the period in which the Company is paying such premiums. Executive agrees to immediately notify the Company in writing of any such enrollment. Notwithstanding the foregoing, if the Company determines, in its sole discretion, that it cannot provide the foregoing benefit without potentially incurring financial costs or penalties under applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Company shall in lieu thereof provide to Executive a taxable monthly amount to continue his group health insurance coverage in effect on the date of separation from service (which amount shall be based on the premium for the first month of COBRA coverage), which payments shall be made regardless of whether Executive elects COBRA continuation coverage and shall commence in the month following the month in which Executive incurs a separation from service and shall end on the earlier of (x) the date on which Executive voluntarily enrolls in a health insurance plan offered by another employer or entity during the period in which the Company is paying such amounts and (y) 12 months after the date of Executive’s separation from service.

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