Health and Welfare Plan Information Sample Clauses

Health and Welfare Plan Information. 7.2.1 The District’s maximum annual health and welfare contribution is $14,500.00 7.2.2 Unit members shall pay the difference between the District’s contribution and the actual premium. All excess premiums shall be deducted by means of a monthly payroll deduction over their normal pay schedule. 7.2.3 Unit members who choose a District health plan costing less than the $14,500.00 District contribution may take the net savings (District contribution minus plan premium) as the Cash Back Benefit. 7.2.4 Only unit members meeting the requirements for full District contribution are eligible for the Cash Back Benefit Option. 7.2.5 Cash Back Benefit dollars shall be allocated to the unit member over their normal pay schedule. 7.2.6 Cash Back Benefit dollars may be utilized by the unit member as pre-tax dollars to participate in a Tax Sheltered Account (TSA) or as a contribution to the Flexible Spending Plan in 7.2.4. 7.2.7 Cash Back Benefit dollars may be paid to the member directly. In this circumstance, the Cash Back Benefit payment received shall be considered as taxable income. Both the District and the unit member would be liable for applicable taxes as with any other salary disbursement. 7.2.8 The District shall offer the following medical plan options with the prescription plan as noted, through SISC III as long as the Federation maintains plan eligibility as per SISC III requirements. 7.2.9 Health and welfare package will include (in addition to choice of health plans mentioned above) with the exception of the Two Tier Anchor Bronze Plan: 7.2.10 The SISC Health Care Flexible Spending Plan is available to all employees regardless of their eligibility for the other Health and Welfare Plans.
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Health and Welfare Plan Information. 7.2.1 The District’s maximum annual health and welfare contribution is $14,000. 7.2.1.1 Unit members shall pay the difference between the District’s contribution and the actual premium. All excess premiums shall be deducted by means of a monthly payroll deduction over their normal pay schedule. 7.2.1.2 Unit members who choose a District health plan costing less than the $14,000.00 District contribution may take the net savings (District contribution minus plan premium) as the Cash Back Benefit. 7.2.1.3 Only unit members meeting the requirements for full District contribution are eligible for the Cash Back Benefit Option. 7.2.1.4 Cash Back Benefit dollars shall be allocated to the unit member over their normal pay schedule. 7.2.1.5 Cash Back Benefit dollars may be utilized by the unit member as pre-tax dollars to participate in a Tax Sheltered Account (TSA) or as a contribution to the Flexible Spending Plan in 7.2.4. 7.2.1.6 Cash Back Benefit dollars may be paid to the member directly. In this circumstance, the Cash Back Benefit payment received shall be considered as taxable income. Both the District and the unit member would be liable for applicable taxes as with any other salary disbursement. 7.2.2 The District shall offer the following medical plan options with the prescription plan as noted, through SISC III as long as the Federation maintains plan eligibility as per SISC III requirements.
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Health and Welfare Plan Information. 7.2.1. The District’s maximum annual health and welfare contribution is $14,500.00. 7.2.2. Unit members shall pay the difference between the District’s contribution and the actual premium. All excess premiums shall be deducted by means of a monthly payroll deduction over their normal pay schedule. 7.2.3. Unit members who choose a District health plan costing less than the District’s maximum health and welfare contribution may take the net savings (District contribution minus plan premium) as the Cash Back Benefit. 7.2.4. Only unit members meeting the requirements for full District contribution are eligible for the Cash Back Benefit Option. 7.2.5. Cash Back Benefit dollars shall be allocated to the unit member over their normal pay schedule. 7.2.6. Cash Back Benefit dollars may be utilized by the unit member as pre-tax dollars to participate in a Tax Sheltered Account (TSA) or as a contribution to the Flexible Spending Plan in 7.2.7. Cash Back Benefit dollars may be paid to the member directly. In this circumstance, the Cash Back Benefit payment received 7.2.8. The District shall offer medical plan options mutually agreed upon by the District and the Federation and make plan information, including premiums, available to unit members. Each year the District will present members with the medical plans available for the coming year. 7.2.9. Health and welfare package will include with the exception of the Two Tier HSA: 7.2.10. The SISC Health Care Flexible Spending Plan is available to all employees regardless of their eligibility for the other Health and Welfare Plans.
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Related to Health and Welfare Plan Information

  • 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 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 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 Benefits applies to full-time nurses only)

  • 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 & WELFARE 16:1 The parties signatory hereto shall enter into a Health and Welfare Plan for which there is a Trust Agreement, known as the Line Construction Benefit Fund, for the purpose of providing insurance benefits for eligible employees and/or their dependents. Effective the first of the month following the signature date of this Agreement, the Employer shall pay to the Line Construction Benefit Fund the sum of $6.50 for each hour worked. Hours worked shall be deemed to include straight-time hours worked, overtime hours worked, and report time not worked. Remittance shall be forwarded to the place designated by the parties hereto on or before the fifteenth (15th) day of each month for each hour worked in weekly payroll periods ending during the preceding month, together with a monthly payroll report on a form to be furnished to the Employer. It is understood and intended by the parties to this Agreement that the purpose of this clause is to establish an Employer financed Health and Welfare Trust and that contributions thereto shall not be deemed to be wages to which any employee shall have any right other than the right to have such contributions paid over to the Trust fund in accordance herewith. Failure of an individual Employer to make all payments provided for, including liquidated damages for late payments, within the time specified, shall be a breach of this Agreement and will further require action by the Trustees as set forth in the Trust Agreement. Any increase in the required contributions set forth above will be paid equally (50% by the Employer and 50% by the Employee). The amount paid by the Employee will come from their NEAP contribution. 16:2 HRA: Effective the first of the month following the signature date of this Agreement, the Employer also agrees to pay into the Line Construction Benefit Fund $1.00 per hour through the term of this Agreement. HRA is calculated on all hours worked for all working classifications covered by this Agreement. These contributions shall be used to provide Health Reimbursements Accounts(s) under the Line Construction Benefit Fund Plan of Benefits.

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

  • HEALTH CARE PLANS ‌ Notwithstanding the references to the Pacific Blue Cross Plans in this article, the parties agree that Employers, who are not currently providing benefits under the Pacific Blue Cross Plans may continue to provide the benefits through another carrier providing that the overall level of benefits is comparable to the level of benefits under the Pacific Blue Cross Plans.

  • Pension and Welfare Plans During the twelve-consecutive-month period prior to the Closing Date and prior to the date of any Credit Extension hereunder, no steps have been taken to terminate any Pension Plan, and no contribution failure has occurred with respect to any Pension Plan sufficient to give rise to a Lien under Section 302(f) of ERISA. No condition exists or event or transaction has occurred with respect to any Pension Plan which might reasonably be expected to result in the incurrence by the Borrowers or any member of the Controlled Group of any material liability, fine or penalty. Except as disclosed in Item 6.11 of the Disclosure Schedule, neither any Borrower nor any member of the Controlled Group has any contingent liability with respect to any post-retirement benefit under a Welfare Plan, other than liability for continuation coverage described in Part 6 of Title I of ERISA.

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