HEALTH CARE PREMIUM Sample Clauses

HEALTH CARE PREMIUM. SHARING (SMOOTHING) The City received an actuary study that estimated the increased cost of the City health care coverage to be 24%. The City and the GREIU discussed the actuary study and agreed that the contract language shall be clarified regarding employee premium sharing as set forth below. The parties stipulated and mutually agreed to these terms and conditions in order to provide for a truing up of the actual costs and to provide a smoothing period for rate increases. The employee health care premium contribution payment effective for calendar year 2011, shall be $66.95 gross amount per bi-weekly pay period through September 3, 2011. Effective September 4, 2011, the 20% employee health care premium contribution payment shall be $133.91 gross amount per bi-weekly pay period. Beginning with the rate change that shall be effective in January 2012, the rate established by the actuary shall be adjusted to account for any over or under funding from prior years. The over or under funding amounts experienced for the prior fiscal year ending June 30th shall be recognized over the subsequent three years (i.e. three year smoothing of actual to estimate true up).
Sample 1Sample 2
AutoNDA by SimpleDocs
HEALTH CARE PREMIUM. The Board shall pay 85% of the premium cost for an employee’s family or single health care coverage with the insured employee contributing the remaining 15% premium cost. ANNUAL OPT OUT Annually Opting Out is defined as a member voluntarily forgoing coverage of the District- provided hospitalization/surgical/major medical plan. Any bargaining unit member who demonstrates with an insurance card or other documentation from a health insurance company that he/she is covered by a non-District hospitalization/surgical/major medical plan shall have the right to annually opt out of the District-provided hospitalization/surgical/major medical insurance plan. The Annual Opt Out procedure shall be: The member provides written notice to the Board Treasurer between November 1 and November 15 of any year, which must be done each and every year that a member opts out. The District shall pay a lump sum equal to 25% of the family plan premium. This lump sum amount shall be forwarded to the member on or before November 15 of the succeeding year. In order to be reinstated to the District plan, one of the two following criteria and conditions must be followed:
Sample 1Sample 2
HEALTH CARE PREMIUM. The health care benefits designated in Appendix C shall be dependent upon payment of a premium (via employee paycheck withholding) as follows: Family coverage: 15% of the blended health care premium equivalency rate. Single + 1 coverage: 14% of the blended health care premium equivalency rate. Single coverage: 10% of the blended health care premium equivalency rate. The blended health care premium equivalency rate shall be determined using the experience of both current active sworn employees and all future sworn retirees (those who retire under the Career Overtime Average (COTA) Pension Plan provision). Effective the first payroll period of 2011, 2012, and 2013, the City and the Union shall use the “midpoint” methodology to establish the employee health care premium percentage. In order to establish such midpoint, the City and the Union will use the array of comparable cities, as listed in Article 37 and Appendix “D”. Premiums from comparable cities with multiple health care plans shall be determined using the employee premium paid for the plan selected by the majority of sworn police employees in that city. Should the parties not be able to agree to any of the above calculations, the specific calculation under disagreement shall be submitted to arbitration pursuant to the grievance procedures in Article 8 of this agreement to hear evidence and determine comparable health insurance premiums by the above criteria. Should either party wish to use the Expedited Arbitration as established by the FMCS process in order to settle their disagreement, then such arbitration process shall be used.
Sample 1
HEALTH CARE PREMIUM. The employee shall pay fifty (50) percent. However, if the employee provides proof of coverage from another source, then no employee or employer contribution shall be required.
Sample 1
HEALTH CARE PREMIUM. The participation in health care benefits designated in Appendix C shall be dependent upon payment of a premium (via employee paycheck withholding) as follows: Family coverage: 17.6% of the blended health care premium equivalency rate. Single + 1 coverage: 17.7% of the blended health care premium equivalency rate. Single coverage: 10.1% of the blended health care premium equivalency rate. The blended health care premium equivalency rate shall be determined using the experience of both current active sworn employees and all future sworn retirees (those who retire under the Career Overtime Average (XXXX) Pension Plan provision).
Sample 1
HEALTH CARE PREMIUM. The participation in health care benefits shall be dependent upon payment of a premium (via employee paycheck withholding) as follows: Family coverage: 23% of the blended health care premium equivalency rate. Single + 1 coverage: 23% of the blended health care premium equivalency rate. Single coverage: 15% of the blended health care premium equivalency rate. The blended health care premium equivalency rate shall be determined using the experience of both current active sworn employees and all future sworn retirees (those who retire under the Career Overtime Average (XXXX) Pension Plan provision).
Sample 1

Related to HEALTH CARE PREMIUM

  • Health Care Benefits (a) Each regular full-time employee may elect coverage for himself and his eligible dependents* under one of the following health insurance plans:

  • 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.

  • Health Care Operations Health Care Operations shall have the meaning set out in its definition at 45 C.F.R. § 164.501, as such provision is currently drafted and as it is subsequently updated, amended or revised.

  • Health Care Coverage The Company shall continue to provide Executive with medical, dental, vision and mental health care coverage at or equivalent to the level of coverage that the Executive had at the time of the termination of employment (including coverage for the Executive’s dependents to the extent such dependents were covered immediately prior to such termination of employment) for the remainder of the Term of Employment, provided, however that in the event such coverage may no longer be extended to Executive following termination of Executive’s employment either by the terms of the Company’s health care plans or under then applicable law, the Company shall instead reimburse Executive for the amount equivalent to the Company’s cost of substantially equivalent health care coverage to Executive under ERISA Section 601 and thereafter and Section 4980B of the Internal Revenue Code (i.e., COBRA coverage) for a period not to exceed the lesser of (A) 18 months after the termination of Executive’s employment or (B) the remainder of the Term of Employment, and provided further that (1) any such health care coverage or reimbursement for health care coverage shall cease at such time that Executive becomes eligible for health care coverage through another employer and (2) any such reimbursement shall be made no later than the last day of the calendar year following the end of the calendar year with respect to which such coverage or reimbursement is provided. The Company shall have no further obligations to the Executive as a result of termination of employment described in this Section 8(a) except as set forth in Section 12.

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

  • Health Care Insurance While a faculty member is on an approved leave of this type, the faculty member will be advised regarding the right to continue health care benefits in accordance with COBRA during the period of unpaid absence.

  • Benefit Level Two Health Care Network Determination Issues regarding the health care networks for the 2017 insurance year shall be negotiated in accordance with the following procedures:

  • Health Care The Company will reimburse the Executive for the cost of maintaining continuing health coverage under COBRA for a period of no more than 12 months following the date of termination, less the amount the Executive is expected to pay as a regular employee premium for such coverage. Such reimbursements will cease if the Executive becomes eligible for similar coverage under another benefit plan.

  • Post Retirement Health Care Benefit Employees who separate from State service and who, at the time of separation are insurance eligible and entitled to immediately receive an annuity under a State retirement program, shall be entitled to a contribution of two hundred fifty dollars ($250) to the Minnesota State Retirement System’s (MSRS) Health Care Savings Plan. Employees who have a HCSP waiver on file shall receive a two hundred fifty dollars ($250) cash payment. If the employee separates due to death, the two hundred fifty dollars ($250) is paid in cash, not to the HCSP. An employee who becomes totally and permanently disabled on or after January 1, 2008, who receives a State disability benefit, and is eligible for a deferred annuity under a State retirement program is also eligible for the two hundred fifty dollar ($250) contribution to the MSRS Health Care Savings Plan. Employees are eligible for this benefit only once.

  • Health Overcoming or managing one’s disease(s) as well as living in a physically and emotionally healthy way;

Time is Money Join Law Insider Premium to draft better contracts faster.