Health Insurance Option. An eligible member may select Schedule C, Plan A, minus LTD coverage. Such health insurance coverage shall be provided annually/monthly until such time as the maximum liability to the Board noted in Section 15.31 shall be reached. Benefits under this option shall terminate with the death of the member, and the board shall be released from all obligations to the member’s heirs, estate, or beneficiaries.
Health Insurance Option. The Employer agrees to explore meaningful health insurance plans, including Union sponsored plans, to which the Employer may move its business. The Employer shall select the long-termed optimum plan considering cost and coverage as determined by the Director of Human Resources.
Health Insurance Option. Effective September 1,1994
Health Insurance Option. At the end of each school year, the District will pay five hundred dollars ($500) [effective July 1, 2012: $600] annually or a prorated portion thereof to each eligible employee who elects not to participate as an individual in the health insurance plan or for those employees eligible for family coverage who change from family to individual coverage. Employees eligible for the family coverage who elect not to participate in any plan shall be paid one thousand dollars ($1,000) [effective July 1, 2012: $1200] at the end of each school year. All provisions of this section are subject to the rules of the carrier.
Health Insurance Option. An eligible member may select Schedule C, Plan A, minus LTD coverage. Such health insurance coverage shall be provided annually/monthly until such Schedule A – Salary Schedule 2015-16 Column 1 BA Column 2 MA Column 3 MA +30 1 39,500 41,600 43,700 2 40,500 42,800 45,100 3 41,500 44,000 46,500 4 42,500 45,200 47,900 5 43,500 46,400 49,300 6 44,500 47,600 50,700 7 45,500 48,800 52,100 8 46,500 50,000 53,500 9 47,500 51,200 54,900 10 48,500 52,400 56,300 11 49,500 53,600 57,700 12 50,500 54,800 59,100 13 51,500 56,000 60,500 14 52,500 57,200 61,900 15 53,500 58,400 63,300 16 54,500 59,600 64,700 17 55,500 60,800 66,100 18 56,500 62,000 67,500 19 57,500 63,200 68,900 20 58,500 64,400 70,300 21 59,500 65,600 71,700 22 60,500 66,800 73,100 23 61,500 68,000 74,500 24 62,500 69,200 75,900 25 63,500 70,400 77,300 26 64,500 71,600 79,700 27 65,500 72,800 81,100 28 66,500 74,000 82,500 29 67,500 75,200 83,900 30 68,500 76,400 85,300 Schedule A Notes: 2015-16 > Considered the "conversion" year > All staff move to next higher pay amount in their current column/lane UNLESS their 2014-15 wage is beyond the highest amount in their current column/lane in which case their pay amount will be "grandfathered" at their 2014-15 rate > Staff previously in the Level 3 column/lane will move to the next higher pay amount in the MA column/lane > For the conversion year only, staff will be paid at the same rate that they earned in 2014-15 without any previous off-schedule amounts > For the conversion year only, all 2014-15 CEA members continuing with District in 2015-16 will receive a payment of $600/FTE off schedule > Members new to the CEA hired for the 2015-16 school year will be paid at the amount agreed to during the hiring process 2017-18 > All staff will receive a pay level advancement UNLESS they are paid at an amount that has been "grandfathered" from the previous master agreement OR they are at pay level 30+ COLUMN/LANE SHIFTS: Members who have met the requirements to advance to the next column/lane will shift to the pay level in their new column/lane with the next higher wage amount on their current pay schedule. In addition they will advance one pay level. This shift and adjustment will be made prior to any annual pay level advancement which may occur. Example: A member in the BA column on pay level 14 in 2015-2016 obtains their masters degree prior to the start of the 2016-2017 school year. The member will be placed in the MA column on pay level 12 prior to any annual p...
Health Insurance Option. Any emp xxxx e who has a spouse who also has a family health insurance plan with any private or public employer' may at the employee’s option choose to drop -coverage under the District plan during office hours -in- the open enrollment month (December). Effective November 8, 2018, notification of an employee's decision to opt-out of health insurance coverage effective the following January 1 must be received by the District on or before December 1. In this event, a 12- month employee will receive a 52, 500 cash benefit, and a 10.5-month employee will receive a $2,187.50 cash benefit, if the employee enrolls in coverage other than through the New York State Health Insurance Plan (NYSHIP) and the employee's coverage remains dropped during the succeeding July 1 - June 30 to be payable in the final June payroll of each school year. In the first year in which an employee drops coverage during the open enrollment period, the payment will be prorated monthly from the first day of the month in which the declination becomes effective through the following June 30. This payment will be prorated if the employee resumed coverage during the school year or, e.a., vtas approved for an unpaid leave that did net include District payments towards health insurance premiums. An employee 'who accepts the $2,500/52,187.50 cash benefit and who nonetheless remains enrolled in NYSHIP through his/her spouse will not be permitted to re-enroll in NYSHIP until the and of the buyout period, unless he/she experiences a qualifying event as defined by Internal Revenue Code: Section 125. An employee wishing to re-enroll in NYSHIP before the end of the buyout period must provide the District with adequate .documentation establishing that a qualifying event occurred. The District will continue to offer the Internal Revenue Code Section 125 Cafeteria Plan relating to health insurance only. It is understood that participation in the Plan is voluntary and that, before the Plan is utilized by a particular employee, he/she shall first agree in writing-to indemnify and save District harmless against any. and all claims .and/or liabilities, including attorneys' fees, that may-arise out of or by reason of action taken or not taken by the District for the purpose of complying with this paragraph.
Health Insurance Option. The District will provide a cash option to health insurance benefits for employees who are eligible for heath insurance but choose not to take it. The cash amount will be one-hundred fifty dollars ($150.00) per month ($1,800 per year) for the duration of this contract.
Health Insurance Option. Employees not eligible for and/or not taking health insurance may, if eligible, apply one- hundred and fifty dollars ($150.00) per month ($1,800 per year) toward insurance options available from carriers approved by the Board.
Health Insurance Option. Employees eligible for but not taking health insurance may, when eligible, apply $100.00 per month/$1200 per year toward insurance options including cash pay-offs or tax shelter annuity programs available through carriers approved by the Board. No employee shall have double health insurance coverage. If the District becomes aware that double coverage health insurance has occurred, the amount of premium that the District unnecessarily paid involved in this double coverage will be recovered from the employee. The Board's premium contribution toward the health insurance costs shall not exceed the following: Should the health insurance costs increase by more than eight (8) percent during the second or third year of this Agreement, the Board and the Association will meet together to determine areas within the insurance program of this bargaining unit to eliminate the increased cost in excess of the eight (8) percent.
Health Insurance Option a) All eligible unit members shall have the option of dropping the Health Insurance Plan provided by the Franklin Central School District. Unit members will receive eight hundred fifty dollars ($850) annually if dropping individual coverage, one thousand seven hundred fifty dollars ($1,750) annually if dropping two-person coverage, or two thousand two hundred fifty dollars ($2,250) annually if dropping family coverage.
