Health Insurance Plan. (Excluding Summer Students Regardless of Wage Schedule Paid From)
Health Insurance Plan. Contributions to the City's health insurance plan by the City shall continue only to the extent of coverage by worker's compensation benefits, not to exceed eighteen (18) months.
Health Insurance Plan.
(A) The following health insurance plans are available to employees:
(1) Employees whose most recent hire date is on or before December 31, 2015 will have the choice between two (2) point of service plans (the “Co-Pay Plan” or the “Plus Plan”), and a high deductible major medical plan with a health savings account (the “HDHP Plan”).
(2) Employees whose most recent hire date is on or after January 1, 2016 will have the choice between the Plus Plan or a high deductible major medial plan with a health savings account or health reimbursement arrangement via a voluntary employees’ beneficiary association (the “HDHP Plan”).
(3) For all employees who complete the annual “Live Well” Health Risk Assessment (LWHRA) which includes a biometric screening, health history and risk assessment questionnaire and comprehensive health review offered by the COUNTY, the COUNTY will provide a “Live Well” credit of twenty dollars ($20) monthly to the employees’ health contribution cost.
(4) For all employees who elect the “HDHP” plan the employee’s monthly contribution is as follows: Employee Only = twenty dollars ($20.00); Employee + Other (Children/Spouse or Domestic Partner/Family) = twenty dollars ($20.00).
(5) For all employees who elect the Plus Plan, the employee’s monthly contribution is as follows: Employee Only = thirty dollars ($30.00); Employee + Other (Children/Spouse or Domestic Partner/Family) = fifty dollars ($50.00).
(6) For all employees who elect the Co-Pay Plan, the employee’s monthly contribution will be as follows: Employee Only = fifty dollars ($50.00); Employee + Other= (Children/Spouse or Domestic Partner/Family) = seventy dollars ($70.00).
(7) Effective the first pay period following January 1, for the plan year 2023, 2024 and 2025 for all employees who elect the HDHP with HSA or HRA-VEBA Plan, the COUNTY will deposit an amount equivalent to the annual deductible, based on their enrollment as individual ($1500) or family ($3000), into the employee’s health savings account.
(8) For employees who are recalled to a regular position and are eligible for benefits, the employee’s most recent hire date prior to layoff will be used to determine which benefit plans the employee is eligible to enroll in.
(9) COUNTY will pay for local, state, service or other taxes on medical services (i.e., Hawaii’s excise tax on medical services).
(B) Opt Out
(1) The COUNTY will offer an “opt out” provision for employees who determine that they do not require medical and vision...
Health Insurance Plan. 1. The Group Health Insurance Plan shall be as provided by the Employer to eligible Employees in the same manner and to the same extent as provided to tenure-track and tenured faculty. Employees may be charged a share of the cost of group health insurance premiums not to exceed the maximum indicated below for the plan and coverage level elected: The Group Health Insurance Plan (medical and prescription drug) contains a 4-tier structure of coverage consisting of:
i. One adult;
ii. One adult plus any number of children;
iii. One adult plus one spouse or other qualified adult (OQA; for definition see Appendix A); and
iv. One adult plus one spouse or OQA plus any number of children.
2. The University contribution for health insurance will be based on the two (2) lowest-cost comprehensive plans and by weighting the premiums based on enrollment. The base premiums will be calculated on actual cost experience. The highest percentage University contribution will be made for Employees, the second highest percentage University contribution for child dependents of Employees, and the third highest percentage University contribution for adult dependents of Employees. Eligible Employees with appointments of 75% or greater will receive University contributions under the salary bands and formula: Band 1: $47,300.00 and below (1st quartile) 93% 66% 75% Band 2: $47,300.01- $64,900 (2nd quartile) Between 93% Between 57-66% Between 70-75% Band 3: $64,900.01 and above (3rd & 4th quartile) 90% 57% 70% NOTE: The dollar amounts for each band shown in the table above are for calendar year 2018, and are based on quartiles. The breakpoints from one band to the next may be automatically adjusted each year as salaries change. For the exact amount of the salary bands please go to xxxxx://xx.xxxxx.xxx/benefits-wellness/health-well- being/health-plans/rates-paying-health-coverage.
3. University contribution for eligible Employees with appointments of 50% to 74.9% will be 80% of the University contribution percentage applied to Employees with appointments of 80% or more (80% times 93% of the University contribution). All eligible Employees with an appointment of 50% to 74.9% will receive contributions equal to 80% of Band 1 contributions. The Employer may decrease the University contribution percentage applied to eligible Employees with appointments of 50 to 74.9% from 80% to no less than 75% over the life of the Agreement. Any such reductions are at the sole discretion of the Employer. If...
Health Insurance Plan.
(A) Employees will have the choice between a point of service plan (the “Co-Pay Plan”), and the High Deductible Health Plan (HDHP) with a health savings account (HSA) or health reimbursement arrangement (HRA). Employees will have the choice among the Co-Pay Plan, or the Plus Plan, or the high deductible health plan (the “HDHP” plan) with a Health Savings Account (HSA/HRA). All three plans include coverage for a vision exam. Employees may elect to move from plan to plan during subsequent open enrollment periods.
(1) For all employees who elect the HDHP, the COUNTY will deposit an amount equivalent to the annual deductible, based on their enrollment as individual or family, into the employee’s health savings account or health reimbursement arrangement within the first five (5) business days following January 1, 2022.
(2) For all employees who elect the HDHP, the COUNTY will deposit an amount equivalent to the annual deductible, based on their enrollment as individual or family, into the employee’s health savings account or health reimbursement arrangement within the first five (5) business days following January 1, 2023.
(3) For all employees who elect the HDHP, the COUNTY will deposit an amount equivalent to the annual deductible, based on their enrollment as individual or family, into the employee’s health savings account or health reimbursement arrangement within the first five (5) business days following January 1, 2024.
(4) For all employees who elect the HDHP, the COUNTY will deposit a prorated amount in the employee’s HSA/HRA upon eligibility in their first year of employment. The HSA/HRA amount will also be adjusted and prorated for employees moving from individual to family enrollment during the year. The prorated adjustments under this paragraph will be effective the first pay period of the month following the date of eligibility.
(5) Under the Co-Pay plan, the co-pay for professional services is thirty-five dollars ($35.00) per co-pay/visit.
(6) All employees will contribute the following toward their elected healthcare plan:
i. For all employees who elect the HDHP, the employee’s monthly contribution is as follows: Employee Only or Employee + Other (Children/Family/Spouse or Domestic Partner) = twenty dollars ($20.00).
ii. For all employees who elect the Plus Plan, the employee’s monthly contribution is as follows: Employee Only = thirty dollars ($30.00); Employee + Other (Children/Family/Spouse or Domestic Partner) = fifty dollars ($50.00).
ii...
Health Insurance Plan. 4.1.1 General provisions All eligible employees must complete an application for enrolment in the health insurance plan within 30 days following the start date of their eligibility. Each employee must indicate their choice of module, as well as their coverage status, on the application.
4.1.2 Choice of coverage status The following coverage statuses are available for the health insurance plan: - Individual coverage; - Family coverage; - Single-parent coverage.
4.1.3 Absence of application An eligible employee who refuses or omits to complete an application is automatically insured under the health insurance plan’s Bronze module, with individual coverage, subject to exercising her exemption privilege. The same provisions apply to an employee who is unable to complete an insurance application, but in this case, the coverage type is established based on her marital status. Any later request to change modules or coverage status takes effect on the date the request is signed.
Health Insurance Plan. Participation in the health insurance plan is mandatory for all eligible employees and their eligible dependents, subject to the exceptions stipulated in the Quebec Act respecting prescription drug insurance and the exemption privilege provided under this contract. There are no changes to the health insurance plan of a participant once she reaches the age of 65. That participant retains all of the coverage offered by the health insurance plan, including the reimbursement of prescription drug expenses, and this, without altering the premium. The same terms and conditions apply to the spouse of an insured participant under this contract’s health insurance plan, who has reached the age of 65. However, according to the rules of the Régie de l’assurance maladie du Québec (RAMQ), a person turning 65 is automatically covered under the Basic Prescription Drug Insurance Plan (RGAM) for the reimbursement of prescription drugs covered by that plan. Any insured person who reaches the age of 65 must therefore withdraw from the RAMQ to avoid paying the premium for the RGAM. If, however, an insured person decides to remain enrolled in the RGAM, that decision is irrevocable. In addition, no dependent may remain insured for prescription drug reimbursement under this contract, customarily covered by the RGAM, if the participant herself does not remain enrolled.
Health Insurance Plan. Provisions applicable to the modular plan
4.2.1 Description of the modules The health insurance plan offers the following three modules: - Bronze module; - Silver module; - Gold module.
4.2.2 Minimum period of participation This modular plan stipulates a minimum period of participation of 24 months before the participant can switch to a lower-level module, whether or not she has a life event leading to a change in her family situation. Participants may switch to a higher-level module at any time. However, the 24-month minimum period of participation is considered to be completed on this contract’s effective date for participants who had the basic prescription drug plan and the extended plan III under the previous contract and who are maintaining equivalent coverage, i.e. the Silver module, under this contract.
4.2.3 Participants who are totally disabled or temporarily absent from work A participant who is totally disabled or temporarily absent from work on this contract’s effective date will automatically be assigned one of the following modules, depending on her situation: - Bronze module, if the participant only had the basic prescription drug plan under the previous contract; or - Silver module, if the participant had the basic prescription drug plan and the extended health III under the previous contract. If the participant wants to switch modules at the end of her period of total disability or temporary absence from work, she must fill out a request to that effect within 30 days from the date of her effective return to work. In that case, the change in module takes effect on the date of her effective return to work. If the request is not submitted within the required time frame, the change in module takes effect on the date the request is signed.
4.2.4 Effective date of a change in module at the end of a minimum period of participation If the participant wants to switch to a lower-level module at the end of a minimum period of participation, she must fill out a request to that effect within 30 days of the period’s end date. In that case, the change in module takes effect on the end date of the minimum period of participation. If the request is not submitted within the required time frame, the change in module takes effect on the date the request is signed. If the participant wants to switch to a higher-level module, the change takes effect on the date the request submitted by the participant to that effect is signed.
Health Insurance Plan. All full-time drivers, route assistants and full time employees as defined in Article X will be included in the health and/or dental insurance plan underwritten by the Board.
Health Insurance Plan. Premiums for supplementary medical benefits and semi-private hospital accommodation and visual care will be paid 85% by the Employer and 15% by the employee. Vision care will provide a maximum of $200 every 24 months for each member, spouse and dependent child.
