Common use of Health Insurance Plan Clause in Contracts

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 insurance coverage through the COUNTY plans. (2) The monthly amount that an employee would receive is three hundred and fifty dollars ($350.00) in lieu of medical and vision insurance coverage. This amount will be one hundred seventy five dollars ($175.00) for part time employees. Employees who are already covered under COUNTY insurance through another eligible participant will not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other coverage at the time of the declination of (C) UNION agrees to maintain an assertive duty to support plan design changes as may be necessary to keep the highest year to year premiums increases at or below ten percent (10%) during the term of this Agreement.

Health Insurance Plan. ‌ (A) The following health insurance plans are available to employeesavailable: (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”), Plan and a high deductible major health medical plan with a health savings account or health reimbursement arrangement (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 Plan, or a high deductible major medial medical 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 review, offered by the COUNTY, the COUNTY will provide a “Live Well” credit of twenty dollars ($20) 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)per month. (5) For all employees who elect the Plus Prime Plan, the employee’s monthly contribution is as follows: Employee Only = thirty dollars ($30.00); Employee + Other (Children/Spouse or Spouse/Domestic Partner/Family) = fifty dollars ($50.00). (6) For all employees who elect the Co-Pay Plan, the employee’s monthly contribution will be is as follows: Employee Only = fifty dollars ($50.00); Employee + Other= Other (Children/Spouse or Spouse/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 For all employees who elect the HDHP with HSA or HRA-VEBA Planplan, 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 accountaccount or health reimbursement arrangement (HRA-VEBA) within the first five (5) business days following January 1 for calendar years 2023, 2024 and 2025. (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 they are 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 insurance coverage through the COUNTY plans. (2) The monthly amount that an employee would receive is three hundred and fifty dollars ($350.00) 350.00 in lieu of medical and vision insurance coverage. This amount will be one hundred seventy five dollars ($175.00) for eligible part time employeesemployees hired on or after July 1, 2019 or ratification and approval by the Board of County Commissioners of this Agreement. Employees who are already covered under COUNTY insurance through another eligible participant will not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other coverage at the time of the declination ofof County medical and vision exam insurance, and is required to have continuous medical coverage. (C) UNION agrees to maintain an assertive duty to support plan design changes as may be necessary to keep the highest year to year premiums increases at or below ten percent (10%) during the term of this Agreement.

Health Insurance Plan. ‌ (A) Effective January 1, 2017, the following changes will be made to the 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 “Prime +Plus Plan”), and a high deductible major medical plan with a health savings account (the “HDHP Plan”). (2) Effective January 1, 2017 under the Co-Pay Plan the co-pay for professional services will increase to thirty-five dollars ($35) co-pay/visit. (3) (2) Employees whose most recent hire date is on or after January 1, 2016 will have the choice between the Prime Plus Plan (Prime+) or a high deductible major medial plan with a health savings account or health reimbursement arrangement via a voluntary employees’ beneficiary association (the “HSA HDHP Plan”). (4) (3) For all employees who complete the annual “Live Well” Health Risk Assessment (LWHRA) which includes a and the biometric screening, health history and risk assessment questionnaire and comprehensive health review offered by the COUNTYCOUNTYCOUNTY, the COUNTY COUNTY will provide a “Live Well” credit of twenty dollars ($20) monthly to the employees’ health contribution cost. (5) (4) For all employees who elect the “HDHP” plan the employee’s monthly contribution is will beis as follows: Employee Only = twenty dollars ($20.00); Employee + Other (Children/Spouse or Domestic Partner/Family) = twenty dollars ($20.00). (6) (5) For all employees who elect the Prime+ Plus Plan, the employee’s monthly contribution is will beis as follows: Employee Only = thirty dollars ($30.00); Employee + Other Other= (Children/Spouse or Domestic Partner/Family) = fifty dollars ($50.00). (7) (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). (8) (7) Effective the first pay period following January 1, for the plan year 2023201720, 2024 201821 and 2025 201922 for all employees who elect the HDHP with HSA or HRA-VEBA HRA 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. (9) (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 they are eligible to enroll in. (10) (9) County 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 insurance coverage through the COUNTY plans. (2) The monthly amount that an employee would receive is three hundred and fifty dollars ($350.00) in lieu of medical and vision insurance coverage. This amount will be one hundred seventy five dollars ($175.00) for part time employees. Employees who are already covered under COUNTY insurance through another eligible participant will not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other coverage at the time of the declination of (C) UNION agrees to maintain an assertive duty to support plan design changes as may be necessary to keep the highest year to year premiums increases at or below ten percent (10%) during the term of this Agreement.

Health Insurance Plan. ‌‌ The following health insurance options are available: (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 Co-Pay Plan, the Plus Plan or and a high deductible major medial plan High Deductible Health Plan (HDHP) with a health savings account Health Savings Account (HSA) or health reimbursement arrangement via a voluntary employees’ beneficiary association (the “HDHP Plan”HRA- VEBA). (3B) 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 Employees may elect to the employees’ health contribution costmove from plan to plan during subsequent open enrollment periods. (4C) For all All employees who elect the “HDHP” plan , the employee’s monthly contribution is will be as follows: Employee Only = twenty dollars ($20.00); or Employee + Other (Children/Family/Spouse or Domestic Partner/Family) = twenty dollars ($20.00). 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 within the first five (5) business days following January 1 of each year of this Agreement. 2. For all new employees who elect the HDHP, the COUNTY will deposit a prorated amount in the employee’s HSA/HRA-VEBA upon eligibility in their first year of employment. The HSA 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 the month following the date of eligibility. (D) All employees who elect the Plus Plan, the employee’s monthly contribution is will be as follows: Employee Only = thirty dollars ($30.00); Employee + Other (Children/Family/Spouse or Domestic Partner/Family) = fifty dollars ($50.00). (6E) For all 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= Other (Children/Family/Spouse or Domestic Partner/Family) = seventy dollars ($70.00). Under the Co- Pay plan, the co-pay for professional services will increase to thirty-five dollars ($35.00). (7F) Effective the first pay period following January 1, for the plan year 2023, 2024 and 2025 for all For employees who elect complete the HDHP with HSA or HRA-VEBA Planannual “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 deposit an amount equivalent to the annual deductible, based on their enrollment as individual provide a monthly “Live Well” credit of twenty dollars ($150020.00) or family ($3000), into toward the employee’s health savings accountcontribution cost. (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 insurance coverage through the COUNTY plans. (2) The monthly amount that an employee would receive is three hundred and fifty dollars ($350.00) in lieu of medical and vision insurance coverage. This amount will be one hundred seventy five dollars ($175.00) for part time employees. Employees who are already covered under COUNTY insurance through another eligible participant will not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other coverage at the time of the declination of (C) UNION agrees to maintain an assertive duty to support plan design changes as may be necessary to keep the highest year to year premiums increases at or below ten percent (10%) during the term of this Agreement.

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 20232020, 2024 2021 and 2025 2022 for all employees who elect the HDHP with HSA or HRA-VEBA HRA 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 they are 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 insurance coverage through the COUNTY County plans. (2) The monthly amount that an employee would receive is three hundred and fifty dollars ($350.00) in lieu of medical and vision insurance coverage. This amount will be one hundred seventy five dollars ($175.00) for part time employeesemployees hired on or after July 1, 2019 or ratification and approval by the Board of County Commissioners of this Agreement. Employees who are already covered under COUNTY insurance through another eligible participant will not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other coverage at the time of the declination ofof COUNTY medical and vision insurance, and is required to have continuous medical coverage. (C) UNION agrees to maintain an assertive duty to support plan design changes as may be necessary to keep the highest year to year premiums increases at or below ten percent (10%) during the term of this Agreement.

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 20232020, 2024 2021 and 2025 2022 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 insurance coverage through the COUNTY plans. (2) The monthly amount that an employee would receive is three hundred and fifty dollars ($350.00) in lieu of medical and vision insurance coverage. This amount will be one hundred seventy five dollars ($175.00) for part time employees. Employees who are already covered under COUNTY insurance through another eligible participant will not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other coverage at the time of the declination of (C) UNION agrees to maintain an assertive duty to support plan design changes as may be necessary to keep the highest year to year premiums increases at or below ten percent (10%) during the term of this Agreement.

Health Insurance Plan. ‌‌ The following health insurance options are available: (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 Effective January 1, 2016 2020 employees will have the choice between the Co-Pay Plan, the Plus Plan or and a high deductible major medial plan High Deductible Health Plan (HDHP) with a health savings account or health reimbursement arrangement via a voluntary employees’ beneficiary association Health Savings Account (the “HDHP Plan”HSA). (3B) 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 Employees may elect to the employees’ health contribution costmove from plan to plan during subsequent open enrollment periods. (4C) For Effective January 1, 2020 all employees who elect the “HDHP” plan , the employee’s monthly contribution is will be as follows: Employee Only = twenty dollars ($20.00); or Employee + Other (Children/Family/Spouse or Domestic Partner/Family) = twenty dollars ($20.00). 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 within the first five (5) business days following January 1 of each year of this Agreement. 2. For new employees who elect the HDHP, the COUNTY will deposit a prorated amount in the employee’s HSA upon eligibility in their first year of employment. The HSA 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 the month following the date of eligibility. (D) Effective January 1, 2020 all employees who elect the Plus Plan, the employee’s monthly contribution is will be as follows: Employee Only = thirty dollars ($30.00); Employee + Other (Children/Family/Spouse or Domestic Partner/Family) = fifty dollars ($50.00). (6E) For Effective January 1, 2020 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= Other (Children/Family/Spouse or Domestic Partner/Family) = seventy dollars ($70.00). Under the Co-Pay plan, the co-pay for professional services will increase to thirty-five dollars ($35.00). (7F) Effective the first pay period following January 1, for the plan year 2023, 2024 and 2025 for all For employees who elect complete the HDHP with HSA or annual “Live Well” Health Risk Assessment (HRA-VEBA Plan), which includes a biometric screening, health history and risk assessment questionnaire and comprehensive health review, offered by the COUNTY, the COUNTY will deposit an amount equivalent to the annual deductible, based on their enrollment as individual provide a monthly “Live Well” credit of twenty dollars ($150020.00) or family ($3000), into toward the employee’s health savings accountcontribution cost. (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 insurance coverage through the COUNTY plans. (2) The monthly amount that an employee would receive is three hundred and fifty dollars ($350.00) in lieu of medical and vision insurance coverage. This amount will be one hundred seventy five dollars ($175.00) for part time employees. Employees who are already covered under COUNTY insurance through another eligible participant will not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other coverage at the time of the declination of (C) UNION agrees to maintain an assertive duty to support plan design changes as may be necessary to keep the highest year to year premiums increases at or below ten percent (10%) during the term of this Agreement.