Common use of Health Insurance Plan Clause in Contracts

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). iii. For all employees who elect the Co-Pay Plan, the employee’s monthly contribution is as follows: Employee Only = fifty dollars ($50.00); Employee + Other (Children/Family/Spouse or Domestic Partner) = seventy dollars ($70.00). iv. For 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 monthly “Live Well” credit of twenty dollars ($20.00) to the employee’s health contribution cost. (B) Opt Out (1) The COUNTY will offer an “opt out” provision for employees who determine that they do not require medical and vision exam insurance coverage through the County plans. (2) The monthly amount that an employee would receive is $350.00 in lieu of medical and vision exam insurance coverage. This amount will be $175.00 for part-time employees hired on or after January 1, 2018. Effective January 1, 2022, employees hired on or after that date, or those who have not elected opt out by that date, who are already covered under COUNTY insurance through another eligible participant shall not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other group coverage at the time of the declination of County medical and vision exam insurance coverage, and is required to have continuous group medical coverage.

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 PrimePlus Plan, or the high deductible health plan (the “HDHP” plan) with a an 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, 202220182021. (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, 202320192022. (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, 202420202023. (4) 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, 20202024 (5) 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. (56) Under the Co-Pay plan, the co-pay for professional services is will increase tois thirty-five dollars ($35.00) per co-pay/visit. (67) All Effective July 1, 2018 aAll employees will contribute the following toward their elected healthcare plan: i. For all employees who elect the HDHP, the employee’s monthly contribution is will beis as follows: Employee Only or Employee + Other (Children/Family/Spouse or Domestic Partner) = twenty dollars ($20.00). ii. 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 (Children/Family/Spouse or Domestic Partner) = fifty dollars ($50.00). iii. For all employees who elect the Co-Pay Plan, the employee’s monthly contribution is will beis as follows: Employee Only = fifty dollars ($50.00); Employee + Other (Children/Family/Spouse or Domestic Partner) = seventy dollars ($70.00). iv. For 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 monthly “Live Well” credit of twenty dollars ($20.00) to the employee’s health contribution cost. (B) Opt Out (1) The COUNTY will offer an “opt out” provision for employees who determine that they do not require medical and vision exam insurance coverage through the County plans. (2) The monthly amount that an employee would receive is $350.00 in lieu of medical and vision exam insurance coverage. This amount will be $175.00 for part-time employees hired on or after January 1, 2018. Effective January 1, 2022, employees hired on or after that date, or those who have not elected opt out by that date, who are already covered under COUNTY insurance through another eligible participant shall not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other group coverage at the time of the declination of County medical and vision exam insurance coverage, and is required to have continuous group medical coverage.

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 Effective January 1, 2018, employees will have the choice among between the Co-Pay Plan, or the Plus PrimePlus Plan, or the high deductible health plan (the “HDHP” plan”) with a Health Savings Account (HSA/HRA)Account. All three plans include coverage for a vision exam. Employees may elect to move from plan to plan during subsequent open enrollment periods. (1B) 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, 20222018. (2C) 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, 20232019. (3D) 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, 20242020. (4E) Under the Co-Pay plan, the co-pay for professional services will increase to thirty-five dollars ($35.00) per co-pay/visit. (F) For all employees new hires who elect the HDHP, the COUNTY will deposit a prorated amount in the employee’s HSA/HRA HSA upon eligibility in their first year of employment. The HSA/HRA 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 of the month following the date of eligibility. (5G) Under the Co-Pay planEffective July 1, the co-pay for professional services is thirty-five dollars ($35.00) per co-pay/visit. (6) All 2018 all employees will contribute the following toward their elected healthcare plan: i. (a) For all employees who elect the HDHP, the employee’s monthly contribution is will be as follows: Employee Only or Employee + Other (Children/Family/Spouse or Domestic Partner) = twenty dollars ($20.00). ii. (b) For all employees who elect the Prime 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) = fifty dollars ($50.00). iii. (c) For all employees who elect the Co-Pay Plan, the employee’s monthly contribution is will be as follows: Employee Only = fifty dollars ($50.00); Employee + Other (Children/Family/Spouse or Domestic Partner) = seventy dollars ($70.00). iv. (d) For employees who complete the annual “Live Well” Health Risk Assessment (LWHRAHRA), which includes a biometric screening, health history and risk assessment questionnaire and comprehensive health review, offered by the COUNTY, the COUNTY will provide a monthly “Live Well” credit of twenty dollars ($20.00) to the employee’s health contribution cost. (B) Opt Out (1) The COUNTY will offer an “opt out” provision for employees who determine that they do not require medical and vision exam insurance coverage through the County plans. (2) The monthly amount that an employee would receive is $350.00 in lieu of medical and vision exam insurance coverage. This amount will be $175.00 for part-time employees hired on or after January 1, 2018. Effective January 1, 2022, employees hired on or after that date, or those who have not elected opt out by that date, who are already covered under COUNTY insurance through another eligible participant shall not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other group coverage at the time of the declination of County medical and vision exam insurance coverage, and is required to have continuous group medical coverage.

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 PrimePlus Plan, or the high deductible health plan (the “HDHP” plan) with a an 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, 202220182021. (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, 202320192022. (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, 202420202023. (4) 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 e xxxxxxx’s health savings account or health reimbursement arrangement within the first five (5) business days following January 1, 20202024 (5) 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. (56) Under the Co-Pay plan, the co-pay for professional services is will increase tois thirty-five dollars ($35.00) per co-pay/visit. (67) All Effective July 1, 2018 aAll employees will contribute the following toward their elected healthcare plan: i. For all employees who elect the HDHP, the employee’s monthly contribution is will beis as follows: Employee Only or Employee + Other (Children/Family/Spouse or Domestic Partner) = twenty dollars ($20.00). ii. 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 (Children/Family/Spouse or Domestic Partner) = fifty dollars ($50.00). iii. For all employees who elect the Co-Pay Plan, the employee’s monthly contribution is will beis as follows: Employee Only = fifty dollars ($50.00); Employee + Other (Children/Family/Spouse or Domestic Partner) = seventy dollars ($70.00). iv. For 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 monthly “Live Well” credit of twenty dollars ($20.00) to the employee’s health contribution cost. (B) Opt Out (1) The COUNTY will offer an “opt out” provision for employees who determine that they do not require medical and vision exam insurance coverage through the County plans. (2) The monthly amount that an employee would receive is $350.00 in lieu of medical and vision exam insurance coverage. This amount will be $175.00 for part-time employees hired on or after January 1, 2018. Effective January 1, 2022, employees hired on or after that date, or those who have not elected opt out by that date, who are already covered under COUNTY insurance through another eligible participant shall not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other group coverage at the time of the declination of County medical and vision exam insurance coverage, and is required to have continuous group medical coverage.

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 via a voluntary employees’ beneficiary association (HRA-VEBA). Employees will have the choice among between the Co-Pay Plan, 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. (1B) 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 HRA-VEBA within the first five (5) business days following January 1, 2022. (2C) 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 HRA-VEBA within the first five (5) business days following January 1, 2023. (3D) 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 HRA-VEBA within the first five (5) business days following January 1, 2024. (4E) Under the Co-Pay plan, the co-pay for professional services is thirty-five dollars ($35.00) per co- pay/visit. (F) For all employees new hires 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. (6G) All employees will contribute the following toward their elected healthcare plan: i. (1) 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. (2) 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). iii. (3) For all employees who elect the Co-Pay Plan, the employee’s monthly contribution is as follows: Employee Only = fifty dollars ($50.00); Employee + Other (Children/Family/Spouse or Domestic Partner) = seventy dollars ($70.00). iv. (4) For 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 monthly “Live Well” credit of twenty dollars ($20.00) to the employee’s health contribution cost. (BH) Opt Out (1) The COUNTY will offer an “opt out” provision for employees who determine that they do not require medical and vision exam insurance coverage through the County COUNTY plans. (2) The monthly amount that an employee would receive is $350.00 in lieu of medical and vision exam insurance coverage. This amount will be $175.00 for part-time employees hired on or after January 1, 2018. Effective January 1, 2022, employees hired on or after that date, or those who have not elected opt out by that date, who are already covered under COUNTY insurance through another eligible participant shall not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other group coverage at the time of the declination of County COUNTY medical and vision exam insurance coverage, and is required to have continuous group medical coverage. (I) UNION agrees to maintain an assertive duty to support further plan design changes as may be necessary to mitigate insurance plan costs.

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 Effective January 1, 2018, employees will have the choice among the Co-Pay Plan, or the Plus PrimePlus Plan, or the high deductible health plan (the “HDHP” plan) with a Health Savings Account (HSA/HRA)Account. 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, 20222018. (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, 20232019. (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, 20242020. (4) For all employees who elect the HDHP, the COUNTY will deposit a prorated amount in the employee’s HSA/HRA HSA upon eligibility in their first year of employment. The HSA/HRA 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 of the month following the date of eligibility. (5) Under the Co-Pay plan, the co-pay for professional services is will increase to thirty-five dollars ($35.00) per co-pay/visit. (6) All Effective July 1, 2018 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 will be as follows: Employee Only or Employee + Other (Children/Family/Spouse or Domestic Partner) = twenty dollars ($20.00). ii. For all employees who elect the Prime 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) = fifty dollars ($50.00). iii. For all employees who elect the Co-Pay Plan, the employee’s monthly contribution is will be as follows: Employee Only = fifty dollars ($50.00); Employee + Other (Children/Family/Spouse or Domestic Partner) = seventy dollars ($70.00). iv. For employees who complete the annual “Live Well” Health Risk Assessment (LWHRAHRA), which includes a biometric screening, health history and risk assessment questionnaire and comprehensive health review, offered by the COUNTY, the COUNTY will provide a monthly “Live Well” credit of twenty dollars ($20.00) to the employee’s health contribution cost. (B) Opt Out (1) The COUNTY will offer an “opt out” provision for employees who determine that they do not require medical and vision exam insurance coverage through the County plans. (2) The monthly amount that an employee would receive is $350.00 in lieu of medical and vision exam insurance coverage. This amount will be $175.00 for part-time employees hired on or after January 1, 2018. Effective January 1, 2022, employees hired on or after that date, or those who have not elected opt out by that date, who are already covered under COUNTY insurance through another eligible participant shall not be eligible for the opt-out provision. (3) The employee will be required to provide proof of other group coverage at the time of the declination of County medical and vision exam insurance coverage, and is required to have continuous group medical coverage.