Health Medical. A. ELIGIBILITY New regular full-time employees are eligible for health, dental and vision benefits on the first day of the month following their date of hire and upon proper application and acceptance, as set forth in the agreement between the District and ACWA/JPIA for the benefit plan year that begins January 1 and ends December 31 of each year. For the purpose of these benefits, full-time is defined as an employee who works at least 24 work hours per workweek.
B. COVERAGE The cost of coverage for each health plan offered is provided in a premium rate sheet that is updated ahead of the start of each benefit plan year and provided to all employees during open enrollment.
1. The District pays 100% of the Kaiser plus Chiropractic plan for each coverage level: employee only, employee plus one, employee plus family. The District also pays these same amounts towards the cost of any other plan and coverage level an employee selects.
a. For example, if the Kaiser plus Chiropractic plan for employee-only coverage is $600 per month and an employee selects a PPO option for employee-only coverage at a monthly cost of $900, the District would pay $600 and the employee would be responsible for the additional $300 per month.
Health Medical. Effective August 1, 2010, the Board will offer full family coverage for medical, surgical and hospitalization insurance with benefits comparable to or better than the Blue Cross Community Blue Option 3 in place at that time. Effective October 1, 2011 bargaining unit members receiving medical/hospitalization benefits will be responsible for a monthly contribution equivalent to 20% of the current illustrative rate for their level of coverage. Effective 2021/2022, all new employees hired are offered only the High Deductible Health Plan with Health Savings Account (HSA).
1. In the first year of enrollment the district will make a one-time contribution- $750 – single, $1,000 – couple, $1,250 family
2. The contribution shall be prorated based on hire date.
3. After the first year of enrollment $650 single / $850 couple-family will be deposited in the HSA annually in January.
Health Medical. The Employer shall make a flat monthly contribution payment for each employee full time (35 hours per week or more) working under the terms of this Agreement. Payment shall be due no later than the last day of the month, two months prior the month for which coverage applies. (In most cases, 31 days prior to the coverage month). The monthly contribution payment must be sent to: Operating Engineers Local 324 Health Care Plan- 000 Xxxxx Xx, Bloomfield Township, MI 48302. Should an employee, on whose behalf payment is made, leave the company for any reason before the first day of the next month, the Employer shall notify the Health Care Plan within three (3) business days (unless there are not three (3) business days left in the month, then the Employer must notify the Health Care Plan Office immediately). The Employer would then receive a full refund of the payment, and coverage for the employee would be terminated. The Employer shall report and pay monthly contribution payment for all new hires or employees recalled from layoff within three (3) business days. Coverage will commence on the first day of the month following the completion of the 60th calendar day of employment as long as the Employer has paid the required monthly contribution. Full monthly contribution payments must be made regardless of the amount of time the employee works. Partial payments or prorated payments are not permitted. The payment rate schedule is as follows: August 1, 2014- $1002.40 August 1, 2015- $1015.00 The Agreement and Declaration of Trust establishing the Operating Engineers Local 324 Health Care Plan, together with any insurance related agreements and amendments, are made a part of this agreement by reference, and the Employer agrees to be bound by and comply with the provisions of said Trust Agreement, amendments thereto, related insurance agreements and all rules, regulations, reporting forms and other requirements established by the Trustees of such Plan Any Health insurance premium in excess of the State of Michigan hard cap for the employee unit shall be deducted equally from the employees’ paychecks. These levels shall be adjusted according to MI-PA 152 of 2011.
Health Medical. 1. The Board shall provide to all employees the following health, and dental benefits for the employee, and where applicable, the family, their spouse and eligible dependents up to age 26 per the Affordable Care Act for health and to age 26 Per CT Public Act 21-149 for dental.
2. Subject to the conditions set forth below, effective July 1, 2020, the Board shall offer each bargaining unit member the opportunity to participate in the Connecticut State Partnership Plan 2.0 (Appendix A-1) for medical benefits. The medical benefits shall be as set forth in the SPP effective on July 1, 2019, including any subsequent amendments or modifications made to the SPP by the State and its employee representatives. The administration of the SPP, including open enrollment, beneficiary eligibility and changes, and other provisions shall be as established by the SPP.
a. The premium rates shall be set by the SPP.
b. The SPP contains a Health Enhancement Plan (HEP) component. All employees participating in the SPP are subject to the terms and provisions of the HEP. In the event SPP administrators impose the HEP non-participation or non-compliance $100 per month premium cost increase or the $350 per participant to a maximum of $1400 family annual deductible, those sums shall be paid 100% in their entirety by the non-participating or non-compliant employee. No portion or percentage shall be paid by the Board. The $100 per month premium cost increase shall be implemented through payroll deduction, and the $350/$1400 annual deductible shall be implemented through claims administration.
c. In the event any of the following occur, the Board or the Association may reopen negotiations in accordance with the Municipal Employee Relations Act as to the sole issue of medical benefits, including plan design and plan funding, premium cost share and/or introduction of a replacement medical benefits plan in whole or in part.
i) If the SPP in its current form is no longer available; or if the benefit plan design of the SPP is modified as a result of a change in the State’s collective bargaining agreement with SEBAC, if such modifications would substantially increase the cost of the medical benefits plan offered herein. Reopener negotiations shall be limited to medical benefits plan design and funding, premium cost share and/or introduction of an additional optional medical benefits plan; and/or
ii) If Conn. Gen.
Health Medical a. To be effective on the June 2023 payroll for the July 2023 benefits, the employer agrees to pay up to the following maximum amounts for unit members enrolled in the employer/employee approved health plans: Employee only: $914.00 maximum Employee + one $989.00 maximum Employee + two or more $1,089.00 maximum
b. To be effective on the June 2022 payroll for the July 2022 benefits, the employer agrees to pay up to the following maximum amounts for unit members enrolled in the employer/employee approved health plans: Employee only: maximum up to $857.00 Employee + one: maximum up to $932.00 Employee + two or more: maximum up to $1,032.00
c. To be effective on the June 2021 payroll for the July 2021 benefits, the employer agrees to pay up to the following maximum amounts for unit members enrolled in the employer/employee approve health plans: Employee only: maximum up to $815.00 Employee + one: maximum up to $890.00 Employee + two or more: maximum up to $990.00
d. Effective July 1, 2019, the employer agrees to pay up to the following maximum amounts for unit members enrolled in the employer/employee approved health plans: Employee only: maximum up to $775.00 Employee + one: maximum up to $850.00 Employee + two or more: maximum up to $950.00
e. On June 1, 2009, if the employee only cap has not reached $525.00, it will continue to increase based on the Kaiser 5/5 employee only premium to a maximum of $525.00.
f. Employees can opt out of health coverage only if the unit member provides proof annually of health coverage during open enrollment of each year.
g. Employees currently receiving cash in lieu benefits of $150.00 may continue to do so for the remainder of their employment with SCOE (unless choosing to take medical benefits during an open enrollment period or resigning from SCOE). Once an employee gives up the cash in lieu option, he/she they will not be eligible to go back to this option in the future.
h. Newly hired employees and employees not currently receiving cash in lieu shall not be eligible for the option of cash in lieu effective July 1, 2004 (these employees will only be eligible for the medical benefits offered by SCOE).
Health Medical. The Company agrees to continue the group insurance plan in accordance with the terms and provisions of the plan and the established cost sharing arrangements, as Employees are required to join the plan as a condition of employment. Group insurance information booklets shall be provided to the Employees. The Company agrees to continue the Group in accordance with the terms and conditions of the plan, as of July Group information booklets shall be provided to the Employees. Travel Employees shall receive “Employee Leisure Travel Benefits” in accordance with the Company policy and the regulations governing the policy. Employees shall be entitled to the same Employee travel benefits, and subject to the same rules and regulations, as all other Company Employees.
Health Medical. The Board hereby agrees to provide the bargaining unit members with the following MESSA PAK insurance benefits: Plan A - For employees electing health insurance Health - MESSA ABC Plan 1, $1350/$2700 annual deductible without abortion rider; Or Enrollment in Choices II $1000/$2000 annual deductible with $20/$25/$50 copay and 3 Tier Mail (without abortion rider) will be restricted to those teachers who are not eligible to enroll in a health savings account (HSA) under the Internal Revenue Service (IRS) Rules and Regulations. Teachers who are eligible to enroll in an HSA under the IRS Rules and Regulations may enroll in the MESSA ABC Plan 1 Long Term Disability - 60% $3,500 maximum - 90 calendar days - Modified Fill - Freeze on Offsets; Pre-existing condition waiver - Alcoholism / Drug Addiction - 2 year - Mental / Nervous - same as any other illness Negotiated Life - $50,000 AD&D Vision - VSP 3 Plus 250 CL Delta Dental - 100/100/75: $1,500 or 50/50/50: $1,500 ($1,500 Maximum Class I & II Benefits) Plan Year July 1 through June 30 The Board’s maximum monthly contribution for all costs associated with Plan A health insurance shall be no higher than the PA 152 2017 State Hard Cap amount until December 31, 2018 and the PA 152 2019 State Hard Cap amount from January 1, 2019 to December 31, 2019 and the PA 152 2020 State Hard Cap amount beginning January 1, 2020.
Health Medical. Emergency Medical Authorization
Health Medical
