Healthcare Coverage. The Employer shall pay the cost of healthcare coverage for the employee, their spouse and their dependent children according to the provisions of the Affordable Care Act. The Publicly Funded Health Insurance Contribution Act (Public Act 152 of 2011) provides for certain limitations on the amount that public employers may contribute toward the annual cost of medical benefit plans that cover their employees. City Council has elected to apply the hard cap provision as provided for in Public Act 152 of 2011. As of July 1, 2014, the City is under the hard cap and therefore, as of such date and for the ensuing year, the bargaining unit members would not be required to pay any portion of their healthcare costs as defined in Public Act 152. In the event that during the term of this contract the City’s healthcare costs as defined in Public Act 152 exceed the hard cap, the City shall provide prompt notice to the Union and the parties shall meet to determine if adjustments can be made in the health insurance plan such that the City’s healthcare costs are reduced to or below the hard cap. If the parties are unable to reach an agreement on such modifications, then the Employer shall follow the procedures as set forth in Public Act 152 regarding amounts which exceed the City’s healthcare costs. The medical and prescription drug coverage will be Blue Cross Blue Shield or, at the Employer’s option, a plan substantially equivalent or similar to the present plan. The plan will be defined as the “City of Port Huron Healthcare Program,” with cost sharing in the form of deductibles and co-pays to the employee, as described below effective July 1, 2018: In-Network (Member / Family) Yearly Deductible Out-of-Network (Member / Family) $750 / $1,500 $1,000 / $2,000 Coinsurance Amounts (percent co-pays) Amounts apply once the deductible has been met. In-Network (Member / Family) 20% Out-of-Network (Member / Family) 40% Coinsurance Maximums (percent co-pays) Applies to coinsurance amounts for all covered services – including mental health and substance abuse services – but does not apply to deductibles, flat dollar co-pays, private duty nursing care coinsurance amounts and prescription drug cost-sharing amounts. In-Network (Member / Family) $1,500 / $3,000 Out-of-Network (Member / Family) $3,000 / $6,000 In-Network
Healthcare Coverage. If the Executive's employment with the Company is terminated by the Company for any reason other than due to the Executive's death or Disability or for Cause, the Company will reimburse the Executive for the premium paid by the Executive for continued coverage for the Executive (and any dependents of the Executive covered by the Company's healthcare plans at the time the Executive's employment was terminated) under the Company's healthcare plan pursuant to "COBRA" (or any other mandatory healthcare continuation law then in effect), such coverage then being substantially similar to that provided by the Company to its senior executives and their eligible dependents. The Executive will be entitled to reimbursement for such coverage for the period commencing with the date of termination of employment and ending on the earlier of (i) the second anniversary of termination of employment, or (ii) the date the Executive becomes eligible to receive any healthcare coverage from another employer of the Executive or Executive's spouse, or any governmental entity, that does not contain any exclusion or limitation with respect to any pre-existing condition of the Executive or Executive's covered dependents. If the Executive (or Executive's dependents covered at the time of termination of employment) elects not to continue coverage under COBRA (or any other mandatory healthcare continuation law then in effect) or is not eligible to continue coverage under such healthcare continuation law, and is otherwise eligible under this Section 5(d), the Company will reimburse the Executive for the cost of purchasing substantially similar coverage or a supplement required to achieve substantially similar coverage under another arrangement approved by the Company for the same period; however, such reimbursement shall be limited to the then current premium charged to others by the Company for substantially similar coverage under COBRA (or other mandatory healthcare continuation law then in effect). Any amount payable to the Executive shall be subject to withholding of applicable taxes as provided in Section 13 hereof. In the event of Executive's death following termination giving rise to the benefit described in this Section 5(d), but before the expiration of such benefits, Executive's dependents shall be entitled to such benefits.
Healthcare Coverage. To the extent that Executive is eligible to continue her medical coverage under COBRA, the Company will pay the premiums for Executive’s COBRA coverage as they become due (including the premiums for any dependent coverage she elects), until the earlier of: (i) the date Executive accepts full time employment and/or becomes covered under another plan; (ii) the date she is otherwise no longer eligible for COBRA coverage; or (iii) 12 months after the effective date of separation. If coverage under COBRA is not available to the Company, then Company shall pay Executive an amount equivalent to the premiums it would have paid for Executive’s COBRA coverage.
Healthcare Coverage. A. The Town shall assume the full cost of family coverage (when applicable) for all employees. The coverage shall be Medical coverage.
Healthcare Coverage. An employee’s healthcare coverage shall remain in effect during the period that he is receiving IOD benefits.
Healthcare Coverage. Employee’s Company sponsored healthcare coverage will terminate effective March 31, 2014. Employee may thereafter elect to receive continued healthcare coverage pursuant to the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”) in accordance with the provisions of COBRA. Employee is entitled to the benefits set forth in Sections 2 and 3 irrespective of Employee’s execution this Agreement.
Healthcare Coverage. The Town will provide the following health insurance, single or family coverage as appropriate, to all active, full-time firefighters within the Department:
Healthcare Coverage. 1. Healthcare coverage is provided by the employer and includes medical, prescription drug, dental, and vision. Coverage shall continue without change under the current plans until expiration of the current Horizon Blue Cross Blue Shield of NJ OMNIA/High Deductible Health Plan and Health Reimbursement Account.
Healthcare Coverage. All health insurance benefits which covered Employee and/or Employee’s eligible dependents will be discontinued as of the last day of the calendar month of the Separation Date. Employee and Employee’s eligible dependents are entitled to continue health insurance benefits under which Employee is currently covered, as may be modified by the Company from time to time, under and through the terms of the applicable provisions of the Consolidated Omnibus Budget Reconciliation Act (“COBRA”). If Employee elects COBRA benefits to continue Company-provided health insurance benefits, Company will directly pay Employee’s COBRA premiums for twelve (12) months following the Separation Date (provided Employee remains eligible for COBRA coverage during that time). Employee is responsible for notifying the Company when Employee becomes covered by other coverage. If Employee elects to continue COBRA benefits beyond the twelve (12) months provided, Employee will solely be responsible for COBRA premiums, if any.
Healthcare Coverage. If Executive has been employed by the Company for more than one year, he may elect to continue his medical coverage under COBRA. Assuming Employee exercises his right to continued medical benefits in accordance with COBRA, the Company will pay the premiums for Executive’s COBRA coverage as they become due (including the premiums for any dependent coverage he elects), until the earlier of: (i) the date Executive accepts full time employment and/or becomes covered under another plan; (ii) the date he is otherwise no longer eligible for COBRA coverage; or (iii) twelve (12) months after the effective date of separation. This Section 5.3(c) shall not apply if Executive’s employment is terminated due to death or disability.
