Hospital/Medical Benefits Sample Clauses

Hospital/Medical Benefits. In the event the Board of Education selects an insurance carrier other than Blue Cross, the Board will meet with the Union prior to such selection, show the policy and establish comparable coverage. Please note the following rates include the 20% medical contribution as well as the FSA ceded amount. The following rates are subject to change after the current plan year of 10/01/12 – 06/30/13. Office Visit co-pay $15.00 In-network Deductible $100 Single/$200 Family Emergency Room co-pay $50.00 Urgent Care co-pay $15.00 PRESCRIPTION PLAN WILL BE PROVIDED to include a $10.00 co-pay (Generic) and $40.00 co-pay (Brand). Lifestyle drugs which are cosmetic or performance enhancement shall not be included in coverage, unless medically necessary. Single $166.44 Couple $385.47 Family $479.33 Office Visit co-pay $20.00 In-network Deductible $250 Single/$500 Family Emergency Room co-pay $50.00 Urgent Care co-pay $20.00 Single $98.24 Couple $221.77 Family $274.71 The following BCBSM PPO Basic Plan is the only option available to those hired after July 1, 2010, other employees may elect to have this plan during open enrollment. Office Visit co-pay $30.00 In-network Deductible $500 Single/$1000 Family Emergency Room co-pay $100 Urgent Care co-pay $30.00 PRESCRIPTION PLAN WILL BE PROVIDED to include a $10.00 co-pay (Generic) and $40.00 co-pay (Brand). Lifestyle drugs which are cosmetic or performance enhancement shall not be included in coverage, unless medically necessary. Single $90.53 Couple $203.27 Family $251.58 Office Visit co-pay $15.00 Emergency Room co-pay $50.00 Urgent Care co-pay $30.00 PRESCRIPTION PLAN WILL BE PROVIDED to include a $10.00 co-pay (Generic) and $40.00 co-pay (Brand). Lifestyle drugs which are cosmetic or performance enhancement shall not be included in coverage, unless medically necessary. Single $110.34 Couple $250.82 Family $311.02 All full-time employees will receive a $600 employer-funded contribution (pro-rated to $400 for the shortened benefit year of 10/1/12 to 6/30/13) to either the FSA or the DCA. Part-time employees who are paying 50% of their premium will also be eligible to receive a $530 (pro-rated to $353.33 for the shortened benefit year of 10/1/12 to 6/30/13) employer-funded contribution to either the FSA or the DCA. The Board of Education agrees to continue these coverages throughout the term of this Agreement. To implement these coverages, the Board agrees to pay for each subscriber on the following basis: Full Time Part Time (...
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Hospital/Medical Benefits. The School District shall contribute dollars the following amounts toward hospital-medical premiums based on the following schedule: a. Single coverage – Single coverage shall be 100% covered by the District. Maximum District contribution – The District contributes dollars toward each eligible teacher’s hospital-medical premiums for two-party or family coverage up to a maximum of $23,211.37 for the 2018-19 contract year. Thereafter, if the cost of the most expensive family plan increases by 5% or more, the amount paid by the District shall increase up to 5% of the current cost of the insurance, including both employer and employee contributions. For married teachers who are each eligible for full single coverage and qualify for family coverage, the District will contribute an additional amount equal to the annual increase in the premium cost for family coverage, up to the cost of the single premium. For teachers whose spouses are employed by the District, eligible for full single coverage, and qualify for full family coverage, the District will contribute an additional amount equal to the annual increase in the premium cost for family coverage, up to the cost of the single premium. Teachers and their spouses who are eligible for this contribution will not be allowed to select any of the following coverage combinations: two-party/two-party; two-party/single; family/two-party; family/single; exceptions to this restriction will only occur if the teacher is legally required to carry such coverage. Long-term substitute teachers, as defined in Article VIII, Section 7, are eligible for hospital/medical benefits if they are contracted for at least 30 consecutive workdays.
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Hospital/Medical Benefits. (or a comparable plan) The Board will provide one of the following coverages for each full- time employee, spouse and eligible dependent: BCBS Community Blue PPO “Buy Up” plan with 10/40 drug card which requires a contribution or BCBS Community Blue PPO “Core Plan” with no additional monthly cost to the administrator with a 10/40 drug card. HAP enrollees pay 10% of the premium cost with a 10/40 drug card. All Association members will receive a $700 employer funded contribution to either the FSA or the DCA (Dependent Care Account). In the event the Board of Education selects an insurance carrier other than those listed above, the Board will meet with the Union prior to such selection, show the policy and establish comparable coverage.
Sample 1
Hospital/Medical Benefits. (or a comparable plan) The Board will provide one of the following coverages for each full- time employee, spouse and eligible dependent: BCBSM (or comparable) Traditional PlanEmployees who wish to remain in the Traditional Plan, will be required to contribute $97.00 per month.  Prescription Plan (PPO) will be provided to include $10.00 co-pay – Generic and Brand (with enhanced mental health rider benefit) BCBSM (or comparable) Community Blue PPO Plan Health Alliance Plan (HAP)* (or comparable) HMO Plan  Prescription Plan (HMO) will be provided to include a $10 co-pay - Generic and Brand. *HAP enrollment includes a $500 Employer funded Flexible Spending Account (FSA) contribution per year. All Association members will receive a $400 employer funded contribution to either the FSA or the DCA (Dependent Care Account). In the event the Board of Education selects an insurance carrier other than those listed above, the Board will meet with the Union prior to such selection, show the policy and establish comparable coverage.
Sample 1
Hospital/Medical Benefits. (1) The District will pay up to $773.10 per month toward medical-hospital insurance. (2) The District will pay up to $393.54 per month per employee toward hospital/medical insurance when spouses of the same family are employed by the district and qualify for this benefit. (3) Effective January 1, 2018, and continuing through June 30, 2019, the school employer will pay 100% of the additional monthly cost for medical-hospital insurance premium increases that take effect January 1, 2018 and January 1, 2019.
Sample 1
Hospital/Medical Benefits. (or a comparable plan) The Board will provide one of the following coverages for each full-time employee, spouse and eligible dependent: BCBS CB PPO “Buy Up” plan with 10/40 drug card which requires a 20% contribution. If the employee elects to take the “Buy Up” plan they will be responsible for the “true” cost of the buy-up from the core plan plus the 20% premium. HAP enrollees pay 20% of the premium cost with a 10/40 drug card. All Association members will receive a prorated $700 employer funded contribution to either the FSA or the DCA (Dependent Care Account) of which they will pay 20% of the cost for the six (6) months preceding moving to MESSA on January 1, 2014. In the event the Board of Education selects an insurance carrier other than those listed above, the Board will meet with the Union prior to such selection, show the policy and establish comparable coverage. If the board elects to go to a “hard” cap the district will provide monetary support as dictated by law for the single, couple, family coverage. Beginning January 1, 2014 the Board shall only offer the following: MESSA ABC Plan 1 with a deductible of $1,250 per year for single and $2,500 per year with individual and spouse and for full family with Saver Rx prescription coverage. Each January 1, the District shall fully fund each Administrator’s qualified Section 125 Plan Health Savings Account (HSA) an amount equivalent to the deductible for said Administrator’s plan. The Board shall annually pay the maximum permitted annual amounts as determined by the state treasurer under PA 152 of 2011 toward the total cost of the MESSA medical premium and employer funded HSA/ These amounts shall be increased each July 1 to the maximum permitted based on inflationary adjustments calculated the previous October as included in PA 152 of 2011. The remaining cost for the Administrator’s elected medical premiums and employer-funded HSA for each school year shall be paid by the Administrator through pre-tax payroll deduction which shall occur in all pay periods during the school year. Each Administrator’s contribution toward medical premiums and employer-funded HSA shall be determined at least annually. The total amount of outstanding premium/HSA costs, after the Board has paid its portion of premium/HSA based on the provision of this section, shall be divided equally among all contributing Administrators among all payrolls during the school year. The District and the Association agree that should the minim...
Sample 1
Hospital/Medical Benefits. (or a comparable plan) The Board will provide one of the following coverages for each full-time employee, spouse and eligible dependent: BCBS CB PPO “Buy Up” plan with 10/40 drug card which requires a 20% contribution. If the employee elects to take the “Buy Up” plan they will be responsible for the “true” cost of the buy-up from the core plan plus the 20% premium. HAP enrollees pay 20% of the premium cost with a 10/40 drug card. All Association members will receive a prorated $700 employer funded contribution to either the FSA or the DCA (Dependent Care Account) of which they will pay 20% of the cost for the six (6) months preceding moving to MESSA on January 1, 2014. In the event the Board of Education selects an insurance carrier other than those listed above, the Board will meet with the Union
Sample 1
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Hospital/Medical Benefits. Section 1. All full-time employees of the bargaining unit shall be eligible to participate in a group health care plan established by the City. Such group plan may be provided through a self- insured plan or an outside provider, or a combination thereof. The City shall offer a base plan through the insurance committee and may offer alternative plans. The terms, conditions, and contribution rates, and all other aspects of any alternative plans so offered shall be at the sole and exclusive discretion of the City and may be subject to change. Cost containment measures may be adopted in the base plan by the City pursuant to the provisions of Section 3 below. Eligible employees may elect the base or alternate plan, and single or family coverage (or other appropriate and available tier) at their option and in accordance with the provisions/requirements of the plan(s). The parties recognize that employee affordability under the Patient Protection and Affordable Care Act (ACA) will be measured based upon the cost of the lowest level single plan offered so long as such is applicable. The City, however, may modify the method of payment of the premium or the type of policy as a cost-saving measure and in doing so may eliminate benefits provided such benefits are uniformly offered to city personnel under the applicable plan.
Sample 1

Related to Hospital/Medical Benefits

  • Medical Benefits The Company shall reimburse the Employee for the cost of the Employee's group health, vision and dental plan coverage in effect until the end of the Termination Period. The Employee may use this payment, as well as any other payment made under this Section 6, for such continuation coverage or for any other purpose. To the extent the Employee pays the cost of such coverage, and the cost of such coverage is not deductible as a medical expense by the Employee, the Company shall "gross-up" the amount of such reimbursement for all taxes payable by the Employee on the amount of such reimbursement and the amount of such gross-up.

  • Retiree Medical Benefits If Executive is or would become fifty-five (55) or older and Executive's age and service equal sixty-five (65) and Executive has at least five (5) years of service with the Company within two (2) years of Change in Control, Executive is eligible for retiree medical benefits (as such are determined immediately prior to Change in Control). Executive is eligible to commence receiving such retiree medical benefits based on the terms and conditions of the applicable plans in effect immediately prior to the Change in Control.

  • Educational Benefits The Employer agrees to provide educational benefits to employees that are in permanent status as of the first day of the quarter they are registering in accordance with the Employer’s space-available tuition waiver policy and employee 50% operating fee tuition waiver policy, to include:

  • Health Care Benefits A. Each regular, full-time employee may elect coverage for himself and his eligible dependents* under one of the following health insurance plans: 1. Blue Cross/Blue Shield of Michigan Flexible Blue 3 with Flexible Blue Rx Prescription Drug Coverage with a Health Savings Account (hereinafter collectively referred to as the “H.S.A Plan”). The Employer shall pay for the illustrated premium cost of this coverage and make an annual contribution to each participating employee’s Health Savings Account in the amount of $500 for those selecting single coverage and $1,000 for those selecting Employee & Spouse, Employee Child(ren) or Family coverage, or the maximum annual amount the Employer is permitted to pay under Section 3 of the Publicly Funded Health Insurance Contribution Act, Public Act 152 of the Michigan Public Acts of 2011, whichever results in the lesser Employer contribution to the cost of such plan. Employees may, at their option, make additional contributions through bi-weekly pre-tax payroll deduction as permitted by applicable law. 2. Blue Cross/Blue Shield of Michigan Community Blue PPO Option 3 Revised Plan with Blue Preferred Rx Prescription Drug Coverage with a 50% co-pay ($5 floor and a $50 ceiling). Employees shall pay the difference between the illustrated premium cost of this coverage and the amount of the Employer’s total contribution towards the cost of coverage under the H.S.A. Plan as described in Section 1 (a) (1), for the same level of benefit (i.e. single, employee/spouse, employee/child(ren) and family), or pay the difference between the total cost of such coverage and the maximum annual amount the Employer is permitted to pay under Section 3 of the Publicly Funded Health Insurance Contribution Act, Public Act 152 of the Michigan Public Acts of 2011, whichever results in the greater employee contribution. 3. Blue Cross/Blue Shield of Michigan Community Blue PPO Option 6 Revised Plan with Blue Preferred Rx Prescription Drug Coverage with a 50% co-pay ($5 floor and a $50 ceiling). Employees shall pay the difference between the illustrated premium cost of this coverage and the amount of the Employer’s total contribution towards the cost of coverage under the H.S.A. Plan as described in Section 1 (a) (1), for the same level of benefit (i.e. single, employee/spouse, employee/child(ren) and family), or pay the difference between the total cost of such coverage and the maximum annual amount the Employer is permitted to pay under Section 3 of the Publicly Funded Health Insurance Contribution Act, Public Act 152 of the Michigan Public Acts of 2011, whichever results in the greater employee contribution. (a) All coverage under any of the foregoing plans shall be subject to such terms, conditions, exclusions, limitations, deductibles, co-payments premium cost-sharing, and other provisions of the plans. Coverage shall commence on the employee’s ninetieth (90th) day of continuous employment. The employee’s contribution to the cost of such coverage shall be payable on a bi-weekly basis through automatic payroll deduction. (b) To qualify for health care benefits as above described each employee must individually enroll and make proper application for such benefits at the Human Resources Department upon the commencement of his regular employment with the Employer. (c) Except as otherwise provided under the Family and Medical Leave Act, when on an authorized unpaid leave of absence of more than two weeks, the employee will be responsible for paying all his benefit costs for the period he is not on the active payroll. Proper application and arrangements for the payment of such continued benefits must be made at the Human Resources Department prior to the commencement of the leave. If such application and arrangements are not made as herein described, the employee's health care benefits shall automatically terminate upon the effective date of the unpaid leave of absence. (d) Except as otherwise provided under this Agreement and/or under COBRA, an employee's health care benefits shall terminate on the date the employee goes on a leave of absence for more than two weeks, terminates, retires or is laid off. Upon return from a leave of absence or layoff, an employee's health care benefits coverage shall be reinstated commencing with the employee's return. (e) An employee who is on layoff or leave of absence for more than two weeks or who terminates may elect under COBRA to continue the coverage herein provided at his own expense. (f) The Employer reserves the right to change a carrier(s), a plan(s), and/or the manner in which it provides the above benefits, provided that the benefits and conditions are equal to or better than the benefits and conditions outlined above. (g) To be eligible for health care benefits as provided above, an employee must document all coverage available to him under his spouse's medical plan and cooperate in the coordination of coverage to limit the Employer's expense. If an employee’s spouse or eligible dependent children work for an employer who provides medical coverage, they are required to elect medical coverage with their employer, so long as the spouse’s or monthly contribution to the premium does not exceed 20% of the total premium cost of said coverage. The Monroe County Plan shall provide secondary coverage. (h) Each employee is responsible for notifying the Human Resources Department of any change in his status, which might affect his insurance coverage or benefits, such as, marriage, divorce, births, adoptions, deaths, etc.

  • Dental Benefits The County offers dental and orthodontic benefits to full and part-time regular employees and their eligible dependent(s). Benefit provisions, co­ payments and deductibles are outlined in the Evidence of Coverage. The employee contribution is $13 per pay period ($28.26 per month). The County shall contribute to part-time eligible employees on a pro-rated basis, in accordance with Section 10.2.6.

  • Medical There shall be an open enrollment period for medical coverage in each year of this Agreement. An employee may elect no medical coverage during any open enrollment period. An employee who has elected no medical coverage may elect medical coverage during an open enrollment period. No pre-existing condition limitations will apply.

  • Health Benefits For the eighteen (18) month period following the Termination Date, provided that Executive is eligible for, and timely elects COBRA continuation coverage, the Company will pay on Executive’s behalf, the monthly cost of COBRA continuation coverage under the Company’s group health plan for Executive and, where applicable, her spouse and dependents, at the level in effect as of the Termination Date, adjusted for any increase in such level paid by the Company for active employees, less the employee portion of the applicable premiums that Executive would have paid had she remained employed during the such eighteen (18) month period (the COBRA continuation coverage period shall run concurrently with the eighteen (18) month period that COBRA premium payments are made on Executive’s behalf under this subsection 1(a)(ii)). The reimbursements described herein shall be paid in monthly installments, commencing on the sixtieth (60th) day following the Termination Date, provided that the first such installment payment shall include any unpaid reimbursements that would have been made during the first sixty (60) days following the Termination Date. Notwithstanding the foregoing, the Company’s payment of the monthly COBRA premiums in accordance with this subsection 1(a)(ii) shall cease immediately upon the earlier of: (A) the end of the eighteen (18) month period following the Termination Date, or (B) the date that Executive is eligible for comparable coverage with a subsequent employer. Executive agrees to notify the Company in writing immediately if subsequent employment is accepted prior to the end of the eighteen (18) month period following the Termination Date and Executive agrees to repay to the Company any COBRA premium amount paid on Executive’s behalf during such period for any period of employment during which group health coverage is available through a subsequent employer. Notwithstanding the foregoing, the Company reserves the right to restructure the foregoing COBRA premium payment arrangement in any manner necessary or appropriate to avoid fines, penalties or negative tax consequences to the Company or Executive (including, without limitation, to avoid any penalty imposed for violation of the nondiscrimination requirements under the Patient Protection and Affordable Care Act or the guidance issued thereunder), as determined by the Company in its sole and absolute discretion.

  • Medical and Dental Benefits If Executive’s employment is subject to a Termination, then to the extent that Executive or any of Executive’s dependents may be covered under the terms of any medical or dental plans of the Company (or an Affiliate) for active employees immediately prior to the Termination Date, then, provided Executive is eligible for and elects coverage under the health care continuation rules of COBRA, the Company shall provide Executive and those dependents with coverage equivalent to the coverage in effect immediately prior to the Termination. For a period of twelve (12) months (18 months for a Termination during a Covered Period), Executive shall be required to pay the same amount as Executive would pay if Executive continued in employment with the Company during such period and thereafter Executive shall be responsible for the full cost of such continued coverage; provided, however, that such coverage shall be provided only to the extent that it does not result in any additional tax or other penalty being imposed on the Company (or an Affiliate) or violate any nondiscrimination requirements then applicable with respect to the applicable plans. The coverages under this Section 4(e) may be procured directly by the Company (or an Affiliate, if appropriate) apart from, and outside of the terms of the respective plans, provided that Executive and Executive’s dependents comply with all of the terms of the substitute medical or dental plans, and provided, further, that the cost to the Company and its Affiliates shall not exceed the cost for continued COBRA coverage under the Company’s (or an Affiliate’s) plans, as set forth in the immediately preceding sentence. In the event Executive or any of Executive’s dependents is or becomes eligible for coverage under the terms of any other medical and/or dental plan of a subsequent employer with plan benefits that are comparable to Company (or Affiliate) plan benefits, the Company’s and its Affiliates’ obligations under this Section 4(e) shall cease with respect to the eligible Executive and/or dependent. Executive and Executive’s dependents must notify the Company of any subsequent employment and provide information regarding medical and/or dental coverage available.

  • Health & Welfare Benefits Executive shall be eligible to participate in all health and welfare benefits provided generally to other employees of the Company.

  • Medical Plan ‌ Eligible employees and dependants shall be covered by the British Columbia Medical Services Plan or carrier approved by the British Columbia Medical Services Commission. The Employer shall pay one hundred percent (100%) of the premium. An eligible employee who wishes to have coverage for other than dependants may do so provided the Medical Plan is agreeable and the extra premium is paid by the employee through payroll deduction. Membership shall be a condition of employment for eligible employees who shall be enrolled for coverage following the completion of three (3) months’ employment or upon the initial date of employment for those employees with portable service as outlined in Article 14.12.

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