HOSPITALIZATION AND INSURANCE. 19.1 The College shall provide group medical and hospitalization insurance as follows:
A. The Board shall provide each full-time non-contingent ESP member, full family coverage or the equivalent. The Association shall notify the College of the desired health plan and carrier no later than forty-five (45) days prior to the expiration of the plan in place. Failure to notify the College by the deadline shall result in the College implementing continuation with the then current carrier and plan(s). If the current carrier and plan(s) are not available then the College shall implement a plan and carrier to avoid a gap in coverage for members.
B. The College shall provide each full-time non-contingent ESP employee with the State of Michigan legislated hard-cap amounts as adjusted annually by the State of Michigan for each plan and deductible year no later than during the open enrollment period.
1. These annual employer paid amounts, per the provisions of PA 152 of 2011, shall be increased in July of each year based on the inflationary adjustments to the hard-cap as determined by the State of Michigan, if any, that are added for that year.
2. If the amount provided for healthcare exceeds the cost of the premium, the excess amount shall be placed in a College sponsored HSA (Health Savings Account) for the benefit of the member if member is currently enrolled in an HSA eligible plan as allowed by law.
3. In the event the hard-cap contribution provided by the College does not cover the cost of the premiums, members shall make the necessary contributions, not less than monthly by payroll deduction, to the cost of their health insurance. Failure to make
4. Members deciding to fund their College sponsored HSA may make contributions via payroll deduction, not to exceed the maximum IRS allowed deduction to an eligible HSA provider.
5. Any full-time non-contingent employee desiring coverage in addition to, or not included in, the coverage to be furnished pursuant hereto may arrange for a payroll deduction to cover the costs thereof subject to the conditions of an approved carrier. The College will make such payroll deductions to cover such costs, but the College shall not be responsible for lack of coverage resulting from an employee’s errors of failure to notify the Payroll to make deductions.
19.2 The responsibility for electing and selecting coverage shall be that of the employee; he/she shall also promptly notify the Office of Human Resources of legally qualifying even...
HOSPITALIZATION AND INSURANCE. 32.1. SMHA will continue the medical, dental, vision and prescription drug plan in effect on May 1, 2020 through April 30, 2023 without significant change in plan design (unless mandated by law or the carrier) or change in Employee monthly contribution amount for Employees. Employees’ monthly contributions for May 1st, 2020 through April 30th, 2021 will be as follows: Effective May 1,2020 Employees will contribute 10% of the Monthly Health Care Premium for the PPO Plan paid before taxes: Single $72.65 per month Employee + Child(ren) $122.36 per month Employee + Spouse $159.21 per month Family $223.45 per month SMHA will provide information on the renewal cost each year of this agreement prior to the annual enrollment period for review by the Union. An increase in renewal costs above 11% in any contract year will result in a wage reopener (Article 36. Wages) SMHA will assess a $50 spousal surcharge per month for any Employee that elects the Employee + Spouse or Family Plan and the Employee’s spouse has an eligible group health plan available to her/him through the spouse’s employment. If no qualified group health plan is available to the spouse, then the spousal surcharge will not be assessed. The Employee must provide a letter from her/his spouse’s employer indicating that the spouse is not eligible for a group health plan in order for SMHA not to assess the monthly spousal surcharge. A Health Savings Arrangement (HSA) plan will also be offered to Employees. There is no premium Employee share for this plan. The HSA plan is a high deductible plan providing more options for SMHA employees. The spousal surcharge does not apply to the HSA. The Employer portion of premiums for hospitalization and health care insurance during illness shall be paid by Employer (i) while the Employee is receiving sick leave benefits as specified in Section 23.1 herein, and (ii) during the first six (6) months the Employee is on disability leave without pay as specified in Section 23.6 herein. The Employee is responsible for paying the Employee’s portion of medical premiums while out on leave without pay as specified in Section 23.6
HOSPITALIZATION AND INSURANCE. Section A:
HOSPITALIZATION AND INSURANCE. (a) The Employer agrees to provide, at its expense, (as specified in Section 1(b) ), a benefit plan (Local 377 Group Health Plan) for each employee, provided said employee meets the eligibility requirements as specified in the subject plan.
(b) The Employer will continue to pay $260.00 per month from December 5, 2006 to March 31, 2007 for each employee. The Employer agrees to pay $350.00 per month beginning April 1, 2007 for each employee for the period April 1, 2007 to December 4, 2009.
Section 2. The Employer agrees to provide, at its expense, a group life insurance plan providing a Three Thousand Dollar ($3,000.00) coverage for each employee, provided said employee shall have six (6) months service with the Company.
HOSPITALIZATION AND INSURANCE. 1. For the duration of this Agreement, the College shall provide each full-time employee full family coverage under the Blue Cross Comprehensive Hospi- tal Plan and Blue Shield MVF-1 Plan, the Member Liability Rider, the Master Medical Option 4 Plan, and the Prescription Drug Program $2 Co-pay. The Sponsored Dependent Rider and the Family Continuation Rider, subject to carrier restrictions, shall be available at the employee's own cost. Effective September 1, 1988, the Board shall provide the Dependent Children Rider and the following programs:The Prevent Program (Rider H PCP-A and HPCP- B), the Second Surgical Opinion Program (Rider PCES and PCES-II), and the Predetermination Requirement for Foot Surgery Program (Rider PRFS). Such coverage shall commence as soon after the employee has started work as is allowed under the rules of the service.
2. No contributions will be made during leaves of absences and layoffs. Upon termination of employment. all contributions shall cease.
3. Laid off employees may purchase, at their own expense, at College groups rates, up to sixty (60) days of hospitalization and/or life insurance currently provided for the employees to the extent that the carrier permits. The cost of said hospitalization and/or insurance will be paid by the employee in advance.
4. The College shall not be responsible or liable for lack of proper coverage and protection, but its responsibility and liability shall be limited to the contribu- tions required to be made hereunder and the remittance thereof. It shall be the responsibility of the employee to complete the proper forms adding or deleting family members by contacting the Employee Services Office within 30 days of a change.
5. Employment of both husband and wife by the College shall not be construed as requiring the College to pay more than the total cost of providing for the coverage specified herein.
6. The College agrees to provide a $15,000 Term Life Group Insurance Policy with Accidental Death and Dismemberment for each 10-12 month full-time employee, in a company to be selected by the College and the premiums thereon, less any dividends paid by the College. This insurance shall increase to $20,000 plus $20,000 Accidental Death and Dismemberment effective August 1, 1986.
7. The College shall provide long term disability insurance for each 10-12 month full-time employee and pay the necessary net premium; said disability insurance to provide up to 60 percent of the regular employee's salary ...
HOSPITALIZATION AND INSURANCE. A. 1. Each employee shall be entitled to medical and dental insurance through the existing insurance plan as provided by the Borough through the New Jersey State Health Benefits Plan, Direct10 (2010 version) and Delta Dental to its other full time employees. The coverage shall begin for each employee after two months of continuous service. The employee shall be required to complete and submit the required application and enrollment forms.
HOSPITALIZATION AND INSURANCE. A. The Township shall provide hospitalization and major medical coverage under the plan known as “The Select Plan” as currently offered by the North Jersey Municipal Employee Benefits Fund (NJMEBF). In addition, during insurance open enrollment periods, employees may select, if they so choose, any other plan being offered by the Township during said open enrollment period. This plan will cover all permanent, full-time employees and their eligible dependents.
1. Effective January 1, 2001, the co-pay provisions will increase to $4.00 each prescription for generic drugs and $8.00 each prescription for brand name drugs. Effective January 1, 2007 the co-pay provisions will increase to $5.00 each prescription for generic drugs and $15 each prescription for name brand drugs. Effective January 1, 2007 the deductible for prescription reimbursement shall increase from $50 to $100 per year. Any payments during the years 2005 and 2006 in excess of $50 shall be reimbursed to the employee by the Township upon submission of proper documentation. Any payments beginnning in 2007 in excess of $100 shall be reimbursed to the officer upon submission of proper documentation. Retired employees shall be able to submit for reimbursement by mail.
2. Upon proof of amount paid exceeding the $50 annual maximum for 2005 and 2006 and $100 annual maximum thereafter, the employee will immediately be reimbursed out of a xxxxx cash fund during regular Township business hours. There will be no requirement to submit a voucher unless the amount to be reimbursed is in excess of $16.00. The employee may conceal the name of the medication on the receipt from the Township.
3. Effective January 1, 2006 the Health Insurance deductible of $100 per individual and $200 per family will increase to $200 per individual and $400 per family.
B. All full-time dispatchers shall be eligible to be enrolled in the Township health benefits program no later than the third month following his/her appointment date. The Township shall provide hospitalization and major medical coverage as outlined above to these dispatchers only at no expense. Coverage for prescription drugs and dental shall be provided with the stipulation that the dispatcher must pay for ten (10%) percent of the annual cost of the coverage. Dependent coverage for hospitalization, major medical, prescription drugs and dental shall be available provided that the dispatcher must pay 10% of the annual cost of this coverage.
C. The Township shall provid...
HOSPITALIZATION AND INSURANCE. The Company shall provide the Medical Benefits and Life Insurance as set forth in the Annual Open Enrollment Booklet published each year. The Company agrees that the above contribution percentages will be fixed for the life of the agreement and the Company will assume all future increases. If for some reason the medical benefit plan is not renewed, the Company will seek to provide a similar plan with comparable annual premium and an employee contribution that will not exceed the contribution percentages stated above.
(A) Starting with the open enrolment in August 2023, any employee who elects not to take medical insurance coverage offered by the Company will receive forty dollars ($40.00) per week for waiving coverage. The first weekly payment begins in the month of August 2023. Employees who elect this option will not be eligible for coverage again until the next open enrollment period.
HOSPITALIZATION AND INSURANCE. (a) The Employer agrees to provide, at its expense, (as specified in Section 1(b)), a benefit plan (Local 377 Group Health Plan) for each employee, provided said employee meets the eligibility requirements as specified in the subject plan.
(b) The Employer agrees to pay $250.00 per month beginning 1 November 1994, $260.00 per month beginning 1 October 1995 and $270.00 per month beginning 1 October 1996 for each employee. In addition, any increased employer contribution negotiated in the successor agreement to this Agreement will also be paid for the months of October 1997 and November 1997.
Section 2. The Employer agrees to provide, at its expense, a group life insurance plan providing a $3,000 (Three Thousand Dollars) coverage for each employee, provided said employee shall have six (6) months service with the Company.
HOSPITALIZATION AND INSURANCE. 1. The Borough shall continue to provide medical coverage under the New Jersey State Health Benefits Program or equivalent for all permanent and probationary employees. Enrollment would be effective on the first (1st) of the month after two (2) full months of employment, following appointment by Mayor and Council.
2. The Borough shall continue to pay the full cost of the foregoing program for the employees and their dependents, retirees and their dependents with twenty-five (25) years of service with the Borough.
3. All medical and hospital coverage in Sections 1 and 2 shall be pursuant to the rules and regulations of the New Jersey State Health Benefits Program.
4. The Borough will provide the employees with a fully paid for life insurance policy in the amount of one and one-half (1 ½) times the employees salary.
5. All other health insurance benefits that may be provided by local policy shall remain in full force and effect without revocation.
6. The Borough will provide seventy percent (70%) paid Dental Plan, with enrollment effective the first of the month after two (2) full months of employment, following appointment by the Mayor and Council. The Borough will attempt to increase the coverage upon expiration of the currant dental policy. Should the Borough deem an increase in the coverage not feasible, the current coverage shall remain in effect.
7. The Borough will provide eye exam fee reimbursement up to sixty dollars ($60.00) every two (2) years and one hundred and seventy-five dollars ($175.00) every two (2) years for corrective lenses (clear or tinted) and frames (excluding sunglasses) for the employees. If lenses and/or frames are broken while working for the Borough, the Borough will reimburse the employee a maximum of one hundred twenty-five dollars ($125.00) per occurrence. All reimbursements will be made by the Borough the following pay period after receipt is submitted by the employee.
8. The Borough reserves the right to change insurance carriers so long as substantially similar benefits are provided.
