Hospitalization and Medical Sample Clauses

Hospitalization and Medical. A. Should the proposed “excise tax” (Cadillac Tax) be imposed any time during this contract, bargaining shall be immediately opened to negotiate insurance benefits to avoid any government-imposed fees. It is understood that the Board will not incur any excise tax on benefits. B. Spouses employed by the Board are eligible for one family health insurance plan and one family dental insurance plan. C. The Board will provide an Internal Revenue Code Section 125 plan under which the employee’s insurance contributions, non-reimbursable medical expenses, and childcare expense allocations are covered consistent with applicable legal requirements.
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Hospitalization and Medical. The Employer makes available a health care benefit which covers all full-time employees, including their spouse and dependent children effective on the first of the month following 30 calendar days of full-time employment. Effective for July 1, 2015 coverage will be Blue Cross Blue Shield Simply Blue HRA Plan 4000/20/2350 - 8000/20/4700 in network and fund the plan in network 1500/20/2850 - 3000/20/5700 or equivalent. The City will contribute toward the cost and employees will contribute toward the cost of such coverage through payroll deduction.
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Hospitalization and Medical. Each full-time employee covered by this agreement, who elects insurance coverage pursuant to this section, shall contribute toward the monthly premiums. The Board will pay 80% of the monthly premium for non-bus driver employees and effective January 1, 2022, 75% for bus drivers. However, non-bus driver employees hired before July 1, 2003, shall be subject to the following modified premium schedule: If at any point during this agreement the Board decides to offer a High Deductible Health Plan option, in addition to the monthly premium contribution described above, the Board will contribute the following to the employee owned Health Savings Account (HSA): Full-time employees, including bus drivers: 2022 2023 2024 Employee Only $500 $400 $300 Employee + Child(ren) $750 $600 $500 Family $1,000 $800 $700 Part-time employees: 2022 2023 2024 Employee Only $250 $200 $150 Employee + Child(ren) $375 $300 $250 Family $500 $400 $350
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Hospitalization and Medical. A. The Board shall provide group hospitalization and major medical insurance at a shared cost to both the Board and the employee for all eligible employees and their eligible dependents. Spouses of eligible employees who are eligible for other health insurance coverage through their employer or Medicare are required to enroll for at least single coverage where such availability for coverage exists. The Board shall contribute for those eligible employees enrolling in the single or family plans eighty percent (80%) of the premium. B. Should the proposed “excise tax” (Cadillac Tax) be imposed any time during this contract, bargaining shall be immediately opened to negotiate insurance benefits to avoid any government-imposed fees. It is understood that the Board will not incur any excise tax on benefits. C. The Board will provide an Internal Revenue Code Section 125 plan under which the employee’s insurance contributions, non-reimbursable medical expenses, and childcare expense allocations are covered consistent with applicable legal requirements.
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Hospitalization and Medical. 35.1. Recognizing that the Union has chosen to adopt and implement a hospitalization and medical insurance plan (other than the one sponsored by the City), the parties agree that the Union's plan shall, without exception, cover all employees in the bargaining unit. Under no circumstances shall the City have any obligation to apply the City group hospitalization and medical insurance plan (in lieu of the Union plan) to any employee covered by this Agreement. a. Effective upon the ratification of this agreement, the monthly contribution rate per employee paid by the City to the Union-sponsored hospitalization and medical insurance plan shall be the same as provided general employees under the HMO plan for employee coverage. If the amount paid by the City for general employee HMO coverage increases, then the amount paid by the City to the union plan shall increase by the same amount. If the amount paid by the City for general employee HMO coverage decreases, then the amount paid by the City to the Union plan shall not decrease but shall remain the same. b. The City agrees to provide term life insurance coverage for each employee covered hereunder with a benefit of one-time annual base salary. 35.3. The City will make payroll deductions for the cost of Health Insurance for retirees participating in the Union plan. 35.4. This Article is subject to strict compliance with the following provisions: a. The City shall have no responsibility to process claims or perform any paperwork involving the aforementioned Union group hospitalization and medical insurance plan. b. The City shall have no obligation to contribute to the aforesaid Union plan unless each and every employee in the bargaining unit is covered by the plan. c. The Union agrees to offer medical insurance coverage to fire department management (non- bargaining unit members that maintain an associate members status with the Union), as an alternative to the City’s health insurance plan. This benefit is not offered to civilian personnel (i.e. personnel hired outside of bargaining unit). Such coverage is to be with the same privileges and qualifications as those given to current members of the bargaining unit as long as associate membership status is maintained. The required associate membership shall be based on application, and shall be in accordance with the by-laws of Local 1210. d. In the event the Union should request that the bargaining unit be reinstated to the City plan, the decision to accept or rej...
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Hospitalization and Medical 
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Related to Hospitalization and Medical

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • 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 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.

  • HEALTH CARE PLANS ‌ Notwithstanding the references to the Pacific Blue Cross Plans in this article, the parties agree that Employers, who are not currently providing benefits under the Pacific Blue Cross Plans may continue to provide the benefits through another carrier providing that the overall level of benefits is comparable to the level of benefits under the Pacific Blue Cross Plans.

  • Hospital This plan covers behavioral health services if you are inpatient at a general or specialty hospital. See Inpatient Services in Section 3 for additional information. This plan covers services at behavioral health residential treatment facilities, which provide: • clinical treatment; • medication evaluation management; and • 24-hour on site availability of health professional staff, as required by licensing regulations. This plan covers intermediate care services, which are facility-based programs that are: • more intensive than traditional outpatient services; • less intensive than 24-hour inpatient hospital or residential treatment facility services; and • used as a step down from a higher level of care; or • used a step-up from standard care level of care. Intermediate care services include the following: • Partial Hospital Program (PHP) – PHPs are structured and medically supervised day, evening, or nighttime treatment programs providing individualized treatment plans. A PHP typically runs for five hours a day, five days per week. • Intensive Outpatient Program (IOP) – An IOP provides substantial clinical support for patients who are either in transition from a higher level of care or at risk for admission to a higher level of care. An IOP typically runs for three hours per day, three days per week.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Medical Care The Parents must comply with the School Welfare Officer's recommendations which may include a reasonable decision to release the Pupil home or to his / her education guardian when s/he is unwell.

  • Health Care Operations “Health Care Operations” shall have the same meaning as the term “health care operations” in 45 CFR §164.501.

  • Family and Medical Leave The Employer shall provide employees with the benefits of the Family and Medical Leave Act on a fair and equitable basis in accordance with applicable law and regulation.

  • Orthodontics We Cover orthodontics used to help restore oral structures to health and function and to treat serious medical conditions such as: cleft palate and cleft lip; maxillary/mandibular micrognathia (underdeveloped upper or lower jaw); extreme mandibular prognathism; severe asymmetry (craniofacial anomalies); ankylosis of the temporomandibular joint; and other significant skeletal dysplasias.

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