Common use of Hospitalization and Medical Care Clause in Contracts

Hospitalization and Medical Care. 16.1 The County and covered employees share in the cost of health care premiums. The County will pay 90% of the total premium for the Kaiser and Aetna Plans and 80% of the total premium for the Blue Shield Plan. Covered employees will pay 10% of the total premium for the Kaiser and Aetna Plans and 20% of the total premium for the Blue Shield Plan. 16.2 For County employees occupying permanent part-time positions, who work a minimum of forty, but less than sixty hours in a biweekly pay period, the County will pay one-half of the hospital and medical care premiums described above. For County employees occupying permanent part-time positions who work a minimum of sixty, but less than eighty hours in a biweekly pay period, the County will pay three-fourths of the hospital and medical care premiums described above. In either case cited above the County contribution shall be based on the designation by management of the position as either half-time or three-quarter time, not on the specific number of hours worked. 16.3 Unless otherwise provided in this MOU, employees whose employment with the County is severed by reason of retirement during the term of this MOU shall be reimbursed by the County for the unused sick leave at time of retirement on the following basis: For each 8 hours of unused sick leave at time of retirement, the County shall pay for one month's premium for health or dental coverage for the employee and eligible dependents (if such dependents are enrolled in the plan at the time of retirement) provided that the County shall not be obligated to contribute in excess of $165.00 per month for the retired employee. For employees who retire with 45% or more of the total amount of sick leave they could have accrued during their career with the County of San Mateo, the conversion rates in the paragraph above shall be changed to $195. Employees may increase the number of hours per month to be converted up to a maximum of 14 hours of sick leave per month. Such conversion may be in one full hour increments above a minimum of 8 hours (e.g., if an employee who retires at the time the conversion rate is $165 per 8 hours elects to convert 12 hours per month, he/she would be reimbursed $247.50 instead of $165). The number of hours to be converted shall be set upon retirement and can be changed annually during open enrollment, or upon a change in family status that impacts the number of covered individuals (e.g., death of spouse, marriage and addition of spouse). Should a retired employee die while receiving benefits under this section, the employee's spouse and eligible dependents shall continue to receive coverage to the limits provided above. The County will provide up to a maximum of 192 hours of sick leave (2 years of retiree health coverage) to employees who receive a disability retirement. For example, if an employee who receives a disability retirement has 100 hours of sick leave at the time of retirement, the County will add another 92 hours of sick leave to his/her balance. This sick leave will be converted at the rate of $165 per 8 hours of sick leave. Employees who waive retiree health/dental coverage including COBRA rights, may upon retirement, convert each 8 hours of accrued sick leave for $140. Should this cashout be determined, either through legislative or judicial action, to constitute compensation earnable for retirement purposes, this provision shall become null and void and the parties will meet to determine if another form of compensation for cashing out sick leave which is not considered compensation earnable for retirement purposes can be mutually agreed upon. 16.4 The surviving spouse of an active employee who dies may, if he/she elects a retirement allowance, convert the employee's accrued sick leave to the above specified limits providing that the employee was age 55 or over with at least twenty years of continuous service. 16.5 The County will include coverage for young adult dependents and domestic partners in the health plans offered by the County. 16.6 The County shall continue its practice of calculating employee contributions for health and dental premiums on a pre-tax basis consistent with Section 125 of the IRS Code.

Hospitalization and Medical Care. 16.1 21.1 The County and covered employees share in the cost of health care premiums. The County will pay 90% of the total premium for the Kaiser and Aetna Plans and 80% of the total premium for the Blue Shield Plan. Covered employees will pay 10% of the total premium for the Kaiser and Aetna Plans and 20% of the total premium for the Blue Shield Plan. 16.2 21.2 For County employees occupying permanent part-time positions, who work a minimum of fortyforty (40), but less than sixty (60) hours in a biweekly pay period, the County will pay one-half (½) of the hospital and medical care premiums described above. For County employees occupying permanent part-time positions who work a minimum of sixtysixty (60), but less than eighty (80) hours in a biweekly pay period, the County will pay three-fourths (3/4) of the hospital and medical care premiums described above. In either case cited above the County contribution shall be based on the designation by management of the position as either half-time or three-quarter time, not on the specific number of hours worked. The County agrees to adjust the benefit status of part-time employees to conform to the budgeted FTE status of the position they occupy. 16.3 21.3 Unless otherwise provided in this MOUAgreement, employees whose employment with the County is severed by reason of retirement during the term of this MOU Memorandum of Understanding shall be reimbursed by the County for the unused sick leave at time of retirement on the following basis: : (a) For each 8 hours of unused sick leave at time of retirement, the County shall pay for contribute towards one (1) month's premium for health coverage or for dental coverage for the employee and eligible dependents (if such dependents are enrolled in the plan at the time of retirement) provided that the ). The County shall not be obligated to contribute at a rate in excess of $165.00 160.00 per 8 hours of unused sick leave per month for the retired employeeemployee to continue health or dental coverage (e.g., if an employee retires with 320 hours of unused sick leave, the County will continue to pay the health or dental premiums on said employee for a period of 40 months). For employees workers who retire with 45% or more of the total amount of sick leave they could have accrued during their career with the County of San Mateo, the conversion rates in the paragraph above rate for each 8 hours of unused sick leave shall be changed $190.00. Effective November 7, 2004, the $160.00 amount shall be increased to $195165.00 and the $190.00 amount shall be increased to $195.00. Employees Effective November 10, 2002, workers may increase the number of hours per month to be converted up to a maximum of 14 hours of sick leave per month. Such conversion may be in one full hour increments above a minimum of 8 eight hours (e.g., if an employee who retires a worker converts 12 hours at the time the conversion rate is $165 per 8 hours elects to convert 12 hours per monthapplicable until November 7, 2004, he/she would be reimbursed $247.50 240.00 instead of $165160.00). The number of hours to be converted shall be set upon retirement and can be changed annually during open enrollment, or upon a change in family status that impacts the number of covered individuals (e.g., death of spouse, marriage and addition of spouse). Should a retired employee die while receiving benefits under this section, the employee's spouse and eligible dependents shall continue to receive coverage to the limits provided above. (b) The County provides a specified contribution to retirees who have unused sick leave at the time of retirement. For each unused eight hours of sick leave at time of retirement the County will make a specified contribution, as defined above, to the monthly premium for the retiree. If the cost of the premium is greater than the County's contribution, the retiree pays the difference through their retirement pay warrant. If the cost of the premium is less than the County's contribution, the County will apply the difference to the retiree's Medicare Part B premium cost. (c) The County will provide up to a maximum of 192 hours of sick leave (2 years of retiree health coverage) to employees who receive a disability retirement. For example, if an employee a worker who receives a disability retirement has 100 hours of sick leave at the time of retirement, the County will add another 92 hours of sick leave to his/her balance. This sick leave will be converted at the rate of $165 160.00 per 8 hours of sick leave until November 7, 2004, at which time the conversion rate will be $165.00 per 8 hours of sick leave. . (d) Employees who waive retiree health/dental coverage including COBRA rightsrights may, may upon retirement, convert each 8 hours of accrued sick leave for $140100.00. Should this cashout be determined, either through legislative or judicial action, to constitute compensation earnable for retirement purposes, this provision shall become null and void and void. 21.4 Employees in the parties will meet to determine if another form of compensation Licensed Vocational Nurse Unit shall be reimbursed by the County for cashing out unused sick leave which is not considered compensation earnable at the time of retirement on the following basis: For each day of unused sick leave at the time of retirement, the County shall pay for retirement purposes can be mutually agreed uponone (1) month's premium for health coverage for the nurse only, to a maximum of 180 months of continued health coverage. Should a retired nurse die while receiving benefits under this section, the employee's spouse and eligible dependents shall continue to receive coverage to the limits provided above. 16.4 21.5 The surviving spouse of an active employee who dies may, if he/she elects a retirement allowance, convert the employee's accrued sick leave to the above specified limits providing that the employee was age 55 or over with at least twenty years (20) of continuous service. 16.5 The County will include coverage for young adult dependents and domestic partners in the health plans offered by the County. 16.6 The County shall continue its practice of calculating employee contributions for health and dental premiums on a pre-tax basis consistent with Section 125 of the IRS Code.

Hospitalization and Medical Care. 16.1 21.1 The County and covered employees share in the cost of health care premiums. The County will pay 90% of the total premium for the Kaiser Xxxxxx and Aetna Plans and 80% of the total premium for the Blue Shield Plan. Covered employees will pay 10% of the total premium for the Kaiser Xxxxxx and Aetna Plans and 20% of the total premium for the Blue Shield Plan. 16.2 21.2 For County employees occupying permanent part-time positions, who work a minimum of forty40, but less than sixty 60 hours in a biweekly pay period, the County will pay one-half of the hospital and medical care premiums described above. For County employees occupying permanent part-time positions who work a minimum of sixty, 60 but less than eighty 80 hours in a biweekly pay period, the County will pay three-fourths of the hospital and medical care premiums described above. In either case cited above the County contribution shall be based on the designation by management of the position as either half-time or three-quarter time, not on the specific number of hours worked. 16.3 21.3 Unless otherwise provided in this MOU, employees whose employment with the County is severed by reason of retirement during the term of this MOU shall be reimbursed by the County for the unused sick leave at time of retirement on the following basisas follows: For Effective May 1, 2005, for each 8 hours of unused sick leave at time of retirement, the County shall pay for one month's ’s premium for health or dental health, dental, and/or vision coverage for the employee and eligible dependents (if such dependents are enrolled in the plan at the time of retirement) provided that the County shall not be obligated to contribute in excess of $165.00 640 per month for the retired employee. For employees who retire (e.g., if an employee retires with 45% or more 400 hours of the total amount of unused sick leave they could have accrued during their career with leave, the County will continue to pay $640 toward health, dental and/or vision premiums on said employee for a period of San Mateo50 months). Should a retired employee die while receiving benefits under this section, the conversion rates in employee’s spouse and eligible dependents shall continue to receive coverage to the paragraph above limits provided above. The $640 amount shall be changed increased to $195675 effective January 1, 2006. Employees may increase the number of hours per month to be converted up to a maximum of 14 hours of sick leave per month. Such conversion may be in one full hour increments above a minimum of 8 eight hours (e.g., if an employee who retires a worker converts 12 hours at the time the conversion rate is $165 per 8 hours elects to convert 12 hours per monthapplicable on or after January 1, 2006, he/she would be reimbursed $247.50 1012.50 instead of $165675.00). The number of hours to be converted shall be set upon retirement and can be changed annually during open enrollment, or upon a change in family status that impacts the number of covered individuals (e.g., death of spouse, marriage and addition of spouse). Should a retired employee die while receiving benefits There is no limit or cap on the amount of accrued and unused sick leave that may be converted under this section, the employee's spouse and eligible dependents shall continue to receive coverage to the limits provided above. The County will provide up to a maximum of 192 hours of sick leave (2 years of retiree health coverage) to employees who receive a disability retirement. For example, if an employee who receives a disability retirement has 100 hours of sick leave at the time of retirement, the County will add another 92 hours of sick leave to his/her balance. This sick leave will be converted at the rate of $165 per 8 hours of sick leave. Employees who waive retiree health/dental coverage including COBRA rights, may upon retirement, convert each 8 hours of accrued sick leave for $140. Should this cashout be determined, either through legislative or judicial action, to constitute compensation earnable for retirement purposes, this provision shall become null and void and the parties will meet to determine if another form of compensation for cashing out sick leave which is not considered compensation earnable for retirement purposes can be mutually agreed upon. 16.4 21.4 The surviving spouse of an active employee who dies may, if he/she elects a retirement allowance, convert the employee's accrued sick leave to the above specified limits providing that the employee was age 55 or over with at least twenty years of continuous service. 16.5 21.5 Employees who waive all retiree medical benefits including COBRA coverage, may elect to cash out accrued sick leave, upon retirement, at the rate of $100 for each 8 hours of sick leave. This is an irrevocable election which must be made prior to the date of retirement. 21.6 The County will include coverage for young adult dependents and domestic partners in the health plans offered by the County. Grandchildren of custodial grandparents are also considered eligible dependents on all health, dental, and vision plans, whether or not formal adoption has occurred. This eligibility is contingent on documentation which is acceptable to the Health Plan. 16.6 21.7 The County shall will continue its practice of calculating employee contributions for health and dental premiums on a pre-tax basis consistent with Section 125 of the IRS Code. 21.8 Effective April 24, 2005, employees covered by this MOU shall have an amount equal to 1.6% of salary deducted from their paychecks. To the extent permitted by law, this deduction shall be made on a pre-tax basis. This deduction shall be credited to the County to be used to offset the costs of the retiree medical benefit described in Section 21.3 above.

Hospitalization and Medical Care. 16.1 21.1 The County and covered employees share in the cost of health care premiums. The County will pay 90% of the total premium for the Kaiser and Aetna Plans and 80% of the total premium for the Blue Shield Plan. Covered employees will pay 10% of the total premium for the Kaiser and Aetna Plans and 20% of the total premium for the Blue Shield Plan. 16.2 21.2 For County employees occupying permanent part-time positions, who work a minimum of fortyforty (40), but less than sixty (60) hours in a biweekly pay period, the County will pay one-half (½) of the hospital and medical care premiums described above. For County employees occupying permanent part-time positions who work a minimum of sixtysixty (60), but less than eighty (80) hours in a biweekly pay period, the County will pay three-fourths (3/4) of the hospital and medical care premiums described above. In either case cited above the County contribution shall be based on the designation by management of the position as either half-time or three-quarter time, not on the specific number of hours worked. The County agrees to adjust the benefit status of part-time employees to conform to the budgeted FTE status of the position they occupy. 16.3 21.3 Unless otherwise provided in this MOUAgreement, employees whose employment with the County is severed by reason of retirement during the term of this MOU Memorandum of Understanding shall be reimbursed by the County for the unused sick leave at time of retirement on the following basis: : (a) For each 8 hours of unused sick leave at time of retirement, the County shall pay for contribute towards one (1) month's premium for health coverage or for dental coverage for the employee and eligible dependents (if such dependents are enrolled in the plan at the time of retirement) provided that the ). The County shall not be obligated to contribute at a rate in excess of $165.00 per 8 hours of unused sick leave per month for the retired employeeemployee to continue health or dental coverage (e.g., if an employee retires with 320 hours of unused sick leave, the County will continue to pay the health or dental premiums on said employee for a period of 40 months). For employees workers who retire with 45% or more of the total amount of sick leave they could have accrued during their career with the County of San Mateo, the conversion rates in the paragraph above rate for each 8 hours of unused sick leave shall be changed to $195195.00. Employees Workers may increase the number of hours per month to be converted up to a maximum of 14 hours of sick leave per month. Such conversion may be in one full hour increments above a minimum of 8 eight hours (e.g., if an employee who retires at the time the conversion rate is $165 per 8 hours elects to convert a worker converts 12 hours per monthhours, he/she would be reimbursed $247.50 247.00 instead of $165165.00). The number of hours to be converted shall be set upon retirement and can be changed annually during open enrollment, or upon a change in family status that impacts the number of covered individuals (e.g., death of spouse, marriage and addition of spouse). For employees who retire on or after January 1, 2007, the conversion rate for each 8 hours of sick leave will be increased from $165.00/$195.00 to $400. This amount will be increased to $420 effective January 1, 2008. In no event will changes in the Kaiser premium or application of the 2% or 4% increases listed below result in the $420 rate being reduced. For employees who retire with 20 or more years of service with the County of San Mateo, the $420 rate will be increased by 4% effective January 1, 2009 and each January 1st thereafter, the rate will be increased by 4%. Such contribution shall not exceed 90% of the Kaiser Employee-only premium non-medicare rate. For employees who retire with at least 15 but less than 20 years of service with the County of San Mateo, the $420 rate will be increased by 2% effective January 1, 2009 and each January 1st thereafter, the rate will be increased by 2%. Such contribution shall not exceed 90% of the Kaiser Employee-Only premium non-medicare rate. For employees who retire after January 1, 2007 with less than 15 years of service with the County of San Mateo, the conversion rate for each 8 hours of sick leave will be increased to $400. For employees who retire after January 1, 2008 with less than 15 years of service with the County of San Mateo, the conversion rate for each 8 hours of sick leave will be increased to $420. For employees who retire after January 1, 2009 with less than 15 years of service with the County of San Mateo, the conversion rate for each 8 hours of sick leave will be increased to $440. Should a retired employee die while receiving benefits under this section, the employee's spouse and eligible dependents shall continue to receive coverage to the limits provided above. (b) The County provides a specified contribution to retirees who have unused sick leave at the time of retirement. For each unused eight hours of sick leave at time of retirement the County will make a specified contribution, as defined above, to the monthly premium for the retiree. If the cost of the premium is greater than the County's contribution, the retiree pays the difference through their retirement pay warrant. If the cost of the premium is less than the County's contribution, the County will apply the difference to the retiree's Medicare Part B premium cost. (c) The County will provide up to a maximum of 192 288.6 hours of sick leave (2 3 years of retiree health coverage) to employees who receive a disability retirement. For example, if an employee who receives a disability retirement has 100 hours of sick leave at the time of retirement, the County will add another 92 188.6 hours of sick leave to his/her balance. This sick leave will be converted at . (d) For employees who retire on or after January 1, 2007 with 20 or more years of service with the rate County of $165 per San Mateo, the 8 hours of sick leave. leave converted for each month’s retiree health contribution by the county shall be reduced to 6 hours. (e) Employees who waive retiree health/dental coverage including COBRA rightsrights may, may upon retirement, convert each 8 hours of accrued sick leave for $140100.00. Should this cashout be determined, either through legislative or judicial action, to constitute compensation earnable for retirement purposes, this provision shall become null and void and void. Effective January 1, 2007, employees will no longer be offered the parties will meet to determine if another form option of compensation for cashing out sick leave which if they waive retiree health. However, if it is determined to not considered compensation earnable for retirement purposes can be mutually agreed uponcreate a taxable event and if it does not cause the above retiree health plans to become taxable events, then employees may exchange unused sick leave at a value of $100 per 8 hours into an RHSA upon retirement. 16.4 21.4 Employees in the Licensed Vocational Nurse Unit shall be reimbursed by the County for unused sick leave at the time of retirement on the following basis: For each day of unused sick leave at the time of retirement, the County shall pay for one (1) month's premium for health coverage for the nurse only, to a maximum of 180 months of continued health coverage. Should a retired nurse die while receiving benefits under this section, the employee's spouse and eligible dependents shall continue to receive coverage to the limits provided above. 21.5 The surviving spouse of an active employee who dies may, if he/she elects a retirement allowance, convert the employee's accrued sick leave to the above specified limits providing that the employee was age 55 or over with at least twenty years (20) of continuous service. 16.5 The 21.6 Employees who retire on or before March 31, 2008 will, upon exhaustion of accrued sick leave, be credited with additional hours of sick leave as follows: • With at least 10 but less than 15 years of service with the County of San Mateo – 192 hours • With at least 15 but less than 20 years of service with the County of San Mateo – 288 hours • With 20 years or more of service with the County of San Mateo – 384 hours 21.7 Employees who retire after March 31, 2008 will, upon exhaustion of accrued sick leave, be credited with additional hours of sick leave as follows: • With at least 10 but less than 15 years of service with the County of San Mateo – 96 hours • With at least 15 but less than 20 years of service with the County of San Mateo – 192 hours • With 20 years or more of service with the County of San Mateo – 288 hours 21.8 Out-of-Area 1) At the time of retirement or 2) During the annual open enrollment period for the County's health plans, provided the retiree has been continuously enrolled in one of the County's health plans at the time of the switch to this option. Payment to the retiree will require the submission to the County of proof of continuous enrollment in the alternate health plan, which proof shall also entitle the retiree to retain the right to change back to any County-offered health plan during a subsequent open enrollment period. An out-of-area retiree who has no available sick leave credits for conversion to County payment of health plan premiums may also select the option of enrollment in an alternate health plan in the area of residence, provided that no cash payment will be made to the retiree in this instance. Should such retiree elect this option during an open enrollment period, rather than at the time of retirement, s/he must have had continuous enrollment in a County-offered health plan up to the time of this election. Continuous enrollment in the alternate plan will entitle the retiree to re-enroll in a County-offered health plan during a subsequent open enrollment period. It is understood that the County is actively seeking coverage for out-of-area retirees under a nationwide HMO or other health insurance plan and that, should such coverage become available during the term of this Memorandum of Understanding, the County will include coverage meet with the Unions regarding substitution of this plan for young adult dependents the arrangement described in this subsection. Upon agreement by both the County and domestic partners in employee organizations such new plan will replace the health plans offered by the Countycash option. 16.6 21.9 The County shall continue its practice of calculating employee contributions for health and dental premiums on a pre-tax basis consistent with Section 125 of the IRS Code. 21.10 Effective October 20, 1996 grandchildren of custodial grandparents will be eligible dependents on all health, dental, and vision plans, whether or not formal adoption has occurred. This eligibility is contingent on documentation which is acceptable to the Health Plan. 21.11 The County will implement an RHSA in which all employees may elect to participate. 21.12 Employees may elect to participate in a retiree health program that features a County match in the RHSA. For this program, the County will match employee contributions into the RHSA to a maximum of $30 each pay period. The County contribution will vest after 10 years of County service. For employees who elect this program, the value of each 8 hours of sick leave upon retirement is set at $200 instead of the amounts set forth in Section 22.3. Employees will not be asked to make an election between this program and the one in Section 22.3 until six months after hire, and will be provided information and counseling on the RHSA program prior to making a choice.