Hospitalization and Medical Protection Sample Clauses

Hospitalization and Medical Protection. A. The employer shall provide, without cost to the employee, hospitalization and medical protection to those employees where such coverage is not provided through another source (i.e. protection provided by the employer of the spouse, etc.).
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Hospitalization and Medical Protection a. Beginning the 2006-2007 school year The district shall provide without cost to the eligible KESPA members the BCBSM Flexible Blue 2 PPO Plan with the following riders: FB-OCDM-24, FB-RM100, PCM*, CI, PCD2, PD-CM and FC. Moreover, the district shall be solely responsible for the full payment of any premium and/or plan deductible increases during the full term of the KESPA Master Contract. Eligible members’ contributions toward the cost of health care shall be $300 for single coverage, $400 for two-person coverage and $500 for full family coverage. Contributions shall be made through payroll deduction, over twenty pay periods, on a pre-tax basis. Additionally, in the event that during the term of this agreement, the legislature, or some other authority exercising the force of law, shall mandate that members of the bargaining unit contribute to or otherwise pay a portion of the premiums associated with health care, the above co-pays shall be considered part of that premium and not in addition to that premium. Any posted secretary opening that shall be filled, beginning July 1, 2010, will be offered without health coverage and those filling such positions will not be eligible for health coverage during the life of this agreement. The positions will remain eligible for dental, vision, LTD and life insurance coverage. *Until such time as the PCM rider and benefits are available with the Flexible Blue 2 plan, any preventive care cost that exceeds the five hundred ($500.00) limit, will be paid by the employer. The Hearing Care Rider shall be self-funded by the district at $1,402.00 per ear every thirty-six (36) months with no deductible. The comprehensive and complete plan documents for BCBSM Flexible Blue Plan 2 and the specific riders listed above are, hereby, incorporated into the KESPA Master Agreement and no modifications of any benefit specification detailed in these plan documents may be made without the express written consent of KESPA, subject to ratification of its members. Any plan deductibles for eligible/covered KESPA members, regardless of single, two person, or full-family status including any and all increases in deductibles during the term of the KESPA Master Contract, shall be fully funded by the employer. On the first day of each school/health plan year, the annual plan deductibles for KESPA members shall be made available by the employer in an account maintained by an approved financial institution. KESPA members and their covered dependents...
Sample 1
Hospitalization and Medical Protection a. The district shall provide to the eligible KESPA members health insurance of either BCBSM SB HSA or MESSA ABC Plan 1 contingent on the district’s overall plan election. The district shall be responsible for the payment of any premium plan deductible in compliance with the hard cap per Public Act 152. The following hard cap amounts for 2012-2013 are listed below: $5500 for Single Subscribers $11000 for Self and Spouse Subscribers $15000 for Self and child and family subscribers The remaining cost for the employee’s elected medical plan premiums shall be paid by the employee. Contributions shall be made through payroll deduction, over 20 pay periods, on a pre-taxed basis. Maintain the two (2) secretary positions filled, after July 1, 2010, without health coverage and those filling such positions will not be eligible for health coverage during the life of this agreement. The positions will remain eligible for dental, vision, LTD and life insurance coverage.
Sample 1

Related to Hospitalization and Medical Protection

  • 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 one hundred thirty days (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 Classified Personnel Assignments Branch.

  • - INCOME PROTECTION AND WORKERS COMPENSATION 2301 A nurse having accumulated income protection may claim basic pay for such income protection against such accumulation with respect to periods during which:

  • Home Health Care This plan covers the following home care services when provided by a certified home healthcare agency: • nursing services; • services of a home health aide; • visits from a social worker; • medical supplies; and • physical, occupational and speech therapy.

  • 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.

  • Family and Medical Leaves The City of Minneapolis fully complies with the federal Family and Medical Leave Act, 29 U.S. Code Chapter 28. See Family and Medical Leave Policy and Procedures at the City’s Policy and Procedures web page.

  • Department of Health and Human Services An employee notified of a positive controlled substance or alcohol test result may request an independent test of their split sample at the employee’s expense. If the test result is negative, the Employer will reimburse the employee for the cost of the split sample test. An employee who has a positive alcohol test and/or a positive controlled substance test may be subject to disciplinary action, up to and including dismissal, based on the incident that prompted the testing, including a violation of the drug and alcohol free work place rules.

  • Health Promotion and Health Education Both parties to this Agreement recognize the value and importance of health promotion and health education programs. Such programs can assist employees and their dependents to maintain and enhance their health, and to make appropriate use of the health care system. To work toward these goals:

  • Family and Medical Leave 16.1 A. Consistent with the federal Family and Medical Leave Act of 1993 (FMLA) and any amendments thereto and the Washington State Family Leave Act of 2006 (WFLA), an employee who has worked for the state for at least twelve (12) months and for at least one thousand two hundred fifty (1,250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) workweeks of family medical leave in a twelve (12) month period for one or more of the following reasons 1 - 4:

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

  • 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:

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