Common use of INSURANCE AND PENSION Clause in Contracts

INSURANCE AND PENSION. Full-time employees (37.5 hours/week) and their spouses and dependents shall have provided to them the High deductible/HSA health insurance plan (“HSA Plan”). The HSA plan will include the following components: In-Network Out-of-Network Annual Deductible (individual/aggregate family) $2,000/4,000 Co-insurance N/A 20% after deductible up to co-insurance maximum Co-insurance Maximum (individual/aggregate family) N/A $3,000/$6,000 Cost Share Maximum (individual/aggregate family) $5,000/10,000 Lifetime Maximum Unlimited Preventive Care Deductible not applicable 20% co-insurance after deductible, subject to co- insurance limits Prescription Drug Coverage Treated as any other medical expense, subject to post-deductible drug co-payments as set forth below. Following exhaustion of the deductible, prescription drugs shall be subject to post- deductible co-payments of $10/25/40 (retail), and a two times co-payment for mail order. For each eligible full-time nurse, the Board HSA contribution will be as follows: 2023- 2024 contract year, $2000/$1000; 2024-2025 contract year $2000/$1000; 2025-2026 contract year, $1800/$900 and 2026-2027 contract year, $1600/$800. One-half of the Board’s contribution toward the HSA plan deductible will be deposited into the HSA accounts in September, and the remaining one- half of the Board’s contribution will be deposited into the HSA accounts in January. The Board’s contribution toward the funding of the deductible shall not be deemed an element of the underlying insurance plan. Rather, the Board’s contribution toward the funding of the deductible shall relate solely to the manner in which the deductible shall be funded for actively employed nurse. The Board shall have no obligation to fund any portion of the deductible for retirees or other individuals upon their separation from employment. Effective with the 2021-22 contract year, the Board will not process employee contributions into employees’ Health Savings Accounts on a pre-tax basis, unless the Board and the Association mutually agree otherwise. Health Reimbursement Account: A Health Reimbursement Account (“HRA”) shall be made available for any nurse who is precluded from participating in a Health Savings Account (“HSA”) because the nurse receives Medicare and/or veterans’ benefits. The annual maximum reimbursement by the Board for nurses participating in the HRA shall not exceed the dollar amount of the Board’s annual HSA contribution for nurses enrolled in the HSA. The Board shall have no responsibility for any administrative and/or monthly costs associated with the set-up and/or administration of the HRA. A. Insurance premium contributions: All employees shall pay a contribution towards the cost of the health benefits referred to above as follows, with the Manchester Board of Education paying the remaining portion: Effective July 1, 2023 Effective July 1, 2024 Effective July 1, 2025 Effective July 1 2026 19.5% 20.0% 20.0% 20.0% The Board shall have the right to self-insure for any of the insurance benefits described in this Article and/or to change administrators/carriers/plans for any of the insurance benefits, provided that the overall level of benefits, when considered as a whole, remains substantially equivalent to the overall level of benefits in effect immediately preceding any such change. The Board will adopt an Internal Revenue Code Section 125 which allows nurses to pay insurance premium contributions with pre-tax dollars. B. Health insurance benefits will be provided to members of the bargaining unit whose spouses are also employed by the Board in accordance with state law. Active nurses who fall under Article X Section 1 may voluntarily elect, subject to Section 125 of the Internal Revenue code, to waive all health insurance benefits. C. Full Service Dental Plan, including rider for unmarried children, with Plan same or similar to that provided by Delta Dental, with same or similar being defined as being defined as the benefits arrangements provided by an alternative health insurance benefit carrier being such that the size of the service network offered must be 85% of that currently offered. Dental riders A, B and C will be provided to employees at the group rate, provided the employee pays the full costs of such riders. D. Board will provide coverage of $30,000 Group Life Insurance and Accidental Insurance, to be paid for by the Board with the option to increase coverage by $10,000 additional insurance with the cost of said additional to be paid one-third (1/3) by the Board and two-thirds (2/3) by the nurse receiving the additional insurance. E. Upon the death of a nurse, the surviving spouse and covered dependents shall have the right to continue their health insurance coverage through the Board, at their own expense, to the extent required by law. F. Retirees: In order to qualify for retiree health insurance benefits, a retiree must be able to collect a pension from Manchester Board of Education 1) An employee hired prior to July 1, 1995, and who retires after June 30, 2001: a) Until the retiree reaches the age at which he/she qualifies for Medicare, must contribute the same co-pay amount as contributed by active employees. Current retirees will be provided the same health insurance options as active members. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in Board’s supplemental Medicare plans and pay 25% of the premiums. 2) An employee hired on or after July 1, 1995 but prior to July 1, 1998, and who retires after June 30, 2001: a) If the employee has at least ten years’ experience with the Board: b) Until the retiree, or the retiree’s spouse, reaches the age at which he/she qualifies for Medicare, must contribute 25% of the health insurance premium. c) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 25% of the premiums. 3) If the employee has less than ten years’ experience with the Board: a) Until the retiree reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 50% of the premiums. 4) For employees hired on after July 1, 1998 but prior to January 21, 2014 and who retire after June 30, 2001: a) Until the employee reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 50% of the premiums. 5) For employees hired on/after January 21, 2014 but prior to July 1, 2019: a) Until the retiree reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches the Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plan and pay 100% of the premiums. 6) Employees hired on or after July 1, 2019 shall not be eligible to participate in the Board’s health insurance plans upon retirement, except as otherwise required by law. G. All eligible members of this bargaining unit may become members of the Manchester Town Plan for Retirement and will be subject to provisions of the Town Plan. Members of the bargaining unit shall be covered under the “Rule of 80” under the Town Pension Plan. Any employee hired on or after January 21, 2014 shall have the option of becoming a member of the Town’s defined benefit pension plan as described herein, or the Town’s defined contribution plan. Employees hired on or after July 1, 2016, will only be eligible for the Town of Manchester Defined Contribution plan. H. All retirees will receive an $8,000 life insurance policy. I. The Board agrees to reimburse bargaining unit members for any costs related to renewal of the employee’s nursing license.

INSURANCE AND PENSION. FullA. The Board shall provide (subject to payroll deductions set forth in this section) for each employee regularly working at least thirty (30) hours per week and his/her eligible dependents the option of one of the insurance plans set forth in Schedule B, specifically OAP, POS and HSA. In addition, the Board shall provide (subject to payroll deduction) for each thirty-hour or more employee and eligible dependents CIGNA Dental Plan Classes I and II. In Class II there is an annual deductible of $50 for individuals/$150 for family. Employees may purchase CIGNA Dental III coverage at their own expense through payroll deductions. Effective July 1, 2012, to be eligible to receive the health and medical insurance benefits set forth in this Section A, the employee shall contribute, through payroll deduction, fourteen (14%) percent of the COBRA cost of individual, dependent and multi-dependent coverage for all medical, prescription and dental plans set forth in this Article. The contributions for such benefits for all employees shall increase to fifteen percent (15%) effective July 1, 2013, and to sixteen percent (16%), effective July 1, 2014. Each employee must submit a written wage deduction authorization permitting the Board to deduct from the employee's salary his or her share of the cost of benefits set forth above. Each employee will be informed of the amount of deduction in writing prior to its implementation. An employee may forego or withdraw from full coverage rather than pay his or her share of the cost of benefits. Reinstatement of discontinued insurance benefits shall be provided in accordance with the terms of the insurance company administering the plan at the time that benefits are sought. Subject to law, including the rules and regulations of the Internal Revenue Service, and independent of the requirement that employees (37.5 hours/week) contribute to the cost of insurance benefits, the Board shall, not later than the effective date of this Agreement, implement and their spouses and dependents maintain a "Section 125" Salary Reduction Agreement which shall have provided be designed to them permit exclusion from taxable income the High deductible/HSA employee's share of health insurance premiums. The Board shall offer a high deductible health insurance plan with a Health Savings Account (“HSA Plan”). The HSA plan will include HSA) with the following components: In-Network Out-of-Network Annual Deductible (individual/aggregate family) $2,000/4,000 Co-insurance N/A 20% after deductible up to co-insurance maximum Co-insurance Maximum (individual/aggregate family) N/A $3,000/$6,000 Cost Share Maximum (individual/aggregate family) $5,000/10,000 Lifetime Maximum Unlimited Preventive Care Deductible not applicable 20% co-insurance after deductible, subject to co- insurance limits Prescription Drug Coverage Treated as any other medical expense, subject to post-deductible drug co-payments components as set forth below. Following exhaustion out in Appendix B. The Board will fund fifty percent (50%) of the deductible, prescription drugs shall be subject to post- applicable HSA deductible co-payments of $10/25/40 (retail), and a two times co-payment amount for mail order. For each eligible full-time nurse, the Board HSA contribution will be as follows: 2023- 2024 contract year, $2000/$1000; 2024-2025 contract year $2000/$1000; 2025-2026 contract year, $1800/$900 and 2026-2027 contract year, $1600/$800employees. One-half of the The Board’s contribution toward the HSA plan deductible will be deposited into the HSA accounts in Septemberthroughout the course of the fiscal year, and the remaining one- half of on the Board’s contribution will be deposited into the HSA accounts in Januarypayroll dates. The parties acknowledge that the Board’s fifty percent (50%) contribution toward the funding of the deductible shall HSA plan is not be deemed an element of the underlying insurance plan. Rather, the Board’s contribution toward the funding of the deductible shall relate solely but rather relates to the manner in which the deductible shall be funded for actively employed nurseparaprofessionals. The Board shall have no obligation to fund any portion of the HSA deductible for retirees or other individuals upon their separation from employment. Effective with the 2021-22 contract year, the Board will not process employee contributions into employees’ Health Savings Accounts on a pre-tax basis, unless the Board and the Association mutually agree otherwise. Health Reimbursement Account: A Health Reimbursement Account (“HRA”) shall be made available for any nurse who is precluded from participating in a Health Savings Account (“HSA”) because the nurse receives Medicare and/or veterans’ benefits. The annual maximum reimbursement by the Board for nurses participating in the HRA shall not exceed the dollar amount of the Board’s annual HSA contribution for nurses enrolled in the HSA. . B. The Board shall have no responsibility for any administrative and/or monthly costs associated provide each employee with the set-following insurance: 1. $25,000 group life insurance; 2. $5,000 accidental death and dismemberment insurance; 3. Long term disability insurance with benefits equal to fifty (50%) percent of salary up and/or administration of the HRAto $3,000 per month to age 65 with a twelve (12) month qualifying period. A. Insurance premium contributions: All employees shall pay a contribution towards the cost of the health benefits referred to above as follows, with the Manchester Board of Education paying the remaining portion: Effective July 1, 2023 Effective July 1, 2024 Effective July 1, 2025 Effective July 1 2026 19.5% 20.0% 20.0% 20.0% C. The Board shall have the right to self-insure change any current insurance carrier, provided: 1. Such change shall be presented to the Union for any its review; 2. Such change shall provide coverage and service substantially equivalent to that which is in place at the time of the insurance benefits described contemplated change, provided, however, the list of physicians, health care providers, hospitals, clinics, etc., shall not be relevant in this Article and/or to change administrators/carriers/plans for any of the insurance benefits, provided that the overall level of benefits, when considered as a whole, remains determining whether coverage is substantially equivalent to the overall level of benefits in effect immediately preceding any such changeexisting plan; 3. The Board will adopt an Internal Revenue Code Section 125 which allows nurses to pay insurance premium contributions with pre-tax dollars. B. Health insurance benefits will be provided to members of If the bargaining unit whose spouses are also employed Union rejects the proposed change by the Board in accordance with state law. Active nurses who fall under Article X Section 1 may voluntarily elect, subject to Section 125 of the Internal Revenue code, to waive all health insurance benefits. C. Full Service Dental Plan, including rider for unmarried children, with Plan same or similar to that provided by Delta Dental, with same or similar being defined as being defined as the benefits arrangements provided by an alternative health insurance benefit carrier being such that the size of the service network offered must be 85% of that currently offered. Dental riders A, B and C will be provided to employees at the group rate, provided the employee pays the full costs of such riders. D. Board will provide coverage of $30,000 Group Life Insurance and Accidental Insurance, to be paid for by the Board with the option to increase coverage by $10,000 additional insurance with the cost of said additional to be paid one-third (1/3) by the Board and two-thirds (2/3) by the nurse receiving the additional insurance. E. Upon the death of a nurse, the surviving spouse and covered dependents shall have the right to continue their health insurance coverage through the Board, at their own expensethe Union may, to the extent required by law. F. Retirees: In order to qualify for retiree health insurance benefits, a retiree must be able to collect a pension from Manchester Board of Education 1) An employee hired prior to July 1, 1995, and who retires after June 30, 2001: a) Until the retiree reaches the age at which he/she qualifies for Medicare, must contribute the same co-pay amount as contributed by active employees. Current retirees will be provided the same health insurance options as active members. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in Board’s supplemental Medicare plans and pay 25% of the premiums. 2) An employee hired on or after July 1, 1995 but prior to July 1, 1998, and who retires after June 30, 2001: a) If the employee has at least ten years’ experience with the Board: b) Until the retiree, or the retiree’s spouse, reaches the age at which he/she qualifies for Medicare, must contribute 25% of the health insurance premium. c) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 25% of the premiums. 3) If the employee has less than ten years’ experience with the Board: a) Until the retiree reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 50% of the premiums. 4) For employees hired on after July 1, 1998 but prior to January 21, 2014 and who retire after June 30, 2001: a) Until the employee reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 50% of the premiums. 5) For employees hired on/after January 21, 2014 but prior to July 1, 2019: a) Until the retiree reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches the Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plan and pay 100% of the premiums. 6) Employees hired on or after July 1, 2019 shall not be eligible to participate in the Board’s health insurance plans upon retirement, except as otherwise required by law. G. All eligible members of this bargaining unit may become members of the Manchester Town Plan for Retirement and will be subject to provisions of the Town Plan. Members of the bargaining unit shall be covered under the “Rule of 80” under the Town Pension Plan. Any employee hired on or after January 21, 2014 shall have the option of becoming a member of the Town’s defined benefit pension plan as described herein, or the Town’s defined contribution plan. Employees hired on or after July 1, 2016, will only be eligible for the Town of Manchester Defined Contribution plan. H. All retirees will receive an $8,000 life insurance policy. I. The Board agrees to reimburse bargaining unit members for any costs related to renewal of the employee’s nursing license.within ten

INSURANCE AND PENSION. Full-time employees (37.5 hours/week) and their spouses and dependents shall have provided to them the High deductible/HSA health insurance plan (“HSA Plan”). The HSA plan will include the following components: In-Network Out-of-Network Annual Deductible (individual/aggregate family) $2,000/4,000 Co-insurance N/A 20% after deductible up to co-insurance maximum Co-insurance Maximum (individual/aggregate family) N/A $3,000/$6,000 Cost Share Maximum (individual/aggregate family) $5,000/10,000 Lifetime Maximum Unlimited Preventive Care Deductible not applicable 20% co-insurance after deductible, subject to co- insurance limits Prescription Drug Coverage Treated as any other medical expense, subject to post-deductible drug co-payments as set forth below. Following exhaustion of the deductible, prescription drugs shall be subject to post- deductible co-payments of $10/25/40 (retail), and a two times co-payment for mail order. For each eligible full-time nurse, the Board HSA contribution will be as follows: 2023- 2024 contract year, $2000/$1000; 2024-2025 contract year $2000/$1000; 2025-2026 contract year, $1800/$900 and 2026-2027 contract year, $1600/$800fund fifty percent (50%) of the applicable deductible amount. One-half of the Board’s contribution toward the HSA plan deductible will be deposited into the HSA accounts in September, and the remaining one- half of the Board’s contribution will be deposited into the HSA accounts in January. The Board’s contribution toward the funding of the deductible shall not be deemed an element of the underlying insurance plan. Rather, the Board’s contribution toward the funding of the deductible shall relate solely to the manner in which the deductible shall be funded for actively employed nurse. The Board shall have no obligation to fund any portion of the deductible for retirees or other individuals upon their separation from employment. Effective with the 2021-22 contract year, the Board will not process employee contributions into employees’ Health Savings Accounts on a pre-tax basis, unless the Board and the Association mutually agree otherwise. Health Reimbursement Account: A Health Reimbursement Account (“HRA”) shall be made available for any nurse who is precluded from participating in a Health Savings Account (“HSA”) because the nurse receives Medicare and/or veterans’ benefits. The annual maximum reimbursement by the Board for nurses participating in the HRA shall not exceed the dollar amount of the Board’s annual HSA contribution for nurses enrolled in the HSA. The Board shall have no responsibility for any administrative and/or monthly costs associated with the set-up and/or administration of the HRA. A. Insurance premium contributions: All employees shall pay a contribution towards the cost of the health benefits referred to above as follows, with the Manchester Board of Education paying the remaining portion: Effective July 1, 2023 2019 Effective July 1, 2024 2020 Effective July 1, 2025 2021 Effective July 1 2026 19.51, 2022 16.0% 20.017.0% 20.018.0% 20.019.0% The Board shall have the right to self-insure for any of the insurance benefits described in this Article and/or to change administrators/carriers/plans for any of the insurance benefits, provided that the overall level of benefits, when considered as a whole, remains substantially equivalent to the overall level of benefits in effect immediately preceding any such change. The Board will adopt an Internal Revenue Code Section 125 which allows nurses to pay insurance premium contributions with pre-tax dollars. B. Health insurance benefits will be provided to members of the bargaining unit whose spouses are also employed by the Board in accordance with state law. Active nurses who fall under Article X Section 1 may voluntarily elect, subject to Section 125 of the Internal Revenue code, to waive all health insurance benefits. C. Full Service Dental Plan, including rider for unmarried children, with Plan same or similar to that provided by Delta Dental, with same or similar being defined as being defined as the benefits arrangements provided by an alternative health insurance benefit carrier being such that the size of the service network offered must be 85% of that currently offered. Dental riders A, B and C will be provided to employees at the group rate, provided the employee pays the full costs of such riders. D. Board will provide coverage of $30,000 Group Life Insurance and Accidental Insurance, to be paid for by the Board with the option to increase coverage by $10,000 additional insurance with the cost of said additional to be paid one-third (1/3) by the Board and two-thirds (2/3) by the nurse receiving the additional insurance. E. Upon the death of a nurse, the surviving spouse and covered dependents shall have the right to continue their health insurance coverage through the Board, at their own expense, to the extent required by law. F. Retirees: In order to qualify for retiree health insurance benefits, a retiree must be able to collect a pension from Manchester Board of Education 1) An employee hired prior to July 1, 1995, and who retires after June 30, 2001: a) Until the retiree reaches the age at which he/she qualifies for Medicare, must contribute the same co-pay amount as contributed by active employees. Current retirees will be provided the same health insurance options as active members. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in Board’s supplemental Medicare plans and pay 25% of the premiums. 2) An employee hired on or after July 1, 1995 but prior to July 1, 1998, and who retires after June 30, 2001: a) If the employee has at least ten years’ experience with the Board: b) Until the retiree, or the retiree’s spouse, reaches the age at which he/she qualifies for Medicare, must contribute 25% of the health insurance premium. c) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 25% of the premiums. 3) If the employee has less than ten years’ experience with the Board: a) Until the retiree reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 50% of the premiums. 4) For employees hired on after July 1, 1998 but prior to January 21, 2014 and who retire after June 30, 2001: a) Until the employee reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 50% of the premiums. 5) For employees hired on/after January 21, 2014 but prior to July 1, 2019: a) Until the retiree reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches the Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plan and pay 100% of the premiums. 6) Employees hired on or after July 1, 2019 shall not be eligible to participate in the Board’s health insurance plans upon retirement, except as otherwise required by law. G. All eligible members of this bargaining unit may become members of the Manchester Town Plan for Retirement and will be subject to provisions of the Town Plan. Members of the bargaining unit shall be covered under the “Rule of 80” under the Town Pension Plan. Any employee hired on or after January 21, 2014 shall have the option of becoming a member of the Town’s defined benefit pension plan as described herein, or the Town’s defined contribution plan. Employees hired on or after July 1, 2016, will only be eligible for the Town of Manchester Defined Contribution plan. H. All retirees will receive an $8,000 life insurance policy. I. The Board agrees to reimburse bargaining unit members for any costs related to renewal of the employee’s nursing license.

INSURANCE AND PENSION. Full-time A. Bargaining unit employees (37.5 hours/week) and their spouses and dependents shall have provided to them may participate in the High deductible/HSA health insurance plan (“following HSA Plan”). The HSA Plan shall be the sole plan will include offered to employees in the following components: bargaining unit. In-Network Out-of-Network Annual Deductible (individual/aggregate family) $2,000/4,000 Co-insurance N/A 20% after deductible up to co-insurance maximum Co-insurance Maximum (individual/aggregate family) N/A $3,000/$6,000 In-Network Out-of-Network Cost Share Maximum (individual/aggregate family) $5,000/10,000 Lifetime Maximum Unlimited Preventive Care Deductible not applicable 20% co-insurance after deductible, subject to co- insurance limits Prescription Drug Coverage Treated as any other medical expense, subject to post-deductible drug co-payments as set forth below. Following exhaustion of the deductible, prescription drugs shall be subject to post- deductible co-payments of $10/25/40 (retail), and a two times co-payment for mail order. For each eligible full-time nurseemployee, the Board HSA contribution will be as follows: 2023- 2024 fund fifty percent (50%) of the applicable deductible amount. For each contract year, $2000/$1000; 2024-2025 contract year $2000/$1000; 2025-2026 contract year, $1800/$900 and 2026-2027 contract year, $1600/$800. Oneone-half of the Board’s contribution toward the HSA plan deductible will be deposited into the HSA accounts in September, and the remaining one- one-half of the Board’s contribution will be deposited into the HSA accounts in January. The Board’s contribution toward the funding of the deductible shall not be deemed an element of the underlying insurance plan. Rather, the Board’s contribution toward the funding of the deductible shall relate solely to the manner in which the deductible shall be funded for actively employed nursebuildings and grounds supervisors. The Board shall have no obligation to fund any portion of the deductible for retirees or other individuals upon their separation from employment. Effective with the 2021-22 contract year, the Board will not process employee contributions into employees’ Health Savings Accounts on a pre-tax basis, unless the Board and the Association mutually agree otherwise. Health Reimbursement Account: A Health Reimbursement Account (“HRA”) shall be made available for any nurse who is precluded from participating in a Health Savings Account (“HSA”) because the nurse receives Medicare and/or veterans’ benefits. The annual maximum reimbursement by the Board for nurses participating in the HRA shall not exceed the dollar amount of the Board’s annual HSA contribution for nurses enrolled in the HSA. The Board shall have no responsibility for any administrative and/or monthly costs associated with the set-up and/or administration of the HRA. A. Insurance premium contributions: All employees shall pay a contribution towards the cost of the health benefits referred to above as follows, with the Manchester Board of Education paying the remaining portion: Effective July 1, 2023 Effective July 1, 2024 Effective July 1, 2025 Effective July 1 2026 19.5% 20.0% 20.0% 20.0% The Board shall have the right to self-insure for any of the insurance benefits described in this Article and/or to change administrators/carriers/plans for any of the insurance benefits, provided that the overall level of benefits, when considered as a whole, remains substantially equivalent to the overall level of benefits in effect immediately preceding any such change. The Board will adopt an Internal Revenue Code Section 125 which allows nurses to pay insurance premium contributions with pre-tax dollars. B. Health insurance benefits will be provided to members of the bargaining unit whose spouses are also employed by the Board in accordance with state law. Active nurses who fall under Article X Section 1 may voluntarily elect, subject to Section 125 of the Internal Revenue code, to waive all health insurance benefits. C. Full Service Dental Plan, including rider for unmarried children, with Plan same or similar to that provided by Delta Dental, with same or similar being defined as being defined as the benefits arrangements provided by an alternative health insurance benefit carrier being such that the size of the service network offered must be 85% of that currently offered. Dental riders A, B and C will be provided to employees at the group rate, provided the employee pays the full costs of such riders. D. Board will provide coverage of $30,000 Group Life Insurance and Accidental Insurance, to be paid for by the Board with the option to increase coverage by $10,000 additional insurance with the cost of said additional to be paid one-third (1/3) by the Board and two-thirds (2/3) by the nurse receiving the additional insurance. E. Upon the death of a nurse, the surviving spouse and covered dependents shall have the right to continue their health insurance coverage through the Board, at their own expense, to the extent required by law. F. Retirees: In order to qualify for retiree health insurance benefits, a retiree must be able to collect a pension from Manchester Board of Education 1) An employee hired prior to July 1, 1995, and who retires after June 30, 2001: a) Until the retiree reaches the age at which he/she qualifies for Medicare, must contribute the same co-pay amount as contributed by active employees. Current retirees will be provided the same health insurance options as active members. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in Board’s supplemental Medicare plans and pay 25% of the premiums. 2) An employee hired on or after July 1, 1995 but prior to July 1, 1998, and who retires after June 30, 2001: a) If the employee has at least ten years’ experience with the Board: b) Until the retiree, or the retiree’s spouse, reaches the age at which he/she qualifies for Medicare, must contribute 25% of the health insurance premium. c) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 25% of the premiums. 3) If the employee has less than ten years’ experience with the Board: a) Until the retiree reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 50% of the premiums. 4) For employees hired on after July 1, 1998 but prior to January 21, 2014 and who retire after June 30, 2001: a) Until the employee reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plans and pay 50% of the premiums. 5) For employees hired on/after January 21, 2014 but prior to July 1, 2019: a) Until the retiree reaches the age at which he/she qualifies for Medicare, he/she must contribute 100% of the health insurance premium. b) At the time that the retiree, or the retiree’s spouse, reaches the Medicare eligibility age, the retiree, or the retiree’s spouse, must leave the Board’s current insurance programs and enroll in Medicare. The retiree, or the retiree’s spouse, may additionally choose to enroll in the Board’s supplemental Medicare plan and pay 100% of the premiums. 6) Employees hired on or after July 1, 2019 shall not be eligible to participate in the Board’s health insurance plans upon retirement, except as otherwise required by law. G. All eligible members of this bargaining unit may become members of the Manchester Town Plan for Retirement and will be subject to provisions of the Town Plan. Members of the bargaining unit shall be covered under the “Rule of 80” under the Town Pension Plan. Any employee hired on or after January 21, 2014 shall have the option of becoming a member of the Town’s defined benefit pension plan as described herein, or the Town’s defined contribution plan. Employees hired on or after July 1, 2016, will only be eligible for the Town of Manchester Defined Contribution plan. H. All retirees will receive an $8,000 life insurance policy. I. The Board agrees to reimburse bargaining unit members for any costs related to renewal of the employee’s nursing license.