Common use of INSURANCE AND PENSION Clause in Contracts

INSURANCE AND PENSION. 1. The Employer agrees to provide insurance benefits in accordance with this Appendix for all employees who are normally scheduled to work thirty (30) or more hours per week. Employees who are normally scheduled to work less than thirty (30) hours but more than twenty (20) hours per week may purchase the County's health insurance benefits by way of payroll deduction. Employees who are normally scheduled to work twenty (20) or less hours per week shall not be eligible for any of the benefits provided in the Appendix. 2. Effective January 1, 2020 the Employer will under its self-insured plan offer three (3) illustrated plan options, with details of each plan set forth in Appendix "B", Attachment "1". Employees shall have the option to elect either of the two available dental plans, one requiring an 8% premium contribution (the dental benefit maximum will be $1,000 per benefit year with an orthodontics rider of $1,500.00 lifetime per participant) and the other a 0% premium contribution (the dental benefit maximum will be $800 per benefit year with no orthodontics rider). 3. An Employee who does not need health insurance has the option to be paid two hundred dollars ($200.00) per pay period (i.e. "opt out" payment). This option shall not be available to Employees who are normally scheduled to work less than thirty (30) hours per week. Employees whose spouse is insured through Van Buren County are not eligible for this opt out stipend. If an employee opts out of County coverage and purchases health insurance coverage through the Exchange established under the Affordable Care Act and who receives federal premium assistance or a cost sharing subsidy, the opt out payment provided herein shall immediately terminate. Employees who have sought and received opt out payments must advise the appropriate Employer immediately if, and when, they receive such federal assistance or subsidies. 4. Employer will follow the "hard cap" requirements of Section 3 of the Publicly Funded Health Insurance Contribution Act (Act 152 of 2011) hereinafter referred to as the "Act" for the immediate future. Accordingly, the Employer will pay no more of the total annual costs of the medical benefit plan selected than the amounts annually determined by the state treasurer pursuant to Section 3 of the Act. The Employees will pay the balance of those costs, if any. For purposes of this provision, total annual costs includes the premium or illustrative rate of the medical benefit plan and all employer payments for reimbursement of co-pays, deductibles, and payments into health savings accounts, flexible spending accounts or similar accounts used for health care, but does not include the costs of dental and vision and does not include beneficiary-paid copayments or beneficiary payments into health savings accounts, flexible spending accounts or similar accounts used for health care. Employees will pay the remaining medical benefit costs attributable to the coverage they select (i.e. single, double or family) biweekly by payroll deduction. Employees shall pay 50% of the vision premium. The amount paid shall be adjusted annually based on the illustrative or premium rates and the total costs of the medical benefit plan as detailed above. The election by the County provided in Section 4 and 8 of PA 152 may be made annually. The Employer has established a Section 125 plan that will allow Employee's premium participation to be paid "pre-tax". 5. Employees will contribute 50% for the Vision 24 Plan with the Employee option and expense to upgrade to the Vision 12 Plan. 6. The Employer has established a Section 125 Plan that will enable Employees to set aside "pre-tax" dollars for un-reimbursed medical, dental and vision claims and for childcare/dependent expenses. The Employer will also establish a Health Savings Account (HSA) for those employees electing the high deductible health insurance option/plan. The Employee may make pre-tax contributions to their Health Savings Account (HSA) or Flexible Spending Account (FSA) up to the established limit set by the IRS. Effective January 1, 2020, if the employee chooses a health insurance plan option, and if the annual premiums associated with that plan option are less than the "hard cap" the County will on a monthly basis direct deposit the difference into the employee's HSA account. The County will annually pay each employee a net sum sufficient to cover the employee's annual Michigan Claims Tax, in the event the Michigan Claims Tax is reinstated. The County will maintain and fund a countywide joint wellness program. Each bargaining unit has the right to representation on the joint wellness committee equal to that of any other participating bargaining unit or employee group. Employees who actively participate in the employer-sponsored wellness program shall receive the same benefits/incentives that are offered to any other participants. In addition, employees who attend a gym/workout facility at least four (4) times per calendar month (the Employer may request/require proof of attendance) will be reimbursed up to $50.00 per month for gym/workout facility costs. Current GELC Wellness program policies will be amended to reflect countywide employee participation. 7. The Employer reserves the right to determine and/or change insurance carriers and/or underwriters at any time provided that thirty (30) days advance notice of any such determination or change shall be given to the Union. The Employer shall not, by reason of this provision, reduce the benefit levels without the consent of the Union. 8. The Employer's sole responsibility under the Appendix is to provide premium payments on behalf of eligible employees as set forth herein and the coverages referenced herein are offered specifically subject to the rules and regulations of the various insurance carriers and/or underwriters.

INSURANCE AND PENSION. 1. The Employer agrees to provide insurance benefits in accordance with this Appendix for all employees who are normally scheduled to work thirty (30) or more hours per week. Employees who are normally scheduled to work less than thirty (30) hours but more than twenty (20) hours per week may purchase the County's health insurance benefits by way of payroll deduction. Employees who are normally scheduled to work twenty (20) or less hours per week shall not be eligible for any of the benefits provided in the Appendix. 2. Effective January 1, 2020 the Employer will under its self-insured plan offer three (3) illustrated plan options, with details of each plan set forth in Appendix "B", Attachment "1". Employees shall have the option to elect either of the two available dental plans, one requiring an 8% premium contribution (the dental benefit maximum will be $1,000 per benefit year with an orthodontics rider of $1,500.00 lifetime per participant) and the other a 0% premium contribution (the dental benefit maximum will be $800 per benefit year with no orthodontics rider). 3. An Employee who does not need health insurance has the option to be paid two one hundred fifty dollars ($200.00150.00) per pay period (i.e. "opt out" payment). This option shall not be available to Employees who are normally scheduled to work less than thirty (30) hours per week. Employees whose spouse is insured through Van Buren County are not eligible for this opt out stipend. If an employee opts out of County coverage and purchases health insurance coverage through the Exchange established under the Affordable Care Act and who receives federal premium assistance or a cost sharing subsidy, the opt out payment provided herein shall immediately terminate. Employees who have sought and received opt out payments must advise the appropriate Employer immediately if, and when, they receive such federal assistance or subsidies. 4. Employer will follow the "hard cap" requirements of Section 3 of the Publicly Funded Health Insurance Contribution Act (Act 152 of 2011) hereinafter referred to as the "Act" for the immediate future. Accordingly, the Employer will pay no more of the total annual costs of the medical benefit plan selected than the amounts annually determined by the state treasurer pursuant to Section 3 of the Act. The Employees will pay the balance of those costs, if any. For purposes of this provision, total annual costs includes the premium or illustrative rate of the medical benefit plan and all employer payments for reimbursement of co-pays, deductibles, and payments into health savings accounts, flexible spending accounts or similar accounts used for health care, but does not include the costs of dental and vision and does not include beneficiary-paid copayments or beneficiary payments into health savings accounts, flexible spending accounts or similar accounts used for health care. Employees will pay the remaining medical benefit costs attributable to the coverage they select (i.e. single, double or family) biweekly by payroll deduction. Employees shall pay 50% of the vision premium. The amount paid shall be adjusted annually based on the illustrative or premium rates and the total costs of the medical benefit plan as detailed above. The election by the County provided in Section 4 and 8 of PA 152 may be made annually. The Employer has established a Section 125 plan that will allow Employee's premium participation to be paid "pre-tax". 5. Employees will contribute 50% for the Vision 24 Plan with the Employee option and expense to upgrade to the Vision 12 Plan. 6. The Employer has established a Section 125 Plan that will enable Employees to set aside up to $2,000.00 annually "pre-tax" dollars for un-reimbursed medical, dental and vision claims and for childcareand$5,000.00 forchildcare/dependent expensesdependentexpenses. The Employer will also establish a Health Savings Account (HSA) for those employees electing the high deductible health insurance option/plan. The Employee may make pre-tax contributions to their Health Savings Account (HSA) or Flexible Spending Account (FSA) up to the established limit set by the IRS. Effective January 1, 2020, if the employee chooses a health insurance plan option, and if the annual premiums associated with that plan option are less than the "hard cap" the County will on a monthly basis direct deposit the difference into the employee's HSA account. The County will annually pay each employee a net sum sufficient to cover the employee's annual Michigan Claims Tax, in the event the Michigan Claims Tax is reinstated. The County will maintain and fund a countywide joint wellness program. Each bargaining unit has the right to representation on the joint wellness committee equal to that of any other participating bargaining unit or employee group. Employees who actively participate in the employer-sponsored wellness program shall receive the same benefits/incentives that are offered to any other participantsotherparticipants. In addition, employees who attend a gymagym/workout facility at least four (4) times per calendar month (the Employer may request/require proof of attendance) will be reimbursed up to $50.00 per month for permonthfor gym/workout facility costsworkoutfacilitycosts. Current GELC Wellness program policies will be amended to reflect countywide employee participation. 7. The Employer reserves the right to determine and/or change insurance carriers and/or underwriters at any time provided that thirty (30) days advance notice of any such determination or change shall be given to the Union. The Employer shall not, by reason of this provision, reduce the benefit levels without the consent of the Union. 8. The Employer's sole responsibility under the Appendix is to provide premium payments on behalf of eligible employees as set forth herein and the coverages referenced herein are offered specifically subject to the rules and regulations of the various insurance carriers and/or underwriters.

INSURANCE AND PENSION. 1. I. The Employer agrees to provide insurance benefits in accordance with this Appendix for all employees who are normally scheduled to work thirty (30) or more hours per week. Employees who are normally scheduled to work less than thirty (30) hours but more than twenty (20) hours per week may purchase the County's health insurance benefits by way of payroll deduction. Employees who are normally scheduled to work twenty (20) or less hours per week shall not be eligible for any of the benefits provided in the Appendix. 2II. Effective January 1, 2020 the Employer will under its self-insured plan offer three (3) illustrated plan options, with details of each plan set forth in Appendix "B", Attachment "1". Employees shall have the option to elect either of the two available dental plans, one requiring an 8% premium contribution (the dental benefit maximum will be $1,000 per benefit year with an orthodontics rider of $1,500.00 lifetime per participant) and the other a 0% premium contribution (the dental benefit maximum will be $800 per benefit year with no orthodontics rider). 3III. An Employee who does not need health insurance has the option to be paid two hundred dollars ($200.00) per pay period (i.e. "opt out" payment). This option shall not be available to Employees who are normally scheduled to work less than thirty (30) hours per week. Employees whose spouse is insured through Van Buren County are not eligible for this opt out stipend. If an employee opts out of County coverage and purchases health insurance coverage through the Exchange established under the Affordable Care Act and who receives federal premium assistance or a cost sharing subsidy, the opt out payment provided herein shall immediately terminate. Employees who have sought and received opt out payments must advise the appropriate Employer immediately if, and when, they receive such federal assistance or subsidies. 4IV. Employer will follow the "hard cap" requirements of Section 3 of the Publicly Funded Health Insurance Contribution Act (Act 152 of 2011) hereinafter referred to as the "Act" for the immediate future. Accordingly, the Employer will pay no more of the total annual costs of the ofthe medical benefit plan selected than the amounts annually determined by the state treasurer pursuant to Section 3 of the Act. The Employees will pay the balance of those costs, if any. For purposes of this provision, total annual costs includes the premium or illustrative rate of the medical benefit plan and all employer payments for reimbursement of co-pays, deductibles, and payments into health savings accounts, flexible spending accounts or similar accounts used for health care, but does not include the costs of dental and vision and does not include beneficiary-paid copayments or beneficiary payments into health savings accounts, flexible spending accounts or similar accounts used for health care. Employees will pay the remaining medical benefit costs attributable to the coverage they select (i.e. single, double or family) biweekly by payroll deduction. Employees shall pay 50% of the vision premium. The amount paid shall be adjusted annually based on the illustrative or premium rates and the total costs of the medical benefit plan as detailed above. The election by the County provided in Section 4 and 8 of PA 152 may be made annually. The Employer has established a Section 125 plan that will allow Employee's premium participation to be paid "pre-tax". 5. V. Employees will contribute 50% for the Vision 24 Plan with the withthe Employee option and expense to upgrade to the Vision 12 Plan. 6VI. The Employer has established a Section 125 Plan that will enable Employees to set aside "pre-tax" dollars for un-reimbursed medical, dental and vision claims and for childcare/dependent expenses. The Employer will also establish a Health Savings Account (HSA) for those employees electing the high deductible health insurance option/plan. The Employee may make preEmployeemaymakepre-tax contributions to their Health Savings taxcontributionstotheirHealthSavings Account (HSA) or Flexible Spending Account (FSA) up to the established limit set by the IRS. Effective January 1, 2020, if the employee chooses a health insurance plan option, and if the annual premiums associated with that plan option are less than the "hard cap" the County will on a monthly basis direct deposit the difference into the employee's HSA account. The County will annually pay each employee a net sum sufficient to cover the employee's annual Michigan Claims Tax, in the event the Michigan Claims Tax is reinstated. The County will maintain and fund a countywide joint wellness program. Each bargaining unit has the right to representation on the joint wellness committee equal to that of any other participating bargaining unit or employee group. Employees who actively participate in the employer-sponsored wellness program shall receive the same benefits/incentives that are offered to any other participantsofferedtoany otherparticipants. In addition, employees who attend a gymagym/workout facility at least four (4) times per calendar month (the Employer may request/require proof of attendance) will be reimbursed up to $50.00 per month for gymwillbereimbursed upto$50.00 permonthforgym/workout facility costs. Current GELC AFSCME Wellness program policies will be amended to reflect countywide employee participation. 7VII. The Employer reserves the right to determine and/or change insurance carriers and/or underwriters at any time provided that thirty (30) days advance notice of any such determination or change shall be given to the Union. The Employer shall not, by reason of this provision, reduce the benefit levels without the consent of the Union. 8VIII. The Employer's sole responsibility under the Appendix is to provide premium payments on behalf of eligible employees as set forth herein and the coverages referenced herein are offered specifically subject to the rules and regulations of the various insurance carriers and/or underwriters.

INSURANCE AND PENSION. 1. A. The Employer agrees to provide insurance benefits in accordance with this Appendix for all employees who are normally scheduled to work thirty (30) or more hours per week. Employees who are normally scheduled to work less than thirty (30) hours but more than twenty (20) hours per week may purchase the County's health insurance benefits by way of payroll deduction. Employees who are normally scheduled to work twenty (20) or less hours per week shall not be eligible for any of the benefits provided in the Appendix. 2. B. Effective January 1, 2020 the Employer will under its self-insured plan offer three (3) illustrated plan options, with details of each plan set forth in Appendix "B", Attachment "1". Employees shall have the option to elect either of the two available dental plans, one requiring an 8% premium contribution (the dental benefit maximum will be $1,000 per benefit year with an orthodontics rider of $1,500.00 lifetime per participant) and the other a 0% premium contribution (the dental benefit maximum will be $800 per benefit year with no orthodontics rider). 3. C. An Employee who does not need health insurance has the option to be paid two hundred dollars ($200.00) per pay period (i.e. "opt outoptout" payment). This option shall not be available to Employees who are normally scheduled to work less than thirty (30) hours per week. Employees whose spouse is insured through Van Buren County are not eligible for this opt out stipend. If an employee opts out of County coverage and purchases health insurance coverage through the Exchange established under the Affordable Care Act and who receives federal premium assistance or a cost sharing subsidy, the opt out payment provided herein shall immediately terminate. Employees who have sought and received opt out payments must advise the appropriate Employer immediately if, and when, they receive such federal assistance or subsidies. 4. D. Employer will follow the "hard cap" requirements of Section 3 of the Publicly Funded Health Insurance Contribution Act (Act 152 of 2011) hereinafter referred to as the "Act" for the immediate future. Accordingly, the Employer will pay no more of the total annual costs of the medical benefit plan selected than the amounts annually determined by the state treasurer pursuant to Section 3 of the Act. The Employees will pay the balance of those costs, if any. For purposes of this provision, total annual costs includes the premium or illustrative rate of the medical benefit plan and all employer payments for reimbursement of co-pays, deductibles, and payments into health savings accounts, flexible spending accounts or similar accounts used for health care, but does not include the costs of dental and vision and does not include beneficiary-paid copayments or beneficiary payments into health savings accounts, flexible spending accounts or similar accounts used for health care. Employees will pay the remaining medical benefit costs attributable to the coverage they select (i.e. single, double or family) biweekly by payroll deduction. Employees shall pay 50% of the vision premium. The amount paid shall be adjusted annually based on the illustrative or premium rates and the total costs of the medical benefit plan as detailed above. The election by the County provided in Section 4 and 8 of PA 152 may be made annually. The Employer has established a Section 125 plan that will allow Employee's premium participation to be paid "pre-tax". 5. E. Employees will contribute 50% for the Vision 24 Plan with the Employee option and expense to upgrade to the Vision 12 Plan. 6. F. The Employer has established a Section 125 Plan that will enable Employees to set aside "pre-tax" dollars for un-reimbursed medical, dental and vision claims and for childcare/dependent expenses. The Employer will also establish a Health Savings Account (HSA) for those employees electing the high deductible health insurance option/plan. The Employee may make pre-tax contributions to their Health Savings Account (HSA) or Flexible Spending Account (FSA) up to the established limit set by the IRS. Effective January 1, 2020, if the employee chooses a health insurance plan option, and if the annual premiums associated with that plan option are less than the "hard cap" the County will on a monthly basis direct deposit the difference into the employee's HSA account. The County will annually pay each employee a net sum sufficient to cover the employee's annual Michigan Claims Tax, in the event the Michigan Claims Tax is reinstated. The County will maintain and fund a countywide joint wellness program. Each bargaining unit has the right to representation on the joint wellness committee equal to that of any other participating bargaining unit or employee group. Employees who actively participate in the employer-sponsored wellness program shall receive the same benefits/incentives that are offered to any other participants. In addition, employees who attend a gym/workout facility at least four (4) times per calendar month (the Employer may request/require proof of attendance) will be reimbursed up to $50.00 per month for gym/workout facility costs. Current GELC POLC Wellness program policies will be amended to reflect countywide employee participation. 7. G. The Employer reserves the right to determine and/or change insurance carriers and/or underwriters at any time provided that thirty (30) days advance notice of any such determination or change shall be given to the Union. The Employer shall not, by reason of this provision, reduce the benefit levels without the consent of the Union. 8. H. The Employer's sole responsibility under the Appendix is to provide premium payments on behalf of eligible employees as set forth herein and the coverages referenced herein are offered specifically subject to the rules and regulations of the various insurance carriers and/or underwriters.

INSURANCE AND PENSION. 1. APPENDIX B - BENEFITS A. The Employer agrees to provide insurance benefits in accordance with this Appendix for all employees who are normally scheduled to work thirty (30) or more hours per week. Employees who are normally scheduled to work less than thirty (30) hours but more than twenty (20) hours per week may purchase the County's health insurance benefits by way of payroll deduction. Employees who are normally scheduled to work twenty (20) or less hours per week shall not be eligible for any of the benefits provided in the Appendix. 2. B. Effective January 1, 2020 the Employer will under its self-insured plan offer three (3) illustrated plan options, with details of each plan set forth in Appendix "B", Attachment "1". Employees shall have the option to elect either of the two available dental plans, one requiring an 8% premium contribution (the dental benefit maximum will be $1,000 per benefit year with an orthodontics rider of $1,500.00 lifetime per participant) and the other a 0% premium contribution (the dental benefit maximum will be $800 per benefit year with no orthodontics rider). 3. C. An Employee who does not need health insurance has the option to be paid two one hundred fifty dollars ($200.00150.00) per pay period (i.e. "opt outoptout" payment). This option shall not be available to Employees who are normally scheduled to work less than thirty (30) hours per week. Employees whose spouse is insured through Van Buren County are not eligible for this opt out stipend. If an employee opts out of County coverage and purchases health insurance coverage through the Exchange established under the Affordable Care Act and who receives federal premium assistance or a cost sharing subsidy, the opt out payment provided herein shall immediately terminate. Employees who have sought and received opt out payments must advise the appropriate Employer immediately if, and when, they receive such federal assistance or subsidies. 4. D. Employer will follow the "hard cap" requirements of Section 3 of the Publicly Funded Health Insurance Contribution Act (Act 152 of 2011) hereinafter referred to as the "Act" for the immediate future. Accordingly, the Employer will pay no more of the total annual costs of the medical benefit plan selected than the amounts annually determined by the state treasurer pursuant to Section 3 of the Act. The Employees will pay the balance of those costs, if any. For purposes of this provision, total annual costs includes the premium or illustrative rate of the medical benefit plan and all employer payments for reimbursement of co-pays, deductibles, and payments into health savings accounts, flexible spending accounts or similar accounts used for health care, but does not include the costs of dental and vision and does not include beneficiary-paid copayments or beneficiary payments into health savings accounts, flexible spending accounts or similar accounts used for health care. Employees will pay the remaining medical benefit costs attributable to the coverage they select (i.e. single, double or family) biweekly by payroll deduction. Employees shall pay 50% of the vision premium. The amount paid shall be adjusted annually based on the illustrative or premium rates and the total costs of the medical benefit plan as detailed above. The election by the County provided in Section 4 and 8 of PA 152 may be made annually. The Employer has established a Section 125 plan that will allow Employee's premium participation to be paid "pre-tax". 5. E. Employees will contribute 50% for the Vision 24 Plan with the Employee option and expense to upgrade to the Vision 12 Plan. 6. F. The Employer has established a Section 125 Plan that will enable Employees to set aside up to $2,000.00 annually "pre-tax" dollars for un-reimbursed medical, dental and vision claims and $5,000.00 for childcare/dependent expenses. The Employer will also establish a Health Savings Account (HSA) for those employees electing the high deductible health insurance option/plan. The Employee may make pre-tax contributions to their Health Savings Account (HSA) or Flexible Spending Account (FSA) up to the established limit set by the IRS. Effective January 1, 2020, if the employee chooses a health insurance plan option, and if the annual premiums associated with that plan option are less than the "hard cap" the County will on a monthly basis direct deposit the difference into the employee's HSA account. The County will annually pay each employee a net sum sufficient to cover the employee's annual Michigan Claims Tax, in the event the Michigan Claims Tax is reinstated. The County will maintain and fund a countywide joint wellness program. Each bargaining unit has the right to representation on the joint wellness committee equal to that of any other participating bargaining unit or employee group. Employees who actively participate in the employer-sponsored wellness program shall receive the same benefits/incentives that are offered to any other participants. In addition, employees who attend a gym/workout facility at least four (4) times per calendar month (the Employer may request/require proof of attendance) will be reimbursed willbereimbursed up to $50.00 per month for gympermonthforgym/workout facility costsfacilitycosts. Current GELC POAM Wellness program policies will be amended to reflect countywide employee participation. 7. G. The Employer reserves the right to determine and/or change insurance carriers and/or underwriters at any time provided that thirty (30) days advance notice of any such determination or change shall be given to the Union. The Employer shall not, by reason of this provision, reduce the benefit levels without the consent of the Union. 8. H. The Employer's sole responsibility under the Appendix is to provide premium payments on behalf of eligible employees as set forth herein and the coverages referenced herein are offered specifically subject to the rules and regulations of the various insurance carriers and/or underwriters.