Insurance for Employees on Unpaid Leave. Employees on unpaid leaves of absence may continue group insurance coverage as provided by the Committee to members of this bargaining unit by paying the full premium cost.
Insurance for Employees on Unpaid Leave. Employees who are on unpaid leave during a month will be responsible for a pro-rated portion of the District’s monthly contribution for their insurance premium based on the number of days on unpaid leave divided by 20 (the average number of work days per month) as well as their own monthly contribution through payroll deduction, except to the extent that the employee is eligible for paid insurance while on FMLA leave. For example, an employee who is on unpaid leave for ten (10) days in a month (which is not FMLA leave) will be responsible for 50% of the District’s monthly contribution for his/her insurance premium as well as his/her own monthly contribution. Failure to reimburse the District for this amount will result in termination of insurance benefits.
Insurance for Employees on Unpaid Leave. Employees who are on unpaid leave during a month will be responsible for a pro-rated portion of the District’s monthly contribution for their insurance premium based on the number of days on unpaid leave divided by 20 (the average number of work days per month) as well as their own monthly contribution through payroll deduction, except to the extent that the employee is eligible for paid insurance while on FMLA leave. For example, an employee who is on unpaid leave for ten (10) days in a month (which is not FMLA leave) will be responsible for 50% of the District’s monthly contribution for his/her insurance premium as well as his/her own monthly contribution. Failure to reimburse the District for this amount will result in termination of insurance benefits. H – New Hires Exclusion Employees hired into the bargaining unit after June 30, 2013 will not be eligible for benefits under this Article. The District reserves the right (at its option) to offer a health care plan to employees hired after this date who are regularly scheduled to work at least thirty (30) hours per week if by not doing so would result in a penalty under the Affordable Care Act or similar legislation. If the district elects the option to offer a health care plan, the lowest possible cost alternative (i.e. single subscriber coverage, etc.) required to avoid the penalty will be implemented by the district. If the option is exercised and an employee’s hours change so as to no longer result in a penalty or the statutory number of hours changes (presently 30 hours per week) so as to not result in a penalty for not offering a health care plan, the employee’s coverage will be discontinued. This provision will also apply to those hired prior to July 1, 2013 as it relates to affordability calculations. The plan(s) and amounts to be paid will be determined by the District. Determinations under this paragraph are not subject to the grievance procedure.
