Common use of Insurance Incentive Clause in Contracts

Insurance Incentive. Beginning July 1, 2015 employees who have elected single, employee + 1 or no medical coverage and a spouse of DMPS employee will be paid an insurance incentive. This incentive will be paid as income to the employee and be taxable. Employees will have the option to elect to defer this money into a tax sheltered annuity (TSA). The incentive is as follows: Employees electing single coverage $1,000 per year Employees opting out of medical coverage as spouse $1,000 per year Employees electing employee + 1 coverage $500 per year Beginning 2016-2017 Single $600 per year Fully paid by the District Employee + 1 $600 per year Fully paid by the District Family $600 per year Fully paid by the District Section 125 of the Internal Revenue Code allows an employer the opportunity to set up a flexible premium for employees. The Employer agrees to pay employee premiums under the rules and regulations of Section 125 of the Internal Revenue Code. Employees on a voluntary basis will be able to use pre-tax income to pay out-of-pocket unreimbursed medical costs and dependent care costs in accord with the district’s program restrictions. The medical reimbursement plan runs on the fiscal year. Medical reimbursement enrollment will be held in conjunction with annual open enrollment in May of each year. Dependent reimbursement plan runs on the calendar year. Dependent reimbursement enrollment will be held in November of each year. For new employees, coverage shall become effective within no more than 45 days from the date on which the employee begins service under his/her individual contract and upon approval of the employee’s application by the carrier. Upon an employee or an employee’s spouse attaining the age of 65, an employee who wishes to qualify for the Employer’s share of the monthly premium must notify the carrier or his/her spouse’s attainment of the age 65 by processing an enrollment card, must qualify under the rules and regulations of the respective carrier, and must enroll in the following plan:

Insurance Incentive. Beginning July 1, 2015 employees who have elected single, employee + 1 or no medical coverage and a spouse of DMPS employee will be paid an insurance incentive. This incentive will be paid as income to the employee and be taxable. Employees will have the option to elect to defer this money into a tax sheltered annuity (TSA). The incentive is as follows: Employees electing single coverage $1,000 per year Employees opting out of medical coverage as spouse $1,000 per year Employees electing employee + 1 coverage $500 per year Beginning 2016-2017 Annual premium for health insurance Without participation in wellness With full participation in wellness Single $600 per year Fully paid by the District Employee + 1 $600 per year Fully paid by the District Family $600 per year Fully paid by the District Section 125 of the Internal Revenue Code allows an employer the opportunity to set up a flexible premium for employees. The Employer agrees to pay employee premiums under the rules and regulations of Section 125 of the Internal Revenue Code. Employees on a voluntary basis will be able to use pre-tax income to pay out-of-pocket unreimbursed medical costs and dependent care costs in accord with the district’s program restrictions. The medical reimbursement plan runs on the fiscal year. Medical reimbursement enrollment will be held in conjunction with annual open enrollment in May of each year. Dependent reimbursement plan runs on the calendar year. Dependent reimbursement enrollment will be held in November of each year. For new employees, coverage shall become effective within no more than 45 days from the date on which the employee begins service under his/her individual contract and upon approval of the employee’s application by the carrier. Upon an employee or an employee’s spouse attaining the age of 65, an employee who wishes to qualify for the Employer’s share of the monthly premium must notify the carrier or his/her spouse’s attainment of the age 65 by processing an enrollment card, must qualify under the rules and regulations of the respective carrier, and must enroll in the following plan:

Insurance Incentive. Beginning July 1, 2015 2014 employees who have elected single, employee + 1 or no medical coverage and a spouse of DMPS employee will be paid an insurance incentive. This incentive will be paid as income to the employee and be taxable. Employees will have the option to elect to defer this money into a tax sheltered annuity (TSA). The incentive is as follows: Employees electing single coverage $1,000 500 per year Employees opting out of medical coverage as spouse $1,000 500 per year Employees electing employee + 1 coverage $500 250 per year Beginning 2016-2017 year. Single $600 200 per year Fully paid by the District Employee + 1 $600 200 per year Fully paid by the District Family $600 200 per year Fully paid by the District Section 125 of the Internal Revenue Code allows an employer the opportunity to set up a flexible premium for employees. The Employer agrees to pay employee premiums under the rules and regulations of Section 125 of the Internal Revenue Code. Employees on a voluntary basis will be able to use pre-tax income to pay out-of-pocket unreimbursed medical costs and dependent care costs in accord with the district’s program restrictions. The medical reimbursement plan runs on the fiscal year. Medical reimbursement enrollment will be held in conjunction with annual open enrollment in May of each year. Dependent reimbursement plan runs on the calendar year. Dependent reimbursement enrollment will be held in November of each year. For new employees, coverage shall become effective within no more than 45 days from the date on which the employee begins service under his/her individual contract and upon approval of the employee’s application by the carrier. Upon an employee or an employee’s spouse attaining the age of 65, an employee who wishes to qualify for the Employer’s share of the monthly premium must notify the carrier or his/her spouse’s attainment of the age 65 by processing an enrollment card, must qualify under the rules and regulations of the respective carrier, and must enroll in the following plan:

Insurance Incentive. Beginning July 1, 2015 employees who have elected single, employee + 1 or no medical coverage and a spouse of DMPS employee will be paid an insurance incentive. This incentive will be paid as income to the employee and be taxable. Employees will have the option to elect to defer this money into a tax sheltered annuity (TSA). The incentive is as follows: Employees electing single coverage $1,000 per year Employees opting out of medical coverage as spouse $1,000 per year Employees electing employee + 1 coverage $500 per year Beginning 20162015-2017 2016 Annual premium for health insurance Without participation in wellness With full participation in wellness Single $600 200 per year Fully paid by the District Employee + 1 $600 200 per year Fully paid by the District Family $600 200 per year Fully paid by the District Section 125 of the Internal Revenue Code allows an employer the opportunity to set up a flexible premium for employees. The Employer agrees to pay employee premiums under the rules and regulations of Section 125 of the Internal Revenue Code. Employees on a voluntary basis will be able to use pre-tax income to pay out-of-pocket unreimbursed medical costs and dependent care costs in accord with the district’s program restrictions. The medical reimbursement plan runs on the fiscal year. Medical reimbursement enrollment will be held in conjunction with annual open enrollment in May of each year. Dependent reimbursement plan runs on the calendar year. Dependent reimbursement enrollment will be held in November of each year. For new employees, coverage shall become effective within no more than 45 days from the date on which the employee begins service under his/her individual contract and upon approval of the employee’s application by the carrier. Upon an employee or an employee’s spouse attaining the age of 65, an employee who wishes to qualify for the Employer’s share of the monthly premium must notify the carrier or his/her spouse’s attainment of the age 65 by processing an enrollment card, must qualify under the rules and regulations of the respective carrier, and must enroll in the following plan:

Insurance Incentive. Beginning July 1, 2015 employees who have elected single, employee + 1 or no medical coverage and a spouse of DMPS employee will be paid an insurance incentive. This incentive will be paid as income to the employee and be taxable. Employees will have the option to elect to defer this money into a tax sheltered annuity (TSA). The incentive is as follows: Employees electing single coverage $1,000 per year Employees opting out of medical coverage as spouse $1,000 per year Employees electing employee + 1 coverage $500 per year Beginning 20162015-2017 2016 Single $600 200 per year Fully paid by the District Employee + 1 $600 200 per year Fully paid by the District Family $600 200 per year Fully paid by the District Section 125 of the Internal Revenue Code allows an employer the opportunity to set up a flexible premium for employees. The Employer agrees to pay employee premiums under the rules and regulations of Section 125 of the Internal Revenue Code. Employees on a voluntary basis will be able to use pre-tax income to pay out-of-pocket unreimbursed medical costs and dependent care costs in accord with the district’s program restrictions. The medical reimbursement plan runs on the fiscal year. Medical reimbursement enrollment will be held in conjunction with annual open enrollment in May of each year. Dependent reimbursement plan runs on the calendar year. Dependent reimbursement enrollment will be held in November of each year. For new employees, coverage shall become effective within no more than 45 days from the date on which the employee begins service under his/her individual contract and upon approval of the employee’s application by the carrier. Upon an employee or an employee’s spouse attaining the age of 65, an employee who wishes to qualify for the Employer’s share of the monthly premium must notify the carrier or his/her spouse’s attainment of the age 65 by processing an enrollment card, must qualify under the rules and regulations of the respective carrier, and must enroll in the following plan: