Insurance, Medical Care, Retirement, and Transportation. 35 Section 1. Medical Insurance 35 Section 2. Dental & Vision Insurance 35 Section 3. Life and Accidental Death & Dismemberment Insurance 36 Section 4. Short Term Disability 36 Section 5. Long Term Disability Insurance 36 Section 6. Retirement Plan 36 Section 7. Flexible Spending Programs 37 Section 8. Pre-Tax Transportation Program 37 Section 9. Fertility Coverage 37 Article 21. Initial Offers, Annual Raises and Wage Scale 37 Section 1. Initial Offer 37 Section 2. Starting Step for Job Titles 38 Section 3. Annual Raises 39 Section 4. Promotions 40 Section 5. Bonus Pay 40 Article 22. Pay Equity and Annual Audit 40 Section 1. Hiring 40 Section 2. Pay Scale Transparency 40 Section 3. Annual Equity Audit 40 Article 23. Layoffs & Severance 41 Section 1. Layoffs 41 Section 2. Severance 42 Article 24. Non-Discrimination and Equal Employment Opportunity 43 Section 1. Non-Discrimination and Equal Employment 43 Section 2. Complaints and Legal Action 43 Article 25. Respect and Dignity 43 Article 26. Outside Engagements 44
Insurance, Medical Care, Retirement, and Transportation. Section 1. Medical Insurance Beginning on the first day of employment, LP will provide individual health insurance coverage for all employees who work a minimum of thirty-two (32) hours per week, on a year-round basis, and pay one hundred percent (100%) of the premium of such coverage for such employees, and a proportional share for employees who work less than full time but more than thirty (30) hours per week. Employees who work a minimum of thirty-two (32) hours per week have the option of extending group coverage to their dependents, with LP to pay seventy-five percent (75%) of the additional cost of coverage for spouses/domestic partners, family, or children for full-time employees, and a proportional share for employees who work less than full time but more than thirty (30) hours per week. The employee shall pay the balance. The employee may choose to opt out of the group health insurance plan as long as this does not jeopardize LP's ability to maintain its group policy and the employee is able to provide proof of other eligible coverage. Upon doing so, the employee will be eligible to receive an opt-out payment per month added directly to their paycheck and taxed as income. The payment amount will be determined by LP and the Guild prior to each open enrollment period and stay fixed until the next open enrollment period. Employees may choose to opt out at their time of hire, after a qualifying event, and during LP’s open enrollment period. The opt-out payment will cease if the employee elects group coverage after initially opting out. Employees who work less than full time but more than thirty (30) hours will receive a proportional amount of the standard opt-out payment.
