Common use of INSURANCE PROTECTION Clause in Contracts

INSURANCE PROTECTION. A. The Board shall provide MESSA Plan 1 or Plan 2 described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.

INSURANCE PROTECTION. A. a. The Board will offer the employee the choice of three different health insurance plans or the equivalent, all of which shall provide MESSA Plan 1 or Plan 2 described below by making payment of include major medical, prescription, and dental coverage. b. The Board will pay the premium for all health and insurance premiums for a full twelve (12) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSAbenefits, subject to employee percentage contributions toward premiums, as outlined on the provisions chart below. Dependents of the employee will be insured in accordance with the terms of the insurance policy in effect. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if c. Only an employee whose regular assignment is sixty (60%) percent of a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall fulltime employee's workweek will receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding benefits provided as set forth in the agreement chart above. d. A retiring employee has the option of remaining in the group insurance plan until age 65 with all premiums for this coverage being borne by the employee. e. An employee on leave without pay or who retires shall have the privilege of being covered under the group plans upon payment of the appropriate premiums and with the consent of the specific insurance company involved. f. The Board agrees to either notify this employee 30 calendar days prior to a Flexible Spending Account (“FSA”) or change of insurance carrier and allow this employee to review the plan. This employee shall have 30 calendar days after the receipt of documentation to review the plan. Voluntary Waiver of Benefits g. There shall be a 403(b)voluntary waiver incentive plan for the health/hospitalization, prescription and dental insurances provided in this Agreement. Affected employees shall notify the employer where An incentive payment, not to contribute the money on or before December 15 of each school year. Employees may contributeexceed $5000, through payroll deduction and electronic transfer additional money towards their HSA up will be made to the maximum amounts allowed by Federal Lawemployee in the amount of 25% of the relevant premium, minus employee contribution, that the Board would have been required to pay if the employee had not waived coverage. The parties understand waiver period shall be July 1 through June 30. The payment will be made in two installments per year, one in December and one in June. h. Employees eligible to waive insurances are employees who are eligible to receive any enrollment level above single for health/hospitalization insurance or are eligible to receive any enrollment level for prescription and dental insurance. i. An employee may waive one, two or all three insurances. j. An employee who has no other health/hospitalization coverage may not waive the health/hospitalization coverage. An employee waiving health/hospitalization coverage must provide proof of alternative coverage or the waiver will not be allowed. k. An employee who waives coverage may re-enroll at the open enrollment periods, subject to carrier rules. The only exception is that in the event the minimum deductible necessary for if a medical plan to comply with HSA eligibility spouse’s health/hospitalization coverage is increased beyond the current deductible level in MESSA ABC Plan 1terminated during an insurance year, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Preemployee may re-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of enroll immediately in the District’s plan. If such re-enrollment occurs during the insurance year, the incentive payment will be prorated for that year. l. Each potentially eligible employee will receive a form from the administration. It will contain a final return date and waiver of coverage, and will specify the incentive payment which will be received. m. In order to protect all employees from Federal and State taxation of existing benefits once this plan is in effect, the District will maintain a Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall plan. n. Employees who receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be such a waiver incentive are subject to negotiations with the Associationnormal Federal and State withholding on such payment.

INSURANCE PROTECTION. A. The Board shall provide Upon application, hourly personnel employed on or after July 1, 1995, will receive health, dental and vision care protection for the support staff member only per the Flexible Compensation Plan “Menu” (see Appendix “A”). Support staff members hired prior to July 1, 1995, will receive such coverage for the support staff member’s eligible spouse and eligible dependents. 1. Employee will have the choice of: • MESSA CHOICES II $500/$1000 in-network deductible and $1,000/$2,000 out of network deductible, $20 office visit; $25 urgent care co pay; $50 ER co pay, and the Saver RX or; • MESSA Health Savings Account (“HSA”) ABC Plan 1 with a $1,400/$2,800 deductible or as established by the IRS with the Saver RX or: • MESSA Health Savings Account (“HSA”) ABC Plan 2 described below by making payment with a $2,000/$4,000 deductible with the Saver RX or: • MESSA Health Savings Account (“HSA”) ABC Plan 3 with a $3,500/$7,000 deductible with 10% coinsurance and Saver RX. • Subject to the limitations of insurance premiums Publicly Funded Health Insurance Contribution Act (MCL15.563), the district will fully fund the annual single in-network ABC Plan 1 HSA deductible on the first banking day of each quarter (January, April, July and October) for a full twelve (12) month period each year of this Agreement the contract for those employees electing one of the teacher available ABC HSA plans during open enrollment and opting into the District prefund option. For those new employees selecting one of the available ABC HSA plans upon employment or for those employees experiencing a qualifying life event during the year and selecting one of the available ABC HSA plans at that time, and who opt into the District prefund option, the district will prorate the annual single in-network ABC Plan 1 HSA deductible on a monthly basis. • The employee selecting an HSA at open enrollment and opting into the District prefund option, shall have equal amounts of the single annual deductible for an ABC Plan 1 deducted from his/her eligible dependents as defined by MESSApays for the prefunded amount. The prefunded amount for employees who work less than a full year will be deducted equally over 16 pays beginning in October each year of the contract. The prefunded amount for employees who work a full year will be deducted over 24 pays beginning in January each year of the contract. • Employees electing an available ABC HSA and opting into the District prefund option must sign a commitment letter to repay any prefunded amounts made and not repaid if the employee does not complete the quarter that was prefunded. The employee’s signature constitutes authorization for payroll to withhold any amounts still owing from the prefunded deductible from the employee’s pay. The signature also acknowledges that should there be insufficient funds through the payroll process to cover the amount due, subject the employee is still obligated to repay the funds to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if district in a husband and wife are both members of timely manner. • When the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA district prefunds an employee’s HSA ABC Plan 1 annual single deductible (minus as described above, the amount the district is responsible for shall not exceed the hard cap between the premium cost and the prefunded deductible. 2. For those employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning hired on January 1, then April 1, then or after July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 11995, the Employer will fund Board’s annual contribution toward the medical insurance premium shall not exceed the cap established annually by the state treasurer for a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 single subscriber plan and shall not be subject to withholdingadjustment, as provided by the state treasurer, in each coverage category based on the change in the medical care component of the U.S. CPI for the most recent 12 month period for which data is available. 3. For those employees hired prior to July 1, 1995, the Board’s annual contribution toward the medical insurance premium shall not exceed the cap established annually by the state treasurer for a single subscriber, for an individual/spouse or employee/child plan or for a full family plan and shall be subject to adjustment, as provided by the state treasurer, in each coverage category based on the change in the medical care component of the U.S. CPI for the most recent 12 month period for which data is available. 4. For those employees subject to pro-rated benefits, the Board’s annual contribution as established under the cap, for a single subscriber plan, for an individual/spouse or an employee/child plan or for a full family plan toward the medical insurance plan shall be in proportion to the prorated benefits found in Article XXIV. The EmployerBoard’s qualified Section 125 plan contribution shall include any and all be subject to adjustment, as provided annually by the state treasurer, in each coverage category based on the change in the medical care component of the provisions necessary U.S. CPI for prethe most recent 12-tax contributions to employees’ HSA accounts. In the event an employee month period for which data is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school yearavailable. 5. Employees may contribute, through a payroll deduction and electronic transfer deduction, additional money towards toward their MESSA ABC Plan 1 HSA, ABC Plan 2 HSA or ABC Plan 3 HSA, up to the maximum amounts amount allowed by Federal Lawlaw. 6. The parties understand that Employees declining medical coverage must provide documentation of their coverage in the event the minimum deductible necessary for a medical plan another group healthcare plan. B. Full family coverage will be available to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan those support staff members hired after July 1, 1995. However, the deductible (and Board will be responsible for the Employerpremium amount only of single coverage, subject to the caps. When possible, the Board will make provisions for the excess to be deducted from the staff member’s funding earnings on a monthly basis. C. If a support staff member willfully terminates his/her employment prior to the end of his/her work year, his/her Board paid subsidy shall terminate on the first of the deductible) will automatically adjust month following. In instances where cost of coverage exceeds the amount of subsidy, the Board shall make provisions for the excess to meet be deducted from the federal minimum requirementbalance of the staff member’s earnings. Any support staff member retiring or resigning effective June 30 shall have Board paid insurance or cash in lieu terminate June 30. D. Benefit Plan 1 Plan 2A committee comprised of two support staff members appointed by the Association and two Central Office Administrators appointed by the Superintendent will meet to study ways to contain/reduce insurance costs. 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up E. The Board has the right to $7,500 monthly maximum 90 calendar days modified fill Prechange insurance carriers for medical, dental and vision coverage, provided the new carrier accepts pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Socconditions of the members represented and provides equivalent coverage. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 The Board will meet with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant the Association to discuss insurance changes prior to the terms of change. F. The Board shall pay the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber full premium rate for the a $10,000 term life insurance plan provided to other members of the association. (prorated with A D & D for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Associationeach support staff member covered by this Agreement.

INSURANCE PROTECTION. A. The Board shall provide fully paid twelve-month coverage for all bargaining unit members through XXXXX-XXX. Bargaining unit members shall have a choice of participating in PAK A or PAK X. XXX A: HEALTH – MESSA Plan 1 or Plan 2 described below by making CHOICES II $100/$200 DEDUCTIBLE LONG TERM DISABILITY – 70% of salary $5,000 maximum 365 calendar days straight wait Pre existing condition waiver Freeze on offsets Alcoholism/Drug – Same as any illness Mental/Nervous – Same as any illness NEGOTIATIED LIFE – A total of $ 50,000 with A D & D VISION – VSP 3+ DENTAL – 80/80/80: $ 2,000 with Adult ortho PAK B: LONG TERM DISABILITY – 70% of salary Alcoholism/Drug – Same as any illness $5,000 maximum Metal/Nervous – Same as any Illness 365 calendar days straight wait Pre existing condition waiver Freeze on offsets NEGOTAITED LIFE – A total of $ 50,000 with A D & D VISION – VSP 3+ DENTAL – 80/80/80/: $ 2, 000 with Adult ortho Persons choosing PAK B shall receive a cash option in lieu of health benefits. The Board shall develop and implement a qualified plan document which complies with Section 125 of the Internal Revenue Code. The amount of the cash payment of insurance premiums shall be $4420.00 yearly and may be applied to a Tax-Deferred Annuity. To elect the annuity, the member shall enter into a salary reduction agreement. The Board and the employee shall be responsible for a full twelve (12) month period each year of this Agreement for paying their respective FICA taxes on the teacher and his/her eligible dependents as defined by MESSA, subject cash payment. Costs relating to the provisions belowimplementation and administration of benefits under this program shall be borne by the Board. A. Effective, October 1, 2005, a flexible spending account for medical and dependent care shall be made available to all GEA employees. The flexible spending account year will be September 1, through August 31. The Board shall pay the cost for implementing and maintaining the flexible spending account. B. Each teacher The Board shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members provide Short Term Disability Insurance for each member of the bargaining unit, one . Benefits shall select Plan 1 and be payable on the other Plan 2eighth calendar day of disability at a rate of 70% salary. Part-time teachers Full benefit payments shall receive continue for 365 days from the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths date of disability. Members of the premium rate due bargaining unit shall be allowed to a full-use their sick time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost in conjunction with disability benefits, to receive up to but not exceeding 100% of the appropriate health insurance by direct payment or payroll deductionsalary. C. Teachers working less than full time shall receive a prorated amount toward MESSA Choices II Insurance according to the following: Less than ¼ time none ¼ to less than ½ time 25% ½ to less than ¾ time 50% ¾ to full time 100% D. Dependent life insurance will be available on an optional basis. E. This program shall be in force until August 31, 2009 and continue if a new contract is not ratified. F. The employer Board shall pay 80% provide liability insurance for each member of the total cost bargaining unit in the amount not less than that which was in effect as of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January June 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement2003. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.

INSURANCE PROTECTION. A. If, as a result of the Board of Education's study and/or conversion, there are any changes in the basic insurance coverage described below, the Secretaries will receive equivalent coverage. As of the beginning of the 2003/2004 school year, the Board shall provide, at no cost to the employee, the health-care insurance protection designated below: (1) All new hires as of July 1, 2003 shall be eligible to receive full family DPP coverage for the length of their employment. (2) All secretaries hired between July 1, 2000 and July 1, 2003 shall be eligible to receive full family coverage under the plan they are currently enrolled in until they receive tenure. At the time of tenure, these secretaries shall have the option to choose traditional PPO coverage or remain in the DPP. They shall also have the option to switch plans at their discretion during an enrollment period. This option can be utilized as many times as deemed necessary by the employee for the length of their employment. (3) Employees hired prior to July 1, 2000 shall be eligible to receive full family coverage. All these employees have the option to choose traditional PPO or DPP and may switch plans at their discretion during an enrollment period. This option may be utilized as many times as deemed necessary by the employee for the length of their employment. (4) Provisions of the health-care insurance program shall be detailed in master policies and contracts, and they shall include Blue Cross, Blue Shield, Rider J, Major Medical and Connecticut General Life Insurance Company Dental Plan or its equivalent. (5) Effective July 1, 1982, a full family dental plan shall be provided by the Board as detailed in master policies and contracts. (6) Effective August 1, 2000, the Board will provide a prescription plan with a ten dollar ($10.00) generic/fifteen dollar ($15.00) brand/five dollar ($5.00 mail in) co-pay. (7) The deductible shall be $300 single/$600 family. (8) Effective with the 1995-96 school year after a covered employee has attained $3,000 covered expenses in a calendar year in excess of the amount of major medical deductible, benefits for him/her will be payable at the rate of 100% for the remainder of the calendar year. This represents an increase from the present $2,000 to $3,000 for 100% coverage. (9) Secretaries shall be entitled to the same Employee Assistance Program, at the same contribution level, as the teachers. The Board shall provide MESSA Plan 1 or Plan 2 described below by making payment for continuance of health-care insurance after retirement on the terms detailed in the master policies and contracts, provided that the carrier allows provision for such continuance and the retiree agrees to pay the premiums for involved. The Board shall instruct the carrier to provide each employee and retiree where applicable a full twelve (12) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members description of the bargaining unithealth-care insurance coverage provided under this ARTICLE, one shall select Plan 1 and no later that the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction year which shall include a clear description of conditions and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding limits of the deductible) will automatically adjust to meet the federal minimum requirementcoverage as listed above. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.

INSURANCE PROTECTION. A. The Board shall provide MESSA Plan 1 PAK A or Plan 2 PAK B described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher shall elect either Plan 1 PAK A or Plan 2PAK B, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 PAK A and the other Plan 2. PAK B. Part-time teachers shall receive the Plan 1 PAK A premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 PAK A shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. The Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity Equity” (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee Employees shall contribute 20% of the medical premium and the annual deductible. Such contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.

INSURANCE PROTECTION. A. The Board shall provide MESSA Plan 1 or Plan 2 described below by making payment of insurance premiums PAK protection for a full twelve (12) twelve-month period each year of this Agreement for the teacher employee's entire family. Employees will have a co-pay of $120 total between May and his/her eligible dependents as defined August 31, 2007 payable through a Section 125 Plan if adopted by MESSAthe Board and permissible under the terms of the plan and the law. For the 2007-08 school year, subject to employees will contribute $480 payable under a Section 125 Plan over 21 pay periods. For the provisions below2008-09 school year employees will contribute $600 payable under a Section 125 Plan over 21 pay periods. 1. Plan A - For employees electing MESSA health insurance 2. Plan B - For employees not electing health insurance B. Each teacher Employees selecting Plan B shall elect either Plan 1 or Plan 2, provided, however, that if receive the listed insurance benefits plus $100.00 in cash. The District and Association shall mutually agree upon a plan to comply with IRS Section 125 requirements. C. When husband and wife are both members of the bargaining unit, one shall select be eligible for Plan 1 A and the other shall be eligible for Plan B. D. Payroll deductions will be available to the employee for all MEA programs as listed on the MESSA application forms and the Xxxxx County Educational Employees Credit Union. E. The Board shall make payment of insurance premiums for all persons who complete their contractual obligation to assure insurance coverage for the full twelve-month period commencing October 1 and ending September 30 even though the employee may not be returning the next school year. 1. When necessary, premiums in behalf of the employee shall be made retroactively or prospectively to assure uninterrupted participation and coverage. 2. In instances where the cost of coverage exceeds the amount of subsidy, the Board shall make provisions for the excess to be payroll deductible. F. Part-time teachers employees shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive threepro-fifths rated portion of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deductionfringe benefits. C. The employer shall pay 80% of G. At the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1thereafter upon request, the deductible (business office shall provide employees information on all insurance programs funded by the Board. Applications and re-enrollment forms will be readily available at the Employer’s funding of fall staff orientation meeting and thereafter at the deductiblebusiness office during normal office hours. Eligible employees shall be responsible to take appropriate forms and return complete applications and/or re-enrollments during the established open enrollment period(s) in order to be eligible for insurance. Upon request, the business office will automatically adjust to meet the federal minimum requirementprovide employees with claim forms and reasonable assistance in making proper application and/or re-enrollment for insurance programs. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up H. All payroll deductions made pursuant to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 this Article and Board paid option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount benefits will be distributed equally throughout transmitted in a timely manner or as required by the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Associationcarrier or agency.

INSURANCE PROTECTION. A. For full-time teachers who select plan A, the board’s obligation to pay the MESSA PAK health insurance portion of the plan A premium and costs shall be limited to the following amounts and the teacher shall pay any portion of the health insurance premium and costs in excess of the following amounts through payroll deduction for a full twelve-month period: Full Family: $1,395.94 per month Two Person: $1,070.42 per month Single Subscriber: $511.84 per month The aforementioned amounts shall be adjusted per the publicly funded health insurance contribution act to be consistent with the “caps” in section 3 of that legislation. To determine the health insurance portion of the Plan A premium and costs, the board shall obtain from MESSA information needed to ascertain the Plan A premium and the premiums for the separate insurances which comprise Plan A. The board shall also obtain quotes from MESSA regarding the insurance described in Plan A and Plan B to determine the premiums and costs for that insurance if they were not purchased as part of a PAK. Both parties agree that once this contract expires employees will be responsible for paying the January 1 MESSA renewal increase commencing with the January payment until a successor agreement is reached. Boyne Falls School will be policyholder of any insurance packages. PLAN A: ABOVE BENEFITS INCLUDE: Choices II PPO Saver RX Prescription ($10/$40) 500/1000 deductible $20 office visit Each member has the option to change coverage choice to ABC plan 1 on an individual basis effective January 1 each year. This option must be submitted to the business office, in writing, by November 1 annually. The district will provide a one-time front load of deductible for members who choose the ABC Plan 1. This front load shall be paid in two (2) installments, fifty (50) percent in each January and June re-paid by the employee, through payroll deduction, in full, by the last pay in August of the year that such selection is made. On an annual basis, the Association shall have the ability to make changes to its health care plan options. LTD Plan I 60% 90 Calendar Days modified fill $3,500 Monthly Maximum Social Security Offset: Family Alcoholism/Drug Addiction – Two (2) Year Mental/Nervous – Two (2) Year Delta Dental Plan D-004 80/80/80 with $1,300 maximum lifetime ortho Negotiated Life $50,000 AD&D Vision VSP 3+ Platinum PLAN B: Delta Dental Plan E-007 80/80/80 with $1,300 maximum lifetime ortho Negotiated Life $50,000 AD&D LTD 60% as above Vision VSP 3+ Platinum B. An open enrollment period shall be provided whenever contribution subsidy amounts change for the groups. Employees not wishing health insurance subsidy and choosing MESSA Pak Plan B, may apply the equivalent of an individual employee’s single subscriber premium, per the cap as described in Section 5.1 A toward any of the MESSA or Board-approved options. For bargaining unit members who choose MESSA PAK Plan B, The Board shall provide MESSA Plan 1 a cash option up to the single subscriber health insurance premium per the cap as described in section 5.1A to the following: 1. The Board shall formally adopt a qualified plan document which complies with Section 125 of the Internal Revenue Code. 2. The amount of cash payment received may be applied by the bargaining unit members to an MEA financial services or Plan 2 described below by making payment of insurance premiums for other approved tax-deferred annuity. To elect a full twelve tax-deferred annuity, the bargaining unit member shall enter into a salary reduction agreement. 3. The program will become effective not more than ninety (1290) month period each year calendar days from the ratification of this Agreement for agreement. Benefits currently being provided to bargaining unit member employees shall continue as is until the teacher and his/her eligible dependents as defined by MESSA, subject newly negotiated benefits program is in effect. 4. All costs relating to the provisions belowimplementation and administration of benefits under this program shall be borne by the Board. B. Each teacher 5. The section 125 Administration shall elect either Plan 1 be provided by MESSA Optional or Plan 2other approved carrier. The employer shall enter into a MESSA Optional administrative services contract. C. Insurance benefits shall be offered to part-time teacher(s) separate from the MESSA Pak referenced under Section 5.1 A, providedabove, howeverbut shall be determined by the appropriate (i.e., that if a husband and wife are both members half (1/2) time pro-ration of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths amount of portions the premium rate due to the employer pays for plan a full-time teacher eligible employees (for example, the same coverage)board will pay a half time employee getting single subscriber 50% of $5,500 even if the cost of the health care premium is greater than the $5,500 cap) This premium amount shall be available to the teacher(s) to purchase on an ala carte basis from the MESSA health, dental, vision, life and/or long-term disability plans offered by the carrier. Those If such part-time Teacher electing Plan 1 teacher(s) do not elect health, then the teacher(s) shall pay be allowed to place the difference between amount determined in the prorated paragraph above up to the single subscriber premium towards options as provided for in Section 5.1 B, above. Should the teacher(s) wish to place all or part of this amount and towards an annuity as referenced under Section 5.1 B, the full cost teacher(s) shall be allowed to utilize the Section 125 plan referenced under this section as a cash option in lieu of the appropriate health insurance by direct payment or payroll deductionbenefits to do so. C. The D. Any amounts exceeding the employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions subsidy share shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will payroll deduction shall be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee unless a written notification is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up submitted to the maximum amounts allowed district by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan teacher. E. After January 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings2017, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option employees who opt for cash in lieu of medical health insurance shall receive 80% provide reasonable evidence of the amount of the single subscriber premium rate alternate health insurance coverage for the insurance plan provided employee and dependents prior to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Associationsuch election.

INSURANCE PROTECTION. A. (A) The Association agrees to work with the Administration to help contain rising health insurance costs. (B) The Board will provide and pay the premium cost for The Michigan Education Special Service Association Group Hospital, Medical Insurance (MESSA/ PAK A Blue Cross Choices II) to all teachers and their dependents who qualify for such protection. Teachers may select either MESSA-PLAN A insurance option (MESSA Super Care I) or MESSA PLAN B (Choices II) but selection of MESSA PLAN A with the Super Care I option, shall result in the teacher paying the difference between the straight or “ala carte” rates of the Super Care I plan and the MESSA Choices II plan for the teacher’s appropriate converge level (single, 2-person or full family). The teacher may elect to pay their share of employee group insurance via a section 125 plan during open enrollment. (The teacher shall begin paying this portion once an open enrollment period has been held and the teacher selects Plan A over Plan B. This shall be held as soon as possible by the district when Choices II becomes available.) Prescription Drug Coverage – Beginning January 1, 2008, the Association (TKEA) agrees to move to the MESSA $10/$20 prescription drug plan. The District agrees to provide a reimbursement pool of $50,000 for the combined use of TKEA and TKESP. 1. Once the MESSA $10/20 prescription drug plan begins, the staff member shall be responsible for the first $175.00 (Full Family) out-of-pocket prescription drug expenditures. When the aforementioned deductible is met, the staff member shall provide MESSA Plan copies of receipts (names of drugs shall be retracted for privacy reason) establishing the out-of-pocket expenditure. Thereafter, the District agrees to reimburse staff members for all out of pocket expenditures. 2. In the event that the reimbursement pool is depleted, the parties agree to meet and negotiate additional money to the pool. Up to an additional $20,000 will be made available to add to the reimbursement pool by the District if it is required. 3. If the reimbursement pool is completely depleted, the staff shall be responsible for all out-of-pocket prescription drug reimbursement costs up to $500.00 (Full Family Maximum). The parties further agree that there will be no MAC ingredients cost difference between brand name and generic equivalent without medical justification) pricing reimbursement. Receipts submitted by: Reimbursement paid by: November 30 December 30 February 28 March 30 May 30 June 30 August 30 September 30 The District shall not pay retroactively for receipts submitted after October 1 or Plan 2 described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement expenses incurred for the teacher previous contractual year. The contractual year, for prescription drug deductible purposes, shall be September 1 – August 30. (C) Upon submission of a written application, the Board agrees to provide each full-time employee (teacher) and his/her dependents with the following options. Plan A for employees needing health insurance MESSA Super Care I – XVA – 2 $5/$10 drug card (7/1/07– 12/31/07), $10/$20 drug card (effective 1/1/08) $100/$200 deductible (effective July 1, 2004) Long Term Disability 66.67% $5,000 maximum 90 calendar days - modified fill Freeze on Offsets Alcoholism/drug addiction 2 years Mental/nervous 2 years Delta Dental 90/90/80 Class 1, 2, & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. 50/50/50 coordination of benefits Class 1, 2 & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. Negotiated Life $50,000 AD & D $50,000 Vision VSP-2 Plan B for employees needing health insurance 100% of the premium costs for MESSA Care Choices II $5/$10 drug card (7/1/07 – 12/31/07) $10/$20 drug card (effective 1/1/08), $100/$200 deductible Long Term Disability 66.67% $5,000 maximum 90 calendar days - modified fill Freeze on Offsets Alcoholism/drug addiction 2 years Mental/nervous 2 years Delta Dental 90/90/80 Class 1, 2, & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. 50/50/50 coordination of benefits Class 1, 2 & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. Negotiated Life $50,000 AD & D $50,000 Vision VSP-2 Plan C for employees not needing health insurance Long Term Disability 66.67% $5,000 maximum 90 calendar days - modified fill Freeze on Offsets Alcoholism/drug addiction 2 years Mental/nervous 2 years Delta Dental 90/90/80 Class 1, 2 &3 annual maximum $2,500. 50% Class 4 – ortho lifetime maximum $3,000, includes adult ortho. 50/50/50 coordination of benefits Class 1, 2 & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. Negotiated Life $50,000 AD & D $50,000 Dependent Life $2,000 AD & D Dependent $2,000 Vision VSP-3 $175 per month in cash under a qualified cafeteria plan. (D) Health care protection shall be provided for a full twelve-month period for each employee (teacher) who completes a full academic year of employment, except coverage for retirees shall end June 30, commencing June 30, 2002, and coverage for new hires shall commence September 1, 2001. (E) The health care protection is to be provided to the employee's immediate family and other single eligible dependents as defined by MESSAthe United States Internal Revenue Service provided they fall within the criteria for single, subject to the provisions below.two-party or full family premiums. (Note: clarifies current procedures) B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. (F) Part-time teachers shall receive the Plan 1 premium rate will have their insurance package determined on a pro pro-rata basis (e.g., a teacher employed for three days per week will receive three-fifths to the extent possible under the rules of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deductioncarriers. C. The employer shall pay 80% of the total cost of the MESSA medical premium (G) A dependent care benefit (limit established by law) and deductible. 100% of the non-medical benefits. Additionally, the Board agrees flexible spending plan (maximum up to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution$3,000.00) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would will be made in quarterly installments beginning on implemented effective January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement2002. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.

INSURANCE PROTECTION. A. The Board shall provide MESSA Plan 1 PAK A or Plan 2 PAK B described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher shall elect either Plan 1 PAK A or Plan 2PAK B, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 PAK A and the other Plan 2. PAK B. Part-time teachers shall receive the Plan 1 PAK A premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 PAK A shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-cost- sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.

INSURANCE PROTECTION. A. HEALTH INSURANCE The Board shall offer MESSA Plans Pak A, B and C for the duration of this contract for each employee and his/her entire family. In case both husband and wife are employed in the Cheboygan Area School System, one shall choose plan A and one shall choose plan B. If the state of Michigan mandates that employee insurance benefits must be put up for bids, the Board may choose to exercise that option. The parties will mutually agree to the process for securing, evaluating, and awarding bids. Any bid shall only be considered if the specifications are equal to those specifications of MESSA Choices II or the ABC Plan. For purposes of this section, "equal" means the benefits as would be paid by MESSA for claims on an individual or aggregate basis and including "reasonable and customary" fees. This is inclusive of all ancillary benefits and services as provided under MESSA Choices II and the ABC Plan. 1. An open enrollment period shall be provided annually, during the month of September. 2. The Board will make payment of insurance premiums, up to the State mandated hard cap, for each full-time employee to provide MESSA Plan insurance coverage for the full twelve month period, commencing September 1 and ending August 31. The Board will make a pro- rated payment of the premium for regular employees who work less than full time. 3. Employees desiring extra coverage, over and above that provided in Section 5.1 must pay the balance on an individual basis. 4. Subject to the rules and regulations of the selected carrier, the carrier shall provide for continuation of health care insurance for retired or Plan 2 described below by making payment laid-off employees at their option and expense. 5. An employee may elect to receive, in lieu of payments toward the cost of insurance premiums for a full twelve health insurance coverage, monthly cash payments equal to thirty percent (1230%) month period each year the monthly payment amounts which would have been paid toward the cost of this Agreement for the teacher and monthly health insurance premiums to which he/she would have been entitled. The employee may choose to defer these cash payments into the annuity of his/her eligible dependents as defined choice. A MESSA option-all plan will be implemented by MESSAthe Board for the purpose of compliance with Section 125 of the internal revenue code. Beginning with new hires in the 2015-2016 school year, subject to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a in cases in which both husband and wife are both members of the bargaining unitemployed by Cheboygan Area Schools, only one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefitsbenefits and/or cash in lieu. Additionally, if changes in marital status occur between two existing employees, only one employee from each family unit will receive medical benefits and/or cash in lieu. B. HEALTH INSURANCE PLANS MESSA Choices II with $200/$400; $20 OV; Saver Rx OR MESSA ABC HSA Plan with $1300/$2600 deductible, Saver Rx Delta Dental - 100/50/75 Negotiated Life - $50,000 VSP II LTD - 66 2/3%, 90 day modified fill, $5,000 max The BOARD shall provide health insurance to each employee with Board contributions per State law. Any remaining premium costs shall be paid by the employee through payroll deduction. Health insurance will be reviewed annually by the group and the Board agrees to maintain this 80/20 cost-sharing provision during the life without opening any other areas of this Agreementcontract. Employees shall contribute 20% The plan agreed upon by the group and Board will remain in effect for the medical billing year. If the insurance premiums fall below the State “hard cap”, the Board will provide to the employee the difference of the medical premium cap and insurance premium. Negotiated Life - $50,000 VSP II LTD - same as above C. INSURANCE REVIEW COMMITTEE For the annual deductible. Employer purpose of reviewing the various Dental, Life and Vision Insurances, a Fringe Benefit Committee (FBC) shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each yearformed. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions FBC shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder composed of the payroll dates for the school year through a qualified Section 125 plan two (2) Association representatives and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. three (3) Board representatives. D. In the event an employee any legal action against the Association is not qualified for brought in a Health Savings Account for any Court or Administrative Agency because of the months application or implementation of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.5.1

INSURANCE PROTECTION. Effective Feb 2021 the Board shall make medical benefit plan cost contributions, as specified below, for each full-time bargaining unit member and the member’s eligible dependents. The Board shall contribute the maximum hard cap amount allowed by law under PA 152 of the medical benefit costs of Plan A. The Board shall provide MESSA Plan 1 or Plan 2 described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay contribute 80% of the total cost ancillary benefits of Plan A and Plan B below (as elected by the bargaining unit member). In the 2020-21 school year, if an eligible bargaining unit member elects the MESSA medical premium and deductible. 100% of the non-medical benefits. AdditionallyABC 1 plan, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) employee’s Health Savings Account (HSA) for each plan year). Deposits would be made The Board shall make the HSA contribution on the first business day in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund It is understood that the balance contribution to the member’s HSA is part of the district’s hard cap contribution. If a member leaves employment from the district due to retirement, termination, or resignation before the end of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1year, the Employer member shall reimburse the district 1/12th of the deductible amount contributed by the district for each month they left early. Reimbursement shall be made through payroll deduction. In the event payroll deduction is not enough to fully reimburse the district, the district may pursue all options necessary to receive full reimbursement from the employee and will fund a percentage of hold the Association harmless in these matters. In the 2021-22 school year, if an eligible bargaining unit member elects the MESSA ABC Plan I 1 plan, the Board shall contribute the annual deductible to the employees’ Health Equity” (HEQ) employee’s Health Savings Account (HSA) for each plan year equal ). The Board shall make 8/12ths of the annual HSA contribution on the first check run of January and the remaining 4/12ths of the annual HSA contribution on the first check run of September. Check runs are done every Thursday or on the Wednesday when a holiday falls on Thursday. It is understood that the contribution to the percentage member’s HSA is part of the calendar year they workdistrict’s hard cap contribution. Employee contributions All medical benefit plan cost amounts in excess of the Board’s contribution are the responsibility of the enrolled employee and shall be payroll deducteddeducted from his/her wages. Payments For any employee who does not select Plan A offered by the Board, the employee shall receive Plan B and $5,500 annually (or $458.33/monthly) as cash in lieu of insurance. The Board shall contribute 100% towards the cost of Plan B. In the case of husband and wife who are both employed in the district, one will start take Plan A and one will take Plan B. The spouse who elects Plan B shall receive $3,600 annually (or $300.00/monthly) as cash in lieu as insurance. Any member, who elects Plan B, must attest in writing that they and their dependents have access to alternate health coverage through an alternate source, (such as a spouse’s employer) and that such coverage is compliant with the first pay date after the open enrollment period endsAffordable Care Act. The annual payment amount will be distributed equally throughout the remainder Eligible bargaining unit members may select one of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for prefollowing plans: Plan A: Medical Insurance: MESSA Choices II Saver Rx /$10 OV $300/$600 Deductible (In-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”Network) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the 1 $1300/$2600 Deductible (In-Network) (deductible (and the Employer’s funding of the deductiblemay change per IRS rules) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3LTD 66.67% of salary up to $7,500 monthly maximum 90 calendar days modified fill Calendar Day Modified Fill 4000 Maximum Pre-existing condition waiver Alcohol/drug (same as any other illness) Condition Waiver-Yes Alcohol & Drug Abuse Care - Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Freeze on Offsets-Yes Two-Year Own Occupation 2 years COLA- Cost of Living Benefits-No SS Freeze- Yes 3. Dental Insurance MESSA/Maternity Coverage Delta Dental Same as -70/70s/70 70% $1500 ($1000 Maximum class I, & II, & III Benefits) Negotiated Life - $20,000 AD+D Vision - VSP 3 Plus 200 CL Plan 1 B: LTD 66.67% 90 Calendar Day Modified Fill 4000 Maximum Pre-existing Condition Waiver-Yes Alcohol & Drug Abuse Care - Mental/Nervous Freeze on Offsets-Yes Two-Year Own Occupation Cost of Living Benefits-No Maternity Coverage Diag Delta Dental - 70/70s/70 70% $1500 ($1000 Maximum class I, & Prev – 80% Basic Services- 80% (X RaysII, & III Benefits) Major services 80% Annual Max- Negotiated Life - $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. 25,000 AD+D Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance - VSP 3 Plus 200 CL Part-time employees shall receive 80% a pro-rata share of premiums. The remaining amount shall be deducted from the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period endsemployee’s wages. The annual payment amount will be distributed equally throughout Association has the remainder of right to instruct the payroll dates for the school employer to make changes in coverage one time per contract year. Any modifications of This notification must be in writing and signed by the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the AssociationBCC ESP Executive Board.

INSURANCE PROTECTION. A. The Upon receipt of written application, the Board shall agrees to provide MESSA Plan 1 or Plan 2 described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement for 80% toward the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance premium and 20% paid by direct payment or payroll deduction. C. the employee. The employer 20% employee contribution shall be with pre-tax dollars using the District’s Section 125 plan. Plan I MESSA Choices II Health insurance, SaverRx with a $500/$1000 yearly deductible and $20 office visit co-pay. Long Term Disability 66 2/3% $5,000monthlymaximum 90 calendar days modified fill Freeze on offsets Alcoholism/drug 2 years Mental/nervous same as any other illness Dental insurance generally equivalent to Delta Dental - Class I at 100%, Class II at 80%, Class III at 80%, $1000 annual max; Class IV at 80%: Lifetime Maximum of $2,000 Negotiated Life $50,000AD&D Vision insurance VSP-2 Silver Dependent Life $10,000 spouse / $5,000 Child(ren) Plan II MESSA ABC Plan I $1250/$2,500 deductible The District shall pay 80% of the total cost of the MESSA medical Pak C health premium described below and deductible. 100provide 50% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) funding to the employees’ employee’s “Health Equity (HEQ) Equity” Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they workand deductible year. Employee contributions shall The employee’s premium contribution will be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year deducted through a qualified Section 125 plan Plan in equal bi-weekly amounts from the employee’s first paycheck. Employee may contribute, through payroll deduction and shall not be subject electronic transfer additional money towards their “Health Equity” Health Savings Account up to withholdingthe maximum amounts allowed by Federal Law. The EmployerDistrict’s qualified Section 125 plan Plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ employee’s HSA accountsaccounts administered through Health Equity. In the event an the employee electing MESSA Pak A is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in to a “Health Equity” Health Savings Account for their qualified spouse or designated dependent if the agreement spouse is also ineligible. The Employer shall fund annually, the employer’s entire annual obligation to either a Flexible Spending Account (the agreed upon “FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money Health Equity” Health Savings Account, on or before December 15 January 1, of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 5,000monthlymaximum 90 calendar days modified fill Pre-existing condition waiver AlcoholFreeze on offsets Alcoholism/drug (2 years Mental/nervous same as any other illnessillness Dental insurance generally equivalent to Delta Dental - Class I at 100%, Class II at 80%, Class III at 80%, $1000 annual max; Class IV at 80%: Lifetime Maximum of $2,000 Negotiated Life $50,000AD&D Vision insurance VSP-2 Silver Dependent Life $10,000 spouse / $5,000 Child(ren) Plan III Dental insurance generally equivalent to Delta Dental - Class I: 100%, Class II: 80%, Class III: 80%, $1000 annual max; Class IV: 80%, Lifetime Maximum of $2,000. Vision insurance VSP-3 Gold Negotiated Life $50,000AD&D Dependent Life $10,000 spouse / $5,000 Child(ren) Long Term Disability 66 2/3% $5,000monthlymaximum 90 calendar days modified fill Freeze on offsets Alcoholism/drug 2 years Mental/Nervous (nervous same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yesillness CASH-IN LIEU- The single subscriber rate for the health insurance will be provided to teachers selecting Plan III. 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80B. The Board will pay 100% of the amount cost of the single subscriber premium rate for the ancillary benefits (Dental, Vision, LTD, and Life). C. Every eligible teacher may elect either Plan I or Plan II or Plan III, but not both. If husband and wife are both employed as teachers, only one of them may make an election of Plan I or II. D. The insurance plan provided to other members of the association. (benefits set forth in this Article will be prorated for partless than full-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.teachers; i.

INSURANCE PROTECTION. Effective September 1, 2017, the Board shall make medical benefit plan cost contributions, as specified below, for each full-time bargaining unit member and the member’s eligible dependents. The Board shall contribute the maximum hard cap amount allowed by law under PA 152 of the medical benefit costs of Plan A. The Board shall provide MESSA Plan 1 or Plan 2 described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay contribute 80% of the total cost ancillary benefits of Plan A and Plan B below (as elected by the bargaining unit member). If an eligible bargaining unit member elects the MESSA medical premium and deductible. 100% of the non-medical benefits. AdditionallyABC 1 plan, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) employee’s Health Savings Account (HSA) for each plan year). Deposits would be made The Board shall make the HSA contribution on the first business day in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund It is understood that the balance contribution to the member’s HSA is part of the district’s hard cap contribution. If a member leaves employment from the district due to retirement or resignation before the end of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1year, the Employer will fund a percentage member shall reimburse the district 1/12th of the MESSA ABC Plan I annual deductible to amount contributed by the employees’ Health Equity” (HEQ) Health Savings Account (HSA) district for each plan year equal to the percentage of the calendar year month they workleft early. Employee contributions Reimbursement shall be made through payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accountsdeduction. In the event an employee payroll deduction is not qualified for a Health Savings Account for any enough to fully reimburse the district, the district may pursue all options necessary to receive full reimbursement from the employee and will hold the Association harmless in these matters. All medical benefit plan cost amounts in excess of the months Board’s contribution are the responsibility of the deductible plan yearenrolled employee and shall be payroll deducted from his/her wages. For any employee who does not select Plan A offered by the Board, the employer employee shall receive Plan B and $5,500 annually (or $458.33/monthly) as cash in lieu of insurance. The Board shall contribute 80% towards the negotiated amount cost of funding as set forth Plan B. In the case of husband and wife who are both employed in the agreement district, one will take Plan A and one will take Plan B. The spouse who elects Plan B shall receive $3,600 annually (or $300.00/monthly) as cash in lieu as insurance. Any member, who elects Plan B, must attest in writing that they and their dependents have access to either alternate health coverage through an alternate source, (such as a Flexible Spending Account spouse’s employer) and that such coverage is compliant with the Affordable Care Act. Eligible bargaining unit members may select one of the following plans: Plan A: Medical Insurance:MESSA Choices II Saver Rx /$10 OV $300/$600 Deductible (“FSA”In-Network) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the 1 $1300/$2600 Deductible (In-Network) (deductible (and the Employer’s funding of the deductiblemay change per IRS rules) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3LTD 66.67% of salary up to $7,500 monthly maximum 90 calendar days modified fill Calendar Day Modified Fill 4000 Maximum Pre-existing condition waiver Alcohol/drug (same as any other illness) Condition Waiver-Yes Alcohol & Drug Abuse Care - Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Freeze on Offsets-Yes Two-Year Own Occupation 2 years COLA- Cost of Living Benefits-No SS Freeze- Yes 3. Dental Insurance MESSA/Maternity Coverage Delta Dental Same as -70/70s/70 70% $1500 ($1000 Maximum class I, & II, & III Benefits) Negotiated Life - $20,000 AD+D Vision - VSP 3 Plus 200 CL Plan 1 B: LTD 66.67% 90 Calendar Day Modified Fill 4000 Maximum Pre-existing Condition Waiver-Yes Alcohol & Drug Abuse Care - Mental/Nervous Freeze on Offsets-Yes Two-Year Own Occupation Cost of Living Benefits-No Maternity Coverage Diag Delta Dental - 70/70s/70 70% $1500 ($1000 Maximum class I, & Prev – 80% Basic Services- 80% (X RaysII, & III Benefits) Major services 80% Annual Max- Negotiated Life - $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. 25,000 AD+D Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance - VSP 3 Plus 200 CL Part-time employees shall receive 80% a pro-rata share of premiums. The remaining amount shall be deducted from the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Associationemployee’s wages. 6.1 SCHEDULE A Longevity

INSURANCE PROTECTION. A. Full Health Care Coverage The Board shall provide MESSA fully paid health insurance protection for all full-time members of the Association and their dependents, at no cost to the employee, under the School Employees Health Benefits Program ("SEFIBP.”) and/or adhere to the State of New Jersey Pension and Health Benefits Reform: The Educators' Health Benefits Fairness Act [July 1, 2020]; Chapter 44 (NJEBP). New hires as of the effective date of the Act will be placed in the Educators' Health Plan. New members and existing members choosing the NJEBP will make contributions to be calculated as defined in the law. Existing employees who choose to remain in the traditional New Jersey Direct 10 or New Jersey Direct 15 health plans will have their contributions calculated at the Chapter 78 tier 4 percentages as modified in the Collective Negotiated Agreement in Part B. An employee who has filed a waiver prior to May 21, 2010, who has continuously waived coverage in any health plan (medical, dental, or prescription) since the effective date of the law, shall receive thirty percent (30%) of the amount saved by the Board of that Plan. Employees hired on or after May 21, 2010 shall receive twenty-five percent (25%) of the amount saved by the Board or $5,000.00, whichever is less [P.L. 2010, c.2]. The payment for the buyout option will be paid on December 15th and June 15th. An employee whose spouse also works in the district will receive only one (1) prescription per couple. Provisions of Coverage: Dental and Prescription Coverage: The Board agrees to provide Dental and Prescription coverage for members of the Association and their dependents. The Dental deductible will be $100 and the Prescription Co- pays shall be in accordance with the School Employees Health Benefits Plan 1 or Plan 2 described below by making (SEHBP). The Board agrees to payment of the full costs of the dental and prescription insurance premiums for a full twelve (12) month period each year the duration of this contract. The parties may meet during the term of this Agreement to determine whether or not to modify the coverages for the teacher dental and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher prescription program now in effect. Dental coverage benefit maximum shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days be $2,000 per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan calendar year. Deposits would be made in quarterly installments beginning All employees hired on January 1, then April 1, then or after July 1, 1994 will have a contribution which will be equal to one month's premium. Employees who select PPO or HMO will have contributions waived Unit members that retire from the district with twenty-five (25) years or more of service shall be entitled to dental coverage for the member and the last installment on October 1 member’s spouse. Such entitlement shall accrue to Association members until the age of each yearsixty-five (65). The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior AEA agrees to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible open negotiations with regard to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to Prescription Plan should the percentage of Board incur a significant increase in cost during the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirementcontract period. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.

INSURANCE PROTECTION. A. The Board shall provide MESSA Plan 1 or Plan 2 described below to all contracted administrators regularly employed a minimum of thirty (30) hours per week by making the Xxxxx Township School District health care insurance protection consisting of the New Jersey State Health Benefits Program covering the administrator and his/her family dependents where appropriate. For each administrator and his/her family dependents enrolled in the various available insurance plans the Board shall pay the full premium. B. In addition the Board shall provide to all contracted administrators regularly employed a minimum of thirty (30) hours per week by the Xxxxx Township School District a prescription drug plan for the employee and his/her family with a company selected by the Board as follows: 2005-2006: Five dollar ($5.00) co-pay for name brands and three dollars ($3.00) for generic drugs Effective July 1, 2006: twenty dollar ($20.00) co-pay for name brands, ten dollars ($10.00) co-pay for generic drugs, and no dollars ($0) co- pay for mail-in prescriptions C. The Board shall provide to all contracted administrators regularly employed a minimum of thirty (30) hours per week by the Xxxxx Township School District the 1B Dental Plan, N.J. Dental Service Plan, Inc. (Delta Dental Plan) covering the administrator and his/her family dependents where appropriate. Said plan shall also include, subject to approval by the carrier, Ortho II Family Plan, orthodontic benefits for both adults and children (children covered to age 19, student-child to age 23). D. Employees who retire may buy into the Prescription and Dental Plans at the group rate with the employee paying the premium costs in advance on the same payment schedule as the Board. The above is subject to the approval of the insurance carriers. All insurance benefits shall be provided by the Board at the prevailing rate. In no case will a person receive double coverage under any available insurance plan. For each administrator who terminates employment with the Board of Education, the Board of Education shall make payments of insurance premiums for a the State Health Plan for two (2) full twelve months beyond termination date. E. Administrators who elect not to take either prescription and/or dental insurance shall receive one-half (121/2) month period each year of this Agreement for the teacher and value of the actual premium at his/her eligible dependents as defined by MESSA, subject appropriate level of coverage. All requests for changes in coverage must be submitted in writing to the provisions below. B. Each teacher shall elect either Plan Director of Human Resources a minimum of sixty (60) days prior to July 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they workdates on which any changes shall become effective. Employee contributions Payment shall be payroll deducted. Payments will start with made within forty-five (45) days following the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 conclusion of each school year. Employees may contribute, six (6) month coverage period - i.e. July 1 through payroll deduction December 31 and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirementJanuary 1 through June 30. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.

INSURANCE PROTECTION. A. (A) The Association agrees to work with the Administration to help contain rising health insurance costs. (B) The Board will provide and pay the premium cost for The Michigan Education Special Service Association Group Hospital, Medical Insurance (MESSA/ PAK A Blue Cross Choices II) to all teachers and their dependents who qualify for such protection. Teachers may select either MESSA-PLAN A insurance option (MESSA Super Care I) or MESSA PLAN B (Choices II) but selection of MESSA PLAN A with the Super Care I option, shall result in the teacher paying the difference between the straight or “ala carte” rates of the Super Care I plan and the MESSA Choices II plan for the teacher’s appropriate converge level (single, 2- person or full family). The teacher may elect to pay their share of employee group insurance via a section 125 plan during open enrollment. (The teacher shall begin paying this portion once an open enrollment period has been held and the teacher selects Plan A over Plan B. This shall be held as soon as possible by the district when Choices II becomes available.) Prescription Drug Coverage – Beginning November 1, 2011, the Association (TKEA) agrees to move to the MESSA $10/$40 SaverRx card. The District agrees to provide a reimbursement pool of $30,000/year for the combined use of TKEA and TKESP. 1. Once the MESSA $10/40 SaverRx card begins, the staff member shall be responsible for the first $200.00 (Full Family) out-of-pocket prescription drug expenditures. When the aforementioned deductible is met, the staff member shall provide MESSA Plan copies of receipts (names of drugs shall be retracted for privacy reason) establishing the out-of-pocket expenditure. Thereafter, the District agrees to reimburse staff members for all out of pocket expenditures. 2. In the event that the reimbursement pool is depleted, the parties agree to meet and negotiate additional money to the pool. Up to an additional $12,000/year will be made available to add to the reimbursement pool by the District if it is required. 3. If the reimbursement pool is completely depleted, the staff shall be responsible for all out-of-pocket prescription drug reimbursement costs up to $500.00 (Full Family Maximum). The parties further agree that there will be no MAC (ingredients cost difference between brand name and generic equivalent without medical justification) pricing reimbursement. Receipts submitted by: Reimbursement paid by: November 30 December 30 February 28 March 30 May 30 June 30 August 30 September 30 The District shall not pay retroactively for receipts submitted after October 1 or Plan 2 described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement expenses incurred for the teacher previous contractual year. The contractual year, for prescription drug deductible purposes, shall be September 1 – August 30. (C) Upon submission of a written application, the Board agrees to provide each full-time employee (teacher) and his/her dependents with the following options. Plan A for employees needing health insurance MESSA Super Care I – XVA – 2 $10/$20 drug card (effective 1/1/08) $100/$200 deductible Long Term Disability 66.67% $5,000 maximum 90 calendar days - modified fill Freeze on Offsets Alcoholism/drug addiction 2 years Mental/nervous 2 years Delta Dental 90/90/80 Class 1, 2, & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. 50/50/50 coordination of benefits Class 1, 2 & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. Negotiated Life $50,000 AD & D $50,000 Vision VSP-2 Plan B for employees needing health insurance 100% of the premium costs for MESSA Care Choices II $10/$40 SaverRx card (effective 11/1/2010) $100/$200 In-network deductible (effective 11/1/2010) Long Term Disability 66.67% $5,000 maximum 90 calendar days - modified fill Freeze on Offsets Alcoholism/drug addiction 2 years Mental/nervous 2 years Delta Dental 90/90/80 Class 1, 2, & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. 50/50/50 coordination of benefits Class 1, 2 & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. Negotiated Life $50,000 AD & D $50,000 Vision VSP-2 Plan C for employees not needing health insurance Long Term Disability 66.67% $5,000 maximum 90 calendar days - modified fill Freeze on Offsets Alcoholism/drug addiction 2 years Mental/nervous 2 years Delta Dental 90/90/80 Class 1, 2 &3 annual maximum $2,500. 50% Class 4 – ortho lifetime maximum $3,000, includes adult ortho. 50/50/50 coordination of benefits Class 1, 2 & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. Negotiated Life $50,000 AD & D $50,000 Dependent Life $2,000 AD & D Dependent $2,000 Vision VSP-3 $225 per month in cash under a qualified cafeteria plan. (D) Health care protection shall be provided for a full twelve-month period for each employee (teacher) who completes a full academic year of employment, except coverage for retirees shall end June 30, commencing June 30, 2002, and coverage for new hires shall commence September 1, 2001. (E) The health care protection is to be provided to the employee's immediate family and other single eligible dependents as defined by MESSAthe United States Internal Revenue Service provided they fall within the criteria for single, subject to the provisions below.two-party or full family premiums. (Note: clarifies current procedures) B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. (F) Part-time teachers shall receive the Plan 1 premium rate will have their insurance package determined on a pro pro-rata basis (e.g., a teacher employed for three days per week will receive three-fifths to the extent possible under the rules of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deductioncarriers. C. The employer shall pay 80% of the total cost of the MESSA medical premium (G) A dependent care benefit (limit established by law) and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible flexible spending plan (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness3,000.00) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Associationavailable.

INSURANCE PROTECTION. A. The Board agrees that it shall provide health benefits comparable to the Horizon Direct 15 Plan. Employees shall continue to contribute in accordance with the tier 4 rates/percentages of P.L. 2011, Chapter 78. Employees shall be permitted to buy up to Horizon Direct 10 provided the employee pays the total cost differential between the selected plan and Horizon Direct 15. Any employee who opts to move from his/her current 2018-2019 health plan to a less expensive plan at any point during his contract during open enrollment, shall receive a non- pensionable lump sum payment equal to 35% (thirty-five percent) of the differential between the cost of the then current premiums (Board shares of premium only) of the Horizon Direct 15 (or such less expensive plan as the employee may have for the 2018-2019 year) and the less expensive plan. The calculation shall be based on the tier plan the employee has in effect for the 2018-2019 school year (specifically, Single/Parent-Child/2-party/Family). Said payment shall be made on or before April 1st following the election of the new less expensive plan. The parties agree that this financial lump-sum incentive expires with the termination of this agreement, the 2021-2022 school year, and shall be available only once to each employee. Effective July 1, 2021, the prescription drug benefit plan will have the following copays: $10 Generic / $20 Brand Name / Retail and Mail Order. One copay per 30 day supply applies to all covered prescription drugs purchased through retail pharmacies. Mail order will remain a one-time co-pay for a 90-day supply. B. The Board will offer Healthcare and Dependent Care reimbursement accounts under a Section 125 program. C. The Board agrees to provide a family dental plan for all employees in the bargaining unit. Such program shall be the non-deductible UCR Dental Plan V as described by New Jersey Dental Service Plan, Inc. proposal dated January 4, 1983. Orthodontic coverage is available for dependent children under the age of 19. It will be reimbursed at 50% up to a lifetime maximum of $1,500 per child. D. The Board shall provide MESSA Plan 1 or Plan 2 described below for continuance of health-care insurance after retirement on the terms detailed in the master policies and contracts agreed upon by making payment the Board and the Association. The retiree shall be responsible for all premium costs involved. E. The Board shall request the carrier to provide to each employee a description of the health- care insurance premiums coverage provided under this ARTICLE which shall include a clear description of conditions and limits of coverage as listed above. F. The Board shall give written notification at the time of hiring all employees new to the district that the responsibility for insurance coverage during the interim period rests with the employee. G. The Board agrees to provide, at no cost to the employee, standard health tests as required of employees to maintain their employment provided said employee avails himself/herself of the program provided by the Board. H. The Board shall provide health-care insurance coverage to any employee granted a full twelve bona fide sick leave up to a maximum of one (121) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSAyear, subject to the provisions belowemployee paying his/her share of the health insurance premium contribution as set forth above. B. Each teacher I. Employees who elect to waive their medical insurance benefits outlined in Article XIV.A. shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated be compensated an amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80reflecting 25% of the total cost of amount saved by the MESSA Board, not to exceed $5,000. Prior to making such an annual election, employees must provide evidence that they and their families, where appropriate, are covered by a medical premium and deductible. 100% of insurance policy other than the non-medical benefits. Additionally, policy provided by the Board agrees to maintain this 80/20 cost-sharing provision during the life of this AgreementEducation. Employees The Board shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus provide a guarantee that the employees 20% contribution) to may re-enroll in the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each health plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each yearif they lose their alternative health insurance. The District will fund Board shall file the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior proper petition to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start comply with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-applicable tax contributions to employees’ HSA accountsregulations. In the event there is a tax penalty, for the Board’s failure to comply, the Board will assume financial responsibility and this provision shall become void. J. The Board has the option of offering additional health, dental, and/or prescription benefit plans to the Association members at any time in addition to those set forth above. K. Said health and dental insurance plans shall be provided only to employees who work in excess of an employee is not qualified for a Health Savings Account for any average of twenty-nine (29) hours per week, except as outlined herein. During the duration of the months of the deductible plan 2018-2019 school year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected all current .8 employees shall notify continue to receive said benefits through the employer where to contribute the money on or before December 15 end of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications Following the conclusion of the Section 125 Plan which affect bargaining unit members will 2018-2019 school year, current .8 employees, unless otherwise non-renewed, shall be subject to negotiations offered full-time positions with the AssociationDistrict for the 2019-2020 school year. In the event that a current .8 employee rejects the proposed increase in hours, they shall serve in their position without benefits for the duration of their employment.

INSURANCE PROTECTION. A. The Board shall provide MESSA Plan 1 governing board of the Xxxxxxxxxx Healthcare Consortium (LHC) will determine the choice of medical plans available to employees. Should the LHC no longer operate or Plan 2 described below by making payment if the District no longer participates in the LHC, medical plans offered at the time of insurance premiums for a full twelve (12) month period each year of this Agreement for termination or separation will continued to be offered to employees until another agreement between the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions belowparties is reached. B. Each teacher shall elect either Plan 1 or Plan 2On September 1, provided2018, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and District will contribute the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate following towards each employee’s annual health insurance by direct payment premium: • $6,560.52 per each employee who has elected single coverage, • $13,720.07 per each employee who has elected individual and spouse or payroll deductionindividual w/ one non-spouse dependent coverage, • $17,892.36 per each employee who has elected family coverage. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on Beginning January 1, then April 1, then July 12019, and continuing annually for the last installment on October 1 duration of each year. The this contract, the District will fund contribute the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly depositsmaximum amount allowed by law towards each employee’s annual health insurance premium as dictated by each employee’s elected coverage type (single, individual/spouse or individual w/ one non-spouse dependent, or family). For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment This amount will be distributed equally throughout adjusted annually by the remainder change in the medical care component of the payroll dates United States Consumer Price Index, as defined in PA 152, for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all period ending the immediately preceding October 1. D. Any premium cost in excess of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In District’s contribution shall be the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 responsibility of each school yearrespective employee and will be collected via payroll deduction. Any District contribution amount which is in excess of any respective employee’s annual premium cost shall be deposited into the employee’s HEQ HSA account. 1. Employees may contribute, through payroll deduction and electronic transfer transfer, additional money towards their HEQ HSA up to the maximum amounts allowed by Federal Lawfederal law. 2. The parties understand that in the event the minimum IRS Health Saving Account deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1currently mandated by the employees’ medical benefit provider, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2E. All insurance benefits shall continue in effect until such time as a teacher on notice of layoff actually misses his/her first day of work due to being laid off. F. The parties have entered into a Memorandum of Understanding re: Financial cost of joining the Xxxxxxxxxx County Health Care Consortium, dated October 4, 2017 which remains in full force and effect (attached as Exhibit 1). Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 CoinsuranceThis Memorandum governs which party may be responsible for bearing the costs of changes to the benefit levels or additional unforeseen consortium fees for “Pak B” benefits. No provision of this agreement should be construed to supersede or modify this Memorandum or any successor to it. 2G. Any additional costs associated with non-health plan insurance coverages for “Pak B” benefits that are not related to changes in benefit levels or additional unforeseen consortium fees, will be paid for, in full, by the District. H. Where both husband and wife are employed by the District, the District shall not be obligated to pay premiums that would result in duplication or overlapping coverage. Long Term Disability MESSA Same Where applicable, one teacher shall be designated as Plan 1 Coverage 66 2/3% the insured and dependent shall be at the option of salary up to $7,500 monthly maximum 90 calendar the teacher involved. I. Proper filing of insurance applications shall be the responsibility of the individual teacher. New employees will receive insurance benefits upon qualification within 30 days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Socof their employment. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver District insurance contributions will continue each month through the duration of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to this Agreement for all teachers who are fulfilling the terms of their contracts with the District’s Section 125 PlanDistrict and are not in violation with the provisions of the Master Agreement. J. For the duration of this Agreement, All teachers electing members who elect not to take the Plan 2 option in receive District provided health care benefits, will receive $6,755 cash in-lieu of medical insurance said benefits. Cash-in-lieu payments are considered income; therefore, employees are responsible for any increased income tax liability (The District remains responsible for the employer portion of F.I.C.A.) K. Cash-in-lieu payments may be reduced during the term of this Agreement pursuant to Appendix A(II)(6). L. A teacher having less than a full-time (1.0 FTE) assignment shall receive 80% of the amount of the single subscriber premium rate for the insurance plan a pro-rated benefit provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.under this article, as follows:

INSURANCE PROTECTION. A. (A) The Association agrees to work with the Administration to help contain rising health insurance costs. (B) The Board will provide and pay the premium cost for The Michigan Education Special Service Association Group Hospital, Medical Insurance (MESSA/ PAK A Blue Cross Choices II) to all teachers and their dependents who qualify for such protection. Teachers may select either MESSA-PLAN A insurance option (MESSA Super Care I) or MESSA PLAN B (Choices II) but selection of MESSA PLAN A with the Super Care I option, shall result in the teacher paying the difference between the straight or “ala carte” rates of the Super Care I plan and the MESSA Choices II plan for the teacher’s appropriate converge level (single, 2- person or full family). The teacher may elect to pay their share of employee group insurance via a section 125 plan during open enrollment. (The teacher shall begin paying this portion once an open enrollment period has been held and the teacher selects Plan A over Plan B. This shall be held as soon as possible by the district when Choices II becomes available.) Prescription Drug Coverage – Beginning January 1, 2008, the Association (TKEA) agrees to move to the MESSA $10/$20 prescription drug plan. The District agrees to provide a reimbursement pool of $30,000/year for the combined use of TKEA and TKESP. 1. Once the MESSA $10/20 prescription drug plan begins, the staff member shall be responsible for the first $175.00 (Full Family) out-of-pocket prescription drug expenditures. When the aforementioned deductible is met, the staff member shall provide MESSA Plan copies of receipts (names of drugs shall be retracted for privacy reason) establishing the out-of-pocket expenditure. Thereafter, the District agrees to reimburse staff members for all out of pocket expenditures. 2. In the event that the reimbursement pool is depleted, the parties agree to meet and negotiate additional money to the pool. Up to an additional $12,000/year will be made available to add to the reimbursement pool by the District if it is required. 3. If the reimbursement pool is completely depleted, the staff shall be responsible for all out-of-pocket prescription drug reimbursement costs up to $500.00 (Full Family Maximum). The parties further agree that there will be no MAC ingredients cost difference between brand name and generic equivalent without medical justification) pricing reimbursement. Receipts submitted by: Reimbursement paid by: November 30 December 30 February 28 March 30 May 30 June 30 August 30 September 30 The District shall not pay retroactively for receipts submitted after October 1 or Plan 2 described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement expenses incurred for the teacher previous contractual year. The contractual year, for prescription drug deductible purposes, shall be September 1 – August 30. (C) Upon submission of a written application, the Board agrees to provide each full-time employee (teacher) and his/her dependents with the following options. Plan A for employees needing health insurance MESSA Super Care I – XVA – 2 $5/$10 drug card (7/1/07– 12/31/07), $10/$20 drug card (effective 1/1/08) $100/$200 deductible (effective July 1, 2004) Long Term Disability 66.67% $5,000 maximum 90 calendar days - modified fill Freeze on Offsets Alcoholism/drug addiction 2 years Mental/nervous 2 years Delta Dental 90/90/80 Class 1, 2, & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. 50/50/50 coordination of benefits Class 1, 2 & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. Negotiated Life $50,000 AD & D $50,000 Vision VSP-2 Plan B for employees needing health insurance 100% of the premium costs for MESSA Care Choices II $5/$10 drug card (7/1/07 – 12/31/07) $10/$20 drug card (effective 1/1/08) $100/$200 deductible Long Term Disability 66.67% $5,000 maximum 90 calendar days - modified fill Freeze on Offsets Alcoholism/drug addiction 2 years Mental/nervous 2 years Delta Dental 90/90/80 Class 1, 2, & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. 50/50/50 coordination of benefits Class 1, 2 & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. Negotiated Life $50,000 AD & D $50,000 Vision VSP-2 Plan C for employees not needing health insurance Long Term Disability 66.67% $5,000 maximum 90 calendar days - modified fill Freeze on Offsets Alcoholism/drug addiction 2 years Mental/nervous 2 years Delta Dental 90/90/80 Class 1, 2 &3 annual maximum $2,500. 50% Class 4 – ortho lifetime maximum $3,000, includes adult ortho. 50/50/50 coordination of benefits Class 1, 2 & 3 annual maximum $2,500. 50% Class 4, ortho lifetime maximum $3,000, includes adult ortho. Negotiated Life $50,000 AD & D $50,000 Dependent Life $2,000 AD & D Dependent $2,000 Vision VSP-3 $175 per month in cash under a qualified cafeteria plan. (D) Health care protection shall be provided for a full twelve-month period for each employee (teacher) who completes a full academic year of employment, except coverage for retirees shall end June 30, commencing June 30, 2002, and coverage for new hires shall commence September 1, 2001. (E) The health care protection is to be provided to the employee's immediate family and other single eligible dependents as defined by MESSAthe United States Internal Revenue Service provided they fall within the criteria for single, subject to the provisions below.two-party or full family premiums. (Note: clarifies current procedures) B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. (F) Part-time teachers shall receive the Plan 1 premium rate will have their insurance package determined on a pro pro-rata basis (e.g., a teacher employed for three days per week will receive three-fifths to the extent possible under the rules of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deductioncarriers. C. The employer shall pay 80% of the total cost of the MESSA medical premium (G) A dependent care benefit (limit established by law) and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible flexible spending plan (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness3,000.00) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Associationavailable.

INSURANCE PROTECTION. A. Upon receipt of written application, the Board agrees to provide eighty percent (80%) toward the cost of the medical insurance premium and twenty percent (20%) paid by the employee. The twenty percent (20%) employee contribution shall be with pre-tax dollars using the District’s Section 125 plan. Long Term Disability 66 2/3% $5,000monthlymaximum 90 calendar days modified fill – Social Security – Family Freeze, COLA No Alcoholism/drug 2 years limitations Mental/nervous same as any other illness Pre-existing Conditions–Waived Dental insurance generally equivalent to Delta Dental - Class I at 100%, Class II at 80%, Class III at 80%, $1000 annual max; Class IV at 80%: Lifetime Maximum of $2,000 Rider for 2 cleanings Negotiated Life $50,000AD&D Vision insurance VSP-2 Silver Dependent Life $10,000 spouse / $5,000 Child(ren) Plan II MESSA ABC Plan I $1400/2800 deductible The Board shall provide MESSA Plan 1 or Plan 2 described below by making payment of insurance premiums for a full twelve pay eighty percent (1280%) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA Plan II medical premium described below and deductible. 100% provide fifty percent (50%) of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) funding to the employees’ employee’s “Health Equity (HEQ) Equity” Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they workand deductible year. Employee contributions shall The employee’s premium contribution will be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year deducted through a qualified Section 125 plan Plan in equal bi-weekly amounts from the employee’s first paycheck. Employee may contribute, through payroll deduction and shall not be subject electronic transfer additional money towards their “Health Equity” Health Savings Account up to withholdingthe maximum amounts allowed by Federal Law. The EmployerDistrict’s qualified Section 125 plan Plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ employee’s HSA accountsaccounts administered through Health Equity. In the event an the employee electing MESSA Plan 1 is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in to a “Health Equity” Health Savings Account for their qualified spouse or designated dependent if the agreement spouse is also ineligible. The Employer shall fund annually, the employer’s entire annual obligation to either a Flexible Spending Account (the agreed upon “FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money Health Equity” Health Savings Account, on or before December 15 January 1, of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 5,000monthlymaximum 90 calendar days modified fill Pre-existing condition waiver AlcoholFreeze on offsets Alcoholism/drug (2 years Mental/nervous same as any other illnessillness Dental insurance generally equivalent to Delta Dental - Class I at 100%, Class II at 80%, Class III at 80%, $1000 annual max; Class IV at 80%: Lifetime Maximum of $2,000 Negotiated Life $50,000AD&D Vision insurance VSP-2 Silver Dependent Life $10,000 spouse / $5,000 Child(ren) Plan III Dental insurance generally equivalent to Delta Dental - Class I: 100%, Class II: 80%, Class III: 80%, $1000 annual max; Class IV: 80%, Lifetime Maximum of $2,000. Vision insurance VSP-3 Gold Negotiated Life $50,000AD&D Dependent Life $10,000 spouse / $5,000 Child(ren) Long Term Disability 66 2/3% $5,000monthlymaximum 90 calendar days modified fill Freeze on offsets Alcoholism/drug 2 years Mental/Nervous (nervous same as any other illnessillness CASH-IN LIEU- Eighty percent (80%) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the medical insurance plan will be provided to other members employees selecting Plan III. B. The Board will pay one hundred (100%) of the association. cost of ancillary benefits (prorated for part-time TeacherDental, Vision, LTD, and Life). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder . C. Every eligible employee(s) may elect one of the payroll dates for the school year. Any modifications of the Section 125 following: Plan which affect bargaining unit members will be subject to negotiations with the Association.I, Plan II or Plan

INSURANCE PROTECTION. A. All secretaries shall be eligible for health insurance coverage equivalent to :MESSA Super Care I. The School District reserves the sole right to select the insurance carrier or, if self insurance, the administrative service organization. Such health insurance coverage shall include the eligible immediate dependents of the secretary. Members shall be reimbursed for deductibles in the amounts offifty dollars ($50) per year per covered person up to one hundred dollars ($100) per year per family. Annual health reimbursement payments are given to the employee upon verification of reaching deductible (Accounts Payable separate check). B. If the employer elects to provide health insurance by way of self-insurance, the Board shall pay the full insurance premiums. The employee shall continue to be responsible for any deduction or co-pay as stated in the insurance plan specified above. (Example: $2.00 on a prescription.) C. If an employee elects not to take the health insurance, the Board shall provide dental coverage equivalent to Delta Auto +008 and vision coverage equivalent to MES SA Vision Care Plan 2. D. Secretaries electing not to receive health insurance benefits shall be provided by the Board an amount of one hundred and twenty-five ($125.00) dollars per month to be used for a mutually approved tax sheltered annuity, savings bonds, cash, or for other insurance cost per payroll deduction. This is in lieu of health insurance benefits and may be used at the employee's discretion. The amount of cash payment received may be applied per pay by the secretary into a tax-deferred annuity of a Board approved carrier of the member's choice. To elect a tax-deferred annuity, the bargaining unit member shall enter into a salary reduction agreement. The program will be effective December 14, 1995. Benefits currently being provided to a bargaining unit member shall continue in this Collective Bargaining Agreement. Should the parties negotiate changes in the Collective Bargaining Agreement after the effective date of the Plan, the Plan document shall be amended to reflect these changes. The employee will be responsible for all applicable taxes (federal, state, local, and F.I.C.A.) and the Board will be responsible for the employer FJ.C.A. All cost relating to the implementation and administration of benefits under this program shall be borne by the Employer. E. The employer will pay the full premium for dental coverage. The Board reserves the sole right to select the dental carrier or, if self insurance, the administrative organization. F. The employer will pay a maximum of two (2) months insurance premium during the time a secretary is on leave without pay when a secretary is sick or injured and has exhausted her/his sick leave and vacation leave. G. All medical examinations and/or tests required by the Board of Education of the State of Michigan shall be at the Board's expense. H. If a secretary is laid oft: the Board will pay one (1) month insurance premium. I. Insurance premiums (Hea1th/Dental/Optical), and the monetary sum per month in lieu of health insurance (Section F of article) for part-time employees will be pro-rated. X. Upon request of the employee, sick days may be frozen when an employee will be absent because of an illness or injury of eight (8) or more days, while the employee utilizes her/his short term disability insurance. The employee shall inform the Personnel Office in writing, prior to the eighth (8th) day or prior to the twenty-ninth (29th) day they are absent, of their intention of freezing their sick days. In the event written notification is not given, sick days will continue to be used. K. HealthlDentallVision insurance premium increases will be maintained per District during the 1998-2001 Master Agreement (additional cost paid by District). L. The Board will provide vision insurance coverage beginning in the 1998-99 contract year. The Board shall provide MESSA Plan 1 select vision benefits comparable to 11ESSA- VSP 1. M. Employees or Plan 2 described below by making payment their dependents qualifying for District paid health care coverage, shall not receive any "abortion services or benefits" as part of the District paid health insurance premiums for a full benefits. N. The District is in agreement of "All secretaries choosing health care, including those in ten (10) month or twelve (12) month period each year of this Agreement assignments, shall have their insurance coverage provided by the Board for the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions belowentire calendar year. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.

INSURANCE PROTECTION. A. The Board of Education shall provide MESSA Plan 1 health, dental and vision insurance that is equal to or Plan 2 described below by making better than the current coverage The plan will include Preadmission Certification Continued Stay Review and Mandatory Second Surgical Opinion. The deductibles shall remain at $200/400. All new employees shall be provided with employee only health insurance at no cost to them for the first three years of their employment. They may purchase family coverage through payroll deductions if they so choose, in accordance with the rules of the carrier. They shall be eligible for family coverage at Board expense effective in the first full month following the end of their first three years (thirty-six months) of employment. Employees hired after July 1, 1996 shall be eligible for Board payment of insurance premiums premiums, for a full twelve (12) month period each year of this Agreement single or family coverage as defined in the preceding paragraph, for the teacher and his/her eligible dependents as defined designated paid provider plan offered by MESSAthe insurance company. Such employees who choose to enroll in any plan costing more than the designated paid provider plan shall pay the additional cost through payroll deductions. Effective July 1, subject 2006, all teaching staff members with less than three (3) complete years of employment may elect an appropriate level of health benefits under the P.O.S. plan at Board expense. Teaching staff members may buy-up to the provisions traditional coverage through payroll deduction should they choose to do so. It is understood that this agreement is for medical benefits and dental benefits pursuant to B. below, and does not apply to the vision plans. Employees with less than 20 hours of work per week receive no health insurance. Present employees grandfathered. B. Each teacher shall elect either Plan 1 or Plan 2The Board will provide employee and dependents dental insurance, providedexcept for employees hired after September 30, however1991. They will be provided with employee only coverage. They may purchase family coverage through payroll deductions if they so choose, that if a husband and wife are both members in accordance with the rules of the bargaining unit, one carrier. They shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher be eligible for family coverage at Board expense effective in the same first full month following the end of their first three years (thirty-six months) of employment. 100% Preventative/Diagnostic 100% Treatment/Therapy - $25 deductible 100% Periodontics/Oral Surgery 100% Inlays/Crowns 50% /Prosthodontics 50% Orthodontics ($1,000 max) (5 years) per person Annual maximum payment of $1,500 per person. There shall be a 20% cap on the premium, based on the premiums from the 1987-90 contract, for the duration of this contract. Any excess above 20% shall be absorbed by the employee based on the employee's type of coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer Board will continue to provide Vision Care Benefits to employees only. D. Employees may enroll in an H.M.O. program and shall pay 80% of bear the total cost that exceeds the cost of the MESSA medical premium coverage provided in Section A of this article. E. 1. To the extent permitted by law and deductible. 100% of to the nonextent the Board is not precluded from providing coverage for such an employee by N.J.S.A. 18A:16-medical benefits. Additionally14b, the Board agrees will pay an employee fifty percent (50%) of the savings on premiums when an employee switches from Family or Husband and Wife coverage under Paragraph A and/or B above to maintain this 80/20 cost-sharing provision during either single or no coverage. If any other combination change effects a monetary premium savings, such savings will also be split 50%-50% between the life of this AgreementBoard and the employee. This program shall apply only when the employee is eligible for the more costly coverage and voluntarily waives such coverage, and shall not apply to employees whose marital or family situations have changed such that they become ineligible for the broader coverage. Employees may retract their waiver and re-enter or broaden their insurance coverage only at a period or re- entry permitted by the insurance carrier. Payments under this program shall contribute 20% be made at the end of the medical school year. 1. If the premium(s) for health insurance to the Board either will or actually increase at any time because of a decrease or lack of eligible employees opting for coverage or renewing coverage with the Board health insurance provider, then this option to employees shall cease and the last employees in reverse chronological order to exercise this option shall be denied the opportunity to participate and will accept coverage from the carrier as previously. If for any reason a lack of eligible employees apply or accept coverage from the Board’s health insurance provider so as to cause or will cause an increase in premium and the annual deductible. Employer shall fund 100% number of eligible employees cannot be adjusted as stated above to cause premiums to return to, at the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1most, their original levels, then April 1, then July 1, the Board will and does have at its absolute discretion the last installment on October 1 of each year. The District will fund power and ability to discontinue this option or continue the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirementoption under terms it sees fit. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same In order to be eligible to waive coverage as Plan 1 Coverage 66 2/3% stated in this section, the employee must provide proof of salary up alternative health coverage satisfactory to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleaningsboth the Board and the KTA, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Associationcoverage being waived.

INSURANCE PROTECTION. A. The Board shall provide MESSA Plan 1 or Plan 2 described below by making payment of insurance premiums without cost to regular full time drivers, MESSA, Super Care I protection for a full twelve (12) month period each year of this Agreement for the teacher employee and his/her eligible dependents as defined dependents. Double coverage shall not be permitted. Medical premiums shall be paid by MESSAthe Board for six (6) months after sick days expire. The Board shall provide an annuity of one hundred ($100) dollars per month ($1,200 per year) in lieu of health insurance, subject provided a minimum of ten (10) bargianing unit members who currently carry coverage and are eligible for that coverage at the beginning of the 1991-92 school year, will elect to drop that coverage for the provisions below1991-92 school year. B. Each teacher The Board shall elect either provide without cost to regular full time drivers and their eligible dependents the MESSA Delta Dental Plan 1 E in- cluding internal and external coordination of benefits. C. The Board shall provide ten thousand dollars ($10,000) life insurance to regular full time drivers. D. The Board shall provide to each regular full time driver not electing MESSA Super Care I coverage, the sum of $13.36 per month of which the driver will expend the necessary amount to purchase five thousand ($5,000) dollars life insurance if required by the insurance option plan in which the district enrolls the employees. The remainder will be credited toward one or Plan 2, provided, however, that if a husband and wife are both members more of the bargaining unitoptions listed below. The Board shall provide to each regular full time driver receiving MESSA Super Care I coverage, the sum of $11.00 per month to be credited toward one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths or more of the premium rate due to options listed below: 1) additional life insurance 2) dependent life insurance 3) short term disability insurance 4) long term disability insurance 5) supplemental hospital insurance 6) survivor income benefits The amount of coverage provided may be increased at the employee's option by requesting a full-time teacher eligible payroll deduction for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount employer's contribution and the full cost of the appropriate health insurance by direct payment or coverage selected. Such payroll deductiondeductions must remain in force until the next enroll- ment period. C. The employer shall pay 80% E. A regular full time employee whose work week is reduced to less than thirty (30) regular runs per week or who is laid off will be allowed to continue medical insurance coverage subject to the limitation of the total carrier for a maximum of one (1) year providing s/he pays the regular monthly group rate premium for such benefits to the employer. F. The Board shall provide without cost to the employee VSP II with both internal and external coordination of benefits. G. If a health maintenance organization (HMO) option is made avail- able by the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision employer during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for contract each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount employee will be distributed equally throughout given the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject opportunity to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up to the maximum amounts allowed by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirement. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 select such option in lieu of medical insurance shall receive 80% the carrier currently provided. Double coverage will not be permitted. H. The Board will provide a payout at retirement of the amount accumulated sick days, up to a maximum of the single subscriber premium rate for the insurance plan provided to other members of the association. ninety (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association90) days, at twenty five ($25.00) dollars per day.

INSURANCE PROTECTION. A. For full−time teachers who select plan a, the board’s obligation to pay the MESSA pak health insurance portion of the plan a premium shall be limited to the following amounts and the teacher shall pay any portion of the health insurance premium in excess of the following amounts through payroll deduction for a full twelve−month period: Full Family: $15,000 per coverage year Two Person: $11,000 per coverage year Single Subscriber: $5,500 per coverage year The aforementioned amounts shall be adjusted per the publicly funded health insurance contribution act to be consistent with the “caps” in section 3 of that legislation. To determine the health insurance portion of the Plan A premium, the board shall obtain from MESSA information needed to ascertain the Plan A premium and the premiums for the separate insurances which comprise Plan A. The board shall also obtain quotes from MESSA regarding the insurance described in Plan A and Plan B to determine the premiums for that insurance if they were not purchased as part of a pak. Employees will contribute 7% (seven percent) pre−tax, of their vision, dental, negotiated life and long−term disability portions of the Plan A premium and Pak B. This shall also be done through payroll deduction. Both parties agree that once this contract expires employees will be responsible for paying the July 1 MESSA renewal increase commencing with the September payment until a successor agreement is reached. Boyne Falls School will be policyholder of any insurance packages. PLAN A: ABOVE BENEFITS INCLUDE: Choices II PPO Saver RX Prescription ($10/$40) 500/1000 deductible $20 office visit Each member has the option to change coverage choice to ABC plan 1 on an individual basis effective January 1, 2013. Each member must stay on their elected plan for duration of the 2012−2014 contract. This option must be submitted to the business office, in writing, by November 7, 2012. The district will provide a one−time front load of deductible for the 2012−2013 school− year members who choose the ABC Plan 1. This front load shall be re−paid by the employee, through payroll deduction, in full, by the last pay in June of 2013. LTD Plan I 60% 90 Calendar Days modified fill $2,500 Maximum Social Security Freeze Alcoholism/Drug Addiction – Two (2) Year Mental/Nervous – Two (2) Year Delta Dental Plan D−004 60/60/60 with $1,000 maximum lifetime ortho Negotiated Life $50,000 AD&D Vision VSP 3+ Platinum PLAN B: Delta Dental Plan E−007 80/80/80 with $1,300 maximum lifetime ortho Negotiated Life $50,000 AD&D LTD 60% as above Vision VSP 3+ Platinum B. Bargaining unit members not electing MESSA pak Plan A will select MESSA pak Plan B and shall contribute 7% (seven percent) pre−tax, through payroll deduction. An open enrollment period shall be provided whenever contribution subsidy amounts change for the groups. Employees not wishing health insurance subsidy and choosing MESSA Pak Plan B, may apply the equivalent of an individual employee’s single subscriber premium, per the cap as described in Section 5.1 A toward any of the MESSA or Board−approved options. For bargaining unit members who choose MESSA pak Plan B, The Board shall provide MESSA Plan 1 a cash option up to the single subscriber health insurance premium per the cap as described in section 5.1A to the following: 1. The Board shall formally adopt a qualified plan document which complies with Section 125 of the Internal Revenue Code. 2. The amount of cash payment received may be applied by the bargaining unit members to an MEA financial services or Plan 2 described below by making payment of insurance premiums for other approved tax−deferred annuity. To elect a full twelve tax−deferred annuity, the bargaining unit member shall enter into a salary reduction agreement. 3. The program will become effective not more than ninety (1290) month period each year calendar days from the ratification of this Agreement for agreement. Benefits currently being provided to bargaining unit member employees shall continue as is until the teacher newly negotiated benefits program is in effect. 4. All costs relating to the implementation and administration of benefits under this program shall be borne by the Board. 5. The section 125 Administration shall be provided by MESSA Optional or other approved carrier. The employer shall enter into a MESSA Optional administrative services contract. C. Upon request of a bargaining unit member either on, or applying for, either disability (STD) benefits under sub−section B (options), the Board shall allow the long−term disability (LTD) benefits under plans (A) or (B) the above, or short−term bargaining unit member to sign over his/her eligible dependents as defined by MESSAbenefit to school district. The District shall, subject immediately upon receipt of the benefit from the insurance carrier, issue a check to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members bargaining unit member in the full amount of the bargaining unitoriginal benefit, one less applicable taxes. The school district shall select Plan 1 report the appropriate percentage of pro−rated time based upon the percentage of benefit received to the Michigan Public School Employees Retirement System (MPSERS) for credit. Example: A member on LTD at a 66 2/3% benefit for 180 days would have 120 days (66 2/3% of 180) credited for retirement purposes with MPSERS. It is understood and agreed that this provision is in accordance with recent rulings of MPSERS to allow such credit. Members shall use the other Plan 2. Part-time teachers shall following form to request this arrangement: I, (print) hereby request that the Boyne Falls Public School receive the Plan 1 premium rate on a pro rata basis amount of (e.g.long term) (short term) disability benefit that I am authorized to receive from MESSA. I authorize MESSA to disburse the underlined benefit above directly to the school district. In return for my authorization, a teacher employed for three days per week will receive three-fifths the Boyne Falls School District shall, upon receipt of the premium rate due to benefit, issue a full-time teacher eligible check for the same coverage)amount (less taxes) to me through the school district payroll and report the appropriately pro− rated amount of time based on the percentage of my benefit to the Michigan Public School Retirement System (MPSERS) for credit. Those part-time Teacher electing Plan 1 shall pay This request and authorization is according to Section 5.1C of the difference current master agreement between the prorated amount school district and the full Association. Employee Date One copy to member, one copy to school district, one copy to MESSA D. Insurance benefits shall be offered to part−time teacher(s) separate from the MESSA Pak referenced under Section 5.1 A, above, but shall be determined by the appropriate (i.e., half (1/2) time pro−ration of the amount of portions the premium the employer pays for plan a full−time employees (for example, the board will pay a half time employee getting single subscriber 50% of $5,500 even if the cost of the appropriate health insurance care premium is greater than the $5,500 cap) This premium amount shall be available to the teacher(s) to purchase on an ala carte basis from the MESSA health, dental, vision, life and/or long− term disability plans offered by direct payment the carrier. If such part−time teacher(s) do not elect health, then the teacher(s) shall be allowed to place the amount determined in the paragraph above up to the single subscriber premium towards options as provided for in Section 5.1 B, above. Should the teacher(s) wish to place all or payroll deductionpart of this amount towards an annuity as referenced under Section 5.1 B, the teacher(s) shall be allowed to utilize the Section 125 plan referenced under this section as a cash option in lieu of health benefits to do so. C. The E. Any amounts exceeding the employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions subsidy share shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified for a Health Savings Account for any of the months of the deductible plan year, the employer shall contribute the negotiated amount of funding as set forth in the agreement to either a Flexible Spending Account (“FSA”) or a 403(b). Affected employees shall notify the employer where to contribute the money on or before December 15 of each school year. Employees may contribute, through payroll deduction and electronic transfer additional money towards their HSA up shall be pre−tax unless a written notification is submitted to the maximum amounts allowed district by Federal Law. The parties understand that in the event the minimum deductible necessary for a medical plan to comply with HSA eligibility is increased beyond the current deductible level in MESSA ABC Plan 1, the deductible (and the Employer’s funding of the deductible) will automatically adjust to meet the federal minimum requirementteacher. D. Benefit Plan 1 Plan 2 1. Health Insurance MESSA ABC Plan 1 Deductible $1400/$2800 ABC Rx SO OL/OV/SV $0 Coinsurance 2. Long Term Disability MESSA Same as Plan 1 Coverage 66 2/3% of salary up to $7,500 monthly maximum 90 calendar days modified fill Pre-existing condition waiver Alcohol/drug (same as any other illness) Mental/Nervous (same as any other illness) Soc. Sec. Offset- Primary Own- Occupation 2 years COLA- No SS Freeze- Yes 3. Dental Insurance MESSA/Delta Dental Same as Plan 1 Coverage Diag & Prev – 80% Basic Services- 80% (X Rays) Major services 80% Annual Max- $1800 Orthodontics- 80% Lifetime Max- UCR Riders- 2 cleanings, AO 4. Life Insurance MESSA Negotiated Term Same as Plan 1 Life $45,000 with $45,000 AD&D, Waiver of Premium 5. Vision Insurance MESSA Vision Enhanced Same as Plan 1 6. Options Not Available Pursuant to the terms of the District’s Section 125 Plan, All teachers electing to take the Plan 2 option in lieu of medical insurance shall receive 80% of the amount of the single subscriber premium rate for the insurance plan provided to other members of the association. (prorated for part-time Teacher). Cash in lieu payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year. Any modifications of the Section 125 Plan which affect bargaining unit members will be subject to negotiations with the Association.