Common use of INSURANCE PROTECTION Clause in Contracts

INSURANCE PROTECTION. A. The Board shall provide all insurance benefits listed in Section A. for a full twelve-month period of each school year for all teachers in the bargaining unit, except for those teachers electing benefits under Section B. below. Such benefits shall be provided to each teacher and his/her dependents, as defined by MESSA. Coverage will be as follows and bargaining unit members may select option 1 or 2 (option 2 will not be available until January 1, 2017): 1. MESSA ABC Plan 1 2. MESSA ABC Plan 2 Employees may use payroll deduction to contribute to the Health Savings Account (HSA) up to the IRS limit. The employer will pay the full premium up to the statutory State of Michigan hard cap. The hard cap will be smoothed for the two-person and family plans. If premium costs increase over 10% in one year, the parties will meet to discuss alternatives and review bids. If MESSA provides cost saving options during the course of this agreement, the parties will meet to discuss making those plans available to the bargaining unit. There will be no changes without mutual agreement of the parties. This shall not be considered a reopener. 2a. MESSA/Delta Dental Plan E, including the 007 orthodontic rider with no coordination of benefits, or 2b. MESSA/Delta Plan C, including the 03 orthodontic rider with internal and external coordination of benefits. 3. MESSA Term Life Insurance in the amount of sixty thousand dollars ($60,000) for the teacher only. Such insurance protection shall be paid to the teacher's designated beneficiary. In the event of accidental death, the insurance will pay double the specified amount; in the event of accidental dismemberment, the insurance will pay according to the schedule. 4. MESSA Plan VSP-2 Silver Vision Insurance including internal and external coordination of benefits. B. Teachers not electing insurance benefits as described in Section A. above shall be provided by the Board with the following insurance benefits for a full twelve-month period of each school year. The benefits listed below shall be provided, without cost to teachers, to each teacher, not enrolled in benefits under Section A. above, and his/her eligible dependents, as defined by MESSA.

INSURANCE PROTECTION. A. The Board shall provide all insurance benefits listed in Section A. for a full twelve-twelve- month period of each school year for all teachers in the bargaining unit, except for those teachers electing benefits under Section B. below. Such benefits shall be provided to each teacher and his/her dependents, as defined by MESSA. Coverage will be as follows and bargaining unit members may select option 1 or 2 (option 2 will not be available until January 1, 2017):2: 1. MESSA ABC Plan 1 2. MESSA ABC Plan 2 Employees may use payroll deduction to contribute to the Health Savings Account (HSA) up to the IRS limit. The employer will pay the full premium up to the statutory State of Michigan hard cap. The hard cap will be smoothed for the two-person and family plans. If premium costs increase over 10% in one year, the parties will meet to discuss alternatives and review bids. If MESSA provides cost saving options during the course of this agreement, the parties will meet to discuss making those plans available to the bargaining unit. There will be no changes without mutual agreement of the parties. This shall not be considered a reopener. 2a. MESSA/Delta Dental Plan E, including the 007 orthodontic rider with no coordination of benefits, or 2b. MESSA/Delta Plan C, including the 03 orthodontic rider with internal and external coordination of benefits. 3. MESSA Term Life Insurance in the amount of sixty thousand dollars ($60,000) for the teacher only. Such insurance protection shall be paid to the teacher's designated beneficiary. In the event of accidental death, the insurance will pay double the specified amount; in the event of accidental dismemberment, the insurance will pay according to the schedule. 4. MESSA Plan VSP-2 Silver Vision Insurance including internal and external coordination of benefits. B. Teachers not electing insurance benefits as described in Section A. above shall be provided by the Board with the following insurance benefits for a full twelve-month period of each school year. The benefits listed below shall be provided, without cost to teachers, to each teacher, not enrolled in benefits under Section A. above, and his/her eligible dependents, as defined by MESSA.

INSURANCE PROTECTION. Pursuant to the authority set forth in Section 617 of the School Code of 1955, as amended, the Board agrees to furnish to all teachers the following insurance protection: A. The Board shall make payment of insurance premiums for each employee to provide all insurance benefits listed coverage for the full twelve-month (12) period commencing September 1st and ending August 31st. The payments for health insurance premiums shall not exceed the annually adjusted hard cap amounts provided for in Section A. 3 of Public Act 152, being MCL 15.563. If the insurance premium is less than the annually adjusted hard cap, the difference between the hard cap and the insurance premium will be distributed to the Association members in a manner to be mutually agreed upon by the Association and the District. B. The Board shall provide a cash option in lieu of health benefits (the “Cash Payment”). The Board shall develop and implement a qualified plan document which complies with Section 125 of the Internal Revenue Code (the “Plan”). The Board and the Employee shall be responsible for paying their respective FICA taxes on the Cash Payment amount applied to a Tax-Deferred Annuity. The Plan will become effective October 1, 1996. Benefits currently being provided to bargaining unit member employees shall continue as contained in the Collective Bargaining Agreement, up to and after the effective date of the Plan. 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. All costs relating to the implementation and administration of benefits under this program shall be borne by the Board. C. New employees who work less than full-time shall receive a pro-rata contribution towards the cost of fringe benefits. (For example an employee working .6 would receive a sixty percent (60%) subsidy towards the cost of insurance.) If an employee does not pay her/his portion of the benefit subsidy, the district shall not be obligated to pay its portion. D. The Board shall provide group life insurance protection with an accidental Death and Disability rider to be paid to the teacher’s designated beneficiary in the amount of forty-thousand dollars ($40,000). E. The Board will also provide long-term disability (sixty-six and two-thirds (66 2/3) salary after ninety (90) calendar days continuous absence, with maximum of three-thousand dollars ($3,000)) F. The Board shall provide to the employee, MESSA Pak A insurance protections for a full twelve-month (12) period beginning September 1, 2013 and ending August 31, 2014. The Board shall provide the same benefits for the period of each school year September 1, 2014 through August 31, 2015. The Board shall pay all insurance protection costs with the exception of: • A pre-tax co-pay equivalent to the difference between the total health insurance premium and the annually adjusted hard cap provided for all teachers in Section 3 of Public Act 152. • Deductibles • Co-pays for prescriptions • Co-pays for office visits incurred with any of the bargaining unit, except for those teachers electing benefits under Section B. below. Such benefits shall be provided insurance protections Dental Insurance: The Board agrees to provide without cost to each teacher and his/her dependents, as defined by MESSA. Coverage will be as follows and MESSA Delta Dental Care Program including the cost neutral (free) Delta Preferred Option POS (point of service) for each member of the bargaining unit members may select option 1 or 2 (option 2 will not be available until January 1, 2017): 1. MESSA ABC Plan 1 2. MESSA ABC Plan 2 Employees may use payroll deduction to contribute and their eligible dependents according to the Health Savings Account (HSA) up to the IRS limit. The following: Plan C-01 All employees who are covered by an employer will pay the full premium up to the statutory State of Michigan hard cap. The hard cap will be smoothed for the two-person and family plans. If premium costs increase over 10% in one year, the parties will meet to discuss alternatives and review bids. If MESSA provides cost saving options during the course of this agreement, the parties will meet to discuss making those plans available to the bargaining unit. There will be no changes without mutual agreement of the parties. This shall not be considered a reopener. 2a. MESSA/Delta Dental Plan E, including the 007 orthodontic rider with no coordination of benefits, or 2b. MESSA/Delta Plan C, including the 03 orthodontic rider paid dental insurance plan with internal and external coordination of benefits. 3. Class I/II/III/IV Ortho Max $1,300 50/50/50/50 Plan E-007 All other employees Class I/II/III/IV Class III coverage shall have a maximum of $1,300 Ortho Max $1,300 80/80/80/80 The district will provide the DPO-POS to employees provided the cost remains neutral to the district. Health Insurance: The Board agrees to provide MESSA Term Life Insurance in the amount of sixty thousand dollars Choices II ($60,000300/$600 deductible, $20 office visit, Saver Rx Card) plan. The employee may elect single, two-person (2) or full family MESSA Choices II for the teacher only. Such insurance protection shall be paid to the teacher's designated beneficiary. In the event of accidental death, the insurance will pay double the specified amount; in the event of accidental dismemberment, the insurance will pay according to the schedule. 4. MESSA Plan VSP-2 Silver Vision Insurance including internal and external coordination of benefits. B. Teachers not electing insurance benefits as described in Section A. above shall be provided by the Board with the following insurance benefits for a full twelve-month period of each school year. The benefits listed below shall be provided, without cost to teachers, to each teacher, not enrolled in benefits under Section A. above, employee and his/her eligible dependents, dependents including sponsored dependents as defined by MESSAthe carrier and its underwriter. Vision Insurance: The Board will provide VSP III for all bargaining unit members and their dependents. The amount of the Cash Payment received shall be applied by the bargaining unit member to a Tax-Deferred Annuity. The Cash Payment amount shall be two-hundred twenty dollars ($220) per month for the duration of this contract paid monthly into the 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.

INSURANCE PROTECTION. A. The Board shall provide all insurance benefits listed in Section A. for a full twelve-month period of each school year for all teachers in the bargaining unitprovide, except for those teachers electing benefits under Section B. below. Such benefits shall be provided to each teacher and his/her dependents, as defined by MESSA. Coverage will be as follows and bargaining unit members may select option 1 or 2 (option 2 will not be available until January 1, 2017): 1. MESSA ABC Plan 1 2. MESSA ABC Plan 2 Employees may use payroll deduction to contribute to the Health Savings Account (HSA) up to the IRS limit. The employer will pay the full premium up to for all teachers and secretaries with tenure, for the statutory State of Michigan hard capfollowing health care insurance protection: 1. Hospitalization and surgical insurance 2. Major Medical 3. The hard cap Board of Education will have two plans; Horizon Blue Cross PPO and HMO Blue. 4. The Board shall pay $21.35 per employee per month for employee only dental coverage for the duration of this contract. The employee shall contribute the remainder to his/her dental plan. The plan will have an annual maximum reimbursement of $1,500. Family dental beyond the amount specified may be purchased at the employee’s cost if 75% of all employees participate, and if available. B. The Board of Education shall provide single health insurance coverage only for new hires until tenure is granted, at which time they will receive the same benefits as other tenured employees. C. The Board shall provide and will pay the full premium for employee only for all teacher assistants. The Board shall contribute an additional amount for each teacher assistant who may want to increase the scope of their coverage beyond single as follows: D. Prescription coverage that corresponds to an employee’s insurance plan with the Bluecard PPO Program, will be smoothed for the two-person and family plans. If premium costs increase over 10% in one year, the parties will meet to discuss alternatives and review bids. If MESSA provides cost saving options during the course of this agreement, the parties will meet to discuss making those plans available to the bargaining unitprovided on an 80/20 reimbursement plan. There will be no changes other cost to the employee. E. An employee who selects an HMO will be provided prescription coverage in accordance with his/her insurance plan at no cost to the employee. F. The Board may select a carrier of its choice, however, under no circumstances shall benefits be less than those presently in effect. G. The Board agrees to request the carrier to provide each covered employee with a description of the health care insurance coverage provided under this Article which shall include a clear description of conditions and limits of coverage. H. The Board of Education will look into providing FBEA members with a disability package. The cost of which will be paid by the individual member. I. SECTION 125 PLAN 1. Pursuant to and in accordance with Federal Tax Ruling 213 of the Internal Revenue Code, Regulation 1.105 and N.J.S.A. 54A:6-24, the Freehold Borough Board of Education agrees to herein implement a “Section 125 Plan” benefit protection subject to legal implementation and without mutual any additional cost to the Board. Said plan will be an addendum to the collective bargaining agreement of between the parties. This shall not be considered The employee may under this plan, elect a reopener. 2a. MESSA/Delta Dental Plan E, including cash option to the 007 orthodontic rider with no coordination of benefits, or 2b. MESSA/Delta Plan C, including district health benefits provided the 03 orthodontic rider with internal and external coordination of benefitsemployee certifies in writing to the Board that the employee is receiving substantially similar benefits from another source. 3I. SECTION 125 PLAN (continued) 2. MESSA Term Life Insurance Employees may elect a cash payment of their respective eligible total health care premium cost (medical, and prescription) in lieu of health benefits as follows: A. Upon retirement, all employees shall be entitled to receive retirement pay based upon accumulated sick leave unused at time of retirement. The amount of pay shall be computed at the rate of the retiring person’s pay in the amount year of sixty thousand dollars ($60,000) for the teacher onlyretirement. Such insurance protection Payment shall be paid to the teacher's designated beneficiary. In the event made for one (1) day of accidental death, the insurance will pay double the specified amount; in the event of accidental dismemberment, the insurance will pay according to the schedule. every four (4. MESSA Plan VSP-2 Silver Vision Insurance including internal ) days for unused and external coordination of benefitsaccumulated sick leave. B. Teachers not electing insurance benefits In order to qualify for this pay, the covered employee must give the Board written notice of intention to retire by February 1 of the school year in which retirement is to take place. C. In the case of an eligible employee’s death as described in Section A. above designated by the TPAF, their estate shall receive full payment of this benefit as accrued by the employee. D. The cap on any amount payable under this article, for the remainder of this contract, shall be provided the following: A. Application and approval of the courses to be taken must be obtained from the Superintendent of Schools prior to starting the course. B. Courses will not be approved unless they are a part of a planned program leading to a definite educational objective related to the assigned position of the applicant, or the courses must be directly related to the individual’s professional needs as determined by his assigned position. C. All courses eligible for tuition reimbursement must be successfully completed with a grade of “B” or better. All grades must be submitted to the Superintendent by September of the new school year so that reimbursement may be made in a timely fashion. It is understood that no tuition shall be reimbursed by the Board with if the following insurance benefits applicant is being reimbursed by any other source or agency. Tuition reimbursement will not be higher than the lowest New Jersey State College rate. D. Course programs approved by the Superintendent from July 1, through June 30, will be eligible for reimbursement in September provided the teacher has not resigned their employment in the district. The appropriate state and federal taxes will be withheld as per state and federal regulations. Teachers completing all program requirements will advance in September to the appropriate advanced degree column of the guide upon receipt of the appropriate documentation. E. Beginning on July 1, tuition reimbursement money will be capped at $12,000 for the length of this contract. To assure the equitable distribution of funding, this money shall be divided into equal amounts per credit hour for those teachers who successfully fulfill the requirements (grade of “B” or better). It should be noted that this method may result in reimbursement that is not equal to the New Jersey State College rates. Any monies not expended will be added to the tuition reimbursement cap for the next year. F. The tuition reimbursement shall be limited to a full twelve-month period maximum of each school twelve (12) credits for tenured teachers and six (6) credits for non- tenured teachers per year. The benefits listed below shall Grades for course work must be provided, without cost submitted to teachers, the Superintendent’s office prior to each teacher, not enrolled in benefits under Section A. above, and his/her eligible dependents, as defined by MESSAany reimbursement.

INSURANCE PROTECTION. A. The Board shall provide all insurance benefits listed in Section A. A for a full twelve-month period of each school year for all teachers secretaries in the bargaining unit, except for those teachers secretaries electing benefits under Section B. B below. Such benefits shall be provided to each teacher secretary and his/her dependents, as defined by MESSA. Coverage will be as follows and bargaining unit members may select option 1 or 2 (option 2 will not be available until January 1, 2017):. 1. MESSA ABC Plan 1 2. CHOICES Health Insurance: When appropriate, MESSA ABC Plan 2 Employees may use payroll deduction to contribute to the Health Savings Account (HSA) up to the IRS limit. The employer will pay the full CHOICES, $100/$200 deductible with a $10/$20 prescription card or MESSA Limited Medicare Supplement and Medicare, Part B, premium up to the statutory State of Michigan hard cap. The hard cap will shall be smoothed for the two-person and family plans. If premium costs increase over 10% in one year, the parties will meet to discuss alternatives and review bids. If MESSA provides cost saving options during the course of this agreement, the parties will meet to discuss making those plans available to the bargaining unit. There will be no changes without mutual agreement paid on behalf of the partiessecretary, his/her spouse, and/or dependents eligible for Medicare. This Each secretary who elects benefits under this Section shall not be considered a reopener. 2apay towards their benefits as follows: 2009-10 $10/month 2010-11 $20/month 2011-12 $25/month 2. MESSA/Delta Dental Plan EPlan, including the 007 004 orthodontic rider with no coordination of benefits. Dental maximums of $1,200 for Class I, or 2bII, and III; $1,500 Class IV. B. Secretaries not electing insurance benefits as described in Section A above shall be provided by the Board with the following insurance benefits for a full twelve-month period of each school year. The benefits listed below shall be provided, without cost to secretaries not enrolled in benefits under Section A above and his/her eligible dependents, as defined by MESSA. 1. MESSA/Delta Plan CDental Plan, including the 03 004 orthodontic rider with internal and external coordination of benefits. Dental maximums of $1,200 for Class I, II, and III; $1,500 Class IV. 32. MESSA Term Life Insurance in the amount of sixty fifty thousand dollars ($60,00050,000) for the teacher secretary only. Such insurance protection shall be paid to the teacher's secretary’s designated beneficiary. In the event of accidental death, the insurance will pay double the specified amount; in the event of accidental dismemberment, the insurance will pay according to the schedule. 43. MESSA Plan VSP-2 Silver Vision Insurance including internal and external coordination of benefits. B. Teachers not electing 4. Each secretary shall receive a cash payment through the cafeteria plan of one hundred fifty dollars ($150) per month. Secretaries may apply this amount to one of the Board approved annuity carriers. C. The Board shall provide, without cost to the secretaries, MESSA Plan II Long-Term Disability Insurance for each secretary. Benefits shall be paid at sixty-six and two-thirds percent (66 2/3%) of salary and shall begin after expiration of ninety (90) calendar days or at the exhaustion of his/her personal leave bank and common bank days, whichever is longer. The maximum monthly amount shall be up to $3,000. Health benefits shall continue at no cost to the secretary for 24 months in the event of total disability. D. The above insurance benefits as described in Section A. above coverages shall be provided by the Board with the following insurance benefits for a full twelve-month period of each school yearto all secretaries that are normally scheduled to work 32.5 hours or more per week. The benefits listed below Board shall pay the pro-rata portion of the premiums for those that are scheduled to work less than 32.5 hours per week based upon the ratio of average number of hours regularly scheduled to 32.5. E. Each secretary, upon his/her date of employment and annually thereafter, is eligible to participate in the School District’s Cafeteria Plan, Healthcare Reimbursement Plan and Dependent Care Reimbursement Plan. Section 2. Any secretary carrying double coverage in the area of employer- paid health insurance shall be providedrequired to reimburse the Board of Education in the amount of the premium paid on behalf of that employee during the contract. Double coverage shall be defined as having any full family, without cost to teachersfully paid by the employer, to each teacher, not enrolled in benefits equal or better health coverage program available for the secretary from any other source. Section 3. Any secretary who is absent because of an injury compensable under Section A. above, the Michigan Workers’ Compensation Law shall receive from the Board the difference between the allowance under the Workers’ Compensation Law and his/her eligible dependentsregular salary for the duration of the absence due to injury up to a limit of three hundred sixty-five (365) calendar days. However, in no event shall a secretary receive an amount which exceeds his/her salary. The difference between such regular salary payment and the daily amount received under the Workers’ Compensation Law shall be divided by the secretary’s regular daily salary for each day or days of absence and the quotient thereof shall be chargeable to, and deducted from, the secretary’s common sick leave bank. If absence continues beyond three hundred sixty-five (365) days, further absences shall be charged, pro- rata, to the secretary’s personal accumulative sick leave bank. Secretaries absent due to such injury/illness shall continue to accrue seniority, salary credit and advancement, and all other rights and benefits as defined provided by MESSAthis Agreement for the duration of the illness. Eligibility for insurance benefits will be maintained for a minimum of twelve (12) months and for as long as the secretary continues to receive paid leave under either the secretary’s common sick leave bank or the secretary’s personal accumulative sick leave bank.

INSURANCE PROTECTION. A. The Board shall provide all insurance benefits listed in Section A. A for a full twelve-month period of each school year for all teachers secretaries in the bargaining unit, except for those teachers secretaries electing benefits under Section B. B below. Such benefits shall be provided provided, without cost to the secretaries, to each teacher secretary and his/her dependents, as defined by MESSA. Coverage will be as follows and bargaining unit members may select option 1 or 2 (option 2 will not be available until January 1, 2017):. 1. MESSA ABC Plan 1CHOICES Health Insurance: When appropriate, MESSA CHOICES with a $10/$20 prescription card or MESSA Limited Medicare Supplement and Medicare, Part B, premium shall be paid on behalf of the secretary, his/her spouse, and/or dependents eligible for Medicare. 2. MESSA ABC Plan 2 Employees may use payroll deduction to contribute to the Health Savings Account (HSA) up to the IRS limit. The employer will pay the full premium up to the statutory State of Michigan hard cap. The hard cap will be smoothed for the two-person and family plans. If premium costs increase over 10% in one year, the parties will meet to discuss alternatives and review bids. If MESSA provides cost saving options during the course of this agreement, the parties will meet to discuss making those plans available to the bargaining unit. There will be no changes without mutual agreement of the parties. This shall not be considered a reopener. 2a. MESSA/Delta Dental Plan EPlan, including the 007 004 orthodontic rider with no coordination of benefits. Dental maximums of $1,200 for Class I, or 2bII, and III; $1,500 Class IV. B. Secretaries not electing insurance benefits as described in Section A above shall be provided by the Board with the following insurance benefits for a full twelve-month period of each school year. The benefits listed below shall be provided, without cost to secretaries not enrolled in benefits under Section A above and his/her eligible dependents, as defined by MESSA. 1. MESSA/Delta Plan CDental Plan, including the 03 004 orthodontic rider with internal and external coordination of benefits. Dental maximums of $1,200 for Class I, II, and III; $1,500 Class IV. 32. MESSA Term Life Insurance in the amount of sixty fifty thousand dollars ($60,00050,000) for the teacher secretary only. Such insurance protection shall be paid to the teacher's secretary’s designated beneficiary. In the event of accidental death, the insurance will pay double the specified amount; in the event of accidental dismemberment, the insurance will pay according to the schedule. 43. MESSA Plan VSP-2 Silver Vision Insurance including internal and external coordination of benefits. B. Teachers not electing 4. Each secretary shall receive a cash payment through the cafeteria plan of one hundred fifty dollars ($150) per month. Secretaries may apply this amount to one of the Board approved annuity carriers. C. The Board shall provide, without cost to the secretaries, MESSA Plan II Long-Term Disability Insurance for each secretary. Benefits shall be paid at sixty-six and two-thirds percent (66 2/3%) of salary and shall begin after expiration of ninety (90) calendar days or at the exhaustion of his/her personal leave bank and common bank days, whichever is longer. The maximum monthly amount shall be up to $3,000. Health benefits shall continue at no cost to the secretary for 24 months in the event of total disability. D. The above insurance benefits as described in Section A. above coverages shall be provided by the Board with the following insurance benefits for a full twelve-month period of each school yearto all secretaries that are normally scheduled to work 32.5 hours or more per week. The benefits listed below Board shall pay the pro-rata portion of the premiums for those that are scheduled to work less than 32.5 hours per week based upon the ratio of average number of hours regularly scheduled to 32.5. E. Each secretary, upon his/her date of employment and annually thereafter, is eligible to participate in the School District’s Cafeteria Plan, Healthcare Reimbursement Plan and Dependent Care Reimbursement Plan. Section 2. Any secretary carrying double coverage in the area of employer- paid health insurance shall be providedrequired to reimburse the Board of Education in the amount of the premium paid on behalf of that employee during the contract. Double coverage shall be defined as having any full family, without cost to teachersfully paid by the employer, to each teacher, not enrolled in benefits equal or better health coverage program available for the secretary from any other source. Section 3. Any secretary who is absent because of an injury compensable under Section A. above, the Michigan Worker’s Compensation Law shall receive from the Board the difference between the allowance under the Worker’s Compensation Law and his/her eligible dependentsregular salary for the duration of the absence due to injury up to a limit of three hundred sixty-five (365) calendar days. However, as defined by MESSAin no event shall a secretary receive an amount which exceeds his/her salary. Section 4. Upon retirement (under provisions of the Michigan Retirement Act) with a minimum of ten continuous years in the school district, said employee shall receive a terminal leave payment equal to one percent (1%) of the minimum base salary of her classification times the number of years of service in the Berkley School District. Said payment will be provided to the employee in June via a 403b account.