Common use of Labor/Management Benefits Committee Clause in Contracts

Labor/Management Benefits Committee. Swedish Xxxxxxx and the Union recognize the importance of undertaking joint efforts to ensure that employees have access to cost effective, quality health care and other insurance coverage. Both the Employer and the Union share a mutual interest in researching best practices in cost containment features and benefits that ensure quality but also address increasing costs. In conducting its work the committee will concentrate its efforts on: 1. Comparing behavioral health networks, including but not limited to Optum, Premera, and Lyra, comparing: a. Total number of providers, total number of providers accepting new clients, total number of specialists, total number of specialists accepting new clients, the strengths in coverage and gaps in coverage, and any other considerations the committee deems relevant The Committee will jointly provide a recommendation about the potential network switch for plan year 2021, with the Plan fiduciary retaining ultimate responsibility for the network/administrative decision. The transition period from ratification until plan year 2021 will include: i. Joint communication about the decision-making process, potential network change, and promotion of the Behavioral Health Concierge service ii. A transition of care plan, including outreach to those who may choose to switch providers with a list of in-network providers iii. Additional transition of care coverage that individuals may need 2. Set points goal for health incentive program design. 3. Reviewing identified employee progress toward the Wellness point goal and recommending additional outreach or assistance based on trends or progress by various employee groups 4. Pharmacy benefit and cost control 5. Consumer education and prudent health care purchasing 6. Prevention strategies 7. Enhanced case management services 8. Effective disease management programs 9. Maximizing pharmacy education to avoid adverse drug interactions 10. Drafting a joint message with information about possible billing errors and a process and support system to resubmit possible billing errors since January 1, 2019 (for example Emergency Department bills that were not solely subject to copay). The joint message will also include benefit options, preferred network providers, and ways to address billing concerns. 11. Explore options and viability of the potential to have onsite employee health clinics To address these issues, the parties will establish a Labor Management Benefits Committee with representatives from each bargaining unit. The Union will appoint up to ten (10) bargaining unit representatives to include one (1) organizer to the committee. The Employer will appoint up to ten (10) management representatives, including a medical plan and pharmacy benefits manager (Providence Health Plan) representatives, Ombudsperson, behavioral health professional and Swedish Billing Office representative. The committee shall be advisory and shall meet at least quarterly and more often as mutually agreed. The Union shall appoint one (1) bargaining unit member as committee co-chair. In guiding the committee’s work, utilization data and costs, among other data shall be reviewed. If the committee comes up with any mutually agreed upon recommendations for any changes, the Union and management shall convene a meeting to review the recommendations. The Human Resources’ Caregiver Benefits and Well- being team and medical plan representative(s) will be invited to present information relevant to the Swedish Xxxxxxx’x Health Plan on a quarterly basis.

Labor/Management Benefits Committee. Swedish Xxxxxxx Medical Center and the Union recognize the importance of undertaking joint efforts to ensure that employees have access to cost effective, quality health care and other insurance coverage. Both the Employer and the Union share a mutual interest in researching best practices in cost containment features and benefits that ensure quality but also address increasing costs. In conducting its work the committee will concentrate its efforts on: 1. Comparing behavioral health networks, including but not limited to Optum, Premera, and Lyra, comparing: a. Total number of providers, total number of providers accepting new clients, total number of specialists, total number of specialists accepting new clients, the strengths in coverage and gaps in coverage, and any other considerations the committee deems relevant The Committee will jointly provide a recommendation about the potential network switch for plan year 2021, with the Plan fiduciary retaining ultimate responsibility for the network/administrative decision. The transition period from ratification until plan year 2021 will include: i. Joint communication about the decision-making process, potential network change, and promotion of the Behavioral Health Concierge service ii. A transition of care plan, including outreach to those who may choose to switch providers with a list of in-network providers iii. Additional transition of care coverage that individuals may need 2. Set points goal for health incentive program design. 3. Reviewing identified employee progress toward the Wellness point goal and recommending additional outreach or assistance based on trends or progress by various employee groups 4. Pharmacy benefit and cost control 5. Consumer education and prudent health care purchasing 6. Prevention strategies 7. Enhanced case management services 8. Effective disease management programs 9. Maximizing pharmacy education to avoid adverse drug interactions 10. Drafting a joint message with information about possible billing errors and a process and support system to resubmit possible billing errors since January 1, 2019 (for example Emergency Department bills that were not solely subject to copay). The joint message will also include benefit options, preferred network providers, and ways to address billing concerns. 11. Explore options and viability of the potential to have onsite employee health clinics To address these issues, the parties will establish a Labor Management Benefits Committee with representatives from each bargaining unit. The Union will appoint up to ten (10) bargaining unit representatives to include one (1) organizer to the committee. The Employer will appoint up to ten (10) management representatives, including a medical plan and pharmacy benefits manager (Providence Health Plan) representatives, Ombudsperson, behavioral health professional and Swedish Billing Office representative. The committee shall be advisory and shall meet at least quarterly and more often as mutually agreed. The Union shall appoint one (1) bargaining unit member as committee co-chair. In guiding the committee’s work, utilization data and costs, among other data shall be reviewed. If the committee comes up with any mutually agreed upon recommendations for any changes, the Union and management shall convene a meeting to review the recommendations. The Human Resources’ Caregiver Benefits and Well- Well-being team and medical plan representative(s) will be invited to present information relevant to the Swedish Xxxxxxx’x Medical Center’s Health Plan on a quarterly basis.

Labor/Management Benefits Committee. Swedish Xxxxxxx Medical Center and the Union recognize the importance of undertaking joint efforts to ensure that employees have access to cost effective, quality health care and other insurance coverage. Both the Employer and the Union share a mutual interest in researching best practices in cost containment features and benefits that ensure quality but also address increasing costs. In conducting its work the committee will concentrate its efforts on:to 1. Comparing behavioral health networks, including but not limited to Optum, Premera, and Lyra, comparing: a. Total number of providers, total number of providers accepting new clients, total number of specialists, total number of specialists accepting new clients, the strengths in coverage and gaps in coverage, and any other considerations the committee deems relevant The Committee will jointly provide a recommendation about the potential network switch for plan year 2021, with the Plan fiduciary retaining ultimate responsibility for the network/administrative decision. The transition period from ratification until plan year 2021 will include: i. Joint communication about the decision-making process, potential network change, and promotion of the Behavioral Health Concierge service ii. A transition of care plan, including outreach to those who may choose to switch providers with a list of in-network providers iii. Additional transition of care coverage that individuals may need 2. Set points goal for health incentive program design. 3. Reviewing identified employee progress toward the Wellness point goal and recommending additional outreach or assistance based on trends or progress by various employee groups 4. Pharmacy benefit and cost control 5. Consumer education and prudent health care purchasing 6. Prevention strategies 7. Enhanced case management services 8. Effective disease management programs 9. Maximizing pharmacy education to avoid adverse drug interactions 10. Drafting a joint message with information about possible billing errors and a process and support system to resubmit possible billing errors since January 1, 2019 (for example Emergency Department bills that were not solely subject to copay). The joint message will also include benefit options, preferred network providers, and ways to address billing concerns. 11. Explore options and viability of the potential to have onsite employee health clinics To address these issues, the parties will establish a Labor Management Benefits Committee with representatives from each bargaining unit. The Union will appoint up to ten (10) bargaining unit representatives to include one (1) organizer to the committee. The Employer will appoint up to ten (10) management representatives, including a medical plan and pharmacy benefits manager (Providence Health Plan) representatives, Ombudsperson, behavioral health professional and Swedish Billing Office representative. The committee shall be advisory and shall meet at least quarterly and more often as mutually agreed. The Union shall appoint one (1) bargaining unit member as committee co-chair. In guiding the committee’s work, utilization data and costs, among other data shall be reviewed. If the committee comes up with any mutually agreed upon recommendations for any changes, the Union and management shall convene a meeting to review the recommendations. The Human Resources’ Caregiver Benefits and Well- Well-being team and medical plan representative(s) will be invited to present information relevant to the Swedish Xxxxxxx’x Medical Center’s Health Plan on a quarterly basis.

Labor/Management Benefits Committee. Swedish Xxxxxxx Medical Center and the Union recognize the importance of undertaking joint efforts to ensure that employees have access to cost effective, quality health care and other insurance coverage. Both the Employer and the Union share a mutual interest in researching best practices in cost containment features and benefits that ensure quality but also address increasing costs. In conducting its work the committee will concentrate its efforts on: 1. Comparing behavioral health networks, including but not limited to Optum, Premera, and Lyra, comparing: a. Total number of providers, total number of providers accepting new clients, total number of specialists, total number of specialists accepting new clients, the strengths in coverage and gaps in coverage, and any other considerations the committee deems relevant The Committee will jointly provide a recommendation about the potential network switch for plan year 2021, with the Plan fiduciary retaining ultimate responsibility for the network/administrative decision. The transition period from ratification until plan year 2021 will include:. i. Joint communication about the decision-making process, potential network change, and promotion of the Behavioral Health Concierge service ii. A transition of care plan, including outreach to those who may choose to switch providers with a list of in-network providers iii. Additional transition of care coverage that individuals may need 2. Set points goal for health incentive program design. 3. Reviewing identified employee progress toward the Wellness point goal and recommending additional outreach or assistance based on trends or progress by various employee groups 4. Pharmacy benefit and cost control 5. Consumer education and prudent health care purchasing 6. Prevention strategies 7. Enhanced case management services 8. Effective disease management programs 9. Maximizing pharmacy education to avoid adverse drug interactions 10. Drafting a joint message with information about possible billing errors and a process and support system to resubmit possible billing errors since January 1, 2019 (for example Emergency Department bills that were not solely subject to copay). The joint message will also include benefit options, preferred network providers, and ways to address billing concerns. 11. Explore options and viability of the potential to have onsite employee health clinics To address these issues, the parties will establish a Labor Management Benefits Committee with representatives from each bargaining unit. The Union will appoint up to ten (10) bargaining unit representatives to include one (1) organizer to the committee. The Employer will appoint up to ten (10) management representatives, including a medical plan and pharmacy benefits manager (Providence Health Plan) representatives, Ombudsperson, behavioral health professional and Swedish Billing Office representative. The committee shall be advisory and shall meet at least quarterly and more often as mutually agreed. The Union shall appoint one (1) bargaining unit member as committee co-chair. In guiding the committee’s work, utilization data and costs, among other data shall be reviewed. If the committee comes up with any mutually agreed upon recommendations for any changes, the Union and management shall convene a meeting to review the recommendations. The Human Resources’ Caregiver Benefits and Well- Well-being team and medical plan representative(s) will be invited to present information relevant to the Swedish Xxxxxxx’x Medical Center’s Health Plan on a quarterly basis.

Labor/Management Benefits Committee. Swedish Xxxxxxx Medical Center and the Union recognize the importance of undertaking joint efforts to ensure that employees have access to cost effective, quality health care and other insurance coverage. Both the Employer and the Union share a mutual interest in researching best practices in cost containment features and benefits that ensure quality but also address increasing costs. In conducting its work the committee will concentrate its efforts on:the 1. Comparing behavioral health networks, including but not limited to Optum, Premera, and Lyra, comparing: a. Total number of providers, total number of providers accepting new clients, total number of specialists, total number of specialists accepting new clients, the strengths in coverage and gaps in coverage, and any other considerations the committee deems relevant The Committee will jointly provide a recommendation about the potential network switch for plan year 2021, with the Plan fiduciary retaining ultimate responsibility for the network/administrative decision. The transition period from ratification until plan year 2021 will include: i. Joint communication about the decision-making process, potential network change, and promotion of the Behavioral Health Concierge service ii. A transition of care plan, including outreach to those who may choose to switch providers with a list of in-network providers iii. Additional transition of care coverage that individuals may need 2. Set points goal for health incentive program design. 3. Reviewing identified employee progress toward the Wellness point goal and recommending additional outreach or assistance based on trends or progress by various employee groups 4. Pharmacy benefit and cost control 5. Consumer education and prudent health care purchasing 6. Prevention strategies 7. Enhanced case management services 8. Effective disease management programs 9. Maximizing pharmacy education to avoid adverse drug interactions 10. Drafting a joint message with information about possible billing errors and a process and support system to resubmit possible billing errors since January 1, 2019 (for example Emergency Department bills that were not solely subject to copay). The joint message will also include benefit options, preferred network providers, and ways to address billing concerns. 11. Explore options and viability of the potential to have onsite employee health clinics To address these issues, the parties will establish a Labor Management Benefits Committee with representatives from each bargaining unit. The Union will appoint up to ten (10) bargaining unit representatives to include one (1) organizer to the committee. The Employer will appoint up to ten (10) management representatives, including a medical plan and pharmacy benefits manager (Providence Health Plan) representatives, Ombudsperson, behavioral health professional and Swedish Billing Office representative. The committee shall be advisory and shall meet at least quarterly and more often as mutually agreed. The Union shall appoint one (1) bargaining unit member as committee co-chair. In guiding the committee’s work, utilization data and costs, among other data shall be reviewed. If the committee comes up with any mutually agreed upon recommendations for any changes, the Union and management shall convene a meeting to review the recommendations. The Human Resources’ Caregiver Benefits and Well- Well-being team and medical plan representative(s) will be invited to present information relevant to the Swedish Xxxxxxx’x Medical Center’s Health Plan on a quarterly basis.

Labor/Management Benefits Committee. Swedish Xxxxxxx Medical Center and the Union recognize the importance of undertaking joint efforts to ensure that employees have access to cost effective, quality health care and other insurance coverage. Both the Employer and the Union share a mutual interest in researching best practices in cost containment features and benefits that ensure quality but also address increasing costs. In conducting its work the committee will concentrate its efforts on:share 1. Comparing behavioral health networks, including but not limited to Optum, Premera, and Lyra, comparing: a. Total number of providers, total number of providers accepting new clients, total number of specialists, total number of specialists accepting new clients, the strengths in coverage and gaps in coverage, and any other considerations the committee deems relevant The Committee will jointly provide a recommendation about the potential network switch for plan year 2021, with the Plan fiduciary retaining ultimate responsibility for the network/administrative decision. The transition period from ratification until plan year 2021 will include: i. Joint communication about the decision-making process, potential network change, and promotion of the Behavioral Health Concierge service ii. A transition of care plan, including outreach to those who may choose to switch providers with a list of in-network providers iii. Additional transition of care coverage that individuals may need 2. Set points goal for health incentive program design. 3. Reviewing identified employee progress toward the Wellness point goal and recommending additional outreach or assistance based on trends or progress by various employee groups 4. Pharmacy benefit and cost control 5. Consumer education and prudent health care purchasing 6. Prevention strategies 7. Enhanced case management services 8. Effective disease management programs 9. Maximizing pharmacy education to avoid adverse drug interactions 10. Drafting a joint message with information about possible billing errors and a process and support system to resubmit possible billing errors since January 1, 2019 (for example Emergency Department bills that were not solely subject to copay). The joint message will also include benefit options, preferred network providers, and ways to address billing concerns. 11. Explore options and viability of the potential to have onsite employee health clinics To address these issues, the parties will establish a Labor Management Benefits Committee with representatives from each bargaining unit. The Union will appoint up to ten (10) bargaining unit representatives to include one (1) organizer to the committee. The Employer will appoint up to ten (10) management representatives, including a medical plan and pharmacy benefits manager (Providence Health Plan) representatives, Ombudsperson, behavioral health professional and Swedish Billing Office representative. The committee shall be advisory and shall meet at least quarterly and more often as mutually agreed. The Union shall appoint one (1) bargaining unit member as committee co-chair. In guiding the committee’s work, utilization data and costs, among other data shall be reviewed. If the committee comes up with any mutually agreed upon recommendations for any changes, the Union and management shall convene a meeting to review the recommendations. The Human Resources’ Caregiver Benefits and Well- Well-being team and medical plan representative(s) will be invited to present information relevant to the Swedish Xxxxxxx’x Medical Center’s Health Plan on a quarterly basis.