Common use of Medical and Dental Clause in Contracts

Medical and Dental. The Employer shall provide Medical and Dental Insurance Plans set forth in this article. The Employer and the Guild recognize that coverage changes may be initiated and implemented by the insurance carrier(s) and shall not be prohibited. The Employer acknowledges the duty to bargain the effects of such changes on the Guild membership. The AWC Regence Health First 250 Plan and the Kaiser Twenty Dollar Co-Pay Plan shall be available. The AWC Regence High Deductible Health Plan (HDHP) with Health Savings Account (HSA) will also be available. Employees may select from any plan offered to the bargaining unit. The Employer shall pay the premiums for health and welfare plans (Medical, Vision for employee only, Life, Dental) for the employee. The Employer shall pay 90% of Dental premiums for the employee’s enrolled dependents. The Employer shall pay ninety percent (90 %) of Medical premiums for the employee's dependents who are enrolled in Health First or Kaiser, and 100% of Medical premiums for employee’s dependents who are enrolled in the HDHP plan. The City will not cover the $10 co-pay for yearly vision health checks. If the co-pay is increased to exceed $10 the employer acknowledges the duty to bargain the effects of such changes on the guild membership. Additionally the employer agrees to a Section 125 Plan to provide for pre-tax payments of employee insurance co-pays. For employees enrolled in the HDHP with HSA plan, the Employer will contribute the following annual amounts into the employee’s HSA: Employee Only: $2000 Employee + 1 dependent: $3000 In addition on an annual basis: after the employee pays the first $8,000 of the $10,000 HDHP out-of-pocket maximum (e.g., the $3,000 HSA plus $5,000 additional dollars out of pocket), The City will reimburse the employee up to $2,000 of the remainder of the out-of-pocket maximum. Employee + 2 dependents: $4000 In addition on an annual basis: after the employee pays the first $9,000 of the $10,000 HDHP out-of-pocket maximum (e.g., the $4,000 HSA plus $5,000 additional dollars out of pocket), The City will reimburse the employee up to $1,000 of the remainder of the out-of-pocket maximum. Employee + 3 dependents: $5250 The Employer’s HSA contributions will be paid monthly, except that the first time an employee enrolls in the HDHP Plan the contributions will be paid quarterly. In the event of a change in the number of dependents enrolled in the HDHP, the Employer’s HSA contribution amount will adjust on the first day of the following month. Employees may contribute additional amounts into their HSA subject to IRS limits. No HSA contribution will be made that exceeds the applicable IRS limit or triggers the Affordable Care Act excise tax. The parties agree that the Employer’s total contribution to an employee’s HDHP and HSA will not exceed the amount the Employer would otherwise pay for that employee to enroll in the most costly other plan available to members of the bargaining unit (e.g., Health First 250 in 2019).

Medical and Dental. The Employer shall provide Medical and Dental Insurance Plans set forth in this article. The Employer and the Guild recognize that coverage changes may be initiated and implemented by the insurance carrier(s) and shall not be prohibited. The Employer acknowledges the duty to bargain the effects of such changes on the Guild membership. The AWC Regence Health First 250 Plan and the Kaiser Twenty Dollar Co-Pay Plan shall be available. The AWC Regence High Deductible Health Plan (HDHP) with Health Savings Account (HSA) will also be available. Employees may select from any plan offered to the bargaining unit. The Employer shall pay the premiums for health and welfare plans (Medical, Vision for employee only, Life, Dental) for the employee. The Employer shall pay 90% of Dental premiums for the employee’s enrolled dependents. The Employer shall pay ninety percent (90 %) of Medical premiums for the employee's dependents who are enrolled in Health First or Kaiser, and 100% of Medical premiums for employee’s dependents who are enrolled in the HDHP theHDHP plan. The City will not cover the $10 co-pay for yearly vision health checks. If the co-pay is increased to exceed $10 the employer acknowledges the duty to bargain the effects of such changes on the guild membership. Additionally Additionally, the employer agrees to a Section 125 Plan 125Plan to provide for pre-tax payments of employee insurance co-pays. For employees enrolled in the HDHP with HSA plan, the Employer will contribute the following annual amounts into the employee’s HSA: Employee Only: $2000 Employee + 1 dependent: $3000 In addition on an annual basis: after the employee pays the first $8,000 of the $10,000 HDHP out-of-pocket maximum (e.g., the $3,000 HSA plus $5,000 additional dollars out of pocket), The City will reimburse the employee up to $2,000 of the remainder of the out-of-pocket maximum. Employee + 2 dependents: $4000 In addition on an annual basis: after the employee pays the first $9,000 of the $10,000 HDHP out-of-pocket maximum (e.g., the $4,000 HSA plus $5,000 additional dollars out of pocket), The City will reimburse the employee up to $1,000 of the remainder of the out-of-pocket maximum. Employee + 3 dependents: $5250 The Employer’s HSA contributions will be paid monthly, except that the first time an employee enrolls in the HDHP Plan the contributions will be paid quarterly. In the event of a change in the number of dependents enrolled in the HDHP, the Employer’s HSA contribution amount will adjust on the first day of the following month. Employees may contribute additional amounts into their HSA subject to IRS limits. No HSA contribution will be made that exceeds the applicable IRS limit or triggers the Affordable Care Act excise tax. The parties agree that the Employer’s total contribution to an employee’s HDHP and HSA will not exceed the amount the Employer would otherwise pay for that employee to enroll in the most costly other plan available to members of the bargaining unit (e.g., Health First 250 in 2019).