Medical and Extended Health Sample Clauses

Medical and Extended Health. Employees who have completed their probationary period may participate in the approved Medical Plan and in the Extended Health Benefit Plan. The Extended Health Benefit Plan shall provide coverage to one hundred thousand dollars ($100,000) and shall include a vision care provision of two hundred dollars ($200) per two (2) calendar years and effective July 1, 2001, hearing aids to a maximum of one thousand ($1,000) every five years. The costs of the premium shall be shared 80/20 by the Employer and the employees respectively. Effective July 1, 1999 the cost of the Extended Health Benefit premiums shall be assumed by the Employer.
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Medical and Extended Health. All Regular Full-Time Employees shall be covered the first of the month following date of hire and all Temporary Full-Time Employees shall be covered the first of the month following completion of six (6) calendar months by a Medical Plan and by an Extended Health Care Plan. The Extended Health Care Plan has an annual deductible of one hundred and fifty dollars ($150.00), and a lifetime maximum of three million dollars ($3,000,000) per person. A complete list of benefit entitlements, which are subject to the provisions of the Plan, can be found on the Delta Police Board Intranet or at the Human Resources or CUPE offices. The premiums for the Medical Plan will be paid eighty percent (80%) by the Board and twenty percent (20%) by the employees whose contributions shall be made by payroll deductions. The premiums for the Extended Health Care Plan will be paid ninety percent (90%) by the Board and ten percent (10%) by the employees whose contributions shall be made by payroll deductions.
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Medical and Extended Health. All Regular Full-Time Employees shall be covered the first of the month following date of hire and all Temporary Full-Time Employees shall be covered the first of the month following completion of six (6) calendar months by a Medical Services Plan and by an Extended Health Care Plan. The Extended Health Care Plan has an annual deductible of one hundred fifty dollars ($150.00) and a lifetime maximum of three million dollars ($3,000,000) per person.
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Medical and Extended Health. All Regular Full-Time and Temporary Full-Time Employees after the completion of six
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Medical and Extended Health. All Regular Full-Time Employees shall be covered the first of the month following date of hire and all Temporary Full-Time Employees shall be covered the first of the month following completion of six (6) calendar months by a Medical Plan and by an Extended Health Care Plan. The Extended Health Care Plan has an annual deductible of $150.00 and a lifetime maximum of $1,000,000 per person. A complete listing of benefit entitlements, which are subject to the provisions of the Plan, can be found on The Corporation of Delta Intranet, or at the Human Resources or CUPE offices. The Corporation shall pay seventy-five percent (75%) (effective 2007 September 01, eighty percent (80%)) and the employees shall pay twenty-five percent (25%) (effective 2007 September 01, twenty percent (20%)) of the premium for the Medical Plan. The Corporation shall pay eighty-five percent (85%) (effective 2007 September 01, ninety percent (90%)) and the employees shall pay fifteen percent (15%) (effective 2007 September 01, ten percent (10%)) of the premium for the Extended Health Care Plan.
Sample 1
Medical and Extended Health. All Regular Full‐Time Employees shall be covered the first of the month following date of hire and all Temporary Full‐Time Employees shall be covered the first of the month following completion of six (6) calendar months by a Medical Services Plan and by an Extended Health Care Plan. The Extended Health Care Plan has an annual deductible of $150.00 and a lifetime maximum of $3,000,000 per person. A complete listing of benefit entitlements, which are subject to the provisions of the Plan, can be found on The Corporation of Delta Intranet, or at the Human Resources or CUPE offices. The Corporation shall pay eighty percent (80%) and the employees shall pay twenty percent (20%) of the premium for the Medical Plan. The Corporation shall pay ninety percent (90%) and the employees shall pay ten percent (10%) of the premium for the Extended Health Care Plan.
Sample 1
Medical and Extended Health. The Board will contribute of the premium of the Ontario Health and District School Board's Supplemental Coverage and Extended Health Care Plan. prescription change required.
Sample 1
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Medical and Extended Health. All Regular Full-Time Employees shall be covered the first of the month following date of hire and all Temporary Full-Time Employees shall be covered the first of the month following completion of six (6) calendar months by a Medical Plan and by an Extended Health Care Plan. The Extended Health Care Plan has an annual deductible of $150.00, and a lifetime maximum of $1,000,000 per person. A complete list of benefit entitlements, which are subject to the provisions of the Plan, can be found on the Delta Police Board Intranet or at the Human Resources or CUPE offices. The premiums for the Medical Plan will be paid seventy-five percent (75%) (effective 2007 September 01, eighty percent (80%)) by the Board and twenty-five percent (25%) (effective 2007 September 01, twenty percent (20%)) by the employees whose contributions shall be made by payroll deductions. The premiums for the Extended Health Care Plan will be paid eighty-five percent (85%) (effective 2007 September 01, ninety percent (90%)) by the Board and fifteen percent (15%) (effective 2007 September 01, ten percent (10%)) by the employees whose contributions shall be made by payroll deductions.
Sample 1
Medical and Extended Health. Basic medical coverage will be provided under the overall Medical Services Plan of British Columbia and coverage under an Extended Health Benefit Plan will also be maintained. The full cost of these plans will be borne by the Company. The Extended Health Benefit Plan has an annual deductible of $25.00 and pays 100% of eligible expenses, which includes 100% of any paramedical practitioner fees, to a combined maximum of $1000 per annum for the employee and each eligible dependent. The claimable amount for eligible prescription receipts is $1500 subject to the above (where benefits duplicate those of the Provincial Pharmacare Plan). Effective July 1, 1996, dependents to be covered are the employee’s spouse and unmarried dependent children to age 19, or unmarried dependent children to age 25 if they are a full-time student of a recognized educational institute. Employees will be provided with a prescription drug card in order to facilitate electronic payments through the insurer. The employee is responsible to the pharmacy for any portion of the claim that is not covered under the plan. Basic medical coverage will be provided under Medical Services Plan of British Columbia (MSP) for retirees and surviving spouse provided the employee retired with 15 years of service. Coverage under the Extended Health Benefit Plan (EHB) will also be maintained for retirees at the benefit level in place at time of retirement. Surviving spouses and dependents are not eligible for the EHB plan. The full cost of these Plans will be borne by the Company. Employees and retirees will be covered for Emergency Medical Assistance when traveling outside of BC.
Sample 1

Related to Medical and Extended Health

  • Extended Health Care The Hospital shall contribute on behalf of each eligible employee seventy-five percent (75%) of the billed premium under the Extended Health Care Plan (Liberty Health $15-25 deductible plan including hearing aids with a maximum of $300.00 per person and vision care with a maximum of $150.00 every 24 months per person, or its equivalent) provided the balance of the monthly premium is paid by employees through payroll deduction. Any Hospital currently paying more than 75% of the premium shall continue to do so. The drug formulary shall be as defined by Liberty Health Formulary Three.

  • Extended Health Care Plan ‌ The Employer shall pay the monthly premium for regular employees entitled to coverage under a mutually acceptable extended health care plan.

  • Extended Health Plan An employee who makes an election under this provision must enrol in each and every of the benefit plans and shall not be entitled to except any of them.

  • Extended Health Fifty percent (50%) of the billed premium towards coverage of eligible nurses in the active employ for the Extended Health Care Benefits as provided under the VON National Group Insurance Plan, provided that the balance of the premium is paid by each nurse through payroll deductions.

  • Extended Health Care Benefits The City will provide for all employees by contract through an insurer selected by the City an Extended Health Care Plan which will provide extended health care benefits. The City shall pay one hundred per cent (100%) of the premiums, which will include any premiums payable under The Health Insurance Act, R.S.O. 1990, as amended.

  • Extended Health Benefits The extended health benefits coverage for CUPE and Fire will be amended to include:

  • Clinical Management for Behavioral Health Services (CMBHS) System 1. request access to CMBHS via the CMBHS Helpline at (000) 000-0000. 2. use the CMBHS time frames specified by System Agency. 3. use System Agency-specified functionality of the CMBHS in its entirety. 4. submit all bills and reports to System Agency through the CMBHS, unless otherwise instructed.

  • Health Promotion and Health Education Both parties to this Agreement recognize the value and importance of health promotion and health education programs. Such programs can assist employees and their dependents to maintain and enhance their health, and to make appropriate use of the health care system. To work toward these goals:

  • PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT A. The Board of Education agrees to pay the actual tuition costs of courses taken by a teacher at accredited colleges or universities up to three courses per two (2) year fiscal periods from July 1, 2006 to June 30, 2008 and July 1, 2008 to June 30, 2010 respectively, except as follows: 1. No teacher may be reimbursed for courses taken during the first year of teaching in Vineland. 2. Teachers taking courses in the second and third years of employment in Vineland will not receive remuneration until tenure has been secured. The remuneration will then be retroactive and will be paid to the teacher in a lump sum within sixty (60) days after the teacher has secured tenure. 3. All courses must be pre-approved by the Superintendent or his designee subject to the following requirements: (a) A teacher must provide official documentation that he/she has obtained a grade of B or better; (b) Reimbursement shall be paid only for courses directly related to teacher’s teaching field which increase the teacher’s content knowledge and are related to the teacher’s current certification, as determined by the Superintendent or his/her designee in his/her sole discretion; no reimbursement shall be paid for courses leading to a post graduate or professional degree in a field other than education or teaching. Further, effective September 1, 2010, all newly hired teachers shall not be eligible for reimbursement until they are tenured, and they shall not be eligible for retroactive reimbursement upon gaining tenure for courses taken prior to being tenured. (c) The maximum total payments to be made by the Board shall not exceed $130,000.00. Courses shall be applied for no earlier than the following dates: Summer Session - April 1 Fall/Winter Session - June 1 Spring Session - October 1 Courses must, as set forth hereinabove in this sub-article 18.A.3, be pre-approved by the Superintendent or his designee, prior to the teacher commencing the course(s); and (d) Teacher taking courses shall sign a contract requiring them to reimburse the Board for all tuition paid for a course if the teacher shall voluntarily leave the employ of the Board within one (1) full school/academic year of completion of said course, except that reimbursement shall not be required when the teacher shall voluntarily leave the employ of the Board due to a significant, documented life change. 4. Tuition reimbursement costs shall be a sum not to exceed the actual cost of college credits charged in an accredited public State college/University of the State of New Jersey. B. When the Superintendent initiates in-service training courses, workshops, conferences and programs designed to improve the quality of instruction, the cooperation of the Vineland Education Association will be solicited. Notwithstanding the above, the initiation of in-service training courses, workshops, conferences and programs shall be determined solely at the discretion of the Board. C. One professional leave day may be granted to a teacher upon request, according to the following guidelines: 1. The professional day may be for attendance at a workshop, seminar or visit to another school for the expressed purpose of self professional improvement for the job. 2. The request shall arrive in the office of the Superintendent of Schools at least ten (10) working days prior to the date requested and shall be reviewed by the immediate supervisor prior to submission. The Board reserves the right to deny a professional leave day before or immediately following a holiday or on a day which by its nature suggests a hardship for providing a substitute. 3. No more than two teachers from any one elementary school or from any one department in the secondary schools may be granted a professional leave for a given day. 4. The teacher may be required to submit a report to the Superintendent of Schools, Assistant Superintendent, supervisor (s), principal and staff regarding the activity of the professional day. 5. Costs incurred by the teacher for the professional day authorized under this Section shall be the teacher’s responsibility. 6. A maximum of 90 professional leave days may be authorized for the school year which shall be apportioned as follows: elementary, 35; grades seven and eight, 20; and high school, 35. D. If the Board initiates a teacher’s attendance at a professional workshop, seminar or visit, the expenses shall be the responsibility of the Board. Further, this day shall not be subtracted from the 90 professional leave days granted to teachers of the Association. E. The Board agrees to pay the full cost of courses taken by secretaries related to skills and knowledge improvement when such courses are required and approved by the Board. F. The Board and the Association agree that it is important to communicate when developing and implementing current and future learning technologies, including but not limited to distance and on-line learning.

  • Behavioral Health Services Behavioral health services include the evaluation, management, and treatment for a mental health or substance use disorder condition. For the purpose of this plan, substance use disorder does not include addiction to or abuse of tobacco and/or caffeine. Mental health or substance use disorders are those that are listed in the most updated volume of either: • the Diagnostic and Statistical Manual of Mental Disorders (DSM) published by the American Psychiatric Association; or • the International Classification of Disease Manual (ICD) published by the World Health Organization. This plan provides parity in benefits for behavioral healthcare services. Please see Section 10 for additional information regarding behavioral healthcare parity. This plan covers behavioral health services if you are inpatient at a general or specialty hospital. See Inpatient Services in Section 3 for additional information. This plan covers services at behavioral health residential treatment facilities, which provide: • clinical treatment; • medication evaluation management; and • 24-hour on site availability of health professional staff, as required by licensing regulations. This plan covers intermediate care services, which are facility-based programs that are: • more intensive than traditional outpatient services; • less intensive than 24-hour inpatient hospital or residential treatment facility services; and • used as a step down from a higher level of care; or • used a step-up from standard care level of care. Intermediate care services include the following: • Partial Hospital Program (PHP) – PHPs are structured and medically supervised day, evening, or nighttime treatment programs providing individualized treatment plans. A PHP typically runs for five hours a day, five days per week. • Intensive Outpatient Program (IOP) – An IOP provides substantial clinical support for patients who are either in transition from a higher level of care or at risk for admission to a higher level of care. An IOP typically runs for three hours per day, three days per week.

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