Common use of Medical and Life Insurance Clause in Contracts

Medical and Life Insurance. District No. 513 will provide medical and life insurance programs for employees and dependents based on the lowest and most responsible bidder. The Board agrees to pay 80 percent of all health benefits and the faculty covered by this agreement will pay the remaining 20 percent. During FY2012, the District and the Federation will cooperate to develop and implement the Comprehensive Worksite Health Promotion Program (CWHPP) recommended by the District. Key components of the CWHPP are a Health Risk Appraisal (HRA) and premium incentives. The results of which are useful in the effectiveness of a CWHPP. The District shall implement the CWHPP on January 1, 2012. Any recommendations from the Federation for modification of the proposed CWHPP shall be made to the District no later than May 1, 2012. Annual health screening to develop an HRA will be available for all faculty and covered spouses/partners. Each employee may choose from the following Health Screening options. Option A: Participate in the Annual Health Screening • Dependents are not required to participate • Completed during the Fall semester or prior to December 15 of each year • Free to employees and any spouse/partner covered under the College insurance plan • Will be available on the Xxxxxxx campus for a defined period of time each Fall semester • Covered under the Health Insurance Portability and Accountability Act (HIPAA) • No consequence to the individual based on screening results during the first calendar year after the initial screening. • Employee contributes 22% toward health insurance premium for all categories of insurance coverage until screening is completed New hires shall be allowed to be screened at a facility approved by the district’s population health screening company within the first 30 days of employment. To the extent that the employee is screened, the employee shall be allowed to participate in this program, the College shall pay 80% of health insurance premiums for all categories of insurance coverage during the period lasting from the date of hire through the end of the calendar year. In the event the new hire elects not to undergo screening, the College shall pay 78% of health insurance premiums for all categories of insurance coverage. Such new hires will participate in this program consistent with other previously existing employees during subsequent calendar years. Beginning with January 1, 2013, the College shall pay 80% of health insurance premiums for all categories of insurance coverage for those that participated in IVCC’s annual wellness screening and received a total score in the healthy range or demonstrated adequate improvement (or qualifies for an exception) as determined by the district’s population health management company. Beginning with January 1, 2013, College shall pay 78% of health insurance premiums for all categories of insurance coverage for those that did not participate in IVCC’s annual wellness screening or did not receive a total score in the healthy range and failed to demonstrate adequate improvement (unless qualified for an exception) as determined by the district’s population health management company. The College shall pay 78% of health insurance premiums for all categories of insurance coverage for faculty that return from leave (such as but not limited to Sabbaticals, FMLA, or Military) who fail to participate in a screening or did not receive a total score in the healthy range and failed to demonstrate adequate improvement (unless qualified for an exception) as determined by the District’s population health management company within thirty (30) days after their return to normal duties. In the event the District does not offer an Annual Health Screening, all faculty participating in the District’s insurance program will contribute 20% towards health insurance premiums for all categories of insurance. The Board will provide at its expense term life insurance with a face value of $60,000. Accidental Death and Dismemberment (AD&D) insurance will also be provided by the Board. A faculty member will be allowed to continue the College's health insurance coverage, as the College recognizes COBRA (Consolidated Omnibus Budget Reconciliation Act) and adheres to the extension of benefits. At the end of the time period provided for in the act, a conversion policy is available through the College's health insurance company. Any full-time faculty member with 10 or more years of full-time service at IVCC who chooses retirement shall be allowed to buy into whatever group health insurance policy the College is carrying on its employees at the time he/she retires. The faculty member shall be allowed to buy in at the then-current group rate during the year when the participation occurs and shall be allowed to do likewise in succeeding years until he/she reaches the age to qualify for Medicare. The union president or his/her designee will be afforded an opportunity to have input into the College’s formal process for selecting and reviewing employee medical and life insurance coverage.

Medical and Life Insurance. District No. 513 The University will provide medical and life insurance programs for all employees and dependents based on the lowest and most responsible bidder. The Board agrees to pay 80 percent of all health benefits and the faculty covered by this Agreement with the same health coverage options offered to other Brown employees. The current options offered are: Blue Cross Blue Shield Health Mate Coast-to-Coast, and United Health Care – Choice Plus. The University can substitute these named carriers with any other carrier or carriers provided that it does so for all other Brown employees and that the benefits are substantially comparable to the terms existing at the time. If the University exercises its right to substitute or change carriers, it will provide notification to the union and bargaining unit members by August 15, or as soon thereafter as possible, but in no event later than September 30 for the upcoming benefit year beginning January 1. In the event that during the term of this agreement any health insurance carrier or HMO or other provider refuses to renew its relationship with the University for a new plan year or, in the case of insurance coverage, refuses to guarantee a fixed premium rate for a new plan year, or makes it a condition that the University cease offering any other plan or plans, (in each case with respect to the bargaining unit) the University will pay have the remaining 20 percentright to drop that carrier, HMO or provider from its health care package provided, however, that the University will replace the dropped carrier, HMO or provider with a plan that provides substantially comparable benefits and premiums. During FY2012If the University substitutes a named carrier(s) with any other carrier or carriers, the District and provider networks of new carriers will be substantially comparable to those of existing carriers. The University will use its best efforts to negotiate a waiver of pre-existing conditions clause for the Federation will cooperate to develop and implement the Comprehensive Worksite Health Promotion Program (CWHPP) recommended by the District. Key components members of the CWHPP are dropped plan. In any event, the University will reimburse employees for expenses incurred related to pre-existing condition provisions. An eligible full-time or part-time employee’s share of the premium cost shall automatically be deducted on a Health Risk Appraisal pre-tax basis from his/her pay through payroll deduction. A full-time employee will continue to pay ten percent (HRA10%) and of the cost of the premium incentives. The results of which are useful in for the effectiveness of a CWHPP. The District shall implement the CWHPP plan selected effective on January 1, 2012. Any recommendations from the Federation for modification of the proposed CWHPP shall be made to the District no later than May 1, 2012. Annual health screening to develop an HRA will be available for all faculty and covered spouses/partners. Each employee may choose from the following Health Screening options. Option A: Participate in the Annual Health Screening • Dependents are not required to participate • Completed during the Fall semester or prior to December 15 of each year • Free to employees and any spouse/partner covered under the College insurance plan • Will be available Effective on the Xxxxxxx campus for a defined period of time each Fall semester • Covered under the Health Insurance Portability and Accountability Act (HIPAA) • No consequence to the individual based on screening results during the first calendar year after the initial screening. • Employee contributes 22% toward health insurance premium for all categories of insurance coverage until screening is completed New hires shall be allowed to be screened at a facility approved by the district’s population health screening company within the first 30 days of employment. To the extent that the employee is screened, the employee shall be allowed to participate in this program, the College shall pay 80% of health insurance premiums for all categories of insurance coverage during the period lasting from the date of hire through the end of the calendar year. In the event the new hire elects not to undergo screening, the College shall pay 78% of health insurance premiums for all categories of insurance coverage. Such new hires will participate in this program consistent with other previously existing employees during subsequent calendar years. Beginning with January 1, 20132016, the College shall full-time employees in grades above 106 will pay 8012% of the cost of the premium for the health insurance premiums for all categories of insurance coverage for those that participated in IVCC’s annual wellness screening and received a total score in the healthy range or demonstrated adequate improvement (or qualifies for an exception) as determined by the district’s population health management company. Beginning with January 1, 2013, College shall pay 78% of health insurance premiums for all categories of insurance coverage for those that did not participate in IVCC’s annual wellness screening or did not receive a total score in the healthy range and failed to demonstrate adequate improvement (unless qualified for an exception) as determined by the district’s population health management companyplan selected. The College shall pay 78% of health insurance premiums for all categories of insurance coverage for faculty that return from leave (such as but not limited to Sabbaticals, FMLA, or Military) who fail to participate in a screening or did not receive a total score in the healthy range and failed to demonstrate adequate improvement (unless qualified for an exception) as determined by the District’s population health management company within thirty (30) days after their return to normal duties. In the event the District does not offer an Annual Health Screening, all faculty participating in the District’s insurance program will contribute 20% towards health insurance premiums for all categories of insurance. The Board University will provide at its expense term life insurance all eligible employees covered by this Agreement with a face value of $60,000. individual coverage under the University’s Group Life Insurance Plan, including Accidental Death and Dismemberment (AD&D) coverage. Additional voluntary insurance will also be provided by the Board. A faculty member will be allowed to continue the College's health insurance coverage, as the College recognizes COBRA (Consolidated Omnibus Budget Reconciliation Act) and adheres to the extension of benefits. At the end of the time period provided for in the act, a conversion policy is available through the College's health insurance companyplan. Any full-time faculty member with 10 or more years of full-time service at IVCC who chooses retirement The benefit awarded pursuant to the University’s Group Life Insurance Plan shall be allowed an amount equal to buy into whatever group health insurance policy the College is carrying on its employees at employee’s annual base wage earnings rounded to the time he/she retiresnext higher $1,000 to a maximum of $50,000. The faculty member shall be allowed University will provide all eligible employees the opportunity to buy in at subscribe to its Brown University Dental Insurance Plan provided the then-current group rate during employee pays his or her share of the year when the participation occurs and shall be allowed to do likewise in succeeding years until he/she reaches the age to qualify for Medicarepremium by automatic payroll deduction. The union president or his/her designee University will be afforded an opportunity continue to have input into the College’s formal process for selecting and reviewing employee provide medical and life insurance during absence due to personal illness, pregnancy disability (or if such is the case a combined pregnancy related disability/maternity leave of absence) and injury for a maximum of twelve (12) months. The employee may choose to prepay their premium contributions by contacting University Benefits or will be automatically set up for billing if they will be on an unpaid leave for 4 weeks or more. Alternatively, the employee may use earned unused time off benefits to receive pay while on an approved leave of absence provided the time off is used consecutively from the start date of the approved leave. The employee will not be allowed to request the time off sporadically. Employees on unpaid leave for 4 weeks or less will have the premium contributions deducted from their paycheck upon return and until paid in full. The employee is responsible for the portion of the premium he/she is obligated to pay pursuant to the terms of the Agreement. The above provision will be extended an additional twelve (12) months for employees on leave of absence due to an occupational illness or injury. Federal law provides that if your employment terminates for any reason other than gross misconduct you have the right to continue your group health insurance coverage.. In addition, your dependents may be entitled to continue coverage as a result of one of the following qualifying events: death of enrollee, termination of enrollee, reduction in enrollee’s hours of employment, and divorce or legal separation from enrollee. In all cases the enrollee or eligible dependent is required to pay the applicable premium cost. The University is responsible for informing employees and eligible dependents of their rights and enrolling them for coverage if they so choose.‌‌

Medical and Life Insurance. District NoThe University will provide all employees covered by this Agreement with the opportunity to subscribe to one of the following health plans. 513 The options offered are: HealthMate Coast-To-Coast, and United Health Care - Choice Plus. The University will reimburse employees for expenses incurred related to pre-existing conditions provisions. In the event that during the term of this agreement any health insurance carrier or HMO or other provider refuses to renew its relationship with the University for a new plan year or, in the case of insurance coverage, refuses to guarantee a fixed premium rate for a new plan year, or conditions offering coverage on the University's ceasing to offer any other plan or plans, (in each case with respect to the bargaining unit) the University will have the right to drop that carrier, HMO or provider from its health care package provided, however, that the University will replace the dropped carrier, HMO or provider with a plan which provides substantially comparable benefits and premiums; and provided, further, however, that the University will use its best efforts to negotiate a waiver of preexisting conditions clause for the members of the dropped plan. An eligible full-time or part-time employee's share of the premium cost shall automatically be deducted from his/her pay through the University Flexible Premium Plan. A full-time employee will pay 6% of the cost of the premium for the health plan selected. Effective January 1, 2007, the United Health Care - Choice Plus and Blue Cross- Blue Shield, Health Mate Coast-to-Coast plan designs will change as follows. Pharmacy co-payments will change to $7 generic, $25 brand/formulary, and $40 brand/non- formulary; and emergency room co-payments will change to $75 per visit. In the event a part-time employee elects to obtain a health plan, the part-time employee will pay one-half of the premium for the health plan elected through payroll deduction and the University Flexible Premium Plan. The University will provide all eligible employees covered by this Agreement with individual coverage under the University's Group Life Insurance Plan, including Accidental Death and Dismemberment coverage. The University will provide all eligible employees the opportunity to subscribe to its Xxxxx University Dental Insurance Plan provided the employee pays his or her share of the premium by automatic payroll deduction through the University's Flexible Premium Plan. The annual deductible for individuals will be fifty dollars ($50), and for families will be one-hundred and fifty dollars ($150). Effective January 1, 2005, employees will be eligible to participate in the Delta Dental - Plus Insurance Plan, which plan requires a two year signing commitment. The University will continue to provide medical and life insurance programs during absence due to personal illness, pregnancy disability (or if such is the case a combined pregnancy related disability/maternity leave of absence) and injury for a maximum of six (6) months, provided the employee makes monthly cash payments to the University for that portion of the premium he/she is obligated to pay pursuant to the terms of the Agreement. The above provision will be extended an additional eighteen (18) months for employees and dependents based on the lowest and most responsible bidderleave of absence due to an occupational illness or injury. The Board agrees surviving spouse of a deceased employee may elect to have hospital/surgical coverage continued for six (6) months, provided he/she makes monthly cash payments to the University for that portion of the premium the deceased employee would have been obligated to pay 80 percent of all health benefits and pursuant to the faculty covered by this agreement will pay the remaining 20 percent. During FY2012, the District and the Federation will cooperate to develop and implement the Comprehensive Worksite Health Promotion Program (CWHPP) recommended by the District. Key components terms of the CWHPP are a Health Risk Appraisal (HRA) and premium incentivesAgreement. The results election must be made as soon as possible, but in any event within fifteen (15) days of which are useful in the effectiveness of a CWHPP. The District shall implement the CWHPP on January 1, 2012spouse's death. Any recommendations employee age 62 through 64 who retires from the Federation for modification of the proposed CWHPP shall be made Xxxxx may elect to the District no later than May 1, 2012. Annual health screening to develop an HRA will be available for all faculty and covered spouses/partners. Each employee may choose from the following Health Screening options. Option A: Participate in the Annual Health Screening • Dependents are not required to participate • Completed during the Fall semester or prior to December 15 of each year • Free to employees and any spouse/partner covered under the College insurance plan • Will be available on the Xxxxxxx campus for a defined period of time each Fall semester • Covered under the Health Insurance Portability and Accountability Act (HIPAA) • No consequence to the individual based on screening results during the first calendar year after the initial screening. • Employee contributes 22% toward continue health insurance premium coverage by paying the applicable group rate premium. Federal law provides that if your employment terminates for all categories of insurance coverage until screening is completed New hires shall be allowed any reason other than gross misconduct you have the right to be screened at a facility approved by the district’s population continue your group health screening company within the first 30 days of employment. To the extent that the employee is screened, the employee shall be allowed to participate in this program, the College shall pay 80% of health insurance premiums for all categories of insurance coverage during the period lasting from the date of hire through the end of the calendar year. In the event the new hire elects not to undergo screening, the College shall pay 78% of health insurance premiums for all categories of insurance coverage. Such new hires will participate In addition, your dependents may be entitled to continue coverage as a result of one of the following qualifying events: death of enrollee, termination of enrollee, reduction in this program consistent with other previously existing employees during subsequent calendar yearsenrollee's hours of employment, and divorce or legal separation from enrollee. Beginning with January 1, 2013, In all cases the College shall enrollee or eligible dependent is required to pay 80% of health insurance premiums for all categories of insurance coverage for those that participated in IVCC’s annual wellness screening and received a total score in the healthy range or demonstrated adequate improvement (or qualifies for an exception) as determined by the district’s population health management company. Beginning with January 1, 2013, College shall pay 78% of health insurance premiums for all categories of insurance coverage for those that did not participate in IVCC’s annual wellness screening or did not receive a total score in the healthy range and failed to demonstrate adequate improvement (unless qualified for an exception) as determined by the district’s population health management companyapplicable premium cost. The College shall pay 78% University is responsible for informing employees and eligible dependents of health insurance premiums their rights and enrolling them for all categories of insurance coverage for faculty that return from leave (such as but not limited to Sabbaticals, FMLA, or Military) who fail to participate in a screening or did not receive a total score in the healthy range and failed to demonstrate adequate improvement (unless qualified for an exception) as determined by the District’s population health management company within thirty (30) days after their return to normal dutiesif they so choose. In the event the District does not offer an Annual Health Screening, all faculty participating in the District’s insurance program will contribute 20% towards health insurance premiums for all categories of insurance. The Board will provide at its expense term life insurance with a face value of $60,000. Accidental Death and Dismemberment (AD&D) insurance will also be provided by the Board. A faculty member will be allowed to continue the College's health insurance coverage, as the College recognizes COBRA (Consolidated Omnibus Budget Reconciliation Act) and adheres to the extension of benefits. At the end of the time period provided for in the act, a conversion policy is available through the College's health insurance company. Any An otherwise eligible full-time faculty member employee who elects to waive health insurance coverage in accordance with 10 University policy shall in consideration of such election receive a gross payment of $720 per calendar year ($60 per month) if the source of alternative coverage is another employer or more years $540 per calendar year ($45 per month) if alternative insurance is provided by Xxxxx University, in accordance with the University's Health Insurance Buyout Plan. Eligible part-time employees will receive the amount equal to half of the full-time service at IVCC who chooses retirement shall be allowed to buy into whatever group health insurance policy the College is carrying on its employees at the time he/she retires. The faculty member shall be allowed to buy in at the then-current group rate during the year when the participation occurs and shall be allowed to do likewise in succeeding years until he/she reaches the age to qualify for Medicare. The union president or his/her designee will be afforded an opportunity to have input into the College’s formal process for selecting and reviewing employee medical and life insurance coverageamount.

Medical and Life Insurance. District No‌ The University will provide all employees covered by this Agreement with the same health coverage options offered to other Brown employees. 513 Eligible employees may select coverage under any of the plans offered to other Brown employees. No exclusions for pre-existing conditions are included in any of the plans. They all have an in-network and an out-of-network option. In-network services require a nominal copayment; out-of-network services involve claim forms, deductibles, co-insurance and out-of- pocket maximums. Please refer to the Decision Guide for additional information. If the University substitutes a named carrier(s) with any other carrier or carriers, the provider networks of new carriers will be substantially comparable to those of existing carriers. All members will maintain membership in their Brown plans at current rates. New members will participate in plans offered at Brown at the same rate as those offered to staff. The University will provide all eligible employees covered by this Agreement with individual coverage under the University’s Group Life Insurance Plan, including Accidental Death and Dismemberment coverage. Additional voluntary insurance also is available through the plan. The benefit awarded pursuant to the University’s Group Life Insurance Plan shall be an amount equal to the employee’s annual base wage earnings rounded to the next higher $1,000 to a maximum of $50,000. The University will provide all eligible employees the opportunity to subscribe to its Brown University Dental Insurance Plan provided the employee pays his or her share of the premium by automatic payroll deduction. The University will continue to provide medical and life insurance programs during absence due to personal illness, pregnancy disability (or if such is the case a combined pregnancy related disability/maternity leave of absence) and injury for employees and dependents based on the lowest and most responsible biddera maximum of twelve (12) months. The Board agrees to pay 80 percent of all health benefits and the faculty covered by this agreement will pay the remaining 20 percent. During FY2012, the District and the Federation will cooperate to develop and implement the Comprehensive Worksite Health Promotion Program (CWHPP) recommended by the District. Key components of the CWHPP are a Health Risk Appraisal (HRA) and premium incentives. The results of which are useful in the effectiveness of a CWHPP. The District shall implement the CWHPP on January 1, 2012. Any recommendations from the Federation for modification of the proposed CWHPP shall be made to the District no later than May 1, 2012. Annual health screening to develop an HRA will be available for all faculty and covered spouses/partners. Each employee may choose to prepay their premium contributions by contacting University Benefits or will be automatically set up for billing if they will be on an unpaid leave for 4 weeks or more. Alternatively, the employee may use earned unused time off benefits to receive pay while on an approved leave of absence provided the time off is used consecutively from the following Health Screening optionsstart date of the approved leave. Option A: Participate in the Annual Health Screening • Dependents are The employee will not required to participate • Completed during the Fall semester or prior to December 15 of each year • Free to employees and any spouse/partner covered under the College insurance plan • Will be available on the Xxxxxxx campus for a defined period of time each Fall semester • Covered under the Health Insurance Portability and Accountability Act (HIPAA) • No consequence to the individual based on screening results during the first calendar year after the initial screening. • Employee contributes 22% toward health insurance premium for all categories of insurance coverage until screening is completed New hires shall be allowed to be screened at a facility approved by request the district’s population health screening company within time off sporadically. Employees on unpaid leave for 4 weeks or less will have the first 30 days of employmentpremium contributions deducted from their paycheck upon return and until paid in full. To the extent that the The employee is screened, responsible for the employee shall be allowed to participate in this program, the College shall pay 80% of health insurance premiums for all categories of insurance coverage during the period lasting from the date of hire through the end portion of the calendar yearpremium he/she is obligated to pay pursuant to the terms of the Agreement. In The above provision will be extended an additional twelve (12) months for employees on leave of absence due to an occupational illness or injury. Federal law provides that if your employment terminates for any reason other than gross misconduct you have the event the new hire elects not right to undergo screening, the College shall pay 78% of continue your group health insurance premiums for all categories of insurance coverage. Such new hires will participate In addition, your dependents may be entitled to continue coverage as a result of one of the following qualifying events: death of enrollee, termination of enrollee, reduction in this program consistent with other previously existing employees during subsequent calendar yearsenrollee’s hours of employment, and divorce or legal separation from enrollee. Beginning with January 1, 2013, In all cases the College shall enrollee or eligible dependent is required to pay 80% of health insurance premiums for all categories of insurance coverage for those that participated in IVCC’s annual wellness screening and received a total score in the healthy range or demonstrated adequate improvement (or qualifies for an exception) as determined by the district’s population health management company. Beginning with January 1, 2013, College shall pay 78% of health insurance premiums for all categories of insurance coverage for those that did not participate in IVCC’s annual wellness screening or did not receive a total score in the healthy range and failed to demonstrate adequate improvement (unless qualified for an exception) as determined by the district’s population health management companyapplicable premium cost. The College shall pay 78% University is responsible for informing employees and eligible dependents of health insurance premiums their rights and enrolling them for all categories of insurance coverage for faculty that return from leave (such as but not limited to Sabbaticals, FMLA, or Military) who fail to participate in a screening or did not receive a total score in the healthy range and failed to demonstrate adequate improvement (unless qualified for an exception) as determined by the District’s population health management company within thirty (30) days after their return to normal duties. In the event the District does not offer an Annual Health Screening, all faculty participating in the District’s insurance program will contribute 20% towards health insurance premiums for all categories of insurance. The Board will provide at its expense term life insurance with a face value of $60,000. Accidental Death and Dismemberment (AD&D) insurance will also be provided by the Board. A faculty member will be allowed to continue the College's health insurance coverage, as the College recognizes COBRA (Consolidated Omnibus Budget Reconciliation Act) and adheres to the extension of benefits. At the end of the time period provided for in the act, a conversion policy is available through the College's health insurance company. Any full-time faculty member with 10 or more years of full-time service at IVCC who chooses retirement shall be allowed to buy into whatever group health insurance policy the College is carrying on its employees at the time he/she retires. The faculty member shall be allowed to buy in at the then-current group rate during the year when the participation occurs and shall be allowed to do likewise in succeeding years until he/she reaches the age to qualify for Medicare. The union president or his/her designee will be afforded an opportunity to have input into the College’s formal process for selecting and reviewing employee medical and life insurance coverageif they so choose.