Common use of Medical and Life Insurance Clause in Contracts

Medical and Life Insurance. ‌ 12.1 The EMPLOYER will provide a basic health insurance program similar to the one in effect on the date of this Contract. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the VEBA for the Open Access Network is $750 single/$1500 family. The annual EMPLOYER funding into the VEBA for the Limited Access Network is $1250 single/$2500 family. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER will provide a second option for health insurance in the form of a high deductible plan. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Open Access Network is $1750 single/$3500 family. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Limited Access Network is $2250 single/$4500 family. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER, in its discretion, may eliminate this second option at the end of any plan year. The EMPLOYER will provide a third option for health insurance program in the form of a high deductible/minimum value plan. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Open Access Network is $2625 single/$5250 family. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Limited Access Network is $3125 single/$6250 family. In 2023, the City will also provide an Accident Policy through AFLAC for those EMPLOYEES who participate in the high deductible/minimum value plan. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER, in its discretion, may eliminate this third option at the end of any plan year. The 2023 deductible amounts are: basic health insurance program (first option) $1500/$3500, high deductible plan (second option) $3500/$7000, and high deductible/minimum value plan (third option) $6350/$12,700. The EMPLOYER will provide an EMPLOYEE who has an alternative source of group health coverage that is not a part of the City’s group plan an opt-out payment of $3,600 for the year. (For less than the whole year, the opt-out payment is adjusted proportionately regarding the period for which the City’s health coverage would have applied.) No EMPLOYEE will be allowed to waive/reduce existing coverage unless they can offer proof of coverage under an alternative group health plan. Further, no opt-out payment is due if the City knows or has reason to know that the EMPLOYEE or any other member of the EMPLOYEE’s expected tax family does not have, or will not have, the alternative coverage. An EMPLOYEE may qualify as a participant in the Opt-Out program during the plan year if HR is notified of a qualifying life-changing event (e.g., marriage) that provides them with alternative coverage, within thirty days of the event. The opt-out payment is paid in equal monthly installments on the EMPLOYEE’S 1st pay period of the month. If an EMPLOYEE participating in the Opt-Out program separates employment with the City during a plan year, an opt-out payment continues only through the last payroll period employed. An opt-out and waiver of health coverage is in effect for only one (1) plan year (January 1- December 31, 2023). 12.2 The EMPLOYER will provide a basic dental program. The EMPLOYEE will pay 25% of the premium. 12.3 The EMPLOYER shall also provide $50,000 of term life insurance. The entire premium for this policy shall be paid by the EMPLOYER. 12.4 The EMPLOYER shall also provide group long-term disability. The entire premium for this policy shall be paid by the EMPLOYER with the benefit being taxable to the employee. 12.5 The City will provide at City expense, malpractice protection for ambulance personnel provided that the City can purchase insurance to protect against this risk. 12.6 The bargaining unit shall be allowed one representative on a joint labor-management health care cost containment committee with the purpose of developing initiatives to reduce the rate of increase in health care costs without sacrificing either the quality or breadth of health benefit coverage.

Medical and Life Insurance. ‌ 12.1 The EMPLOYER will provide a basic health insurance program similar to the one in effect on the date of this Contract. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the VEBA for the Open Access Network is $750 single/$1500 family. The annual EMPLOYER funding into the VEBA for the Limited Access Network is $1250 single/$2500 family. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER will provide a second option for health insurance in the form of a high deductible plan. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Open Access Network is $1750 single/$3500 family. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Limited Access Network is $2250 single/$4500 family. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYERCity, in its discretion, may eliminate this second option at the end of any plan year. The EMPLOYER will provide a third option for health insurance program in the form of a high deductible/minimum value plan. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER City funding into the Health Savings Account or VEBA for the Open Access Network is $2625 single/$5250 family. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Limited Access Network is $3125 single/$6250 family. In 20232021, the City EMPLOYER will also provide an Accident Policy through AFLAC for those EMPLOYEES who participate in the high deductible/minimum value plan. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER, in its discretion, may eliminate this third option at the end of any plan year. The 2023 2021 deductible amounts are: basic health insurance program (first option) $1500/$3500, high deductible plan (second option) $3500/$7000, and high deductible/minimum value plan (third option) $6350/$12,700. The EMPLOYER will provide an EMPLOYEE who has an alternative source of group health coverage that is not a part of the City’s group plan an opt-out payment of $3,600 for the year. (For less than the whole year, the opt-out payment is adjusted proportionately regarding the period for which the City’s health coverage would have applied.) No EMPLOYEE will be allowed to waive/reduce existing coverage unless they can offer proof of coverage under an alternative group health plan. Further, no opt-out payment is due if the City knows or has reason to know that the EMPLOYEE or any other member of the EMPLOYEE’s expected tax family does not have, or will not have, the alternative coverage. An EMPLOYEE may qualify as a participant in the Opt-Out program during the plan year if HR is notified of a qualifying life-changing event (e.g., marriage) that provides them with alternative coverage, within thirty days of the event. The opt-out payment is paid in equal monthly installments on the EMPLOYEE’S 1st pay period of the month. If an EMPLOYEE participating in the Opt-Out program separates employment with the City during a plan year, an opt-out payment continues only through the last payroll period employed. An opt-out and waiver of health coverage is in effect for only one (1) plan year (January 1- December 31, 2023). 12.2 The EMPLOYER will provide a basic dental program. The EMPLOYEE will pay 25% of the premium. 12.3 The EMPLOYER shall also provide $50,000 of term life insurance. The entire premium for this policy shall be paid by the EMPLOYER. 12.4 The EMPLOYER shall also provide group long-term disability. The entire premium for this policy shall be paid by the EMPLOYER with the benefit being taxable to the employee. 12.5 The City will provide at City expense, malpractice protection for ambulance personnel provided that the City can purchase insurance to protect against this risk. 12.6 The bargaining unit shall be allowed one representative on a joint labor-management health care cost containment committee with the purpose of developing initiatives to reduce the rate of increase in health care costs without sacrificing either the quality or breadth of health benefit coverage.

Medical and Life Insurance. ‌ 12.1 The EMPLOYER will provide a basic health insurance program similar to the one in effect on the date of this Contract. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the VEBA for the Open Access Network is $750 single/$1500 family. The annual EMPLOYER funding into the VEBA for the Limited Access Network is $1250 single/$2500 family. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER will provide a second option for health insurance in the form of a high deductible plan. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Open Access Network is $1750 single/$3500 family. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Limited Access Network is $2250 single/$4500 family. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER, in its discretion, may eliminate this second option at the end of any plan year. The EMPLOYER will provide a third option for health insurance program in the form of a high deductible/minimum value plan. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Open Access Network is $2625 single/$5250 family. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Limited Access Network is $3125 single/$6250 family. In 20232021, the City will also provide an Accident Policy through AFLAC for those EMPLOYEES who participate in the high deductible/minimum value plan. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER, in its discretion, may eliminate this third option at the end of any plan year. The 2023 2021 deductible amounts are: basic health insurance program (first option) $1500/$3500, high deductible plan (second option) $3500/$7000, and high deductible/minimum value plan (third option) $6350/$12,700. The EMPLOYER will provide an EMPLOYEE who has an alternative source of group health coverage that is not a part of the City’s group plan an opt-out payment of $3,600 for the year. (For less than the whole year, the opt-out payment is adjusted proportionately regarding the period for which the City’s health coverage would have applied.) No EMPLOYEE will be allowed to waive/reduce existing coverage unless they can offer proof of coverage under an alternative group health plan. Further, no opt-out payment is due if the City knows or has reason to know that the EMPLOYEE or any other member of the EMPLOYEE’s expected tax family does not have, or will not have, the alternative coverage. An EMPLOYEE may qualify as a participant in the Opt-Out program during the plan year if HR is notified of a qualifying life-changing event (e.g., marriage) that provides them with alternative coverage, within thirty days of the event. The opt-out payment is paid in equal monthly installments on the EMPLOYEE’S 1st pay period of the month. If an EMPLOYEE participating in the Opt-Out program separates employment with the City during a plan year, an opt-out payment continues only through the last payroll period employed. An opt-out and waiver of health coverage is in effect for only one (1) plan year (January 1- December 31, 2023). 12.2 The EMPLOYER will provide a basic dental program. The EMPLOYEE will pay 25% of the premium. 12.3 The EMPLOYER shall also provide $50,000 of term life insurance. The entire premium for this policy shall be paid by the EMPLOYER. 12.4 The EMPLOYER shall also provide group long-term disability. The entire premium for this policy shall be paid by the EMPLOYER with the benefit being taxable to the employee. 12.5 The City will provide at City expense, malpractice protection for ambulance personnel provided that the City can purchase insurance to protect against this risk. 12.6 The bargaining unit shall be allowed one representative on a joint labor-management health care cost containment committee with the purpose of developing initiatives to reduce the rate of increase in health care costs without sacrificing either the quality or breadth of health benefit coverage.

Medical and Life Insurance. ‌ 12.1 The EMPLOYER will provide a basic health insurance program similar to the one in effect on the date of this Contract. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the VEBA for the Open Access Network is $750 single/$1500 family. The annual EMPLOYER funding into the VEBA for the Limited Access Network is $1250 single/$2500 family. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER will provide a second option for health insurance in the form of a high deductible plan. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Open Access Network is $1750 single/$3500 family. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Limited Access Network is $2250 single/$4500 family. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYERCity, in its discretion, may eliminate this second option at the end of any plan year. The EMPLOYER will provide a third option for health insurance program in the form of a high deductible/minimum value plan. For family coverage, the EMPLOYEE will pay 11% of the gross family premium. For single coverage, the EMPLOYEE will pay 26% of the employee paid family premium. The annual EMPLOYER City funding into the Health Savings Account or VEBA for the Open Access Network is $2625 single/$5250 family. The annual EMPLOYER funding into the Health Savings Account or VEBA for the Limited Access Network is $3125 single/$6250 family. In 2023, the City EMPLOYER will also provide an Accident Policy through AFLAC for those EMPLOYEES who participate in the high deductible/minimum value plan. Provisions of state law relating to changes in aggregate benefit reductions apply only to the basic plan. The EMPLOYER, in its discretion, may eliminate this third option at the end of any plan year. The 2023 deductible amounts are: basic health insurance program (first option) $1500/$3500, high deductible plan (second option) $3500/$7000, and high deductible/minimum value plan (third option) $6350/$12,700. The EMPLOYER will provide an EMPLOYEE who has an alternative source of group health coverage that is not a part of the City’s group plan an opt-out payment of $3,600 for the year. (For less than the whole year, the opt-out payment is adjusted proportionately regarding the period for which the City’s health coverage would have applied.) No EMPLOYEE will be allowed to waive/reduce existing coverage unless they can offer proof of coverage under an alternative group health plan. Further, no opt-out payment is due if the City knows or has reason to know that the EMPLOYEE or any other member of the EMPLOYEE’s expected tax family does not have, or will not have, the alternative coverage. An EMPLOYEE may qualify as a participant in the Opt-Out program during the plan year if HR is notified of a qualifying life-changing event (e.g., marriage) that provides them with alternative coverage, within thirty days of the event. The opt-out payment is paid in equal monthly installments on the EMPLOYEE’S 1st pay period of the month. If an EMPLOYEE participating in the Opt-Out program separates employment with the City during a plan year, an opt-out payment continues only through the last payroll period employed. An opt-out and waiver of health coverage is in effect for only one (1) plan year (January 1- December 31, 2023). 12.2 The EMPLOYER will provide a basic dental program. The EMPLOYEE will pay 25% of the premium. 12.3 The EMPLOYER shall also provide $50,000 of term life insurance. The entire premium for this policy shall be paid by the EMPLOYER. 12.4 The EMPLOYER shall also provide group long-term disability. The entire premium for this policy shall be paid by the EMPLOYER with the benefit being taxable to the employee. 12.5 The City will provide at City expense, malpractice protection for ambulance personnel provided that the City can purchase insurance to protect against this risk. 12.6 The bargaining unit shall be allowed one representative on a joint labor-management health care cost containment committee with the purpose of developing initiatives to reduce the rate of increase in health care costs without sacrificing either the quality or breadth of health benefit coverage.