Medical, Dental, and Vision. 3 9.1.1 The District will provide a health and welfare benefit program for full- 5 vision, long-term disability, and life insurance benefit coverage, as 6 described in this paragraph. During the life of this Agreement, the 7 District will pay insurance premiums for each full-time unit employee 8 and his/her dependents for health, dental, vision, long-term disability, 9 and $5,000 term life insurance benefit coverage up to a maximum 10 expenditure ("cap") equal to the maximum amount that the District 11 expends for a full-time certificated employee. Pro-rata benefits are 12 provided in accordance with Appendix C.
Medical, Dental, and Vision. 1. The "Medical and Dental Benefit Plan for Bargaining Unit Employees", hereinafter referred to as "Medical Plan", which became effective January 1, 1993, and last amended January 1, 1998, is the Medical Plan in effect during the term of this Contract. For more detailed information regarding the “Medical Plan” refer to the formal Plan Document or Summary Plan Description.
Medical, Dental, and Vision. Plans The District will provide an IRC Section 125 Flexible Fringe Benefits Plan (Section 125) to all eligible employees. A Section 125 plan will provide reimbursement of certain unreimbursed medical and dependent care expenses and will permit the payment of certain group health premiums on a pretax basis.
Medical, Dental, and Vision. All medical, dental and vision coverage shall be provided through self-insurance by the Employer in substantially the form adopted by the Employee Benefits Committee and approved by the City Council on May 26, 1992 (the “Self Insurance Plan”). Employees will pay twenty percent (20%) of the dependent medical dental and vision premiums. For each plan year, the Employer shall retain an independent third party, experienced in setting rates for self-funded plans, who shall determine the appropriate and prudent rates for the self-insured plan, to be effective for that year. The independent third party shall use the usual and customary insurance/actuary principles and procedure to establish the rates. Prior to the final rates being set, the City and the independent third party shall meet with the Union to review the methodology and data used to prepare the rates. Bargaining unit employees who elect to be covered by Group Health Cooperative shall pay the cost of such coverage that exceeds the amount paid by the Employer under the self-insured plan for the employee and dependents. The Employer’s contribution shall be prorated for part-time employees, pursuant to the Xxxxxxx Personnel Manual. In acknowledgement of the bargaining unit’s agreement to financially participate in the medical program by contributing to dependent medical premiums, the City agrees to facilitate employee contributions to a qualified HRA. The City will coordinate payroll deductions on behalf of the employees and make contributions to a plan administrator. The Union and the City have agreed that $100.00 will be contributed to the WSCFF Employee Benefit Trust Medical Expense Reimbursement Plan the first pay day of the month for each LEOFF II employee in the bargaining unit represented by the Union. The City makes no representations regarding the validity or legality of the MERP, or the tax consequences relating to the contributions to the MERP, and takes no responsibility for establishing, implementing, overseeing, managing, or any other responsibilities for the MERP other than making the contributions set forth above. Each member of the Bargaining Unit shall have the amount of his or her gross pay reduced by $100.00 the first pay day of the month. These reductions in gross pay are authorized by this Agreement and no further action is needed by the individual bargaining unit members to authorize the deduction from gross pay set forth herein. These reductions in gross pay shall continue for the ...
Medical, Dental, and Vision. A. Effective with the 2020-21 School Year, only two (2) plans will be available for eligible Bus Aides. One of which will be a Health Savings Account (H.S.A.). The other will be a traditional plan (presently Option B). The Board of Education may also make other medical plan options available to eligible Bus Aides.
Medical, Dental, and Vision. If you participate in the medical, dental or vision benefit programs, your coverage terminates on the last day of the month in which your Termination Date occurs. You may elect to continue your coverage under COBRA.
Medical, Dental, and Vision. The County agrees to provide employees a choice between the standard medical insurance plans for Providence or Xxxxxx Permanente; or a choice of reasonably comparable overall benefits offered by other carriers. Coverage under these plans is subject to the carriers’ eligibility requirements. The County agrees to provide dental and vision insurance, similar to coverage currently offered through Delta Dental or Xxxxxx Dental; or plans of other carriers offering equal to overall benefits, subject to the following: For the duration of this Agreement, the County will provide the following health insurance options: ⋅ PPO: A High Deductible Plan and a Low Deductible Plan through Providence or a substantially similar plan with reasonably comparable overall benefit. ⋅ HMO: A High Deductible Plan and a Low Deductible Plan through Xxxxxx HMO or a similar plan with reasonably comparable overall benefit The County and the Association agree to participate in the County Wellness Points Committee comprising no more than fifteen (15) members, of which up to four (4) members will be appointed by the Association. This work group will seek information and input from the County’s benefits consultant as it determines the wellness point system. In the event the work group is unable to reach a consensus on the wellness point system, the system shall be determined by the County and will be subject to interim bargaining with the Association under ORS 243.698. Each plan under the PPO and HMO will have its own established rate based on actuarial cost of the plan. The County’s maximum contributions for medical, dental and vision will be ninety percent (90%) for the plan selected by the employee, and the employee will contribute ten percent (10%). For those employees that meet the Wellness Points requirement, the County’s maximum contribution for medical, dental, and vision will be ninety-five percent (95%) for the selected plan by the employee, and the employee will contribute five percent (5%). To qualify for the lower employee premium contribution rate, the employee is required to meet wellness point requirements as determined by a work group of the County Wellness Points Committee. Wellness points earned in each calendar year will determine the employee’s premium contribution rate for the following calendar year. 2 Should the County determine that health insurance premiums may increase by ten percent (10%) or more over the preceding year, either the County or the Association may use...
Medical, Dental, and Vision. The Employer shall maintain its present subscription agreement with the Washington Counties Insurance Fund (WCIF), or a comparable provider, for the purpose of providing the WCIF 500 medical plan, or a comparable plan, dental, and vision coverage for each employee. The required composite premium, as determined by the WCIP from time to time, for each employee shall be paid to the administrative offices of Benefit Solutions Inc. (BSI), or after transitioned to a comparable insurance provider, as directed by the comparable provider.
Medical, Dental, and Vision. During the term of this Agreement, Groundswell Fund will continue to maintain group healthcare (medical, dental and vision) plans available to all full-time employees. Eligible employees may choose coverage for themselves, and where relevant their spouse/domestic partner and eligible dependents, including children (up to age 26). Premiums for such coverage are 100% paid by Groundswell Fund for the employee and their dependents. Groundswell Fund will aim to ensure that the group healthcare plans offered to employees provide coverage inclusive of access to the full spectrum of reproductive care and other essential care, including the following goals: ● Durable medical equipment coverage at 100%. ● Restriction-free insurance coverage for abortion, ● Restriction-free insurance coverage for pregnancy loss, contraception, fertility treatment. ● Eligible employees may access the employer-provided HRA reimbursement funds as well as the Emergency Relief policy funds for healthcare expenses where providers do not accept insurance. Paid leave and travel support policies, including childcare based on the Employer’s existing reimbursement policy, for workers seeking reproductive care. Eligible employees may access the Emergency Relief policy funds for payment of these services. The Employer will do its due diligence to offer providers that are inclusive of the full spectrum of reproductive care and other essential care. Ultimately, it is up to the employee to make the final and informed decision on what insurance provider and plan they elect that meets their full health needs. The terms of the healthcare plan insurance policies and other formal plan documents shall control at all times and shall take precedence over anything stated in a summary plan description or elsewhere.
Medical, Dental, and Vision. Eligible employees and their eligible dependents shall have available to them Medical, Dental and Vision Insurance as provided by CIS HDHP plan with HSA, including RX, herein referred to as “HDHP Plan.” The City will contribute ninety percent (90%) of the total premium and the employees will contribute ten percent (10%) of the total premium for the HDHP Plan through pre-tax payroll deductions. Effective June 30, 2019, the City will contribute 87.5% of the total premium and the employees will contribute 12.5%. Eligibility is subject to the terms of CCIS insurance provider. In the event that the health insurance plan provided to employees through the City is determined to be a “Cadillac plan” as defined in the U.S. Affordable Care Act, and such determination results in the assessment of a financial penalty, the parties agree to meet and confer to determine as to whether 1) the penalty shall be paid by the employee, or 2) the City-provided plan will be modified to no longer meet the penalty criteria. If no agreement is reached within 60 days of notice of penalty, any such penalty assessed shall be paid by the employee.
