Medical, Dental and Vision Insurance a. Effective July 1, 2002, medical benefits shall be offered through CalPERS Health Plans.
b. The Employer shall pay up to eight percent (8%) of future premium increases for medical, dental, and vision plans. In the event that a medical plan has a premium decrease (<0%), the Employer will apply ninety percent (90%) of the premium decrease towards Employer contribution and ten percent (10%) towards employee plan premiums.
c. Each employee shall pay through payroll deduction any premium cost in excess of the Employer’s contribution. Each employee may select from among the plans made available by the Employer and the Union.
Medical, Dental and Vision Insurance. For teachers with a start date on or before June 30, 2011, the Board shall pay eighty-seven percent (87%) of the premium cost of a group medical plan including prescription drugs for each teacher and covered eligible dependent(s). For each full-time equivalent teacher enrolled under the 84-85 Dental Program (Current Dental Plan only), the Board shall pay ninety percent (90%) of the premium cost for individual dental coverage only. The teacher may elect to purchase dental coverage for eligible dependent(s). For teachers with a start date on or after July 1, 2011, the Board shall pay eighty-five percent (85%) of the premium cost of a group medical plan including prescription drugs for the teacher and eligible dependent(s). The Board will offer teachers enrolled under the Variety of Insurance Program (VIP) dental and vision plan(s). Employees may elect to purchase dental and/or vision coverage for eligible dependent(s). The selection and removal of health, dental, and/or vision carriers and their respective plans is at the Board’s discretion. The Board will establish a committee, to include representation from all bargaining units, to provide input on the HCPSS health benefits program.
Medical, Dental and Vision Insurance. The Employer provides health care coverage for medical, dental and vision for the employee, spouse and children (one-person, two-person and family) subject to the provisions of this Article. Currently the plan options are:
a. PPO Plan 70% (Option 1) – Deductibles are $500/$1,000 with 70% co-insurance provided after deductible.
b. HDHP HSA Plan 100% Plan (Option 2) – Deductibles are $3,300/$6,600 with 100% co-insurance provided after deductible. The HDHP for this HSA shall meet and continue to meet all IRS requirements.
c. HDHP HSA Plan 80% (Option 3) – Deductibles are $3,300/$6,600 with 80% co- insurance provided after deductible. The HDHP for this HSA shall meet and continue to meet all IRS requirements.
Medical, Dental and Vision Insurance. A. Medical and Vision Insurance Eligibility. All regular, full-time employees who are employed shall participate in the County medical plan, and shall be eligible to voluntarily elect to participate in the County vision and dental insurance plan.
Medical, Dental and Vision Insurance. City shall pay the monthly premiums for medical, dental and vision insurance for Employee and Employee’s dependents in an amount sufficient to cover most plans offered by the City and not less than the amount afforded department heads. If Employee elects not to participate in the City’s medical plan, the City will contribute the amount it pays in lieu of those benefits under the current benefit resolution of the City to the Section 457 plan referred to in paragraph 6 above or, at Employee’s option, pay that sum as additional taxable compensation to Employee.
Medical, Dental and Vision Insurance. A. A new employee may enroll within sixty (60) days of employment, however, employees must complete thirty (30) days of employment to be eligible for the Employer’s portion listed below.
B. Major Medical The Employer shall offer three (3) Major Medical Insurance Policies consistent with the following: ▪ $500 Individual/$1,000 Family Deductible ▪ Coinsurance is 80% Board paid in-network and 60% Board paid out-of- network ▪ Maximum co-insurance out-of-pocket per year for in-network is $1,000 single and $2,000 family ▪ Maximum out-of-pocket per year in-network is $1,500 single and $3,000 family ▪ Maximum medical co-pay out-of-pocket per year in-network is $1,000 single and $2,000 family ▪ Maximum out-of-pocket per year out-of-network is $2,500 single and $5,000 family ▪ $75 employee co-pay then plan pays 100% for ER visits ▪ Covered prescription drugs will be subject to the following co-pays: Mail (90-Day) Retail (30-day) Generic $25.00 $10.00 Formulary $87.50 $35.00 Non-formulary/Brand $150.00 $60.00 ▪ Specialty Drugs 20% of cost to a maximum of $150.00 ▪ Maximum annual prescription drug co-pays is $3,100 single and $6,200 family ▪ Compound prescriptions are subject to the same co-pay as noted above, however, the plan cost of the prescription is limited to a maximum of $500 per prescription. The employee will pay any cost over the maximum. ▪ $1,000 Individual/$2,000 Family Deductible ▪ Coinsurance is 80% Board paid in-network and 60% Board paid out-of- network ▪ Maximum co-insurance out-of-pocket per year in-network is $1,500 single and $3,000 family ▪ Maximum out-of-pocket per year in-network is $2,500 single and $5,000 family. ▪ Maximum medical co-pay out-of-pocket per year in-network is $1,500 single and $3,000 family ▪ Maximum out-of-pocket per year out-of-network is $3,500 single and $7,000 family. ▪ $150 employee co-pay then plan pays 100% for ER visits ▪ Covered prescription drugs will be subject to the following co-pays: Mail (90-Day) Retail (30-day) Generic $25.00 $10.00 Formulary $87.50 $35.00 Non-formulary/Brand $150.00 $60.00 ▪ Specialty Drugs 20% of cost to a maximum of $150.00 ▪ Maximum annual prescription drug co-pays is $3,100 single and $6,200 family ▪ Compound prescriptions are subject to the same co-pay as noted above, however, the plan cost of the prescription is limited to a maximum of $500 per prescription. The employee will pay any cost over the maximum. ▪ $3,000 Individual/$6,000 Family Deductible ▪ Coinsurance after deductible met is...
Medical, Dental and Vision Insurance. For teachers with a start date on or before June 30, 2011, the Board shall pay eighty-six percent (86%) of the premium cost of a group medical plan including prescription drugs for each teacher and covered eligible dependent(s). For teachers with a start date on or after July 1, 2011, and on/or before June 30, 2021,the Board shall pay eighty-five percent (85%) of the premium cost of a group medical plan including prescription drugs for the teacher and eligible dependent(s). For employees with a continuous service date on or after July 1, 2021, the Board shall pay eighty- four percent (84%) of the premium cost of a group medical plan including prescription drugs for the employee and covered eligible dependents(s). For the 2022 plan year, specialist copays are increasing by $5.00. The Aetna and CareFirst HMO plans will change from $15.00 to $20.00 and the Aetna PPO plan will change from $20.00 to $25.00. The Board will offer teachers enrolled under the Variety of Insurance Program (VIP) dental and vision plan(s). Employees may elect to purchase dental and/or vision coverage for eligible dependent(s). The selection and removal of health, dental, and/or vision carriers and their respective plans is at the Board’s discretion. The Board will establish a committee, to include representation from all bargaining units, to provide input on the HCPSS health benefits program.
Medical, Dental and Vision Insurance a. The District and PAEA are committed to providing unit members with cost effective health insurance coverage with plan choices and family coverage. Therefore, they each hereby instruct their appointed representatives to the Joint Benefits Committee to explore all options, including but not limited to:
(1) Changing carriers
(2) Changing coverage levels
(3) Changing rate structures
(4) Changing eligibility requirements To achieve our joint goal, the Committee shall make every reasonable effort, depending upon obtaining information from the benefits consultants, to issue its recommendations to the parties no later than September 10, 2015. Within two weeks of receiving a recommendation from the Joint Committee, the District and PAEA shall meet to negotiate this Article for the 2015-16 school year.
b. Effective January 1, 2015, and through December 31, 2015, only, the District shall contribute towards health and welfare benefits an amount not to exceed the product of $13,070 multiplied by the number of eligible employees (pro-rated to a full time equivalent assignment) for medical, dental, vision, and life insurance. Unit members who are eligible for fully paid health benefits shall participate in one of the medical programs, plus the dental, vision, and life. Full-time unit members qualified for Section B.4.e of this article may opt out of insurance. The District shall contribute up to the maximum amount listed per month toward the cost of the selected medical plan for each full-time unit member. Employee $568.02 $0 $568.02 Employee + 1 $1,021.03 $115 $1,136.03 Employee + Family $1,442.49 $165 $1,607.49 Employee $721.18 $0 $721.18 Employee + 1 $1,355.20 $135 $1,490.20 Employee + Family $1,803.56 $180 $1,983.56 Employee $721.18 $799.44 $1,520.62 Employee + 1 $1,355.20 $1,893.22 $3,248.42 Employee + Family $1,803.56 $2,858.53 $4,662.09 PPO Plan $116.08 $0 $116.08 Premier Plan* $138.86 $0 $138.86 Vision Plan $17.91 $0 $17.91 Life Insurance $8.78 $0 $8.78 Absent any written subsequent agreement to the contrary, the District’s obligation on and after January 1, 2016, to contribute towards health benefits shall not exceed the product of $13,070 multiplied by the number of employees in the bargaining unit divided by twelve (12) equal monthly payments. The dollar amount specified in this section sets no precedent regarding the District’s obligation to provide benefits at any particular plan level in future years. However, the District’s obligation to pay premium cos...
Medical, Dental and Vision Insurance. For the duration of this Agreement, the University will provide Bargaining Unit Faculty Members with medical insurance, a prescription drug benefit, dental insurance, and vision insurance.
Medical, Dental and Vision Insurance. Yuba County offers the following medical options: CalPERS Health Insurance, Dental Insurance and Vision Insurance. Employees have a variety of PPO and HMO medical plans available through CalPERS, however the HMO’s are available through zip code eligibility. Dental/Vision plan options include a basic plan and a buy-up plan. Once the selection is made, it will remain in force until the current calendar year ends and will automatically renew unless the employee makes a new selection during an open enrollment period. Changes made during open enrollment will be effective January 1st of the next calendar year. The County will maintain health insurance through the CalPERS Health Insurance Program and make available all plans for which employees are otherwise eligible to participate in as employees of the County of Yuba.
A. The basic plan for determining the County’s contributions shall be the CalPERS Choice PPO plan and Delta Dental Base Plan and MES Vision Plan.
B. The County will pay 100% of the basic plan premiums for Dental/Vision for the employee only, and 90% of the basic plan premiums for Health.
C. The County will pay 80% of the basic plan premiums for Dental/Vision for the employee plus one dependent or the employee plus more than one dependent, and 70% of the basic plan premiums for Health for the employee plus one dependent or the employee plus more than one dependent. The County of Yuba agrees to continue the current level of coverage for the Health, Dental, and Vision Insurance for the term of the contract. However, due to the continued rising cost of health care, the County must explore alternatives to our current plans and funding. Both parties agree to proactively review alternative options by continuing to be active in the health care committee. Opt Out Provision. Eligible employees may elect to “Opt Out” of the County provided health/dental/vision coverage upon proof of other health insurance coverage and shall receive $250 per month In Lieu of Premium Savings. Employees declining health plan coverage and receiving “In-Lieu of Premium Savings” may re-enroll upon proof of involuntary loss of other coverage. In Lieu of Premium Savings is taxable income.
