Medical/Dental/Vision. SHARE THE SAVINGS, CAFETERIA BENEFIT PLANS, AND COUNTY ALLOWANCE
Medical/Dental/Vision. The Board will provide access to insurances for each faculty member, spouse, and dependent children (until the end of the calendar year of the dependent child’s 25th birthday) effective from the date of enrollment as described below. Non-dependent children may be covered up to the non-dependent’s 26thbirthday year for health insurance only. Individual members of the faculty who require health insurance may opt to enroll in MESSA PAK A. The plan options shall include MESSA high deductible PPO plans, MESSA traditional PPO plans and a MESSA basic bronze-level plan (as defined by the Affordable Care Act). The initial plan options shall be:
1. MESSA PAK A HEALTH PLANS (See also, attached summary of health insurance options).
Medical/Dental/Vision. The Company shall continue to provide medical, dental and vision coverage on the same terms conditions as apply to an active technician (i.e., as if the technician were continuously employed) for technician’s on military leave through the end of the twelfth (12th) month following the month in which the military leave began, and shall reinstate health care coverage on the day following the termination of military leave. Following the expiration of that twelve (12) months, medical, dental and vision coverage may be continued at the technician’s expense at the same rate as the COBRA rate for the duration of the military leave, subject to plan changes and availability. In the event of termination of employment while on military leave, such coverage may be continued at the technician’s expense using COBRA eligibility at the COBRA rate for the COBRA period provided by law (currently eighteen (18) months) following the last day of the month in which termination of employment occurred, subject to plan changes and availability.
Medical/Dental/Vision. Unless otherwise specified by this Agreement, the terms of the plan or required by law, current medical, dental and vision coverage shall be continued through the end of the month in which the LOA begins, on the same terms and conditions as apply to an active technician employee. Such coverage may be continued thereafter at the technician’s employee’s expense at the same rate as the COBRA rate for the duration of the LOA subject to plan changes and availability. In the event of termination of employment while on LOA, such coverage may be continued at the technician’s employee’s expense using COBRA eligibility at the COBRA rate for the COBRA period provided by law (currently eighteen (18) months) following the last day of the month in which termination of employment occurred, subject to plan changes and availability. The foregoing shall not apply with respect to EIS, which shall instead be governed by Article 16.E and the following requirements. Once an employee commences EIS, a five (5) year period shall commence during which the maximum period of subsidized coverage shall be twenty-four (24) months as specified in Article 16.
Medical/Dental/Vision. 1. The Union and the District agree to contract with the Municipalities, Colleges, and Schools Insurance Group (MCSIG) Joint Powers Authority for the provision of medical, dental, vision, life insurance and travel/accident insurance benefits. The District agrees to fully pay the premiums for each full- time employee for a MCSIG 80/20 plan, called PPO $25, which includes Delta Dental medium (with ortho), and Vision Service Plan B. The District also will fully pay the premiums for accidental death and dismemberment insurance, and long-term disability insurance for each employee. This is the District Base Plan. Each employee may also elect to have coverage provided for his or her eligible dependents for medical, dental, and vision. The District shall contribute 95% of the premium amount for qualified dependents. The employee shall pay the remaining 5% of the cost of covering his or her dependents, which cost shall be deducted from the employee’s paycheck. The contribution amounts for this coverage will be calculated according to this formula each year, posted to the District’s website, and attached to this contract as Appendix F.
2. Employees may choose any medical insurance plan option offered by MCSIG, for which he or she is eligible. If the total premium of the employee’s chosen plan exceeds that of the District Base Plan contribution, the excess cost shall be borne by the employee and made through payroll deduction.
3. If the total premium of the employee’s chosen plan is less than that of the District Base Plan contribution, the District shall contribute the difference, not to exceed $200 per month, to the employee’s Health Reimbursement Account (HRA). Employees who wish to opt out of coverage must follow the provider’s strict “Opt Out” procedures. Opting out is subject to the $200 per month limitation on District contribution to an HRA, described above. The employee is responsible for setting up his or her own HRA during the open enrollment periods. The District will not be required to contribute amounts to a plan until the plan exists.
4. Additionally, employees may choose to contribute to a Section 125 plan maintained by the District.
Medical/Dental/Vision. The District shall provide Superintendent, at District expense, with the medical, dental, and vision insurance benefits provided to other eligible District employees under the District's group health insurance plan in effect during the term of his employment under this Agreement.
Medical/Dental/Vision. A. The City agrees to provide $300 deductible, 90%/10% coinsurance in network and 70%/30% coinsurance out of network as the City of Xxxxxxx Base Medical Plan. The City of Xxxxxxx Base Medical Plan will provide substantially comparable benefits to the former ODS Base Medical Plan maintained since August 1, 2011.
B. Effective July 1, 2016, the monthly contributions by the GPOA represented employees participating in the City of Xxxxxxx Base Medical Plan will be as follows: Employee Only $36.92 Employee+1 $82.10 Employee+2 $104.38
C. Each July 1st plan year, the monthly contribution set forth in Section 20.1 B. above may be adjusted. In making such adjustments, the City shall pick up the first ten percent (10%) of any increase in the base medical and vision insurance premiums on a per tier basis. Any increase in premiums above this percentage shall be shared between the City and the individual members on a 50%/50% basis. However, employees shall not pay more than ten percent (10%) of the total monthly premium.
D. Each year, the monthly premium cost sharing calculation shall be computed using the prior year Total Monthly Premium Cost to determine the increase in the actual Total Monthly Premium Cost on a per tier basis over the prior year’s actual Total Monthly Premium Costs. If employee cost sharing increases as a result of the cost sharing calculation, it will be added to the prior year employee monthly contribution. (Appendix C provides the cost sharing calculation methodology and is attached and incorporated by reference.) If the premium increase for the year being calculated does not exceed the City's ten percent (10%) pick-up threshold, then the existing employee monthly contribution will stay in effect. No additional contribution will be added and the new Total Monthly Premium Cost will be used to determine the parties' monthly cost sharing in subsequent years. Employees may buy up to any other medical plan offered including Kaiser, the City of Xxxxxxx Co-Pay Medical Plan, and any other City of Xxxxxxx plans offered to other City employees by paying the difference between the City’s contribution required for the City of Xxxxxxx “base medical plan” and the premium cost of any other such plan. The City will continue to offer the current Xxxxxx medical plan or a substantially comparable HMO plan. The City will also provide ODS/Delta Dental Insurance dental plan as the ‘base’ dental plan which is attached as a summary of benefits in Appendix C of this Agreem...
Medical/Dental/Vision. The Board will pay 85% of the premium and full-time employees will pay 15%. Premiums shall be determined by the Stark County Schools Council.
Medical/Dental/Vision. 1. Effective October 1, 2012, the district agrees to contribute $1,056.37 per full time employee per month toward the composite rate premium for preferred provider medical, dental and vision insurance, or an alternate plan selected per Article 17(E).
2. Effective October 1, 2013, the District agrees to increase its 2012/13 contribution, per full time employee, by the lesser of: $40 per month or the increase in the cost of health insurance to the District and according to the “Financial Triggers” outlined in Appendix “A” Salary Calculations and Conditions for 2013/14.
Medical/Dental/Vision. A. The City agrees to provide and maintain for the period July 1, 2019, through the end of the month in which this Agreement is executed by both parties a $300 deductible, 90%/10% coinsurance in network and 70%/30% coinsurance out of network as the City of Xxxxxxx Base Medical Plan. The City’s Base Medical Plan will be discontinued at the end of this time period.
B. Effective for the period specified in Section 20.1.A. above, the monthly contributions by GPOA represented employees participating in the City’s Base Medical Plan will be as follows: Tier Employee Contribution
C. Beginning the first (1st) day of the calendar month following execution of this Agreement by both parties, the “Base” Plan will be replaced with the “Core” Plan. For the term of this Agreement the City agrees to provide as the “Core” Plan, a preferred provider organization (PPO) medical plan that contains an in-network individual annual out-of-pocket maximum no greater than $2,250 and a family annual out-of-pocket maximum no greater than $4,750. This plan will contain a separate individual annual pharmacy out-of-pocket maximum no greater than $1,000 and a family annual pharmacy out-of-pocket maximum no greater than $2,000. The “Core” Plan will be described in the Summary of Benefits and Coverage attached in Appendix C.
D. 1. The monthly employee contribution for employees in the “Core” Plan may be adjusted as set forth in this Agreement. In making such adjustments, the City shall pick up the first ten percent (10%) of any increase in the medical/vision insurance premiums on a per tier basis. Any increase in premiums above this percentage shall be shared between the City and the individual members on a 50%/50% basis by automatic pre-tax payroll deduction. However, in no event will an employee pay more than ten percent (10%) of the total monthly medical/vision insurance premium.
