Medical Insurance for Retired Employees Sample Clauses

Medical Insurance for Retired Employees. Retirees may continue their present health insurance. The full expense is to be paid by the retiree. This is subject to the acceptability of the insurance carrier.
Sample 1
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Medical Insurance for Retired Employees. 11.1.1 Eligibility and Premium Co-payments: The Town will make available the same Retiree Medical Insurance Program that is provided to other employees of the Town. It is understood that the Town Board may, at any time and at its sole discretion, change the Retiree Medical Insurance Program, including, but not limited to, eligibility, retiree co-payments toward the premium, plan design, and carrier. 12 GENERAL PROVISIONS
Sample 1
Medical Insurance for Retired Employees. 10.2.1. Coverage (retiree): The Town offers medical insurance and prescription drug coverage to eligible full-time employees who are members of this collective bargaining unit after they retire from Town employment and are receiving retirement benefits under the New York State retirement system. Notwithstanding the above, an employee who leaves employment due to disciplinary action is not eligible for medical insurance or prescription drug coverage for retirees. 10.2.2. Coverage (retiree’s spouse): Coverage is also available for the retiree’s eligible spouse if the spouse was eligible for coverage under the Town’s medical insurance plan on the retiree’s last date of employment with the Town and the spouse is not eligible to receive comparable medical insurance coverage under another plan. In the event the retiree predeceases the retiree’s eligible spouse, the spouse may continue medical insurance and prescription drug coverage and the Town will continue its contribution to the insurance premium for a period of six months, thereafter, the spouse must pay the full cost of the premiums. The spouse of a deceased retiree shall terminate coverage upon remarriage.
Sample 1
Medical Insurance for Retired Employees. 1.) The District shall continue to make a contribution toward the cost of the medical insurance premium with the District’s medical insurance program for any eligible unit member retiree hired before June 30, 1996, who retires at age fifty-five (55) or older, on or before January 1, 2004, or any eligible Adult Ed. or ROP unit member retiree hired before June 30, 1996, who received District paid medical benefits on January 1, 2005. Such retirees will receive a contribution toward medical benefits only, paid for their lifetime. Eligible unit member retirees, age fifty-five (55) and older, hired by the District after June 30, 1996, shall receive an annual District contribution until age sixty-five (65). The maximum District contribution will increase to $7,100 on January 1, 2007, and to $7,400 on January 1, 2008, and to $7,700 on January 1, 2009. Increases in the annual District contribution after January 1, 2009, will be a matter subject to negotiations. 2.) Eligible unit member retirees between fifty-five (55) and sixty-five (65) years of age, who retire after January 1, 2004, shall receive an annual District contribution toward the cost of medical benefits until age sixty-five (65). The maximum District contribution will increase to $7,100 on January 1, 2007, and to $7,400 on January 1, 2008, and to $7,700 on Jan. 1, 2009. Increases in the maximum annual District contribution after January 1, 2009, will be a matter subject to negotiations. 3.) District contributions for eligible unit member retirees who are between fifty-five (55) and sixty-five (65) years of age (or age 65 and older if hired before June 30, 1996, and retired on or before January 1, 2004) will be in accordance with the chart below. 10 50 11 55 12 60 13 65 14 70 15 75 16 80 17 85 18 90 19 95 20 or more 100 4.) Retirees age 55-65 where both spouses and/or domestic partners are benefit eligible retirees from the district; one spouse/domestic partner shall opt out of health benefits and maintain dependent coverage and survivorship rights. The spouse/domestic partner opting out will be permitted to apply his or her medical premium contribution toward his or her spouse/domestic partner’s medical insurance premium, up to the amount of the current active employee medical cap.
Sample 1
Medical Insurance for Retired Employees. As long as the Town makes available medical insurance and makes premium payments for retired employees of the Town who were not members of the bargaining unit, the Town will make available a comparable plan and make the same premium contributions for eligible retirees from the bargaining unit under the same terms and conditions as it makes for those other eligible retirees of the Town.
Sample 1
Medical Insurance for Retired Employees 
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Related to Medical Insurance for Retired Employees

  • Retired Employees An employee who retires from University service, at age 55 with five (5) years of service, age 50 with fifteen (15) years of service or at any age with thirty (30) years of service, who is eligible to maintain participation in the UPlan, may indefinitely maintain medical and dental coverage with the University at his/her own expense. Medicare coverage is primary for retirees over 65, and for totally disabled employees who qualify for Medicare, and must coordinate with the UPlan Retiree Medical plan options. If retired or totally disabled employees elect not to continue coverage in the UPlan at the time they leave employment, they may not elect to do so at a later date. (see also Section 5E.)

  • Newly Hired Employees All employees hired to an insurance eligible position must make their benefit elections by their initial effective date of coverage as defined in this Article, Section 5C. Insurance eligible employees will automatically be enrolled in basic life coverage. If employees eligible for a full Employer Contribution do not choose a health plan administrator and a primary care clinic by their initial effective date, and do not waive medical coverage, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If an employee does not choose a health plan administrator and primary care clinic by their initial effective date, but was previously covered as a dependent immediately prior to their initial effective date, they will be defaulted to the plan administrator and primary care clinic in which they were previously enrolled.

  • Rehired Employees Amounts forfeited upon termination of employment because of the failure to meet the applicable vesting requirements shall not be reinstated or re-credited if an individual is subsequently rehired or re-employed by the School Corporation. However, if the board shall have approved a leave of absence of not more than one (1) fiscal year for an employee, such period of leave shall not result in forfeiture provided the employee shall promptly return to employment following the expiration of the period of leave.

  • Termination of Employee Plans The Company shall have provided Parent with evidence, reasonably satisfactory to Parent, as to the termination of the benefit plans referred to in Section 5.12.

  • Savings and Retirement Plans During the Employment Period, the Executive shall be entitled to participate in all other savings and retirement plans, practices, policies and programs, in each case on terms and conditions no less favorable than the terms and conditions generally applicable to the Company’s other executive employees.

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.05(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.05(a), other than those specified in sections (A) and (B) of subparagraph 17.05(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.05 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph (a)(i).

  • Incentive, Savings and Retirement Plans During the Employment Period, the Executive shall be entitled to participate in all incentive, savings and retirement plans, practices, policies and programs applicable generally to other peer executives of the Company and its affiliated companies, but in no event shall such plans, practices, policies and programs provide the Executive with incentive opportunities (measured with respect to both regular and special incentive opportunities, to the extent, if any, that such distinction is applicable), savings opportunities and retirement benefit opportunities, in each case, less favorable, in the aggregate, than the most favorable of those provided by the Company and its affiliated companies for the Executive under such plans, practices, policies and programs as in effect at any time during the 120-day period immediately preceding the Effective Date or if more favorable to the Executive, those provided generally at any time after the Effective Date to other peer executives of the Company and its affiliated companies.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • Long Term Disability Insurance Plan The Employer shall provide a mutually acceptable long-term disability insurance plan, a copy of which shall appear in Appendix “A” – Long-Term Disability Insurance Plan. The plan shall provide post-probationary regular employees with salary continuation as per Appendix “A” until age sixty-five (65) in the event of a disability. The cost of the plan shall be borne by the Employer.

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