Opt-Out of Medical Plan Benefits Sample Clauses

Opt-Out of Medical Plan Benefits. 7 1. Employees may elect to Opt Out of the County’s medical benefit 8 plan coverage by making that election on their Benefit Enrollment form. Employees 9 making such election must provide proof of other group medical benefit plan coverage 10 in order to make the Opt Out election. Employees will not be eligible to change their 11 election until the County’s official annual open enrollment period, unless the employee 12 experiences an IRS recognized family status change event that would allow a mid-year 13 health plan election change or qualifies for Special Enrollment under HIPAA.
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Opt-Out of Medical Plan Benefits. 25 1. Employees may elect to Opt Out of the County’s medical benefit 26 plan coverage by making that election through the applicable Benefit Enrollment 27 process. Employees making such election must provide annually, an affidavit or other 28 qualifying proof of other qualifying group medical benefit plan coverage covering all 29 tax dependents, other than Medicare, in order to make the Opt Out election. 30 Employees will not be eligible to change their election until the County’s official 31 annual open enrollment period, unless the employee experiences an IRS recognized 1 family status change event that would allow a mid-year health plan election change 2 or qualifies for Special Enrollment under HIPAA.
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Opt-Out of Medical Plan Benefits. 6 1. Employees may elect to Opt Out of the County’s medical 7 benefit plan coverage by making that election on their Benefit Enrollment form. 8 Employees making such election must provide proof of other group medical benefit plan 9 coverage, other than Medicare, in order to make the Opt Out election. Employees will not 10 be eligible to change their election until the County’s official annual open enrollment 11 period, unless the employee experiences an IRS recognized family status change event 12 that would allow a mid-year health plan election change or qualifies for Special Enrollment 13 under HIPAA.
Sample 1
Opt-Out of Medical Plan Benefits. 12 1. Employees may elect to Opt-Out of the County’s medical benefit plan 13 coverage by making that election during the Benefit Enrollment process. Employees 14 making such an election must provide annually, an affidavit, or other qualifying proof of 15 other group medical benefit plan coverage covering all tax dependents in order to 16 continue to opt-out. Employees will not be eligible to change their election until the 17 County’s official annual open enrollment period, unless the employee experiences an IRS 18 recognized family status change event that would allow a mid-year health plan election 19 change or qualifies for Special Enrollment under HIPAA.
Sample 1
Opt-Out of Medical Plan Benefits. 1. Employees may elect to Opt Out of the County’s medical benefit plan coverage by making that election during the benefit enrollment process. Employees making such an election must provide annually, an affidavit or other qualifying proof of other group medical benefit plan coverage covering tax dependents, in order to continue to Opt Out . Employees will not be eligible to change their election until the County’s official annual open enrollment period, unless the employee experiences an IRS recognized family status change event that would allow a mid-year health plan election change or qualifies for Special Enrollment under HIPAA.
Sample 1
Opt-Out of Medical Plan Benefits. 1. Employees may elect to Opt Out of coverage in the County’s medical benefit plan by making that election on their Benefit Enrollment form. Employees making such election must provide proof of other employer sponsored group medical benefit plan coverage in order to make the Opt Out election. Employees will not be eligible to change their election until the County’s official annual open enrollment period, unless the employee experiences an IRS recognized family status change event that would allow a mid-year health plan election change. 2. Full-Time Employees Who Opt Out 3. Three-Quarter Time Employee who Opt Out 4. Half-Time Employees who Opt Out 5. Employees may also elect to decline dental plan coverage through the County. However, there is no reimbursement associated with declining dental coverage and no proof of other dental coverage is required. Employees will not be eligible to change this election until the County’s official annual open enrollment period unless the employee experiences an IRS-recognized family status change event that would allow a mid-year health plan election change.
Sample 1
Opt-Out of Medical Plan Benefits. 2 1. Employees may elect to Opt Out of coverage in the County’s 3 medical benefit plan by making that election in their Benefit Enrollment process.
Sample 1
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Opt-Out of Medical Plan Benefits. 5 1. Employees may elect to Opt Out of the County’s medical 6 benefit plan coverage by making that election on their Benefit Enrollment form. 7 Employees making such election must provide proof of other group medical 8 benefit plan coverage in order to make the Opt Out election. Employees will not 11 status change event that would allow a mid-year health plan election change or 12 qualifies for Special Enrollment under HIPAA.
Sample 1

Related to Opt-Out of Medical Plan Benefits

  • Medical Benefits The Company shall reimburse the Employee for the cost of the Employee's group health, vision and dental plan coverage in effect until the end of the Termination Period. The Employee may use this payment, as well as any other payment made under this Section 6, for such continuation coverage or for any other purpose. To the extent the Employee pays the cost of such coverage, and the cost of such coverage is not deductible as a medical expense by the Employee, the Company shall "gross-up" the amount of such reimbursement for all taxes payable by the Employee on the amount of such reimbursement and the amount of such gross-up.

  • Plan Benefits Each year, prior to the annual enrollment period, EMPLOYEES will receive Enrollment information that will outline the benefits offered next calendar year. Information relative to specific health insurance benefits and limitations will be updated regularly and contained in the SPD. In the event there is a conflict between the provisions of the collective bargaining agreement and the SPD, the District's SPD shall control.

  • Retiree Medical Benefits If Executive is or would become fifty-five (55) or older and Executive's age and service equal sixty-five (65) and Executive has at least five (5) years of service with the Company within two (2) years of Change in Control, Executive is eligible for retiree medical benefits (as such are determined immediately prior to Change in Control). Executive is eligible to commence receiving such retiree medical benefits based on the terms and conditions of the applicable plans in effect immediately prior to the Change in Control.

  • Educational Benefits The Employer agrees to provide educational benefits to employees that are in permanent status as of the first day of the quarter they are registering in accordance with the Employer’s space-available tuition waiver policy and employee 50% operating fee tuition waiver policy, to include:

  • SUPPLEMENTAL BENEFITS The employer shall maintain a “Supplemental Unemployment Benefits Plan” pursuant to the Employment Insurance Act and Regulations in regard to maternity, parental and adoption leave. The employer shall make amendments as appropriate to ensure that the Plan provides the maximum permissible benefits in conjunction with Articles 17.06, 17.07 or 17.08.

  • Executive Benefits The Executive shall be entitled to participate in all benefit programs of the Company currently existing or hereafter made available to executives and/or other salaried employees, including, but not limited to, pension and other retirement plans, group life insurance, hospitalization, surgical and major medical coverage, sick leave, disability and salary continuation, vacation and holidays, cellular telephone and all related costs and expenses, long-term disability, and other fringe benefits.

  • Health Benefits For the eighteen (18) month period following the Termination Date, provided that Executive is eligible for, and timely elects COBRA continuation coverage, the Company will pay on Executive’s behalf, the monthly cost of COBRA continuation coverage under the Company’s group health plan for Executive and, where applicable, her spouse and dependents, at the level in effect as of the Termination Date, adjusted for any increase in such level paid by the Company for active employees, less the employee portion of the applicable premiums that Executive would have paid had she remained employed during the such eighteen (18) month period (the COBRA continuation coverage period shall run concurrently with the eighteen (18) month period that COBRA premium payments are made on Executive’s behalf under this subsection 1(a)(ii)). The reimbursements described herein shall be paid in monthly installments, commencing on the sixtieth (60th) day following the Termination Date, provided that the first such installment payment shall include any unpaid reimbursements that would have been made during the first sixty (60) days following the Termination Date. Notwithstanding the foregoing, the Company’s payment of the monthly COBRA premiums in accordance with this subsection 1(a)(ii) shall cease immediately upon the earlier of: (A) the end of the eighteen (18) month period following the Termination Date, or (B) the date that Executive is eligible for comparable coverage with a subsequent employer. Executive agrees to notify the Company in writing immediately if subsequent employment is accepted prior to the end of the eighteen (18) month period following the Termination Date and Executive agrees to repay to the Company any COBRA premium amount paid on Executive’s behalf during such period for any period of employment during which group health coverage is available through a subsequent employer. Notwithstanding the foregoing, the Company reserves the right to restructure the foregoing COBRA premium payment arrangement in any manner necessary or appropriate to avoid fines, penalties or negative tax consequences to the Company or Executive (including, without limitation, to avoid any penalty imposed for violation of the nondiscrimination requirements under the Patient Protection and Affordable Care Act or the guidance issued thereunder), as determined by the Company in its sole and absolute discretion.

  • Retiree Health Benefits 1. There is currently in effect a retiree health benefit program for retired members of LACERS under LAAC Division 4, Chapter 11. All covered employees who are members of LACERS, regardless of retirement tier, shall contribute to LACERS four percent (4%) of their pre-tax compensation earnable toward vested retiree health benefits as provided by this program. The retiree health benefit available under this program is a vested benefit for all covered employees who make this contribution, including employees enrolled in LACERS Tier 3. 2. With regard to LACERS Tier 1, as provided by LAAC Section 4.1111, the monthly Maximum Medical Plan Premium Subsidy, which represents the Kaiser 2-party non-Medicare Part A and Part B premium, is vested for all members who made the additional contributions authorized by LAAC Section 4.1003(c). 3. Additionally, with regard to Tier 1 members who made the additional contribution authorized by LAAC Section 4.1003(c), the maximum amount of the annual increase authorized in LAAC Section 4.1111(b) is a vested benefit that shall be granted by the LACERS Board. 4. With regard to LACERS Tier 3, the Implementing Ordinance shall provide that all Tier 3 members shall contribute to LACERS four percent (4%) of their pre-tax compensation earnable toward vested retiree health benefits, and shall amend LAAC Division 4, Chapter 11 to provide the same vested benefits to all Tier 3 members as currently are provided to Tier 1 members who make the same four percent (4%) contribution to LACERS under the retiree health benefit program. 5. The entitlement to retiree health benefits under this provision shall be subject to the rules under LAAC Division 4, Chapter 11 in effect as of the effective date of this provision, and the rules that shall be placed into LAAC Division 4, Chapters 10 and 11, with regard to Tier 3, by the Implementing Ordinance. 6. As further provided herein, the amount of employee contributions is subject to bargaining in future MOU negotiations. 7. The vesting schedule for the Maximum Medical Plan Premium Subsidy for employees enrolled in LACERS Tier 1 and LACERS Tier 3 shall be the same. 8. Employees whose Health Service Credit, as defined in LAAC Division 4, Chapter 11, is based on periods of part-time and less than full-time employment, shall receive full, rather than prorated, Health Service Credit for periods of service. The monthly retiree medical subsidy amount to which these employees are entitled shall be prorated based on the extent to which their service credit is prorated due to their less than full time status.

  • Public Benefits ‌ 5.1 Developer to provide Public Benefits‌ The Developer must, at its cost and risk, provide the Public Benefits to the City in accordance with this document.

  • Dental Benefits The County offers dental and orthodontic benefits to full and part-time regular employees and their eligible dependent(s). Benefit provisions, co­ payments and deductibles are outlined in the Evidence of Coverage. The employee contribution is $13 per pay period ($28.26 per month). The County shall contribute to part-time eligible employees on a pro-rated basis, in accordance with Section 10.2.6.

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