Common use of Plan Options Clause in Contracts

Plan Options. a. The Board shall continue to provide the benefits provided by the Van Xxxx Area Schools Insurance Group (VWASIG) for full-time incumbent certificated and incumbent classified employees under the group plan known in the District as the PPO Plan. If the full-time incumbent employee elects to participate in the PPO Plan, the Board shall pay 80% of the monthly cost, and the employee shall pay 20% of the monthly cost by payroll deduction for all three years of this collective bargaining agreement. Notwithstanding the above percentage specifications, if an incumbent full-time employee is legally precluded, due to circumstances over which such employee has no choice or control, from contributing to the high-deductible HSA Plan identified in Paragraph b below, it is understood that, during such period of legal preclusion, the employee may participate in the PPO Plan identified in this Paragraph a with the Board paying 80% of the monthly cost and the employee paying the remaining 20% of the monthly cost. By way of illustration and not limitation, examples of the sorts of circumstances over which an employee has a degree of choice or control include the following: remaining a dependent of another person for income tax purposes; having double non-HDHP (high deductible health plan) coverage through a spouse; electing Social Security benefits triggering Medicare Part A enrollment; and the like. It is further understood that any newly-hired employee (defined as a new hire whose first scheduled District work day occurs on or after July 1, 2018) who is eligible to participate in insurance benefits under this Section H cannot opt to participate in the PPO Plan at all, but, rather, must choose either to participate in the HSA Plan identified in Paragraph b below or choose not to enroll in Board-provided health insurance benefits. b. In lieu of receiving benefits under the PPO Plan referred to in Paragraph a above, an incumbent bargaining unit employee may opt to participate in the high-deductible health plan known in the District as the HSA Plan offered by VWASIG by enrolling in such HSA Plan during the annual November enrollment period, in which case HSA participation will become effective as of January 1st following the enrollment period. Participation in the HSA Plan is voluntary for incumbent employees; however, an incumbent employee who opts into the HSA Plan cannot thereafter choose to participate in the PPO Plan referred to in Paragraph a above. When a full-time incumbent employee or a full-time newly-hired employee opts into the HSA Plan, the Board shall pay 90% of the monthly cost, and the employee shall pay the remaining 10% by payroll deduction. In addition, the Board will deposit into the participating full-time employee’s account the amounts shown below (in the case of part-time employees the deposits are subject to the terms in Paragraph 4 of this Section H.): 2022-2023 School Year: Family $1000 plus $500 match; Single $500 plus $250 match 2023-2024 School Year: Family $750 plus $375 match; Single $375 plus $188 match 2024-2025 School Year: Family $500 plus $500 match; Single $250 plus $250 match It is understood that each of the “match” amounts specified above represents the maximum matching contribution by the Board on behalf of the employee for that particular school year, and that the Board will make no matching contribution at all on behalf of an employee who, in a particular school year, makes no contributions by payroll deduction into the employee’s HSA. With respect to any particular school year, the Board will make 50% of its non-matching contribution under the above schedule by the end of October or January and the remaining 50% of its non-matching contribution by the end of May. The Board will make its matching contribution for the particular school year, if any is required, in late June (no later than June 30) based on the employee’s aggregate contributions to the employee’s HSA during the immediately preceding twenty-six (26) pays and the completion of employee’s work year. c. All newly hired employees must elect the High Deductible Health Plan (HDHP). d. For full-time certificated and full-time classified staff, the Board shall pay 85% of the monthly cost of the VWASIG dental plan.

Plan Options. a. The Board shall continue to provide the benefits provided by the Van Xxxx Area Schools Insurance Group (VWASIG) VWASIG for full-time full‐time incumbent certificated and incumbent classified employees under the group plan known in the District as the PPO Plan. If the full-time full‐time incumbent employee elects to participate in the PPO Plan, the Board shall pay a portion of the monthly cost as described below: July 1, 2018 – November, 2018: the Board shall pay 85% of the monthly cost and the employee shall pay the remaining 15% monthly cost by payroll deduction December, 2018 – June 30, 2019: the Board shall pay 83% of the monthly cost and the employee shall pay the remaining 17% monthly cost by payroll deduction July 1, 2019 – June 30, 2020: the Board shall pay 81% of the monthly cost and the employee shall pay the remaining 19% monthly cost by payroll deduction Effective with July 2020 coverage, the Board shall pay 80% of the monthly cost, cost and the employee shall pay the remaining 20% of the monthly cost by payroll deduction for all three years of this collective bargaining agreementdeduction. Notwithstanding the above percentage specifications, however, if an incumbent full-time full‐time employee is legally precluded, due to circumstances over which such employee has no choice or control, from contributing to the high-deductible high‐deductible HSA Plan identified in Paragraph b b. below, it is understood that, during such period of legal preclusion, the employee may participate in the PPO Plan identified in this Paragraph a a. with the Board paying 8085% of the monthly cost and the employee paying the remaining 2015% of the monthly cost. By way of illustration and not limitation, examples of the sorts of circumstances over which an employee has a degree of choice or control include (and thus the followingemployee would be subject to the employee percentage monthly contributions specified in the first four sentences above in excess of 15%) include: remaining a dependent of another person for income tax purposes; having double non-HDHP non‐HDHP (high deductible health plan) coverage through a spouse; electing Social Security benefits triggering Medicare Part A enrollment; and the like. It is further understood that any newly-hired newly‐hired employee (defined as a new hire whose first scheduled District work day occurs on or after July 1, 2018) who is eligible to participate in insurance benefits under this Section H H. cannot opt to participate in the PPO Plan at all, but, rather, must choose either to participate in the HSA Plan identified in Paragraph b b. below or choose not to enroll in Board-provided Board‐provided health insurance benefits. b. In lieu of receiving benefits under the PPO Plan referred to in Paragraph a a. above, an incumbent bargaining unit employee may opt to participate in the high-deductible high‐deductible health plan known in the District as the HSA Plan offered by VWASIG by enrolling in such HSA Plan during the annual November enrollment period, in which case HSA participation will become effective as of January 1st 1 following the enrollment period. Participation in the HSA Plan is voluntary for incumbent employees; however, an incumbent employee who opts into the HSA Plan cannot thereafter choose to participate in the PPO Plan referred to in Paragraph a a. above. When a full-time full‐time incumbent employee or a full-time newly-hired full‐time newly‐hired employee opts into the HSA Plan, the Board shall pay 90% of the monthly cost, and the employee shall pay the remaining 10% by payroll deduction. In addition, the Board will deposit into the participating full-time full‐time employee’s account the amounts shown below (in the case of part-time part‐time employees the deposits are subject to the terms in of Paragraph 4 of this Section H.H): 2022-2023 2018‐2019 School Year: Family $1000 3,000 plus $1,500 match (Family)/$1,500 plus $750 match (Single); 2019‐2020 School Year: $1,000 plus $500 match; Single $500 match (Family)/$500 plus $250 match 2023-2024 (Single); 2020‐2021 School Year: Family $750 plus $375 match; Single $375 plus $188 match 2024-2025 School Year: Family $500 plus $500 match; Single $250 match (Family)/$250 plus $250 match (Single). It is understood that each of the “match” amounts specified above represents the maximum matching contribution by the Board on behalf of the employee for that particular school year, and that the Board will make no matching contribution at all on behalf of an employee who, in a particular school year, makes no contributions by payroll deduction into the employee’s HSA. With respect to any particular school year, the Board will make 50% of its non-matching contribution under the above schedule by the end of October or January and the remaining 50% of its non-matching contribution by the end of May. The Board will make its matching contribution for the particular school year, if any is required, in late June (no later than June 30) based on the employee’s aggregate contributions to the employee’s HSA during the immediately preceding twenty-six (26) pays and the completion of employee’s work year. c. All newly hired employees must elect the High Deductible Health Plan (HDHP). d. For full-time certificated and full-time classified staff, the Board shall pay 85% of the monthly cost of the VWASIG dental plan.