Retention of Fringe Benefits. Whenever an employee suffers a reduction from 0.75 FTE or more (30-40 hours per week) to less than 0.75 FTE (less than 30 hours per week), or bumps from a position from 0.75 FTE or more to one with less than 0.75 FTE, the employee's entitlement to District-paid health and welfare insurance benefits provided under the terms of this Agreement shall not be diminished for twelve months following the month in which the action becomes effective. The District's obligation to contribute toward premium costs is reduced effective with the thirteenth month. From that time forward the District shall contribute that portion of total premium costs as the employee's regular non-overtime weekly working hours (per week bear to forty (40) hours. For example, if the employee is reduced to 0.375 FTE (15 hours per week), the District is responsible for paying 3/8 of the District's contribution of the total premium costs (see Article 9). The employee is responsible for paying his/her prorated share of premium costs in order to retain coverage under this provision. The District’s obligation under this provision is waived if the employee fails to make timely payment of his/her share of premiums. This provision is without effect if and when the employee's FTE is restored to 0.75 FTE [thirty (30) per week] or more. Employees whose hours were reduced prior to July 1, 1995, shall continue to receive benefits as provided in the 7/1/90 through 6/30/93 Agreement. Employees who were hired prior to July 1, 2008, shall continue to receive benefits as provided in the 7/1105 through 6/30/08 Agreement.
Retention of Fringe Benefits. Whenever a bargaining unit employee in lieu of separation from service due to layoff accepts a voluntary reduction in his regular non-overtime daily hours of employment, his entitlement to District paid health and welfare insurance benefits provided under the terms of this agreement shall continue at the rate he enjoyed prior to the reduction in hours for a period of three (3) calendar months.
