Retirees’ Health Sample Clauses

Retirees’ Health. It is agreed that employees who retire on or after January 1st, 2019, the Employer shall pay the full single premium and 50% of the dependency coverage cost, and the balance 50% of dependency cost shall come from the retiree until their health insurance cap is exhausted. The Employer shall pay 80% of the annual deductible via an HSA or VEBA contribution on the single or family coverage and the retiree shall pay 20% of the annual deductible on single or family coverage while the retiree is enrolled in the plan, until their health insurance cap is exhausted. The retiree may choose either of the high deductible health plans with a VEBA or HSA contribution from the County. The retiree must designate which health plan option and deductible option (HSA or VEBA) upon retirement. The County portion of the deductible will be pro-rated by the number of months the retiree is enrolled in the plan for those who enroll mid-year. If the retiree’s health insurance cap is exhausted, the retiree may continue to stay on the county-sponsored health insurance plan and will pay 100% of the premium and 100% of the deductible. When a retiree reaches age 65, the retiree will be transitioned from their current health plan to one of the Medicare Supplemental Plans offered by the County and the County shall pay the full single premium and 50% of the dependency coverage cost, and the balance 50% of dependency cost shall come from the retiree until their health insurance cap is exhausted. An employee must have a minimum of 10 years of service with Itasca County to be eligible for County payment toward hospital medical insurance upon retirement and have reached retirement age as defined in Minnesota Statutes, Chapter 353 (PERA). SURVIVORS OF RETIREES: Survivors are entitled to remain covered under the group insurance program as long as premiums are paid. Coverage can be canceled at the option of the survivor at any time; but once canceled, coverage cannot be reinstated. The premiums (100%) for continued coverage are the responsibility of the survivor. Survivors must maintain Medicare A & B (if eligible) in order to remain covered under the Itasca County medical insurance program. Personnel who become totally disabled prior to retirement, upon meeting the qualifications for retirement as outlined below, shall be eligible to receive benefits upon receipt of due proof that:

Retirees’ Health. For those current employees hired prior to July 1, 2007, the City will pay a portion of the retirees’ health care premiums (single only) as follows: 5<10 years 50% 10<15 65% 15+ years 85% The vesting period is waived for employees with a work-related disability retirement. Employees hired on or after July 1, 2007 will make an election of either a Defined Contribution Plan (DC) or a Defined Benefit Plan (DB) for retirees’ health benefits within ten (10) working days of date of hire. An employee hired on or after July 1, 2007 who does not make an initial election within ten (10) working days shall be enrolled in the DC Plan. After completion of one (1) year of service, an employee will have another opportunity to make an irrevocable election of either the DC or DB plan. Employees must make an election within ten (10) working days of his/her anniversary date. If an election is not made within this period of time, the employee’s initial election at date of hire will remain status quo. For those changing from a DC to DB plan, the funds contributed by the employer will revert back to the City. For those changing from a DB to DC plan, employer contributions will be made from the date of hire of the employee. 6.9.1 Defined Contribution Plan • ICMA-RC or comparable Retirement Health Savings (RHS) Account model in accordance with the IRS. No minimum period of service is required for participation. • Direct employer contributions for those employees hired on or after July 1, 2007, for Fiscal Year 2007-08 as follows: 0-5 years $200/month 6-10 years $250/month 10+ years $300/month An employee would ascend to the next level tier after the completion of the 5th year and the 10th year of service. • Indexing Contributions: Contributions above will be indexed at a two percent (2%) fixed rate annually. Indexed contributions for the term of this contract are as follows:

Retirees’ Health. Welfare. Effective January 1, 2022, based on December 2021 hours, and each month thereafter during the period this Collective Bargaining Agreement is in effect, the Employer agrees to remit the full premium amount for each represented employee, who received compensation for eighty (80) hours or more in the previous month for coverage to the Washington Teamster Retirees Welfare Trust, c/o Northwest Administrators, Inc.

Retirees’ Health. For those current employees hired prior to July 1, 2007, the City will pay a portion of the retirees’ health care premiums (single only) as follows: 5<10 years 50% 10<15 65% 15+ years 85% The vesting period is waived for employees with a work-related disability retirement. Employees hired on or after July 1, 2007 will make an election of either a Defined Contribution Plan (DC) or a Defined Benefit Plan (DB) for retirees’ health benefits within ten (10) working days of date of hire. An employee hired on or after July 1, 2007 who does not make an initial election within ten (10) working days shall be enrolled in the DC Plan. After completion of one (1) year of service, an employee will have another opportunity to make an irrevocable election of either the DC or DB plan. Employees must make an election within ten (10) working days of his/her anniversary date. If an election is not made within this period of time, the employee’s initial election at date of hire will remain status quo. For those changing from a DC to DB plan, the funds contributed by the employer will revert back to the City. For those changing from a DB to DC plan, employer contributions will be made from the date of hire of the employee.

Retirees’ Health