Common use of Spousal Exemption Clause in Contracts

Spousal Exemption. Suburban Health Consortium Spousal exclusion language applies to all affected employees and their spouse. Suburban Health Consortium spousal exemption language applies to a working spouse who is eligible for health care insurance at their place of employment. A stipend will be paid to employees whose spouse is subject to the spousal exemption where the spouse is required to pay half (50%) or more of the health insurance premium. The stipend will be paid in (2) two or (3) three payments annually. The employee is required to provide documentation to the Treasurer of required payment to qualify for stipend. The stipend applies to the 2019-20, 2020-2021, and 2021-22 school years. Eligible employees will receive $125.00 per month unrestricted. The employee will receive a prorated stipend for each full month if they do not work the full year from July 1 to June 30. If the employee leaves the district, they will be paid the prorated stipend on the last check received. If the spouse of an employee subject to this Section is eligible to participate in group health insurance and/or prescription drug insurance sponsored by his/her employer or any public retirement plan, the spouse must enroll in such employer (or public retirement plan) sponsored group insurance coverage(s). This requirement does not apply to any spouse who works less than 30 hours per week AND is required to pay more than 50% of the single premium to participate in his/her employer’s group health insurance coverage and/or prescription drug insurance coverage. Upon the spouse’s enrollment in any such employer (or public retirement plan) sponsored group insurance coverage, that coverage will become the primary payor of benefits and the coverage sponsored by the Board of Education will become the secondary payor of benefits. Any spouse who fails to enroll in any group insurance coverage sponsored by his/her employer or any public retirement plan, as required by this Section, shall be ineligible for benefits under such group insurance coverage sponsored by the Board of Education. Every employee whose spouse participates in the Board of Education’s group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board of Education, upon request, a written certification verifying whether his/her spouse is eligible to participate in group health insurance coverage and/or prescription drug insurance coverage sponsored by the spouse’s employer or any public retirement plan. If any employee fails to complete and submit the certification form by the required date, such employee’s spouse will be removed immediately from all health and prescription drug insurance coverages sponsored by the Board of Education. Additional documentation may be required. If an employee submits false information or fails to timely advise the Plan of a change in the employee’s spouse’s eligibility for employer (or public retirement plan) sponsored group health insurance and/or prescription drug insurance, and such false information or such failure by the employee results in the Plan providing benefits to which the employee’s spouse is not entitled, the employee will be personally liable to the Plan for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the Plan. Any amount to be reimbursed by the employee may be deducted from the benefits to which the employee would otherwise be entitled. In addition, the employee’s spouse will be terminated immediately from group health insurance and/or prescription drug insurance coverage under the Plan. If the employee submits false information, the employee may be subject to disciplinary action up to and including termination of employment.

Spousal Exemption. Suburban Health Consortium Spousal exclusion language applies to all affected employees and their spouse. Suburban Health Consortium spousal exemption language applies to a working spouse who is eligible for health care insurance at their place of employment. A stipend will be paid to employees whose spouse is subject to the spousal exemption where the spouse is required to pay half (50%) or more of the health insurance premium. The stipend will be paid in (2) two or (3) three payments annually. The employee is required to provide documentation to the Treasurer of required payment to qualify for stipend. The stipend applies to the 20192016-2017, 20202017-20212018, and 20212018-22 19 school years. Eligible employees will receive $125.00 per month unrestricted. The employee will receive a prorated stipend for each full month if they do not work the full year from July 1 to June 30. If the employee leaves the district, they will be paid the prorated stipend on the last check received. If the spouse of an employee subject to this Section is eligible to participate in group health insurance and/or prescription drug insurance sponsored by his/her employer or any public retirement plan, the spouse must enroll in such employer (or public retirement plan) sponsored group insurance coverage(s). This requirement does not apply to any spouse who works less than 30 hours per week AND is required to pay more than 50% of the single premium to participate in his/her employer’s group health insurance coverage and/or prescription drug insurance coverage. Upon the spouse’s enrollment in any such employer (or public retirement plan) sponsored group insurance coverage, that coverage will become the primary payor of benefits and the coverage sponsored by the Board of Education will become the secondary payor of benefits. Any spouse who fails to enroll in any group insurance coverage sponsored by his/her employer or any public retirement plan, as required by this Section, shall be ineligible for benefits under such group insurance coverage sponsored by the Board of Education. Every employee whose spouse participates in the Board of Education’s group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board of Education, upon request, a written certification verifying whether his/her spouse is eligible to participate in group health insurance coverage and/or prescription drug insurance coverage sponsored by the spouse’s employer or any public retirement plan. If any employee fails to complete and submit the certification form by the required date, such employee’s spouse will be removed immediately from all health and prescription drug insurance coverages sponsored by the Board of Education. Additional documentation may be required. If an employee submits false information or fails to timely advise the Plan of a change in the employee’s spouse’s eligibility for employer (or public retirement plan) sponsored group health insurance and/or prescription drug insurance, and such false information or such failure by the employee results in the Plan providing benefits to which the employee’s spouse is not entitled, the employee will be personally liable to the Plan for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the Plan. Any amount to be reimbursed by the employee may be deducted from the benefits to which the employee would otherwise be entitled. In addition, the employee’s spouse will be terminated immediately from group health insurance and/or prescription drug insurance coverage under the Plan. If the employee submits false information, the employee may be subject to disciplinary action up to and including termination of employment.

Spousal Exemption. Suburban Health Consortium Spousal exclusion language applies to all affected employees and their spousespouse effective October 1, 2013. Suburban Health Consortium spousal exemption language applies to a working spouse who is eligible for health care insurance at their place of employment. A Employees are eligible for a stipend. The stipend will be paid to employees whose spouse is subject to the spousal exemption where the spouse is required to pay half (50%) or more of the health insurance premium. The stipend will be paid in (2) two or (3) three payments annually. The employee is required to provide documentation to the Treasurer of required payment to qualify for stipend. The stipend applies to the 20192013-2014, 20202014-20212015, and 20212015-22 16 school years. Eligible employees The employee will receive $125.00 per month unrestricted. The employee will receive a prorated stipend for each full month if they do not work the full year from July 1 to June 30. If the employee leaves the district, they will be paid the prorated stipend on the last check received. If the spouse of an employee subject to this Section is eligible to participate in group health insurance and/or prescription drug insurance sponsored by his/her employer or any public retirement plan, the spouse must enroll in such employer (or public retirement plan) sponsored group insurance coverage(s). This requirement does not apply to any spouse who works less than 30 hours per week AND is required to pay more than 50% of the single premium to participate in his/her employer’s group health insurance coverage and/or prescription drug insurance coverage. Upon the spouse’s enrollment in any such employer (or public retirement plan) sponsored group insurance coverage, that coverage will become the primary payor of benefits and the coverage sponsored by the Board of Education will become the secondary payor of benefits. Any spouse who fails to enroll in any group insurance coverage sponsored by his/her employer or any public retirement plan, as required by this Section, shall be ineligible for benefits under such group insurance coverage sponsored by the Board of Education. Every employee whose spouse participates in the Board of Education’s group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board of Education, upon request, a written certification verifying whether his/her spouse is eligible to participate in group health insurance coverage and/or prescription drug insurance coverage sponsored by the spouse’s employer or any public retirement plan. If any employee fails to complete and submit the certification form by the required date, such employee’s spouse will be removed immediately from all health and prescription drug insurance coverages sponsored by the Board of Education. Additional documentation may be required. If an employee submits false information or fails to timely advise the Plan of a change in the employee’s spouse’s eligibility for employer (or public retirement plan) sponsored group health insurance and/or prescription drug insurance, and such false information or such failure by the employee results in the Plan providing benefits to which the employee’s spouse is not entitled, the employee will be personally liable to the Plan for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the Plan. Any amount to be reimbursed by the employee may be deducted from the benefits to which the employee would otherwise be entitled. In addition, the employee’s spouse will be terminated immediately from group health insurance and/or prescription drug insurance coverage under the Plan. If the employee submits false information, the employee may be subject to disciplinary action up to and including termination of employment. Effective October 1, 2015 the board share of the premiums will be 85% and the employee share will be 15%.

Spousal Exemption. Suburban Health Consortium Spousal exclusion language applies to all affected employees and their spousespouses. Suburban Health Consortium spousal exemption language applies to a working spouse who is eligible for health care insurance at their place of employment. A stipend will be paid to employees whose spouse is subject to the spousal exemption where the spouse is required to pay half (50%) or more of the health insurance premium. The stipend will be paid in (2) two or (3) three payments annually. The employee is required to provide documentation to the Treasurer of required payment to qualify for stipend. The stipend applies to the 2019-20, 2020-2021, and 2021-22 school years. Eligible employees will receive $125.00 per month unrestricted. The employee will receive a prorated stipend for each full month if they do not work the full year from July 1 to June 30. If the employee leaves the district, they will be paid the prorated stipend on the last check received. If the spouse of an employee subject to this Section is eligible to participate in group health insurance and/or prescription drug insurance sponsored by his/her employer or any public retirement plan, the spouse must enroll in such employer (or public retirement plan) sponsored group insurance coverage(s). This requirement does not apply to any spouse who works less than 30 hours per week AND is required to pay more than 50% of the single premium to participate in his/her employer’s group health insurance coverage and/or prescription drug insurance coverage. Upon the spouse’s enrollment in any such employer (or public retirement plan) sponsored group insurance coverage, that coverage will become the primary payor of benefits and the coverage sponsored by the Board of Education will become the secondary payor of benefits. Any spouse who fails to enroll in any group insurance coverage sponsored by his/her employer or any public retirement plan, as required by this Section, shall be ineligible for benefits under such group insurance coverage sponsored by the Board of Education. Every employee whose spouse participates in the Board of Education’s group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board of Education, upon request, a written certification verifying whether his/her spouse is eligible to participate in group health insurance coverage and/or prescription drug insurance coverage sponsored by the spouse’s employer or any public retirement plan. If any employee fails to complete and submit the certification form by the required date, such employee’s spouse will be removed immediately from all health and prescription drug insurance coverages sponsored by the Board of Education. Additional documentation may be required. If an employee submits false information or fails to timely advise the Plan of a change in the employee’s spouse’s eligibility for employer (or public retirement plan) sponsored group health insurance and/or prescription drug insurance, and such false information or such failure by the employee results in the Plan providing benefits to which the employee’s spouse is not entitled, the employee will be personally liable to the Plan for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the Plan. Any amount to be reimbursed by the employee may be deducted from the benefits to which the employee would otherwise be entitled. In addition, the employee’s spouse will be terminated immediately from group health insurance and/or prescription drug insurance coverage under the Plan. If the employee submits false information, the employee may be subject to disciplinary action up to and including termination of employment.