Common use of Spousal Insurance Clause in Contracts

Spousal Insurance. 1. If a teacher’s spouse is eligible to participate (as a current employee or retiree) in group health insurance and/or prescription drug insurance sponsored by his/her employer, the spouse must enroll in such employer-sponsored group insurance coverage(s) (“spouse available insurance”). The spouse may enroll in single employer-sponsored group insurance coverage(s); the spouse is not required to enroll in family coverage. 2. Upon the spouse’s enrollment in any such “spouse available insurance” insurance coverage, that coverage will become the primary payer of the spouse’s benefits and the coverage sponsored by the Board will become the secondary payer of the spouse’s benefits. 3. Any spouse who fails to enroll in any “spouse available insurance” as required by this Section shall be ineligible for benefits under the group insurance coverage sponsored by the Board. 4. Every employee whose spouse participates in the Board’s group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board, upon request, a written declaration verifying whether his/her spouse is eligible to participate in “spouse available insurance” sponsored by the spouse’s employer. 5. If a teacher submits false information or fails to timely advise the Board of a change in his/her spouse’s eligibility for “spouse available insurance” within thirty (30) days of the qualifying event, and such false information or such failure by the teacher results in the Board providing benefits and/or payment of administrative fees to which the spouse is not entitled, the teacher will be personally liable to the Board for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the Board. a. Any amount to be reimbursed by the teacher may be deducted from the benefits, including salary, to which the teacher would otherwise be entitled. b. In addition, the teacher’s spouse will be terminated immediately from the Board’s group health insurance and/or prescription drug insurance coverage. 6. If a teacher submits false information about his/her “spouse available insurance” coverage(s), the teacher may be subject to disciplinary action by the Board, up to and including termination of employment. 7. Effective January 1, 2017, the Board shall not reimburse the spouse of the Employee who is required, under this program, to obtain his/her own medical insurance for the expense incurred by the spouse in obtaining such coverage. The spouse shall provide appropriate evidence, through pay stubs or other documentation, of her/his payment of monies to secure single coverage from her/his employer, retirement provider, or another source. The parties agree to make every reasonable effort to make these reimbursement payments tax free. In no event shall there be added expense to the Board. The WTA and Treasurer shall meet to identify an implementation mechanism.

Spousal Insurance. (This Section only applies to teachers newly hired in the Bedford City Schools beginning with the 2007-2008 school year.) 1. If a teacher’s spouse is eligible to participate (as a current employee or retiree) in group health insurance and/or prescription drug insurance sponsored by his/her employer, the spouse must enroll in such employer-employer sponsored group insurance coverage(s) (“spouse available insurance”). The spouse may enroll in single employer-employer sponsored group insurance coverage(s); the spouse is not required to enroll in family coverage. 2. Upon the spouse’s enrollment in any such “spouse available insurance” insurance coverage, that coverage will become the primary payer of the spouse’s benefits and the coverage sponsored by the Board will become the secondary payer of the spouse’s benefits. 3. Any spouse who fails to enroll in any “spouse available insurance” as required by this Section Section, shall be ineligible for benefits under the group insurance coverage sponsored by the Board. 4. Every employee whose spouse participates in the Board’s group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board, upon request, a written declaration (Addendum F-1) verifying whether his/her spouse is eligible to participate in “spouse available insurance” sponsored by the spouse’s employer. 5. If a teacher submits false information or fails to timely advise the Board of a change in his/her spouse’s eligibility for “spouse available insurance” within thirty (30) days of the qualifying event, and such false information or such failure by the teacher results in the Board providing benefits and/or payment of administrative fees to which the spouse is not entitled, the teacher will be personally liable to the Board for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the Board. a. Any amount to be reimbursed by the teacher may be deducted from the benefits, including salary, to which the teacher would otherwise be entitled. b. In addition, the teacher’s spouse will be terminated immediately from the Board’s group health insurance and/or prescription drug insurance coverageinsurance. 6. If a teacher submits false information about his/her “spouse available insurance” coverage(s), the teacher may be subject to disciplinary action by the Board, up to and including termination of employment. 7. Effective January 1, 2017, the Board shall not reimburse the spouse of the Employee who is required, under this program, to obtain his/her own medical insurance for the expense incurred by the spouse in obtaining such coverage. The spouse shall provide appropriate evidence, through pay stubs or other documentation, of her/his payment of monies to secure single coverage from her/his employer, retirement provider, or another source. The parties agree to make every reasonable effort to make these reimbursement payments tax free. In no event shall there be added expense to the Board. The WTA and Treasurer shall meet to identify an implementation mechanism.

Spousal Insurance. 1. (This Section only applies to teachers newly hired in the Bedford City Schools beginning with the 2007-2008 school year.) If a teacher’s spouse is eligible to participate (as a current employee or retiree) in group health insurance and/or prescription drug insurance sponsored by his/her employer, the spouse must enroll in such employer-employer sponsored group insurance coverage(s) (“spouse available insurance”). The spouse may enroll in single employer-employer sponsored group insurance coverage(s); the spouse is not required to enroll in family coverage. 2. Upon the spouse’s enrollment in any such “spouse available insurance” insurance coverage, that coverage will become the primary payer of the spouse’s benefits and the coverage sponsored by the Board will become the secondary payer of the spouse’s benefits. 3. Any spouse who fails to enroll in any “spouse available insurance” as required by this Section Section, shall be ineligible for benefits under the group insurance coverage sponsored by the Board. 4. Every employee whose spouse participates in the Board’s group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board, upon request, a written declaration (Addendum F-1) verifying whether his/her spouse is eligible to participate in “spouse available insurance” sponsored by the spouse’s employer. 5. If a teacher submits false information or fails to timely advise the Board of a change in his/her spouse’s eligibility for “spouse available insurance” within thirty (30) days of the qualifying event, and such false information or such failure by the teacher results in the Board providing benefits and/or payment of administrative fees to which the spouse is not entitled, the teacher will be personally liable to the Board for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the Board. a. . Any amount to be reimbursed by the teacher may be deducted from the benefits, including salary, to which the teacher would otherwise be entitled. b. . In addition, the teacher’s spouse will be terminated immediately from the Board’s group health insurance and/or prescription drug insurance coverage. 6. If a teacher submits false information about his/her “spouse available insurance” coverage(s), the teacher may be subject to disciplinary action by the Board, up to and including termination of employment. 7. Effective January 1, 2017, the Board shall not reimburse the spouse of the Employee who is required, under this program, to obtain his/her own medical insurance for the expense incurred by the spouse in obtaining such coverage. The spouse shall provide appropriate evidence, through pay stubs or other documentation, of her/his payment of monies to secure single coverage from her/his employer, retirement provider, or another source. The parties agree to make every reasonable effort to make these reimbursement payments tax free. In no event shall there be added expense to the Board. The WTA and Treasurer shall meet to identify an implementation mechanism.

Spousal Insurance. (This Section only applies to employees first hired in the Bedford City Schools beginning January 1, 2008 and is effective the first day of the month following contract ratification) 1. If a teacher’s an employee's spouse is eligible to participate (as a current employee or retiree) in group health insurance and/or prescription drug insurance sponsored by his/her employer, the spouse must enroll in such employer-employer sponsored group insurance coverage(s) (“"spouse available insurance”"). The spouse may enroll in single employer-employer sponsored group insurance coverage(s); the spouse is not required to enroll in family coverage. 2. Upon the spouse’s 's enrollment in any such “"spouse available insurance” " insurance coverage, that coverage will become the primary payer of the spouse’s 's benefits and the coverage sponsored by the Board will become the secondary payer of the spouse’s 's benefits. 3. Any spouse who fails to enroll in any “"spouse available insurance” " as required by this Section Section, shall be ineligible for benefits under the group insurance coverage sponsored by the Board. 4. Every employee whose spouse participates in the Board’s 's group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board, upon request, a written declaration (Appendix D) verifying whether his/her spouse is eligible to participate in “"spouse available insurance” " sponsored by the spouse’s 's employer. 5. If a teacher an employee submits false information or fails to timely advise the Board of a change in his/her spouse’s 's eligibility for “"spouse available insurance” " within thirty (30) days of the qualifying event, and such false information or such failure by the teacher employee results in the Board providing benefits and/or payment of administrative fees to which the spouse is not entitled, the teacher employee will be personally liable to the Board for reimbursement of benefits and expenses, including attorneys’ ' fees and costs, incurred by the Board. a. Any amount to be reimbursed by the teacher employee may be deducted from the benefits, including salary, to which the teacher employee would otherwise be entitled. b. In addition, the teacher’s employee's spouse will be terminated immediately from the Board’s 's group health insurance and/or prescription drug insurance coverage. 6. If a teacher an employee submits false information about his/her “"spouse available insurance” " coverage(s), the teacher employee may be subject to disciplinary action by the Board, up to and including termination of employment. 7. Effective January 1, 2017, the Board shall not reimburse the spouse of the Employee who is required, under this program, to obtain his/her own medical insurance for the expense incurred by the spouse in obtaining such coverage. The spouse shall provide appropriate evidence, through pay stubs or other documentation, of her/his payment of monies to secure single coverage from her/his employer, retirement provider, or another source. The parties agree to make every reasonable effort to make these reimbursement payments tax free. In no event shall there be added expense to the Board. The WTA and Treasurer shall meet to identify an implementation mechanism.

Spousal Insurance. (This Section only applies to teachers newly hired in the Bedford City Schools beginning with the 2007-2008 school year.) 1. If a teacher’s spouse is eligible to participate (as a current employee or retiree) in group health insurance and/or prescription drug insurance sponsored by his/her employer, the spouse must enroll in such employer-employer sponsored group insurance coverage(s) (“spouse available insurance”). The spouse may enroll in single employer-employer sponsored group insurance coverage(s); the spouse is not required to enroll in family coverage. 2. Upon the spouse’s enrollment in any such “spouse available insurance” insurance coverage, that coverage will become the primary payer of the spouse’s benefits and the coverage sponsored by the Board will become the secondary payer of the spouse’s benefits. 3. Any spouse who fails to enroll in any “spouse available insurance” as required by this Section Section, shall be ineligible for benefits under the group insurance coverage sponsored by the Board. 4. Every employee whose spouse participates in the Board’s group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board, upon request, a written declaration (Addendum F-1) verifying whether his/her spouse is eligible to participate in “spouse available insurance” sponsored by the spouse’s employer. 5. If a teacher submits false information or fails to timely advise the Board of a change in his/her spouse’s eligibility for “spouse available insurance” within thirty (30) days of the qualifying event, and such false information or such failure by the teacher results in the Board providing benefits and/or payment of administrative fees to which the spouse is not entitled, the teacher will be personally liable to the Board for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the Board. a. Any amount to be reimbursed by the teacher may be deducted from the benefits, including salary, to which the teacher would otherwise be entitled. b. In addition, the teacher’s spouse will be terminated immediately from the Board’s group health insurance and/or prescription drug insurance coverage. 6. If a teacher submits false information about his/her “spouse available insurance” coverage(s), the teacher may be subject to disciplinary action by the Board, up to and including termination of employment. 7. Effective January 1, 2017, the Board shall not reimburse the spouse of the Employee who is required, under this program, to obtain his/her own medical insurance for the expense incurred by the spouse in obtaining such coverage. The spouse shall provide appropriate evidence, through pay stubs or other documentation, of her/his payment of monies to secure single coverage from her/his employer, retirement provider, or another source. The parties agree to make every reasonable effort to make these reimbursement payments tax free. In no event shall there be added expense to the Board. The WTA and Treasurer shall meet to identify an implementation mechanism.

Spousal Insurance. (This Section only applies to employees first hired in the Bedford City Schools beginning January 1, 2008 and is effective the first day of the month following contract ratification) 1. If a teacheran employee’s spouse is eligible to participate (as a current employee or retiree) in group health insurance and/or prescription drug insurance sponsored by his/her employer, the spouse must enroll in such employer-employer sponsored group insurance coverage(s) (“spouse available insurance”). The spouse may enroll in single employer-employer sponsored group insurance coverage(s); the spouse is not required to enroll in family coverage. 2. Upon the spouse’s enrollment in any such “spouse available insurance” insurance coverage, that coverage will become the primary payer of the spouse’s benefits and the coverage sponsored by the Board will become the secondary payer of the spouse’s benefits. 3. Any spouse who fails to enroll in any “spouse available insurance” as required by this Section Section, shall be ineligible for benefits under the group insurance coverage sponsored by the Board. 4. Every employee whose spouse participates in the Board’s group health insurance coverage and/or prescription drug insurance coverage shall complete and submit to the Board, upon request, a written declaration (Appendix D) verifying whether his/her spouse is eligible to participate in “spouse available insurance” sponsored by the spouse’s employer. 5. If a teacher an employee submits false information or fails to timely advise the Board of a change in his/her spouse’s eligibility for “spouse available insurance” within thirty (30) days of the qualifying event, and such false information or such failure by the teacher employee results in the Board providing benefits and/or payment of administrative fees to which the spouse is not entitled, the teacher employee will be personally liable to the Board for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the Board. a. Any amount to be reimbursed by the teacher employee may be deducted from the benefits, including salary, to which the teacher employee would otherwise be entitled. b. In addition, the teacheremployee’s spouse will be terminated immediately from the Board’s group health insurance and/or prescription drug insurance coverage. 6. If a teacher an employee submits false information about his/her “spouse available insurance” coverage(s), the teacher employee may be subject to disciplinary action by the Board, up to and including termination of employment. 7. Effective January 1, 2017, the Board shall not reimburse the spouse of the Employee who is required, under this program, to obtain his/her own medical insurance for the expense incurred by the spouse in obtaining such coverage. The spouse shall provide appropriate evidence, through pay stubs or other documentation, of her/his payment of monies to secure single coverage from her/his employer, retirement provider, or another source. The parties agree to make every reasonable effort to make these reimbursement payments tax free. In no event shall there be added expense to the Board. The WTA and Treasurer shall meet to identify an implementation mechanism.