Wellness Credit Sample Clauses

Wellness Credit. Employees participating in wellness will receive a $20 per month credit toward their premium contribution for medical insurance coverage under the Regence PPO Plan or ▇▇▇▇▇▇ Permanente HMO Plan, or a $40 per month credit toward their premium contribution for coverage under the Regence HDHP/HSA Plan. Employees in a temporary status are not eligible to receive the credit. Employees or their eligible dependents may not be insured on more than one City medical insurance plan. If an employee has a spouse/domestic partner or adult child under the age of 26 working for the City, and each completes the participation requirements of the Wellness Incentives, each employee will receive the Wellness Credit toward the employee premium contributions for medical insurance coverage.

Wellness Credit. Employees participating in wellness will receive a $20 per month credit toward their premium contribution for medical insurance coverage under the Regence PPO Plan or ▇▇▇▇▇▇ Permanente HMO Plan, or a $40 per month credit toward their premium contribution for coverage under the Regence HDHP/HSA Plan. Employees in a temporary status are not eligible to receive the credit.

Wellness Credit effective March 1, 2014, through and including May 27, 2017, employees and their spouses who enroll in the NECA Health Plan are each eligible to receive a $75 “wellness” credit per calendar year. (a) This wellness credit is considered taxable income and will be paid to the employee on his/her regular bi-weekly paycheck. (b) In order to be eligible for this credit, the employee or the employee’s spouse must complete an annual physical exam, including biometric measurements, as defined by the Company using applicable ICD-9

Wellness Credit. The University will establish a participatory wellness incentive program, the details of which shall, after notice to and consultation with the Association, be published annually to all MBUs. Those MBUs who, on an annual basis (i.e., in a given contract year), meet the requirements of the wellness incentive program in that given contract year shall be entitled to a credit (paid in the form of a partial refund of their premium co-share contribution) in the amount of 4% for individual coverage participants or 3% for family coverage participants. Refunds paid to MBUs pursuant to this provision shall be subject to applicable withholdings as required by state and/or federal law.

Wellness Credit. Employees participating in wellness will receive a $20 per month credit toward their premium contribution for medical insurance coverage under the Regence PPO Plan or ▇▇▇▇▇▇ Permanente HMO Plan, or a $40 per month credit toward their premium contribution for coverage under the Regence HDHP/HSA Plan. To receive the incentive, employees must earn the incentive by meeting the annual Wellness Program requirements completed during the incentive tracking period as identified in (Appendix D). Employees or their eligible dependents may not be insured on more than one City medical insurance plan. If an employee has a spouse/domestic partner or adult child under the age of 26 working for the City, and each completes the participation requirements of the Wellness Incentives, each employee will receive the Wellness Credit toward the employee premium contributions for medical insurance coverage.

Wellness Credit. Each employee who has used sixteen (16) hours or less of sick leave as of the end of the payroll year shall have thirty six (36) hours in vacation or cash added to their account as of January 1; employees who have used seventeen-twenty four (17-24) hours of sick leave shall receive twenty four (24) hours of extra pay or vacation; and employees who have used twenty five-thirty two (25-32) hours shall have twelve (12) hours extra pay. This amount will be prorated for new hires.

Wellness Credit effective January 1, 2015, employees and their spouses who enroll in any Medical Plan offered by the Company are each eligible to receive a $75 “wellness” credit per calendar year. In order to be eligible for this credit, the employee or the employee’s spouse must complete an annual physical exam, including biometric measurements. a. The maximum wellness credit receivable per calendar year by any one (1) employee is $150 ($75 for an eligible employee and $75 for an eligible spouse). This wellness credit is considered taxable income and will be paid to the employee on his/her regular bi-weekly paycheck. b. The spousal wellness credit does not apply if both the employee and the employee’s spouse are Frontier employees, since each spouse is himself or herself eligible as an employee for the credit.

Wellness Credit. The University will establish a participatory wellness incentive program, the details of which shall, after notice to and consultation with the Association, be published annually to all MBUs. Those MBUs who, on an annual basis (i.e., in a given contract year), meet the requirements of the wellness incentive program in that given contract year shall be entitled to a credit representing a percentage of the annual premium cost for the plan the employees selects. Such credit, which shall be paid in the form of a cash refund, will be in the amount of 4% for eligible individual coverage participants who meet program requirements or 3% for eligible family 1851 1852 1853 1854 1855 1856 1857 1858 1859 1860 1861 1862 1863 1864 1865 1866 1867 1868 1869 1870 1871 1872 1873 1874 1875 1876 1877 1878 1879 1880 1881 1882 1883 1884 1885 1886 1887 1888 1889 1890 1891 1892 1893 1894

Wellness Credit. The University will establish a participatory wellness incentive program, the details of which shall, after notice to and consultation with the Association, be published annually to all MBUs. Those MBUs who, on an annual basis (i.e., in a given contract year), meet the requirements of the wellness incentive program in that given contract year shall be entitled to a credit representing a percentage of the annual premium cost for the plan the employees selects. Such credit, which shall be paid in the form of a cash refund, will be in the amount of 4% for eligible individual coverage participants who meet program requirements or 3% for eligible family coverage participants who meet program requirements. Such refund shall be payable after the conclusion of the fiscal year, but prior to August 1. Refunds paid to MBUs pursuant to this provision shall be subject to applicable withholdings as required by state and/or federal law. The University is committed to taking reasonable measures to ensure that on-campus offerings associated with the wellness program are accessible and available to second and third shift employees who wish to participate. Issues related to accessibility and availability of such 2123 2124 2125 2126 2127 2128 2129 2130 2131 2132 2133 2134 2135 2136 2137 2138 2139 2140 2141 2142 2143 2144 2145 2146 2147 2148 2149 2150 2151 2152 2153 2154 2155 2156 2157 2158 2159 2160 2161 2162 2163 2164 2165 2166 2167 offerings, as well as the overall administration of the wellness program, will be discussed on at least an annual basis at the parties’ Labor Management forum.