Wellness Incentive Program. In addition to the benefits plans offered under this Agreement, you may be eligible to offer a Blue Cross and Blue Shield wellness incentive program to Members who are enrolled in certain designated benefits plans. Your participation in the wellness incentive program is limited to those benefits plans that are designated by Blue Cross and Blue Shield as being eligible for the program. When you elect to offer the wellness incentive program to your eligible Members, subject to the program participation conditions as outlined in this section, you may qualify for a group wellness incentive award at the end of the policy year. (For the purposes of this section of the Agreement, “
Wellness Incentive Program. A broad-based pilot Wellness Incentive Program will be developed with input from the joint Labor/Management Wellness Committee. The purpose of this program will be to reward County employees with incentives for participating in Wellness Program activities and encourage them to live healthier lifestyles. The Wellness Committee will work closely with the Human Resources Department on program design and implementation.
Wellness Incentive Program a. The County shall continue the Wellness Incentive Program. Eligible full-time regular employees who use twelve (12) hours or less of sick leave in Pay Periods #1 through #13 of any year shall receive a Wellness Certificate enabling them to take eight (8) hours off with pay during the following six-month period. Eligible full-time employees who use twelve (12) hours or less of sick leave in Pay Periods #14 through #26 of any year shall receive a certificate enabling them to take eight (8) hours off with pay during the following six-month period. The certificate shall have no monetary value. The approval for the use of the eight (8) hours of paid time off for employees who have earned a Wellness Certificate shall not be arbitrarily or capriciously denied.
b. Regular employees must be continuously on the County payroll and eligible to earn and use sick leave during the entire twenty-six week period from Pay Period #1 through #13, and from Pay Period #14 through #26. Any employee on an unpaid leave of absence during a portion of the designated twenty-six week period is excluded for that time period. Any employee during the designated twenty-six week period who receives pay pursuant to Labor Code Section 4850 or who receives SDI integration pursuant to Section 10.4 or who selects the disability leave option pursuant to Section 9.7, is excluded from participation for that time period. Any employee who was temporary and transferred to a permanent position during the designated twenty-six week time period is excluded for that time period.
c. Part-time regular employees who work forty (40) or more hours per pay period shall be eligible to participate in the Wellness Incentive Program. The same eligibility rules as outlined in Subsection b. above shall apply. However, the maximum amount of sick leave allowed for a part-time employee to use in Pay Periods #1 through #13, or in Pay Periods #14 through #26, shall be prorated. This means for a half-time employee the maximum sick leave that may be used is six (6) hours; for a four-fifths employee, the maximum would be nine (9) hours. The amount of time off received by the qualifying part-time employee shall also be pro- rated. This means a half-time employee would receive a certificate for four (4) hours time off, and a four-fifths employee would receive a certificate for six (6) hours time off.
d. The County shall provide the Union with a copy of the County Policy and Procedure necessary to implement the County's Well...
Wellness Incentive Program. The wellness incentive programs, offered under this Agreement, are designed to promote good health. Your participation in the wellness incentive program is voluntary. If you choose to participate, you and your spouse can each earn up to $250 in rewards. Only the enrolled subscriber and spouse are eligible participants in this program. The enrolled subscriber and/or spouse can participate in two on-line programs. They are: • complete an electronic health assessment (HA) via our web site XXXXXX.xxx; and • participation in Wellness Activities via our web site XXXXXX.xxx. The HA is a confidential, online questionnaire which assesses the status of your health. To earn the wellness incentive, we encourage the eligible participants to complete a HA no later than 60 days after the effective date of this policy. By completing the HA, the eligible participant will earn a $50 reward. This reward is limited to $50 per calendar year for each eligible participant. The Wellness Activities are point-based programs, which mean you can earn points by completing all sorts of on-line health- related activities. As an eligible participant, when you complete an on-line wellness activity, you will earn wellness points. Each eligible participant must earn a specific number of wellness points to receive the Wellness Activity incentive reward. By earning the required number of points, the eligible participant will receive an incentive reward of $200. Example topics addressed in the Wellness Incentive Program include, but are not limited to: nutrition and weight management, chronic disease management, tobacco cessation, physical fitness and stress management. For more detailed information about our wellness initiatives programs, please visit our web site at XXXXXX.xxx or contact our Customer Service Department. We reserve the right to terminate wellness incentive programs at any time.
Wellness Incentive Program. Any full time employee leaving the employment of the Court upon service or disability retirement may receive payment for a portion of accrued sick leave credits at the time of separation. Part time employees may also participate on a proportional basis. The amount of this payment shall be equal to two and one half percent (2½%) of the sick leave credits at the time of separation times the number of whole years of continuous employment times the employee’s salary rate, exclusive of premiums or supplements, at the time of separation. Vested sick leave credits, as set forth under Civil Service Commission Rules, shall not be included in this computation. Example of Calculation: Employee A retires with 20 years of service. Employee A has a sick leave balance of 500 hours. Employee A has a base salary rate of $25.00 per hour at the time of separations. Wellness Incentive = 2.5% for each year of service X 20 years of service = 50% 50% X 500 hours = 250 hours. 250 hours X $25.00 (base salary at time of separation) = $6,250.00 The number of hours for which an employee may receive cash payments shall not exceed one thousand forty (1040) hours, including any vested sick leave. A wellness incentive bonus payment shall not be considered as part of an employee’s compensation for the purpose of computing retirement benefits.
Wellness Incentive Program. Employees enrolled in the City health coverage insurance plan will have the opportunity to participate in the Wellness Incentive Program. Employees can earn incentive dollars up to $500 per plan year for completing the Wellness Incentive Program requirements by the specified dates, as determined on an annual basis by the Wellness Committee and the Benefits Supervisor. The incentive, if earned, will be deposited into the employee’s Health Reimbursement Account to pay for out-of-pocket medical expenses. Employees who are hired in the 4th quarter of the calendar year are not eligible for the Wellness Incentive Program for that calendar year.
Wellness Incentive Program a. For the 2017 – 2018 school year, the Board agrees to fund wellness incentives up to $200 for those employees participating in the District Employee Health Plan. The incentive period will run June 1, 2017 through April 28, 2018. For participants in a Health Savings Account (HSA) Plan, the wellness incentive will be awarded as a contribution to the employee’s HSA account. Employees are responsible for ensuring that they do not exceed the HSA annual maximum contribution as per IRS regulation. For participants in a non-HSA eligible insurance plan, the wellness incentive will be paid out as a premium credit. Only employees that participate in one of the District’s employee health insurance plans are eligible for wellness incentives.
b. The Wellness Incentive Program will be reviewed annually to evaluate program effectiveness for continuation in the following year. Determination of qualifying activities, incentive point assignments, and value of incentive points will be determined annually.
Wellness Incentive Program. A. Effective January 1, 2008, all employees covered by this Agreement may participate in a Wellness Incentive Program on an annual basis.
B. Employees who have an annual physical with their primary care physician on or before March 31 each calendar year will be eligible for an incentive, as specified below. The employee will provide proof to either the health coach or the Employer from the examining physician that an annual physical was performed on a form acceptable to the Employer and the Union.
C. Employees who participate in the designated health risk appraisal on or before April 30 each calendar year will be eligible for an incentive, as specified below. The employee will be responsible to ensure that the following information is obtained from the physician and accurately entered into the health risk appraisal tool: the employee’s height, weight, blood pressure and cholesterol level at the time of the employee’s last physical or other visit within one calendar year of the health risk appraisal. The parties will designate which health risk appraisal tool(s) will be used for this program, and the approved tool may be amended from time to time. The employee will authorize notification to the Employer that he has participated in the health risk appraisal and has provided the health data from the physician, but no specific employee health information from that appraisal is to be provided to the Employer. The results of the health risk appraisal will be shared with the health coach (or primary care physician, if applicable) if
D. Upon completion of the health risk appraisal, the employee will meet with a health coach (or primary care physician) to review the results of the appraisal within 30 days of receipt, but no later than June 15 of that year. During the first coaching session, the employee will designate which of his health risks he will try to reduce during the remainder of the calendar year, and work with the health coach (or physician) to develop a plan to address that risk. Two follow-up coaching sessions are recommended, but will not be required during the first three years of this program. The employee will authorize notification by the health coach (or primary care physician) to the Employer that he has participated in the health coaching session(s), but such notification will not contain specific employee health information. Employees who participate in the coaching session(s) will be eligible for an incentive, as specified below. Proof of coa...
Wellness Incentive Program a. For the 2019 – 2020 school year, the Board agrees to fund wellness incentives up to $200 for those employees participating in the District Employee Health Plan. The incentive period will run June 1, 2019 through April 30, 2020. For participants in a Health Savings Account (HSA) eligible plan (BCBS Plans 5180/5181 or 5192/5193), the wellness incentive will be awarded as a contribution to the employee’s HSA account. Employees are responsible for ensuring that they do not exceed the HSA annual maximum contribution as per IRS regulation. For participants in a non-HSA eligible insurance plan (BCBS 5771), the earned wellness incentive will be awarded as a credit toward the employee’s health insurance premium. For any employee who is not eligible for HSA contribution or premium credit the wellness incentive will be paid out as a supplement. Only employees who participate in one of the District’s employee health insurance plans are eligible for wellness incentives. To receive the incentive the employee must be eligible and active as of the date the incentive award is made.
b. The Wellness Incentive Program will be reviewed quarterly by the Collaborative Bargaining Compensation Subcommittee.
Wellness Incentive Program i. The Wellness Incentive Program replaces the Sick Leave Payoff (at retirement) and all other sick leave incentive programs. The former Sick Leave Payoff, which was at 19%, is phased out immediately, except as provided in the Grandfathering Feature below. All other programs would end immediately. Employees who qualify would receive Wellness Incentive Pay added to their base wage and paid with regularly scheduled payroll.
ii. Wellness Pay is based on the amount of sick leave an employee has accumulated as of June 30th of each year. Employees with the minimum required balance as of that date shall receive the incentive during the following year. Employees must maintain the minimum balance to stay at a particular level in the program. The sooner an employee enters the program the more Wellness Pay can be earned during a career.
iii. The Wellness Incentive percentages are as follows: Sick Leave Payoff 0.0% Step 4 Incentive 12 Month (2184 hrs.) 10 Month (1680 hrs.) 9 Month (1512 hrs.) 4.0% Step 3 Incentive 3.0% 12 Month (1768 hrs.) 10 Month (1360 hrs.) 9 Month (1224 hrs.) Step 2 Incentive 12 Month (1352 hrs.) 10 Month (1040 hrs.) 9 Month (936 hrs.) 2.0% Step 1 Incentive 12 Month (936 hrs.) 10 Month (720 hrs.) 9 Month (648 hrs.) 1.0% Hours needed for Full Time Equivalent Employee
iv. Grandfathering Feature: Employees who will qualify for retirement prior to July 1, 2008, shall have the option to remain on the current Sick Leave payoff program, but all other current incentive programs end June 30, 2003.
1. Sick Leave Payout at Retirement (Grandfathered Employees Only)
a. Reimbursement of accumulated unused sick leave at the time of retirement will be paid at 19% of the employee's unused account which may not exceed the cumulative allowance listed below.
b. The sick leave policy will be revised to allow employees to accumulate unused sick leave days indefinitely. The payment at retirement for unused sick leave will be limited to not more than the total number of days in an employee's contract.
2. The payment at retirement for unused sick leave will be limited to not more than the total number of days in an employee's contract.
3. Accumulated unused sick leave may be converted to salary when the employee is eligible for retirement benefits under the rules and regulations of the Utah State Retirement Board or during the period of one to five years before the employee becomes eligible for retirement benefits. Employees who become sick during any period of time after...
