Wellness Initiative. The State and the Union are jointly committed to promoting healthy lifestyles for State of Ohio employees. To that end the Labor Co-Chair of the JHCC will serve on the State Healthy Ohioans Committee. Furthermore, those agencies that wish to develop joint labor management wellness committees to further promote wellness initiatives within their agency may do so. The activities of the wellness committees may include but are not limited to the following:
Wellness Initiative. Effective Jan. 1, 2018 to the end of this Contract, a Wellness Initiative will be instituted that provides: PCP Incentive Each employee who certifies that he/she has selected a primary care physician (PCP) and has an annual physical examination conducted shall receive a payment of $75 (via gift card) per year of certification during the last payroll period of the school year. There is no requirement that and, moreover, the employee should not inform the employer of the name of the PCP selected or of any results of the annual physical examination. Vision Insurance The Board shall pay 90% of vision insurance; 10% shall be paid by the employee.
Wellness Initiative. Effective Jan. 1, 2018 to the end of this Contract, a Wellness Initiative will be instituted that provides: PCP Incentive Each employee who certifies that he/she has selected a primary care physician (PCP) and has an annual physical examination conducted shall receive a payment of $75 (via gift card) per year of certification during the last payroll period of the school year. There is no requirement that and, moreover, the employee should not inform the employer of the name of the PCP selected or of any results of the annual physical examination.
Wellness Initiative. The goal of the annual Wellness Initiative is for personal fitness improvement and the ability to detect medical issues early. All personnel shall participate in a mandatory, annual, non-punitive and confidential Wellness Physical. All appointments shall be arranged and paid for by the City and will be conducted while the employee is on duty. No individual medical information obtained from the testing under the Wellness Initiative will be shared with the City by the Health Care Provider.
Wellness Initiative. MBUs who participate in each of the following aspects of the wellness program -- (1) an annual Body Mass Index (BMI); (2) an annual physical examination, and (3) an annual health risk assessment, will not be subject to the increase in premium share for the subsequent calendar year. For example, if an MBU participates in the wellness program in the 2015 calendar year, the premium share will remain at fifteen (15%) instead of seventeen (17%). If that MBU chooses not to participate in the wellness program in the 2016 calendar year, the MBU will pay the eighteen (18%) premium. Newly hired MBUs will be subject to the premium in effect at time of hire and will have the same opportunity to remain at that premium if the MBU participates in the wellness program. Should an MBU choose not to participate in each aspect of the wellness program, the premium share will be that in effect for the calendar year following the year in which the MBU did not participate. The Board will provide opportunities for MBUs to participate in the wellness program on site at no charge and will consider documentation of participation from January 1 to December 31 to satisfy the wellness components.
Wellness Initiative. The goal of the annual Wellness Initiative is for personal fitness improvement and the ability to detect medical issues early. All personnel shall participate in a mandatory, annual, non-punitive and confidential Wellness Physical. All appointments shall be arranged and paid for by the City and will be conducted while the employee is on duty. No individual medical information obtained from the testing under the Wellness Initiative will be shared with the City by the Health Care Provider. When an issue is identified with an employee of the bargaining unit that causes said employee not to be able to finish their shift due to findings in the Wellness Initiative. The employee will be sent home on paid administrative leave for the remainder of their shift. The employee will be allowed an additional 48 hours (shift employees) or 40 hours (8-hour employees) of consecutive paid administrative leave to rectify or refute any findings by the members own physician. If the issue is unable to be resolved in the time given the employee will automatically be granted a 40 hour week working administrative duty in accordance with Section
Wellness Initiative. The parties agree that the Labour/Management Wellness and Fitness Committee, referred to in Article 24.02 b) of the Collective Agreement will research, provide recommendations and program oversight towards bringing Emergency Services Operations into compliance with NFPA standard 1500. Yours sincerely, Xxxxx Xxxxx, Chair, CNL Negotiation Committee Memorandum of Agreement Between Canadian Nuclear Laboratories (“the Company”) AND The International Association of Firefighters, Local F-160 (“The Union”) Re: Average Hours of Work
Wellness Initiative
