Withdrawal from Health Care Coverage Sample Clauses

Withdrawal from Health Care Coverage. Effective July 1 immediately following the approval of the 2012-2016 Agreement and each July 1 thereafter, bargaining unit members who are eligible for medical, prescription drug and dental insurance benefits through the City may voluntarily elect, subject to Section 125 of the Internal Revenue Code, to waive their City-provided medical, prescription drug and dental insurance coverage for a minimum of one (1) year, except as provided below. A bargaining unit member who opts not to accept medical, prescription drug and dental insurance through one of the City’s medical and dental insurance plans, in lieu thereof, shall be paid an annual amount of two thousand five hundred dollars ($2,500.00) at the end of that fiscal year, provided the bargaining unit member timely notifies the Benefits Administration Office before the close of the annual open enrollment period. In order to be eligible for this annual payment, the bargaining unit member shall be required to sign a waiver of insurance and must provide evidence of alternate coverage under another group health benefit program. This waiver, including the evidence of alternate coverage, must be renewed each year during the annual open enrollment period. Payment for the waiver will be paid only upon the completion of the entire plan year, payable in July of the new fiscal year. Any bargaining unit member who subsequently becomes ineligible under some alternate medical insurance coverage during the one (1) year period due to an eligible qualifying event shall be entitled to re-enroll under the City’s medical, prescription drug and dental insurance provisions provided that the bargaining unit member provides the City’s Benefits Administrator with proof of the eligible qualifying event. No proof of insurability shall be required. If a bargaining unit member re-enrolls in one (1) of the City’s medical insurance plans before the expiration of the one (1) year period, he or she shall receive a pro- rated amount for any full month that he or she has not received medical insurance from the City, provided, however, that a minimum of six (6) full months of non-participation in the City’s medical insurance is required. A bargaining unit member does not qualify for the payment of the voluntary waiver where the bargaining unit member declines City provided medical, prescription drug and dental insurance coverage because the bargaining unit member’s spouse is employed by the City, Hartford Board of Education, Hartford Public L...
Sample 1
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Withdrawal from Health Care Coverage. Effective July 1, 2012, an employee who withdraws from or waives health insurance coverage or their health maintenance organization equivalent for an entire fiscal year will be paid Two Thousand Five Hundred Dollars ($2,500.00) at the end of that fiscal year. Employees may enter or leave the plan at any time provided they must have not participated for an entire fiscal year to be eligible for the preceding payment and may be subject to proof of insurability on re-entry if required by the insurance carrier. Such payment will be subject to income tax deductions, but not to pension or any other payroll deductions unless specifically authorized by the employee or such deduction is required by operation of law. Such payment will not be considered wages or earnings in the determination of pension benefits. An employee does not qualify for the payment of the voluntary waiver where the employee declines City provided health insurance coverage because the employee’s spouse is employed by the City or Board of Education and the employee still remains insured by either the City or Hartford Board of Education through the spouse. If an employee’s spouse is also employed by the City or Hartford Board of Education, the employee shall have the choice of enrolling the employee, the spouse and any dependents in the City’s or Hartford Board of Education’s health insurance through either the employee or the spouse, but in no event shall the employee, the spouse or any dependents receive double health insurance through both the City and/or Hartford Board of Education.
Sample 1

Related to Withdrawal from Health Care Coverage

  • Health Care Coverage The Company shall continue to provide Executive with medical, dental, vision and mental health care coverage at or equivalent to the level of coverage that the Executive had at the time of the termination of employment (including coverage for the Executive’s dependents to the extent such dependents were covered immediately prior to such termination of employment) for the remainder of the Term of Employment, provided, however that in the event such coverage may no longer be extended to Executive following termination of Executive’s employment either by the terms of the Company’s health care plans or under then applicable law, the Company shall instead reimburse Executive for the amount equivalent to the Company’s cost of substantially equivalent health care coverage to Executive under ERISA Section 601 and thereafter and Section 4980B of the Internal Revenue Code (i.e., COBRA coverage) for a period not to exceed the lesser of (A) 18 months after the termination of Executive’s employment or (B) the remainder of the Term of Employment, and provided further that (1) any such health care coverage or reimbursement for health care coverage shall cease at such time that Executive becomes eligible for health care coverage through another employer and (2) any such reimbursement shall be made no later than the last day of the calendar year following the end of the calendar year with respect to which such coverage or reimbursement is provided. The Company shall have no further obligations to the Executive as a result of termination of employment described in this Section 8(a) except as set forth in Section 12.

  • Extended Health Care Coverage A) The Employer shall pay one hundred percent (100%) of the monthly premiums for extended health care coverage for regular employees and their eligible dependents (including common-law spouses) under the Pacific Blue Cross Plan, or any other plan mutually acceptable to the Union and the Employer (See also Appendix “I”). The plan benefits shall be expanded to include:

  • Post Retirement Health Care Benefit Employees who separate from State service and who, at the time of separation are insurance eligible and entitled to immediately receive an annuity under a State retirement program, shall be entitled to a contribution of two hundred fifty dollars ($250) to the Minnesota State Retirement System’s (MSRS) Health Care Savings Plan. Employees who have a HCSP waiver on file shall receive a two hundred fifty dollars ($250) cash payment. If the employee separates due to death, the two hundred fifty dollars ($250) is paid in cash, not to the HCSP. An employee who becomes totally and permanently disabled on or after January 1, 2008, who receives a State disability benefit, and is eligible for a deferred annuity under a State retirement program is also eligible for the two hundred fifty dollar ($250) contribution to the MSRS Health Care Savings Plan. Employees are eligible for this benefit only once.

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

  • Contribution Formula Health Coverage a. Faculty Member Coverage. For faculty member health coverage for the 2018 2022 and 2019 2023 plan years, the Employer contributes an amount equal to ninety-five percent (95%) of the employee- only premium of the Minnesota Advantage Health Plan (Advantage).

  • Health and Dental Premium Accounts The Employer agrees to provide eligible employees with the option to pay for the employee portion of health and dental premiums on a pretax basis as permitted by law or regulation.

  • Benefit Level Two Health Care Network Determination Issues regarding the health care networks for the 2017 insurance year shall be negotiated in accordance with the following procedures:

  • Benefit Coverage The Company agrees to provide pension and welfare benefits as described in the Company Booklets, benefit plan documents or policies of insurance for the duration of the Agreement.

  • Uncovered Health Care Expenses ☐ Husband ☐ Wife shall be responsible for medical, dental, orthodontic, optical, psychiatric, psychological, and other health care expenses of the Minor Children, to the extent not covered by insurance. The Spouse incurring the expense shall present to the other Spouse an itemized statement of costs accrued or paid, proof of payment of any costs paid by the Spouse, and any necessary information about how to make payment to the provider within a reasonable time, but not more than days after accruing the costs. The reimbursing Spouse shall make the required payment or reimbursement within a reasonable time, but not more than days after notification of the amount due. For purposes of duration and modification, this provision shall be deemed part of the Child Support orders made by the court in the Couples’ dissolution action. ☐ - Other. ☐ Husband the ☐ Wife agrees to make payment to the other Spouse for the following:

  • DEPENDENT CARE REIMBURSEMENT ACCOUNT During the term of this MOU, Management agrees to maintain a Dependent Care Reimbursement Account (DCRA), qualified under Section 129 of the Internal Revenue Code, for active employees who are members of LACERS, provided that sufficient enrollment is maintained to continue to make the account available. Enrollment in the DCRA is at the discretion of each employee. All contributions into the DCRA and related administrative fees shall be paid by employees who are enrolled in the plan. As a qualified Section 129 Plan, the DCRA shall be administered according to the rules and regulations specified for such plans by the Internal Revenue Service.

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