Health and Dental Insurance. ☐ Husband ☐ Wife shall maintain coverage for each minor child under the medical and dental insurance provided through his/her employment. To facilitate the use of such coverage for the child(ren), the Couple shall cooperate fully and in a timely manner, including, but not limited to, obtaining and providing all necessary insurance cards and claim forms, completing and submitting all necessary documents, and delivering all insurance payments. For purposes of duration and modification, this provision shall be deemed part of the child support orders made by the local court in the Couples’ dissolution action.
Health and Dental Insurance. The District shall pay the following premiums for individual employee’s health and dental insurance:
Health and Dental Insurance. The District shall pay for and provide the Superintendent with health and dental insurance for which the Superintendent is qualified under the District’s group insurance plan.
Health and Dental Insurance. The City shall make available to all eligible employees and their dependents health insurance programs to include medical, prescription and dental coverage subject to the applicable carriers’ requirements and eligibility. The plan coverage and premium as determined by the City will be the same as that provided to all non-bargaining unit employees. Deductibles, out-of-pocket maximums, and co-pay structures are components of plan design. As such they will be established by the City and will be the same as those for non-bargaining unit employees. The City has the right to insure or self-insure and to choose the insurance carriers, third-party administrators, network of physicians or providers, or any other operational components of the Medical and Dental Plans. The City shall pay 90% and the employee shall pay 10% of the premium for the Dental Insurance Plan. Effective as of January 1, 2018, if the City changes the premium for dental plan, the dental premium for these bargaining unit employees shall be the same as the non-bargaining unit employees. Effective January 1, 2018 and through the duration of the agreement, the City shall pay 83% and the employee shall pay 17% of the premiums for the Medical Insurance Plan. If however, the City reduces the Medical Insurance Plan employee premium share below 17% for non-bargaining unit employees, such reduction shall also apply to the Command Officers. Effective January 1, 2018 the City will fund 65% of the employee’s network deductible by placing $1300/yr. single and $2600/yr. family into a Health Savings Account (HSA). Effective January 1, 2019 the City will fund the employee’s HSA at no less than 60% of the network deductible of the High Deductible Health Plan (other plans excluded). In the event it is necessary in insurance plan year 2019, 2020 and/or 2021 to reduce the City’s share of the HSA funding on the High Deductible Platinum Health Plan below 55% in order to avoid the “Cadillac” excise tax pursuant to the Affordable Care Act, the City may at its option reduce the funding percentage to not less than 50%. The network deductible of the High Deductible Health Plan shall not exceed $2500 for a single plan and $5000 for a family plan for plan years 2019, 2020 and 2021. HSA’s will be funded quarterly on a prorated basis, under a banking arrangement selected by the City. The City will pay all routine charges for the banking arrangement such as set up charges and routine monthly fees, with the employee responsible ...
Health and Dental Insurance. If one Spouse will be obligated to maintain the Children’s health insurance and dental insurance then select this option and check either the “Husband” or “Wife” checkbox to indicate who must pay for such insurance. (66)
Health and Dental Insurance. The school corporation agrees to pay the portion of the premium cost for the plan selected by the teacher up to, but not to exceed, the following amounts: HEALTH INSURANCE PLAN BOARD CONTRIBUTION Single PPO Plan HSA $2,000 Plan HSA $3,000 Plan Minimum Value $5,000 PPO Plan $475.77 per month $514.60 per month $512.60 per month $470.77 per month Employee + Child PPO Plan HSA $4,000 Plan HSA $6,000 Plan Minimum Value $10,000 PPO Plan $ 955.00 per month $1,019.00 per month $1,016.00 per month $ 947.00 per month Employee + Spouse PPO Plan HSA $4,000 Plan HSA $6,000 Plan Minimum Value $10,000 PPO Plan $1,126.00 per month $1,173.00 per month $1,168.00 per month $1,116.00 per month Family PPO Plan HSA $4,000 Plan HSA $6,000 Plan Minimum Value $10,000 PPO Plan $1,296.35 per month $1,399.60 per month $1,394.70 per month $1,283.35 per month DENTAL INSURANCE PLAN BOARD CONTRIBUTION Single Family $22.26 Per Covered Month $64.02 Per Covered Month Teachers may elect to be covered by one of the medical and/or dental plans listed above and shall pay the proportionate premium amount not covered in the Corporation’s share, which payments shall be made through payroll deductions, beginning with the first payroll following enrollment in the program and each payroll thereafter throughout the contract year. In the event a teacher is enrolled for a period less than a full contract year, the Corporation’s share shall be proportional to the months enrolled. An employee of the corporation has been defined as those teachers under regular or temporary contract for one or more semesters.
Health and Dental Insurance. The Educational Support Professional must enroll to be covered by health and dental insurance.
Health and Dental Insurance. Heath and dental insurance will be provided through the Xxxxxx County School Employees’ Insurance Trust. PEPC shall be represented on the Health Insurance Trust’s Board of Trustees whose purpose is to improve benefits and/or the cost of insurance. If the Xxxxxx County Schools Employees Insurance Trust disbands the plan and the carrier are subject to agreement by the Parties. Health and/or Dental Insurance will be provided to all teachers who work a minimum of thirty (30) hours per week. Eighty (80) percent of the cost of either a single or a family plan will be paid by the corporation. This Agreement permits married teachers to each take a single membership, but does not require the corporation to make a cash reimbursement to any employee who chooses not to enroll in this medical benefit. Those teachers on Medicare shall have eighty (80) percent of their monthly insurance premium paid by the corporation.
Health and Dental Insurance. Teachers eligible for retirement as established in this Article may elect to continue to participate in the District’s Health and Dental insurance program. The value of sick leave not paid as severance in this Article for insurance benefit eligible teachers under Section 1, shall be allocated to the Health Care Savings Plan for the individual teacher. For insurance benefit eligible teachers hired on or after July 1, 1994, and eligible to retire under this Article, but not eligible for severance payment as set forth in Section 1, the value of unused sick leave days less the value of 103 days shall be allocated to the Health Care Savings Plan for the individual teacher.
Health and Dental Insurance. The City shall make available to all eligible employees and their dependents health insurance programs to include medical, prescription and dental coverage subject to the applicable carriers’ requirements and eligibility. The plan coverage and premium as determined by the City will be the same as that provided to all non-bargaining unit employees. Deductibles, out-of-pocket maximums, and co-pay structures are components of plan design. As such they will be established by the City and will be the same as those for non-bargaining unit employees. The City has the right to insure or self-insure and to choose the insurance carriers, third- party administrators, network of physicians or providers, or any other operational components of the Medical and Dental Plans. HSA’s will be funded on a prorated basis, under a banking arrangement selected by the City. The City will pay all routine charges for the banking arrangement such as set up charges and routine monthly fees, with the employee responsible for other charges such as overdrafts, checks and investment fees. Once placed in the employee’s HSA, the money becomes the possession of the employee, and as such, money the employee does not spend in the HSA for medical expenses is carried forward for future years use and is the employee’s to take with him or her at termination, as authorized by then current IRS and other controlling state and federal regulations. Under circumstances where the employee does not have adequate funds in the HSA for expenses incurred before the end of the year, due to legitimate expenditures to meet the deductible, the City will contribute an amount to the account, at the employee’s request, up to the annual City contribution limits specified above. Employees joining the City mid-year, eligible for health insurance coverage, will be placed in a similar High Deductible Consumer Driven Health Plan, but may be enrolled in a Health Reimbursement Account (HRA) or Health Savings Account (HSA) at the discretion of the City. In the event the employee is placed in an HRA, amounts will be available for reimbursement similar to those specified for HSA accounts above. At the end of the year, if enrolled in an HRA, any money not spent is retained by the City and the employee is thus enrolled in the HSA in the following year. The HRA system may also be used for other employees who do not qualify for the HSA under IRS provisions such as those enrolled in Medicare. Employees in an HSA will have available...
