INSURANCE AND PENSION. In accordance with RCW 41.80.010(7), the insurance and pension conditions for all members of the bargaining unit will be as follows.
26.1 For the 2017-2019 biennium, the Employer will contribute an amount equal to eighty-five percent (85%) of the total weighted average of the projected health care premium for each bargaining unit employee eligible for insurance each month, as determined by the Public Employees Benefits Board. The projected health care premium is the weighted average across all plans, across all tiers.
26.2 The point-of-service costs of the Classic Uniform Medical Plan (deductible, out-of-pocket maximums and co-insurance/co-payment) may not be changed for the purpose of shifting health care costs to plan participants, but may be changed from the 2014 plan under two (2) circumstances:
1. In ways to support value-based benefits designs; and
2. To comply with or manage the impacts of federal mandates. Value-based benefits designs will:
1. Be designed to achieve higher quality, lower aggregate health care services cost (as opposed to plan costs);
2. Use clinical evidence; and
3. Be the decision of the PEB Board.
26.3 Article 25.2 will expire June 30, 2019.
26.4 The PEB Program shall provide information on the Employer Sponsored Insurance Premium Payment Program on its website and in an open enrollment publication annually.
26.5 The Employer will pay the entire premium costs for each bargaining unit employee for basic life, basic long-term disability and dental insurance coverage.
INSURANCE AND PENSION. When you have questions regarding eligibility, benefits, or how to file a claim, please contact the fund office at the following address, where the staff will be pleased to assist you:
INSURANCE AND PENSION. 20.01 The Employer shall contribute 100% of the premium costs of the following insurance for all full-time employees who have met the eligibility requirements of the various insurance plans. The Employer is not the insurer and all insurance shall be subject to the terms, conditions, rules and regulations of the governing insurance plan or policy.
INSURANCE AND PENSION. Hospitalization Insurance 21 Section 16.2 – Sickness and Accident Insurance 22 Section 16.3 – Annuity In Lieu of Health Insurance 22 Section 16.4 – Selection of Insurance Carriers 22 Section 16.5 – Continuation of Coverage 23 Section 16.6 – Pension 23 Section 16.7 – Statutory Changes in Health Insurance 23 Section 16.8 – Deferred Compensation 23 Section 16.9 – Life Insurance 24 Section 16.10 – Benefits 24
INSURANCE AND PENSION. The Club is has an obligation to take out the following insurance/pension for the Player: - Occupational injuries insurance - Travel insurance - Mandatory Service Pension (OTP) The Club has an obligation to obtain NIHF’s extended player’s licence unless otherwise agreed by the Parties.
INSURANCE AND PENSION. 1. The Employer agrees to provide insurance benefits in accordance with this Appendix for all employees who are normally scheduled to work thirty (30) or more hours per week. Employees who are normally scheduled to work less than thirty (30) hours but more than twenty (20) hours per week may purchase the County's health insurance benefits by way of payroll deduction. Employees who are normally scheduled to work twenty (20) or less hours per week shall not be eligible for any of the benefits provided in the Appendix.
2. Effective January 1, 2020 the Employer will under its self-insured plan offer three (3) illustrated plan options, with details of each plan set forth in Appendix "B", Attachment "1". Employees shall have the option to elect either of the two available dental plans, one requiring an 8% premium contribution (the dental benefit maximum will be $1,000 per benefit year with an orthodontics rider of $1,500.00 lifetime per participant) and the other a 0% premium contribution (the dental benefit maximum will be $800 per benefit year with no orthodontics rider).
3. An Employee who does not need health insurance has the option to be paid two hundred dollars ($200.00) per pay period (i.e. "opt out" payment). This option shall not be available to Employees who are normally scheduled to work less than thirty (30) hours per week. Employees whose spouse is insured through Van Buren County are not eligible for this opt out stipend. If an employee opts out of County coverage and purchases health insurance coverage through the Exchange established under the Affordable Care Act and who receives federal premium assistance or a cost sharing subsidy, the opt out payment provided herein shall immediately terminate. Employees who have sought and received opt out payments must advise the appropriate Employer immediately if, and when, they receive such federal assistance or subsidies.
4. Employer will follow the "hard cap" requirements of Section 3 of the Publicly Funded Health Insurance Contribution Act (Act 152 of 2011) hereinafter referred to as the "Act" for the immediate future. Accordingly, the Employer will pay no more of the total annual costs of the medical benefit plan selected than the amounts annually determined by the state treasurer pursuant to Section 3 of the Act. The Employees will pay the balance of those costs, if any. For purposes of this provision, total annual costs includes the premium or illustrative rate of the medical benefit plan and all em...
INSURANCE AND PENSION. The City offers major medical insurance to all eligible employees upon written application. The City reserves the right to make program modifications to the Employee Benefit Plan as may be necessary from time to time to maintain and improve the effectiveness, quality and cost-effectiveness of the plan. This plan is negotiated yearly by the insurance committee and agreed to by the City Council.
INSURANCE AND PENSION. The Employer will, and subject to the Executive qualifying for a regular insurance policy, arrange for an individual life insurance scheme according to which the insurance sum for the beneficiaries (spouse or heir) will be up to a maximum of NOK 5,000,000, subject to the at any time applicable terms. The Employer shall also, to the extent that this is possible and subject to the terms applicable, include the Executive in the Employer’s current insurance for the board of directors.
INSURANCE AND PENSION. The Employer will, and subject to the Executive qualifying for a regular insurance policy, arrange for an individual life insurance scheme according to which the insurance sum for the beneficiaries (spouse or heir) will be up to a maximum of NOK 5,000,000, subject to the at any time applicable terms. The Employer shall also, to the extent that this is possible and subject to the terms applicable, include the Executive in the Employer’s current insurance for the board of directors. The Employer will establish a collective occupational pension scheme (“tjenestepensjonsordning”) that will provide pension on salaries up to 12 times the Norwegian Insurance Scheme’s base amount (“Grunnbeløpet”). The pension scheme will include all employees employed by the Employer. In addition, the Employer shall enter into a savings insurance agreement (“top hat insurance”) with a Norwegian life insurance company. The premium shall be fixed at NOK 25,000 per month and shall be paid until the Executive reaches 67 years, provided that he is employed by the Employer. The premium payments shall be taken into consideration when considering the cash (bonus) award under clause 2.4. If the Executive has committed serious breach of his obligations under the employment relation in a way that would give the Employer a right to dismiss him with immediate effect, cf. the Working Environment Act, section 14-15, the Executive’s future rights under this clause 2.2 shall lapse with immediate effect. The Employer is not liable for any tax payable by the Executive on the Employer’s premium or pension payments under this Agreement.
INSURANCE AND PENSION. Full-time employees (37.5 hours/week) and their spouses and dependents shall have provided to them the High deductible/HSA health insurance plan (“HSA Plan”). The HSA plan will include the following components: In-Network Out-of-Network Annual Deductible (individual/aggregate family) $2,000/4,000 Co-insurance N/A 20% after deductible up to co-insurance maximum Co-insurance Maximum (individual/aggregate family) N/A $3,000/$6,000 Cost Share Maximum (individual/aggregate family) $5,000/10,000 Lifetime Maximum Unlimited Preventive Care Deductible not applicable 20% co-insurance after deductible, subject to co- insurance limits Prescription Drug Coverage Treated as any other medical expense, subject to post-deductible drug co-payments as set forth below. Following exhaustion of the deductible, prescription drugs shall be subject to post- deductible co-payments of $10/25/40 (retail), and a two times co-payment for mail order. For each eligible full-time nurse, the Board HSA contribution will be as follows: 2023- 2024 contract year, $2000/$1000; 2024-2025 contract year $2000/$1000; 2025-2026 contract year, $1800/$900 and 2026-2027 contract year, $1600/$800. One-half of the Board’s contribution toward the HSA plan deductible will be deposited into the HSA accounts in September, and the remaining one- half of the Board’s contribution will be deposited into the HSA accounts in January. The Board’s contribution toward the funding of the deductible shall not be deemed an element of the underlying insurance plan. Rather, the Board’s contribution toward the funding of the deductible shall relate solely to the manner in which the deductible shall be funded for actively employed nurse. The Board shall have no obligation to fund any portion of the deductible for retirees or other individuals upon their separation from employment. Effective with the 2021-22 contract year, the Board will not process employee contributions into employees’ Health Savings Accounts on a pre-tax basis, unless the Board and the Association mutually agree otherwise. Health Reimbursement Account: A Health Reimbursement Account (“HRA”) shall be made available for any nurse who is precluded from participating in a Health Savings Account (“HSA”) because the nurse receives Medicare and/or veterans’ benefits. The annual maximum reimbursement by the Board for nurses participating in the HRA shall not exceed the dollar amount of the Board’s annual HSA contribution for nurses enrolled in the HSA. The Board ...
