Medical and Dental. If an employee is not actively at work on the initial effective date of coverage due to a reason other than hospitalization or medical disability of the employee or dependent, medical and dental coverage will be effective on the first day of the employee’s return to work. The effective date of a change in coverage is not delayed in the event that, on the date the coverage change would be effective, an employee is on an unpaid leave of absence or layoff.
Medical and Dental. If a supervisor is not actively at work on the initial effective date of coverage due to a reason other than hospitalization or medical disability of the supervisor or dependent, medical and dental coverage will be effective on the first day of the supervisor’s return to work. The effective date of a change in coverage is not delayed in the event that, on the date the coverage change would be effective, a supervisor is on an unpaid leave of absence or layoff.
Medical and Dental. If a faculty member is not actively at work on the initial effective date of coverage due to a reason other than hospitalization or medical disability of the faculty member or dependent, medical and dental coverage will be effective on the first day of the faculty member’s return to work. The effective date of a change in coverage is not delayed in the event that, on the date the coverage change would be effective, a faculty member is on an unpaid leave of absence or layoff.
Medical and Dental. If an ASF Member is not actively at work on the initial effective date of coverage due to a reason other than hospitalization or medical disability of the ASF Member or dependent, medical and dental coverage will be effective on the first day of the ASF Member’s return to work. The effective date of a change in coverage is not delayed in the event that, on the date the coverage change would be effective, an ASF Member is on an unpaid leave of absence or layoff.
Medical and Dental. If a teacher is not actively at work on the initial effective date of coverage due to a reason other than hospitalization or medical disability of the teacher or dependent, medical and dental coverage will be effective on the first day of the teacher’s return to work. The effective date of a change in coverage is not delayed in the event that, on the date the coverage change would be effective, a teacher is on an unpaid leave of absence or layoff.
Medical and Dental. If a nurse is not actively at work on the initial effective date of coverage due to a reason other than hospitalization or medical disability of the nurse or dependent, medical and dental coverage will be effective on the first day of the nurse’s return to work. The effective date of a change in coverage is not delayed in the event that, on the date the coverage change would be effective, a nurse is on an unpaid leave of absence or layoff.
Medical and Dental. Executive will be eligible to participate in the Company’s medical and dental plans offered to employees of the Company, subject to the terms and conditions of such plans.
Medical and Dental. The City shall continue current medical, vision and dental insurance through the term of this Agreement. All employees within the Bargaining Unit shall only be eligible for the standard insurance plans adopted for this employee group. The coverage begins the first of the month following hire. As the City cannot guarantee that the insurance carriers, providers or associations through which the City contracts its insurance plans shall not make changes in the plans, the City retains the right to change carriers, contracts, and provider panels in an effort to maintain overall benefit comparability and cost efficiency. Effective July 1, 2016, the City’s total cost share will be 90 percent of the cost for the medical, vision and dental plans. Employees shall pay any portion of the premiums for the selected medical plan or dental plan for which the city is not obligated as set forth in this Section. Each month an employee is enrolled in the Health Incentive Plan (HIP) during the term of this Agreement, the City will contribute to a Health Reimbursement Account (HRA) on the following schedule: Single Coverage + Eligible Dependents 0.80 to 1.00 FTE $100 $200 (32-40 hrs/wk) 0.50 to 0.79 FTE $ 75 $150 (20-31.6 hrs/wk) The City will provide health services at the City Wellness Clinic at minimal or no cost to employees and covered dependents. Beginning January 1, 2013, the City is self-funded for health insurance. The City will calculate and provide the health insurance premiums to employees prior to each enrollment period. In the event the City is subjected to a penalty, tax, fine or increased cost as a result of the Affordable Care Act (ACA), the parties agree to reopen this agreement on Medical Insurance and bargain the cost split on the penalty, tax, fine or increased cost. Along with the Excise Tax on High Cost Employer-Sponsored Health Coverage (Section 49801 of the Internal Revenue Code), the Joint Benefits Advisory Committee will review and notify employees about any other penalties, taxes, fines, or costs resulting from the ACA.
Medical and Dental. The Employer shall provide Medical and Dental Insurance Plans set forth in this article. The Employer and the Guild recognize that coverage changes may be initiated and implemented by the insurance carrier(s) and shall not be prohibited. The Employer acknowledges the duty to bargain the effects of such changes on the Guild membership. The AWC Regence Health First 250 Plan and the Kaiser Twenty Dollar Co-Pay Plan shall be available. The AWC Regence High Deductible Health Plan (HDHP) with Health Savings Account (HSA) will also be available. Employees may select from any plan offered to the bargaining unit. The Employer shall pay the premiums for health and welfare plans (Medical, Vision for employee only, Life, Dental) for the employee. The Employer shall pay 90% of Dental premiums for the employee’s enrolled dependents. The Employer shall pay ninety percent (90 %) of Medical premiums for the employee's dependents who are enrolled in Health First or Kaiser, and 100% of Medical premiums for employee’s dependents who are enrolled in the HDHP plan. The City will not cover the $10 co-pay for yearly vision health checks. If the co-pay is increased to exceed $10 the employer acknowledges the duty to bargain the effects of such changes on the guild membership. Additionally the employer agrees to a Section 125 Plan to provide for pre-tax payments of employee insurance co-pays. For employees enrolled in the HDHP with HSA plan, the Employer will contribute the following annual amounts into the employee’s HSA: Employee Only: $2000 Employee + 1 dependent: $3000 In addition on an annual basis: after the employee pays the first $8,000 of the $10,000 HDHP out-of-pocket maximum (e.g., the $3,000 HSA plus $5,000 additional dollars out of pocket), The City will reimburse the employee up to $2,000 of the remainder of the out-of-pocket maximum. Employee + 2 dependents: $4000 In addition on an annual basis: after the employee pays the first $9,000 of the $10,000 HDHP out-of-pocket maximum (e.g., the $4,000 HSA plus $5,000 additional dollars out of pocket), The City will reimburse the employee up to $1,000 of the remainder of the out-of-pocket maximum. Employee + 3 dependents: $5250 The Employer’s HSA contributions will be paid monthly, except that the first time an employee enrolls in the HDHP Plan the contributions will be paid quarterly. In the event of a change in the number of dependents enrolled in the HDHP, the Employer’s HSA contribution amount will adjust on the first da...
Medical and Dental. The Board will contribute one hundred percent (100%) of the premiums for major medical coverage which includes the following:
