Medical and Dental Clause Samples
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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 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 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 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 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 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 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. If you are enrolled in the Medical or Dental Plan on your Separation Date, you will be eligible for COBRA continuation coverage at no cost to you, for a period equal to three (3) weeks for each completed year of service, provided that there is a minimum free coverage period of 20 weeks, and a maximum free coverage period of 52 weeks. Your free COBRA coverage period is 20 weeks. Additionally, if your free COBRA continuation coverage period extends only partially into a month, your COBRA continuation coverage will be at no cost for that entire month. After your free COBRA continuation coverage ends, you may be eligible to continue coverage at the rates that apply to terminated employees. Generally, the maximum COBRA continuation coverage period is 18 months. The free COBRA continuation coverage period counts toward this 18-month limit. COBRA continuation coverage is not automatic; to be eligible for COBRA continuation coverage, including the initial period during which coverage is provided at no cost to you, you must first make a timely election of COBRA coverage. You make a timely election by completing and returning the COBRA election form that will be sent to you by the Ashland Benefits Service Center. If you have any questions please contact the Ashland Benefits Service Center at (▇▇▇) ▇▇▇-▇▇▇▇ (Monday-Friday 8:00 am – 5:00 pm EST).
Medical and Dental. Subject to plan eligibility requirements, full time employees will be entitled to (1) single coverage at a 20% employee contribution rate beginning for plan year 2020 and at a 21% employee contribution rate for plan year 2021 or (2) family coverage at 50% employee contribution. Part-time employees will be entitled to single coverage only at 50% employee contribution. This will apply to employees who work a minimum of 20 hours per week. Any employee currently below this number at date of contract signing will have the opportunity to increase their hours to 20.