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 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 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 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. (a) Seller shall be responsible in accordance with ------------------ its applicable medical and dental plans for all medical and dental claims for expenses incurred prior to the Closing Date by Continued Employees and their dependents. Reimbursement of Continued Employees and their dependents for such medical and dental expenses shall be determined in accordance with the terms of Seller's medical and dental programs as then in effect. Seller shall terminate coverage of Continued Employees and their dependents effective for claims for medical and dental expenses incurred on and after the Closing Date. CompuCom shall be responsible in accordance with its applicable medical and dental plans for all medical and dental claims made by Continued Employees and their dependents for expenses incurred on and after the Closing Date. Reimbursement of Continued Employees for such medical and dental expenses shall be determined in accordance with the terms of CompuCom's medical and dental programs. For purposes of this Section 10.6, a medical or dental claim otherwise covered under Seller's or CompuCom's applicable medical or dental plan shall be deemed incurred when the services giving rise to the claim are rendered (regardless of when such claim is billed by the service provider or filed by the Continued Employee). No waiting period or exclusion from coverage of any pre-existing medical condition shall apply to any such Continued Employee's (or eligible dependent's) participation in CompuCom's applicable medical or dental plans on and after the Closing Date; provided, however, that with respect to any Continued Employee (or eligible dependent) who is subject to a waiting period or exclusion from coverage of any pre-existing medical condition under any of Seller's applicable medical or dental plans as of the Closing Date, such Continued Employee (or eligible dependent) shall continue to be subject to such a waiting period or exclusion from coverage to the extent required by CompuCom's applicable medical or dental plans, but shall receive full credit under CompuCom's applicable welfare benefits plan for the time during which they have been subject to the exclusion from coverage of any pre-existing medical condition under any of Seller's medical or dental plans as of the Closing Date. All charges and expenses of such Continued Employees and their eligible dependents which were applied to the deductible and out-of-pocket maximums under Seller's medical or dental plans dur...
Medical and Dental. If you are enrolled in the Medical or Dental Plan on your Termination 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 33 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 (000) 000-0000 (Monday-Friday 8:00 am – 5:00 pm EST).
