MEDICAL PREMIUM. Premiums paid by the Employer (based on core plan) will be based on benefit eligibility (.5 – 1.0 FTE). Eligible employees in assigned FTEs of .5 – 1.0 will receive benefits at no premium cost for the employee portion of the core plan subject to the completion of the employee health assessment (10% credit). The Employer will provide employees with benefit credits to cover fifty percent (50%) of the cost of dependent benefits for the core medical plan and twenty-five percent (25%) for the core dental plan. Employees will be responsible for the portions of dependent medical and dental premiums not paid by the Employer.
MEDICAL PREMIUM. The Trust will promptly pay Executive the sum of $16,884, which is equal to one year’s additional medical plan premium amount under the Trust’s PPO coverage plan at the 2010 rate, no later than January 31, 2010.
MEDICAL PREMIUM. City will make available to all employees and dependents in classifications assigned to the Unit either the Kaiser Bay Area Plan or an alternative plan(s).
MEDICAL PREMIUM. The Board’s contribution toward the cost of group health insurance coverage, including premiums and other Board payments or contributions relating to such coverage, will be the maximum “hard cap” levels prescribed in the Publicly Funded Health Insurance Contribution Act (Act 152 of 2011, MCL 15.561-569), as the same may be amended from time to time.
MEDICAL PREMIUM. 1. a. The Board shall provide and pay the full premium for all employees and their eligible dependents excluding employees who waived insurance in either the Cigna PPO or POS plans (as dictated by the restrictions listed below in numbers 3 or 4) in effect as of June 30, 2007, and as modified by this agreement also to include mandatory second surgical opinion and pre-admission certification. If the Board changes carrier, the benefits shall be equal to or better than the existing plan. i.e. the June 30th 2007 plan and as modified by this agreement.
MEDICAL PREMIUM. Premiums paid by the Employer (based on core plan) will be based on benefit eligibility (.5 – 1.0 FTE). FTE 0.75 – 1.0: Employees in assigned FTEs of .75 – 1.0 will receive benefits at no premium cost for the employee portion of the core plan (the Health Savings Medical Plan (HSA)) provided employees participate in the Employer’s wellness initiative program. The Employer will pay a minimum of seventy percent (70%) of the premium cost of dependent benefits for the core medical plan provided adult dependents participate in the wellness initiative. The Employer will also contribute a minimum of thirty percent (30%) of the premium cost for the core dental plan. FTE 0.5 – 0.74: Employees in assigned FTEs of .5 - .74 will receive benefits equal to at least seventy percent (70%) of the premium cost received by .75 – 1.00 FTE employees for the core plan. The Employer will cover fifty percent (50%) of the premium cost of dependent benefits for the core medical plan and twenty-five percent (25%) for the core dental plan. Employees will be responsible for the portion of dependent medical and dental; premiums not paid by the Employer.
MEDICAL PREMIUM. Revise to read: Medical, dental and long-term disability insurance shall be available through the Employer for all benefit eligible (.5 – 1.0 FTE) employees beginning the first of the month following three (3) months of continuous employment in an eligible status. Premiums paid by the employer (based on core plan) will be based on benefit eligibility (.5 – 1.0 FTE). Eligible Eemployees in assigned FTEs of .5 – 1.0 will receive benefits at no premium cost for the employee portion of the core plan subject to the completion of the employee health assessment (10% credit). The Employer will provide employees with benefit credits to cover fifty percent (50%) of the cost of dependent benefits for the core medical plan and twenty-five percent (25%) for the core dental plan. Employees will be responsible for the portions of dependent medical and dental premiums not paid by the Employer. The purpose of the online health assessment is to help employees find out what actions to take, maintain or regain personal health. It is not intended to be used to differentiate premiums among employees. The health care assessment information is confidential. The information is retained by a third party administrator and PRMCE does not have access to individual information. If the requirements for completing the health care assessment are improved for other Hospital employees, the same changes shall be offered to all bargaining unit employees within thirty (30) days. (TA 10/29/09)
MEDICAL PREMIUM. Reimbursement Effective January 1, 2002, the District will provide $20,000 to the Federation of Teachers to provide for reimbursement for medical insurance premiums. This amount, if not used in full, will be carried over to the next calendar year. It will be included as an “increased cost of medical benefits” in the “Adjusted COLA” formula (Appendix E). The $20,000 contribution shall be made annually in future years, unless different terms are negotiated in future negotiations.
MEDICAL PREMIUM. The Board’s contribution toward the cost of group health insurance coverage, including premiums and other Board payments or contributions relating to such coverage, will be the maximum “hard cap” levels prescribed in the Publicly Funded Health Insurance Contribution Act MCL 15.561-.569, as amended. The district will set the amount of contributions annually. The amount of the health care premium, including all ACA fees, minus the hard cap will be the Teacher’s responsibility and shall be paid through automatic payroll deduction. The SJEA will evaluate the contributions annually working with the district and will determine if a blended approach to the Teacher Contribution is to be used (blended approach would mean that Families and 2-Person contributions are the same vs. based on hard-cap contributions). The District agrees to evaluate and report to the association if the employee contribution is meeting the ACA requirements every three months. (Example: Health premium + ACA Fees – District paid hard cap = teacher contribution)
