HSA Plan. For employees who elect a HSA plan, any flex credits in excess of the employee 21 only medical plan premium will be deposited into the employees HSA account with the District’s 22 HSA vendor and will not be applied to dependent medical insurance, dental insurance, vision 23 insurance, critical illness insurance, accident insurance, and/or cancer insurance.
HSA Plan. A. Effective July 1, 2016 All new employees must take this plan. Employee Share for the HSA will 5% yearly for the duration of the contract. Any employee who chooses to take the HSA plan will be given $3750 for a family plan or $1875 for a single plan in 2019-20 or his/her first year of employment, and $1500 for a family plan or $1000 for a single plan in any succeeding years. This is payable in full at the first pay of the school year.
HSA Plan. As soon as practicable after execution of the Agreement, the Board shall implement a HSA plan, or a high deductible health care plan with a health savings account feature, including the following components: In-Network Out-of-Network Annual Deductible (individual/aggregate family) $1500/3000 Co-insurance 100% co- insurance after deductible, subject to co-insurance maximum 80% co-insurance after deductible, subject to co- insurance maximum Co-insurance Maximum (individual/ Aggregate family) $1500/3000 Cost Share Maximum (individual/aggregate family) $3000/6000 Lifetime Maximum Unlimited $1,000,000 Preventive Care Deductible not applicable 100% Coinsurance 80% co-insurance after deductible, subject to co- insurance maximum Prescription Drug Coverage Treated as any other medical expense The Board will contribute fifty percent (50%) of the applicable HSA deductible amount. The Board’s contribution toward the HSA deductible will be deposited into the HSA accounts throughout the course of the year, on the Board’s payroll dates. The parties acknowledge that the Board’s fifty percent (50%) contribution toward the funding of the HSA plan is not an element of the underlying insurance plan, but rather relates to the manner in which the deductible shall be funded for actively employed employees. The following premium cost sharing provisions shall apply to employees electing the HSA plan during the term of this Agreement: Effective July 1, 2010, employees shall contribute 10% of the cost of coverage under the HSA plan. Effective July 1, 2011, employees shall contribute 11% of the cost of coverage under the HSA plan. Effective July 1, 2012, employees shall contribute 12% of the cost of coverage under the HSA plan.
HSA Plan. The co-premium for employee care shall be $121.11 and the co-premium for employees and their children shall be 405.23 per month. The Employer may implement health, dental, vision and/or disability benefits as outlined in Employer Policies. The Employer may select, change, eliminate or modify insurance carriers, benefit plans, benefit levels, and employee co-pays. Prior to implementing any substantial and material change in insured benefits, the Employer shall meet with the Union to discuss the changes provided the Union requests such a meeting within thirty
HSA Plan. Single/Family Premium: 90% paid by the Employer 10% by Employee. Employer to contribute $2,000 single/$4,000 family to VEBA and cover up to the maximum out of pocket allowed by this plan as a hardship gap, as needed. It is noted that the intent of the language in this section is for the employer to cover the max out of pocket of the VEBA contribution, which is to carry over, year to year, until otherwise negotiated, with the further intent of encouraging all employees to move to the PEIP HSA plan allowing not only for employee savings, but considerable savings to the City.
HSA Plan. 1. Effective July 1, 2022 All current employees are eligible for the CUSTOM PPO plan and anyone hired after July 1, 2022 will be eligible for the “benchmark PPO plan” or the HSA. The HSA employee contribution will be 5% yearly for the duration of the contract. Also, all eligible employees may select only one type of medical insurance plan for the duration of the 3 year contract. Any employee who chooses to take the HSA plan will be given $3750 for a family plan or $1875 for a single plan in 2022-23 or his/her first year of employment, and $1500 for a family plan or $1000 for a single plan in any succeeding years. This is payable in full at the first pay of the school year Employees must set up an Old National Account and submit this information within 30 days of hire or open enrollment to payroll so money can be deposited.
HSA Plan. Effective January 1, 2023, the employer’s contribution to a Health Savings Account (HSA) will be $1008 per employee per year for single plans and $2004 per employee per year for family plans for employees who currently have an HSA only. The City will continue to pay the premium for the high-deductible insurance policy covering each employee/family. As of January 1, 2023, the HSA plan will no longer be offered to new employees or as an option for health care coverage. Employees who currently have an HSA can keep this plan if they so choose. If an employee who is currently on an HSA plan account chooses to discontinue the HSA plan, they cannot return to this plan at a later date.
HSA Plan. If the employee chooses the HSA option the deductible will be funded by the Board at 80% for calendar years 2014 and 2015. Funding of the HSA shall occur quarterly. If an employee’s expenses exceed their quarterly funding, employee shall be required to provide documentation of expenses to the Board. The Board shall deposit additional funding to cover the expenses not to exceed the maximum deductible.
HSA Plan. The City provides the REMIF HSA plan at no premium cost for full-time employees and any eligible dependents.
HSA Plan. Effective July 1, 2010, the Boards shall implement a HSA plan, or a high deductible health care plan with a health savings account feature, including the following components: In-Network Out-of-Network Annual Deductible (individual/aggregate family) $1500/3000 Co-insurance 100% co- insurance after deductible, subject to co-insurance maximum 80% co-insurance after deductible, subject to co- insurance maximum Co-insurance Maximum (individual/ aggregate family) $1500/3000 Cost Share Maximum (individual/aggregate family) $3000/6000 Lifetime Maximum Unlimited $1,000,000 Preventive Care Deductible not applicable 100% Coinsurance 80% co-insurance after deductible, subject to co- insurance maximum Prescription Drug Coverage Treated as any other medical expense The employing Board will contribute fifty percent (50%) of the applicable HSA deductible amount. The employing Board’s contribution toward the HSA deductible will be deposited into the HSA accounts twice yearly, in July and January of each year, on the employing Board’s payroll dates. The parties acknowledge that the Board’s fifty percent (50%) contribution toward the funding of the HSA plan is not an element of the underlying insurance plan, but rather relates to the manner in which the deductible shall be funded for actively employed teachers. The employing Board shall have no obligation to fund any portion of the HSA deductible for retirees or other individuals upon their separation from employment. The following premium cost sharing provisions shall apply to teachers electing the HSA plan during the term of this Agreement: Effective July 1, 2010, the employing Board agrees to pay 86.25%, and the teachers agree to pay 13.75% of the cost of coverage under the HSA plan. Effective July 1, 2012, the employing Board agrees to pay 86%, and the teachers agree to pay 14% of the cost of coverage under the HSA plan.
