Benefit Plan Options Sample Clauses

Benefit Plan Options. Effective October 1: Life Insurance - $135,000 Medical –Combination Rate Structure of PPO and HMO plans with a maximum of up to seven plans offered based on the restriction of the provider. Dental – Delta Dental PPO Inc. $1500 (Ortho, adult and child, 50%-$1,000) or as decided by the unit member annually. Any increased cost beyond the current plan will be paid by the member. Vision – Vision Service Plan (VSP) or as decided by the unit member annually. Any increased cost beyond the current plan will be paid by the member.  Plan C, $15.00 Co-pay
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Benefit Plan Options. The Employer hereby elects that the following Qualified Benefits are available to Plan Participants (check all that apply) The Employee's pre-tax premium payment for coverage under the Employer's Medical Plan. The Employee's pre-tax premium payment for COBRA continuation coverage offered under a group health plan sponsored by the Employer. The Employee's pre-tax premium payment for COBRA continuation coverage offered under a group health plan sponsored by a different employer. The Employee's pre-tax premium payment for Employer's Dental Plan. The Employee's pre-tax premium payment for Employer's Vision Plan. The Employee's pre-tax contribution (or Employer's non-taxable contribution on behalf of the Employee) to a Health Savings Account. The Employer hereby offers an Opt-Out Cash Payment to any Employee who waives coverage under one or all of the following plans (check all that apply) The amount of Opt-Out Cash Payment will be determined in advance of each Plan Year in the sole discretion of the Employer, which amount may be zero. Any Out-Out Cash Payments will be paid to applicable Employees as taxable income and paid out in a manner than shall be communicated to Employees prior to each Plan Year. No Opt-Out Cash Payment is available. If a newly eligible Participant fails to timely elect benefits under this Plan, he or she will be deemed to have elected the following benefit elections (check all that apply) No default elections apply for newly eligible Participants (i.e. he or she will not participate in Employer's benefit programs for the remainder of the Plan Year). If Participants fail to timely elect benefits under the Plan during an annual Open Enrollment Period in accordance with the elections procedures set forth by the Employer, the following will apply (check one) The Employee will be deemed to not participate in any of the Employer's benefit programs for the subsequent Plan Year. The Employer hereby elects the following additional payment methods to be offered to an Employee during his FMLA, USERRA or Employer-Approved Leave of Absence (Note that the Pay-As-You Go Payment Method will always be offered to Employees) [the Employer may elect just one, both or neither of the following additional options] Pre-Payment Method
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Related to Benefit Plan Options

  • Benefit Options Employees must elect a plan administrator and primary care clinic. Those elections will determine the Benefit Level through Advantage. Enrolled dependents must elect a primary care clinic that is available through the plan administrator chosen by the employee.

  • Benefit Plan If an employee maintains coverage for benefit plans while on maternity or parental leave, the Employer agrees to pay the Employer's share of these premiums.

  • Health Benefit Plan Par. 1. The Health Benefit Plan covering life insurance, sickness and accident benefits, and hospitalization insurance, or any changes thereto that are in accordance with the National Elevator Industry Health Benefit Plan and Declaration of Trust, shall be a part of this Agreement and adopted by all parties signatory thereto.

  • Benefit Plans The Executive shall be entitled to participate in any benefit plans relating to stock options, stock purchases, awards, pension, thrift, profit sharing, life insurance, medical coverage, education, or other retirement or employee benefits available to other senior executive employees of the Company, subject to any restrictions (including waiting periods) specified in such plans.

  • Deferred Compensation Plans Employees are to be included in the State of California, Department of Personnel Administration's, 401(k) and 457 Deferred Compensation Programs. Eligible employees under IRS Code Section 403(b) will be eligible to participate in the 403(b) Plan.

  • Employee Options There are two (2) options available to an employee who is otherwise eligible for disability insurance benefits which are as follows:

  • Deferred Compensation Plan Manager shall be eligible to participate in the First Mid-Illinois Bancshares, Inc. Deferred Compensation Plan in accordance with the terms and conditions of such Plan.

  • Defined Benefit Plan A plan under which a Participant’s benefit is determined by a formula contained in the plan and no Employee accounts are maintained for Participants.

  • Deferred Compensation Program ‌ Unit members shall continue to be eligible to join the County’s Deferred Compensation Plan. Said employees will be bound by the same Plan, rules and participation agreements as are generally applicable to other County employees. DSA acknowledges that County retains the right to alter, amend, or repeal the current plan, rules, and participation agreements, at any time. The County shall not charge an administrative fee to participating employees.

  • Employee Plans Except as provided in Section 4.12, the Assuming Institution shall have no liabilities, obligations or responsibilities under the Failed Bank's health care, bonus, vacation, pension, profit sharing, deferred compensation, 401K or stock purchase plans or similar plans, if any, unless the Receiver and the Assuming Institution agree otherwise subsequent to the date of this Agreement.

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