Eligibility Defined. Effective May 1, 2012, all eligible employees, who are members of the Bargaining Unit, may participate in the Plan. An eligible employee is an employee who is a member of the Bargaining Unit and is in an allocated position of twenty (20) or more hours per week and receives benefits. Beginning May 1, 2012, all eligible employees will have fifteen (15) days to “opt-in” or “opt-out” of the plan. Elections to “opt-in” or “opt-out” are irrevocable for the duration of the employee’s tenure within the bargaining unit. Participation will be subject to and governed by all IRS requirements applicable to the VEBA plan. Bargaining unit members who elect to “opt-in” will make uniform monthly contributions and contributions upon separation as outlined in Sections 2 and 3.
Eligibility Defined. Effective June 1, 2011, employees shall become eligible for dependent Health and Welfare coverage with Dental (Plan C20) ) after completing sixty (60) months of service and having worked three (3) consecutive months at one hundred thirty three (133) hours per month. An employee will be required to work one hundred thirty three (133) hours for the three (3) consecutive months prior to the initial month of eligibility for each benefit level listed above. If an employee does not work one hundred thirty three (133) hours in one of the last three months then the employee will restart his/her three (3) consecutive month requirement the following month in order to qualify for the benefit level. Continuing eligibility shall be based upon working one hundred thirty three (133) hours per month. Paid holidays, paid vacation, and all other paid time shall be counted as hours worked for the purpose of eligibility. President’s Day or Washington’s Birthday shall be considered as paid time for the purpose of Health and Welfare eligibility.
Eligibility Defined. Effective July 1, 2012, all eligible employees, who are represented by the Union, may participate in the VEBA Trust. An eligible employee is an employee who is represented by the Union. Beginning July 1, 2012, all eligible employees had fifteen (15) days to “opt-in” or “opt-out” of the VEBA Trust. Elections to “opt-in” or “opt-out” were irrevocable for the duration of the Employee’s tenure within the Union. Participation is subject to and governed by all IRS requirements applicable to the VEBA Trust. Xxxxx represented employees who elected to “opt-in” will make uniform monthly contributions and contributions upon separation as outlined below. Contribution amounts may be changed by a separate vote of Union Members that is not in conjunction with a contract ratification vote or election of Stewards/Officers. The contribution amounts will have to be uniform for all Employees and must conform to the IRS regulations. If there is a change in the contribution amounts, that change will not generate a new “opt-in/out-out” period; it only changes the contribution amounts for Employees already participating in the VEBA program and new hires to the Union or internal transfers into the Union. Employee Contributions Participation in the VEBA Trust by an Employee who elects to “opt-in” requires a payroll deduction each pay period to fund the Employee’s account. The Union determined that contributions to the VEBA effective July 1, 2012 were: Years of Service Contribution Amount Per Pay Period 0 to 5 $25.00 6 to 10 $50.00 11 to 20 $100.00 21 or more $150.00 Contributions made by an eligible Employee must be made through payroll deductions. Eligible Employees cannot make direct contributions to the VEBA Trust. Once separated from the City/District, the Employee can no longer make contributions to the VEBA Trust. Leave Payout
