Common use of EMPLOYEE CONTRIBUTION RATES Clause in Contracts

EMPLOYEE CONTRIBUTION RATES. All plans shall require employees to contribute for each plan choice and tier placement as described below. In accordance with the principles developed by the Joint Labor Management Benefits Council (JLMBC), the parties agree to the employee monthly contribution rates specified below. The CalPERS Select Plan shall be the “basic” plan; all other plans shall be a “buy-up” or “buy-down”, except that Kaiser rates shall be $3/6/9 higher than a true buy-up, and PERS Choice shall be $5/10/15 lower than a true buy-up. Further, the PERS Care and United Healthcare HMO plans contributions shall remain at the same rate as 2015 without change. The contributions for plans only available in Southern California shall be the same as Anthem Select. Contribution rates in each plan shall have three tiers: employee only; employee plus one; employee plus family. The rate for each tier shall be based on a proportional formula: employee only = employee rate x 1; employee plus one = employee rate x 2; employee plus family = employee rate x 3. Rates for each plan and tier are expressed monthly, i.e., 1/12th of the employee annual contribution as specified below [based On Active-Retiree Contribution Illustration #19D, JLMBC, 6/25/15]: Three PPO Plans PERS Care January 1, 2016 E $480 E + 1 $960 E + family $1440 PERS Choice January 1, 2016 E $152 E + 1 $304 E + family $456 PERS Select January 1, 2016 E $89 E + 1 $178 F + family $267 Seven HMO Plans: Bay Area Anthem Select January 1, 2016 E $81 E + 1 $162 E + family $243 Anthem Traditional January 1, 2016 E $214 E + 1 $428 E + family $642 Blue Shield Access+ January 1, 2016 E $375 E + 1 $750 E + family $1125 Blue Shield NetValue January 1, 2016

EMPLOYEE CONTRIBUTION RATES. All plans shall require employees to contribute for each plan choice and tier placement as described below. In accordance with the principles developed by the Joint Labor Management Benefits Council (JLMBC), the parties agree to the employee monthly contribution rates specified below. The CalPERS Select Plan shall be the “basic” plan; all other plans shall be a “buy-up” or “buy-down”, except that Kaiser rates shall be $3/6/9 higher than a true buy-up, and PERS Choice shall be $5/10/15 lower than a true buy-up. Further, the PERS Care and United Healthcare HMO plans contributions shall remain at the same rate as 2015 without change. The contributions for plans only available in Southern California shall be the same as Anthem Select. Contribution rates in each plan shall have three tiers: employee only; employee plus one; employee plus family. The rate for each tier shall be based on a proportional formula: employee only = employee rate x 1; employee plus one = employee rate x 2; employee plus family = employee rate x 3. Rates for each plan and tier are expressed monthly, i.e., 1/12th of the employee annual contribution as specified below [based On Active-Retiree Contribution Illustration #19D, JLMBC, 6/25/15]: Three PPO Plans PERS PlansPERS Care January 1, 2016 E $480 E + 1 $960 E + family $1440 PERS Choice January 1, 2016 E $152 E + 1 $304 E + family $456 PERS Select January 1, 2016 E $89 E + 1 $178 F + family $267 Seven HMO Plans: Bay Area Anthem AreaAnthem Select January 1, 2016 E $81 E + 1 $162 E + family $243 Anthem Traditional January 1, 2016 E $214 E + 1 $428 E + family $642 Blue Shield Access+ January 1, 2016 E $375 E + 1 $750 E + family $1125 Blue Shield NetValue January 1, 20162016 E $393 E + 1 $786 E + family $1179 Healthnet SmartCare January 1, 2016 E $167 E + 1 $334 E + family $501 Kaiser CA January 1, 2016 E $108 E + 1 $216 E + family $324 UnitedHealthcare January 1, 2016 E $480 E + 1 $960 E + family $1440 Four HMO Plans: Other Southern California Healthnet Salud y Más January 1, 2016 E $89 E + 1 $178 E + family $267 Healthnet SmartCare January 1, 2016 E $89 E + 1 $178 E + family $267 Sharp January 1, 2016 E $89 E + 1 $178 E + family $267 UnitedHealthcare January 1, 2016 E $89 E + 1 $178 E + family $267 Retiree Only: UHC Medicare Advantage Plan UnitedHealthcare Medicare Advantage Plan January 1, 2016 E $81 E + 1 $162 E + family $243 In addition, employees shall have the option of enrolling in vision and dental coverage offered by the District. The respective monthly contribution rates all include the cost of vision and dental coverage. If a subscriber opts out of dental and vision coverage, the reduction in rates will be $6 for employee-only, $12 for employee-plus-one, and $18 for employee-plus-family. The vision coverage remains identical to the plan currently in place. The dental coverage shall be modified by adding diagnostic/preventive care deductible waiver to the plan. Employee contributions shall be recovered through twelve (12) equal monthly payroll deductions. For employees on less than 12-month contracts, i.e. 10- and 11-month contracts, the contributions required during the non-contract month(s) shall normally be deducted from the first paycheck following the non-contract month(s), typically, the following September. In the event the required monthly contribution exceeds compensation in any regular pay period, or the employee is not in pay status, or the employee is eligible for District paid- benefits under Long-Term Disability (LTD) status, in order to continue health benefit coverage the employee must enroll with CalPERS under the DirectPay Plan or COBRA Program, depending on the enrollee’s status at the time of change in pay status. The District Benefits Unit shall assist the member with the transition and forward the request to CalPERS, in accordance with CalPERS processes. When DirectPay status is applicable: The following CalPERS process generally applies – CalPERS will contact the individual insurance carrier to set up DirectPay, a process that normally takes one month. In the intervening period before DirectPay is established, CalPERS will bill the District (since the invoice is issued in advance) and the District shall invoice the member for the employee’s contribution for the intervening period. Once DirectPay is established, the employee must prepay the full cost of the monthly premium for the CalPERS plan selected when receiving the bill from the plan provider. DirectBill payments cannot, by law, be pre-tax. To seek reimbursement in arrears for the Employer Share of Cost (the plan’s monthly premium minus the employee’s required monthly contribution), the employee shall submit proof of payment and invoice for each month to the Benefits Unit. Payment is calculated month-by-month based on 12 calendar months. When the employee returns to work within the applicable benefits plan year, the Benefits Unit shall transition the member back to Active Account with the next regular payroll cycle. When COBRA status is applicable: COBRA is an option for anyone who incurs a life-qualifying event but who is not eligible to continue benefits under DirectPay status. The employee must prepay the full cost of the monthly premium plus any administrative fees for the CalPERS plan selected upon receiving the bill from the plan provider. There is no reimbursement for benefits coverage under COBRA status.

EMPLOYEE CONTRIBUTION RATES. All plans shall require employees to contribute for each plan choice and tier placement as described below. In accordance with the principles developed by the Joint Labor Management Benefits Council (JLMBC), the parties agree to the employee monthly contribution rates specified below. The CalPERS Select Plan shall be the “basic” plan; all other plans shall be a “buy-up” or “buy-down”, except that Kaiser rates shall be $3/6/9 higher than a true buy-up, and PERS Choice shall be $5/10/15 lower than a true buy-up. Further, the PERS Care and United Healthcare HMO plans contributions shall remain at the same rate as 2015 without change. The contributions for plans only available in Southern California shall be the same as Anthem Select. Contribution rates in each plan shall have three tiers: employee only; employee plus one; employee plus family. The rate for each tier shall be based on a proportional formula: employee only = employee rate x 1; employee plus one = employee rate x 2; employee plus family = employee rate x 3. Rates for each plan and tier are expressed monthly, i.e., 1/12th of the employee annual contribution as specified below [based On Active-Retiree Contribution Illustration #19D, JLMBC, 6/25/15]: Three PPO Plans PERS Care January 1, 2016 E $480 E + 1 $960 E + family $1440 PERS Choice January 1, 2016 E $152 E + 1 $304 E + family $456 PERS Select January 1, 2016 E $89 E + 1 $178 F + family $267 Seven HMO Plans: Bay Area Anthem Select January 1, 2016 E $81 E + 1 $162 E + family $243 Anthem Traditional January 1, 2016 E $214 E + 1 $428 E + family $642 Blue Shield Access+ January 1, 2016 E $375 E + 1 $750 E + family $1125 Blue Shield NetValue January 1, 20162016 E $393 E + 1 $786 E + family $1179 Healthnet SmartCare January 1, 2016 E $167 E + 1 $334 E + family $501 Kaiser CA January 1, 2016 E $108 E + 1 $216 E + family $324 UnitedHealthcare January 1, 2016 E $480 E + 1 $960 E + family $1440 Four HMO Plans: Other Southern California Healthnet Salud y Más January 1, 2016 E $89 E + 1 $178 E + family $267 Healthnet SmartCare January 1, 2016 E $89 E + 1 $178 E + family $267 Sharp January 1, 2016 E $89 E + 1 $178 E + family $267 UnitedHealthcare January 1, 2016 E $89 E + 1 $178 E + family $267 Retiree Only: UHC Medicare Advantage Plan UnitedHealthcare Medicare Advantage Plan January 1, 2016 E $81 E + 1 $162 E + family $243 In addition, employees shall have the option of enrolling in vision and dental coverage offered by the District. The respective monthly contribution rates all include the cost of vision and dental coverage. If a subscriber opts out of dental and vision coverage, the reduction in rates will be $6 for employee-only, $12 for employee-plus-one, and $18 for employee-plus-family. The vision coverage remains identical to the plan currently in place. The dental coverage shall be modified by adding diagnostic/preventive care deductible waiver to the plan. Employee contributions shall be recovered through twelve (12) equal monthly payroll deductions. For employees on less than 12-month contracts, i.e. 10- and 11-month contracts, the contributions required during the non-contract month(s) shall normally be deducted from the first paycheck following the non-contract month(s), typically, the following September. In the event the required monthly contribution exceeds compensation in any regular pay period, or the employee is not in pay status, or the employee is eligible for District paid- benefits under Long-Term Disability (LTD) status, in order to continue health benefit coverage the employee must enroll with CalPERS under the DirectPay Plan or COBRA Program, depending on the enrollee’s status at the time of change in pay status. The District Benefits Unit shall assist the member with the transition and forward the request to CalPERS, in accordance with CalPERS processes. When DirectPay status is applicable: The following CalPERS process generally applies – CalPERS will contact the individual insurance carrier to set up DirectPay, a process that normally takes one month. In the intervening period before DirectPay is established, CalPERS will bill the District (since the invoice is issued in advance) and the District shall invoice the member for the employee’s contribution for the intervening period. Once DirectPay is established, the employee must prepay the full cost of the monthly premium for the CalPERS plan selected when receiving the bill from the plan provider. DirectBill payments cannot, by law, be pre-tax. To seek reimbursement in arrears for the Employer Share of Cost (the plan’s monthly premium minus the employee’s required monthly contribution), the employee shall submit proof of payment and invoice for each month to the Benefits Unit. Payment is calculated month-by-month based on 12 calendar months. When the employee returns to work within the applicable benefits plan year, the Benefits Unit shall transition the member back to Active Account with the next regular payroll cycle. When COBRA status is applicable: COBRA is an option for anyone who incurs a life-qualifying event but who is not eligible to continue benefits under DirectPay status. The employee must prepay the full cost of the monthly premium plus any administrative fees for the CalPERS plan selected upon receiving the bill from the plan provider. There is no reimbursement for benefits coverage under COBRA status.

EMPLOYEE CONTRIBUTION RATES. All plans shall require employees to contribute for each plan choice and tier placement as described below. In accordance with the principles developed by the Joint Labor Management Benefits Council (JLMBC), the parties agree to the employee monthly contribution rates specified below. The CalPERS Select Plan shall be the “basic” plan; all other plans shall be a “buy-up,” or “buy-down”, except that and Kaiser rates shall be $3/6/9 higher than a true buy-uppartially subsidized through December 31, and PERS Choice shall be $5/10/15 lower than a true buy-up. Further, the PERS Care and United Healthcare HMO plans contributions shall remain at the same rate as 2015 without change. The contributions for plans only available in Southern California shall be the same as Anthem Select2015. Contribution rates in each plan shall have three tiers: employee only; employee plus one; employee plus family. The rate for each tier shall be based on a proportional formula: employee only = employee rate x 1; employee plus one = employee rate x 2; employee plus family = employee rate x 3. Rates for each plan and tier are expressed monthly, i.e., 1/12th of the employee annual contribution as specified below [based On Active-Retiree Contribution Illustration #19D9, JLMBC, 6/25/156/19/14]: Three PPO Plans Plans: PERS Care January 1, 2016 2015 E $480 E + 1 $960 E + family $1440 PERS Choice January 1, 2016 2015 E $152 138 E + 1 $304 276 E + family $456 415 PERS Select January 1, 2016 2015 E $89 77 E + 1 $178 154 F + family $267 Seven 232 Nine HMO Plans: Bay Area Anthem Select January 1, 2016 2015 E $81 138 E + 1 $162 276 E + family $243 415 Anthem Traditional January 1, 2016 2015 E $214 480 E + 1 $428 960 E + family $642 1440 Blue Shield Access+ January 1, 2016 2015 E $375 283 E + 1 $750 567 E + family $1125 850 Blue Shield NetValue January 1, 20162015 E $192 E + 1 $384 E + family $576 Healthnet Salud y Más January 1, 2015 E $77 E + 1 $154 E + family $232 Healthnet SmartCare January 1, 2015 E $77 E + 1 $154 E + family $232 Kaiser CA January 1, 2015 E $104 E + 1 $208 E + family $312 Sharp January 1, 2015 E $77 E + 1 $154 E + family $232 UnitedHealthcare January 1, 2015 E $480 E + 1 $960 E + family $1440 In addition, employees shall have the option of enrolling in vision and dental coverage offered by the District. The respective monthly contribution rates all include the cost of vision and dental coverage. If a subscriber opts out of dental and vision coverage, the reduction in rates will be a flat $5, regardless of tier (employee-only, employee-plus-one, employee-plus-family). The dental and vision coverages remain identical to the plans currently in place. Employee contributions shall be recovered through twelve (12) equal monthly payroll deductions. For employees on less than 12-month contracts, i.e. 10- and 11-month contracts, the contributions required during the non-contract month(s) shall normally be deducted from the first paycheck following the non-contract month(s), typically, the following September. In the event the required monthly contribution exceeds compensation in any regular pay period, or the employee is not in pay status, in order to continue health benefit coverage the employee must enroll with CalPERS under the DirectBill Program. The District Benefits Unit shall assist the member with the transition and forward the request to CalPERS. CalPERS will contact the individual insurance carrier to set up DirectBill, a process that normally takes one month. In the intervening period before DirectBill is established, CalPERS will xxxx the District (since the invoice is issued in advance). The District shall invoice the member for the employee’s contribution for the intervening period. Once DirectBill is established, the employee must prepay the full cost of the monthly premium for the CalPERS plan selected when receiving the xxxx from the plan provider. DirectBill payments cannot, by law, be pre-tax. To seek reimbursement in arrears for the Employer Share of Cost (the plan’s monthly premium minus the employee’s required monthly contribution), the employee shall submit proof of payment and invoice for each month to the Benefits Unit. Payment is calculated month-by-month based on 12 calendar months. When the employee returns to work within the applicable benefits plan year, the Benefits Unit shall transition the member back to Active Account with the next regular payroll deduction.