Group Medical. The Board of Education will provide the employees with a HDHP/HSA with the following provisions: High Deductible Health Plan (HDHP)/Health Savings Account () with a $2000/$4000 deductible with Board funding of 50% of the HDHP Deductible into the HSA on or about July 1st; For Medical Services 100% in-network coverage after satisfaction of deductible , 70%, out-of-network coverage with a $3,000/$6,000 in-network out of pocket maximum, out-of-network, $4,000/$8,000 out of pocket maximum. Once the deductible is reached, then following co-pays apply to the cost of in-network prescription drugs: $10 retail generic; $25 retail brand formulary; $40 retail brand non-formulary; 30 day supply at retail; mail order maintenance drugs at 2X retail co-pay with a 90 day supply; see further details in the grid immediately below. HDHP Plan Deductible $2,000/$4,000 Combined In/Out In-Network You Pay Out-of-Network You Pay Coinsurance 0% Med 30% Med & RX RX Deductible then subject to Copays: $10/$25/$40 Deductible then 30% (as any other expense) Coinsurance Max $0 Medical $1,000/2,000 RX Includes In-Network Post Ded. RX Copays $2,000/4,000 Includes OON Coinsurance Combined In/Out "Out-of-Pocket Max” $5,000/$10,000 (includes Deductible, In/Out Coinsurance and In-Net Post Ded. Rx Copays) Preventive Care 100% (Deductible does not apply) Deductible then Coinsurance 100% of Board’s HSA contribution funding will be deposited on or about July 1st of each year. Employees enrolled in the HDHP but not eligible to participate in the HSA (for example due to Medicare enrollment or receiving medical services under or through the VA) may continue in the HDHP without any Board contribution into the HAS. However, the HDHP premium cost share shall be reduced by the dollar value of what the Board would otherwise have contributed into the HAS, but not to exceed the dollar value of the premium cost share.
Group Medical. In the school year 2016-17, the employee will be responsible for 13.75% of the monthly premium and the Board of Education will pay 86.25% of the total monthly premium. In the school year 2017-18, the employee will be responsible for 14.5% and the Board of Education will pay 85.5%. Any employee may choose the SHP2 or SHP3 option for insurance coverage at the rate of 93% being covered by the Board and 7% paid by the employee.
Group Medical. Each full-time teacher under contract may elect to participate in the Group Medical Plan. Initial enrollment in the plan can only be made during the annual thirty (30) day period immediately following the renewal date of the policy with the carrier. In the case of newly hired teachers, enrollment can only be made during the thirty (30) day period immediately following the initial date of employment. Enrollment at any other time is subject to the approval of the Superintendent and should be allowed only in cases of extenuating circumstances which would result in the employees and/or their dependents being uninsured. The amount specified below will be paid by the school employer towards the cost of the hospitalization insurance for each full-time teacher employed under contract and enrolled in the group plan, with the teacher paying not less than one dollar ($l.00) per year. Maximum School Employer Payment Per Teacher
Group Medical. Effective the 1st day of the month following the date of hire, full-time and part-time employees who are regularly scheduled to work twenty (20) or more hours per week will be eligible to participate in the Employer’s medical insurance program. The Employer’s medical insurance program consists of a Preferred EPO, Limited PPO, Premier PPO, and a Value Plan. Bargaining unit employees shall participate in the Prospect Wellness Plan. The terms of the Plan shall be consistent with those set forth in the 2019 employee benefits guide and shall remain in effect for the life of this Agreement. Prospect’s spousal eligibility rules for benefits shall continue to apply to bargaining unit employees. For purpose of those rules, effective with the plan year 2020, a spouse who is eligible to participate in a medical plan through their own employer but not a dental or vision plan, the spouse shall be eligible to participate in Prospect’s dental/vision coverage. Employees who are seen by physicians at Our Lady of Fatima Hospital shall not be charged any co-pays or fees that are not called for by the plan design, provided that in the event of a situation where an employee is charged in a manner inconsistent with plan design, the employee promptly brings the issue to the attention of HR as soon as is practical, with the supporting documentation, for resolution. Employees and the Employer will share the premium cost of the plans on the following basis: Health Insurance Full-time Employer 85% Employee 15% Part-time 70% 30% Full-time 85% Dental Insurance 15% Part-time 70% 30%
Group Medical. Each full-time teacher under contract may elect to participate in the Group Medical Plan. Initial enrollment in the plan can only be made during the annual thirty (30) day period immediately following the renewal date of the policy with the carrier. In the case of newly hired teachers, enrollment can only be made during the thirty (30) day period immediately following the initial date of employment. Enrollment at any other time is subject to the approval of the Superintendent and should be allowed only in cases of extenuating circumstances which would result in the employees and/or their dependents being uninsured. The amount specified below will be paid by the school employer towards the cost of the medical insurance for each full-time teacher employed under contract and enrolled in the group plan, with the teacher paying not less than one dollar ($l.00) per year. The Corporation will absorb the increases for 2019-2020. PPO 1 Employee $6,312 Employee/Child(ren) $9,971 Employee Spouse $12,747 Family $15,601 PPO 2 Employee $6,504 Employee/Child(ren) $10,415 Employee Spouse $13,287 Family $16,285 HIGH DEDUCTIBLE HP 1 Employee $6,312 Employee/Child(ren) $10,091 Employee Spouse $12,879 HIGH DEDUCTIBLE HP 2 Employee $15,781 $6,096 Employee/Child(ren) $9,731 Employee Spouse $12,423 Family $15,181 Maximum School Employer Payment Per Teacher (beginning with the September 1 plan year): Family
Group Medical. The Board shall provide the following insurance benefits for each nurse and eligible dependents for the period of July 1, 2022, through June 30, 2025: A High-Deductible HSA Plan shall be the insurance plan. The HSA Plan shall have the following components: In-Network Out-of-Network Annual Deductible (individual/aggregate family) $2,000/4,000 $2,000/4,000 Co-insurance 0% after deductible 20% co-insurance after deductible, subject to co- insurance limits Co-insurance Maximum (individual/aggregate family) $3,000/6,000 $3,000/$6,000 Cost Share Maximum (individual/aggregate family) $3.000/$6,000 $4,000/6,850 (was $5,000/$10,000) Lifetime Maximum Unlimited $1,000,000 Preventive Care Deductible waived N/A Prescription Drug Coverage MP4 Platform Treated as any other medical expense, subject to deductible, once deductible is met, then $5/30/45 (Mail order $10/60/90) copay per prescription 20% co-insurance after deductible, subject to co- insurance limits
Group Medical. Upon expiration of Xxxxxxxx’ coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985, 29 U.S.C. §§ 1161-1168 (“COBRA”), Xxxxxxxx and his wife shall be covered by Frontier’s Executive Retiree Medical Plan (“Medical Plan”) (See Exhibit A) as of the date COBRA continuation coverage ceases and shall be eligible under this Agreement to continue coverage under the Medical Plan until Xxxxxxxx reaches age 65 and for his wife until she reaches age 65 (the “Additional Coverage Term”) under the following conditions:
Group Medical a. On an annual basis, eligible participating employees shall elect on a form provided by the Board to participate in the following option: A Health Savings Account (HSA) (with plan design noted below): In-Network Out-of-Network Annual Deductible (Individual/Aggregate Family) $2000 $4000 Co-insurance 0% after deductible 20% co-insurance after deductible, subject to co- insurance limits Co-insurance Maximum (Individual/Aggregate Family) $3,000 (In-network post deductible RX copays) $6,000 (Out of network Coinsurance) Cost Share Maximum (Individual/Aggregate Family) $4,000 $6,850 Lifetime Maximum Unlimited $1,000,000 Preventive Care Deductible waived N/A Prescription Drug Coverage Subject to deductible, once deductible is met, then $5/30/45 copay per prescription. MP4 Prescription. Effective July 1, 2021, the parties agrees to the additional plan changes: • Care Management Preferred (requires pre-certification for outpatient procedures and provides after-care services) • Standard Formulary for prescriptions • Accredo Specialty Network (required for specialty drugs) • Preventive generic Rx Coverage (Certain generic drugs available at no cost) HDHP/H.S.A 17% 17% 17%
Group Medical. The Portland Board of Education shall provide administrators with one of the following plans at the option of the administrator subject to the premium insurance co-pays in Section F of this Article. For the period from July 1, 2012 through June 30, 2013: Plan 1: Anthem Century Preferred: In Network Coverage Out of Network Coverage $15 Office Visit Co-pay Deductible $400/800/1200 Co-insurance 80/20% $100 Outpatient Surgery OOP $2400/4800/7200 $200 In-Patient Co-pay $15 Walk-in Clinic Co-pay $25 Urgent Care Facility Co-pay $50 Emergency Room Co-pay Plan 2: Anthem BlueCare: In Network Coverage $15 Office Visit Co-pay $25 Specialist Visit Co-pay $100 Outpatient Surgery $200 In-Patient Co-pay $15 Walk-in Clinic Co-pay $25 Urgent Care Facility Co-pay $50 Emergency Room Co-pay No Out of Network Coverage 3 Tier Public Sector Drug Program $10 co-pay Generic/$25 co-pay Listed Brand/$40 co-pay Non-formulary Mail Order 2 x co-pay, unlimited maximum Dependent Coverage (all plans): Dependent coverage shall be provided as required by state law when applicable. Non-standard benefits for foot orthoties will be completely eliminated from the coverage effective July 1, 2009, and nutritional coverage will be completely eliminated from the PPO coverage effective July 1, 2009. Nutritional coverage will be available under the HMO option on a limited basis: maximum of 3 visits per year to a registered in-network dietician. Vision Care Rider (all plans): Yearly eye examinations for vision corrections Coverage for prescription lenses In-Plan and Out-of Plan Coverage For the period from July 1, 2013 through June 30, 2015: Plan 1: Anthem Century Preferred: In Network Coverage $20 Office Visit Co-pay $150 Outpatient Surgery (increase to $200 effective July 1, 2014) $250 In-Patient Co-pay $20 Walk-in Clinic Co-pay $50 Urgent Care Facility Co-pay $100 Emergency Room Co-pay 3 Tier Public Sector Drug Program $10 co-pay Generic/$25 co-pay Listed Brand/$40 co-pay Non-formulary Mail Order 2 x co-pay, unlimited maximum Out of Network Coverage Deductible $500/$1,000/$1,500 Co-insurance 70%130% of $8,333 OOP $3,000/$6,000/$9,000 Plan 2: Anthem BlueCare: In Network Coverage No Out of Network Coverage $20 Office Visit Co-pay $30 Specialist Visit Co-pay $150 Outpatient Surgery (increase to $200 effective July 1, 2014) $250 In-Patient Co-pay $20 Walk-in Clinic Co-pay $50 Urgent Care Facility Co-pay $100 Emergency Room Co-pay 3 Tier Public Sector Drug Program $10 co-pay Generic/$25 co-pay Listed Bra...
Group Medical. Each full-time teacher under contract may elect to participate in the Group Medical Plan. Initial enrollment in the plan can only be made during the annual thirty (30) day period immediately following the renewal date of the policy with the carrier. In the case of newly hired teachers, enrollment can only be made during the thirty (30) day period immediately following the initial date of employment. Enrollment at any other time is subject to the approval of the Superintendent and should be allowed only in cases of extenuating circumstances which would result in the employees and/or their dependents being uninsured. The amount specified below will be paid by the school employer towards the cost of the medical insurance for each full-time teacher employed under contract and enrolled in the group plan, with the teacher paying not less than one dollar ($l.00) per year. The Corporation will absorb the increases for 2019-2020. Maximum School Employer Payment Per Teacher (beginning with the September 1 plan year): PPO 1 Employee $6,312 Employee/Child(ren) $9,971 Employee Spouse $12,747 Family $15,601 PPO 2 Employee $6,504 Employee/Child(ren) $10,415 Employee Spouse $13,287 Family $16,285 HIGH DEDUCTIBLE HP 1 Employee $6312 Employee/Child(ren) $10,091 Employee Spouse $12,879 Family $15,781 HIGH DEDUCTIBLE HP 2 Employee $6,096 Employee/Child(ren) $9,731 Employee Spouse $12,423 Family $15,181 B. Group Disability - A group disability insurance plan will be provided for each full- time teacher (at least 600 hours per year) employed under contract and enrolled in the group plan with the teacher paying not less than one dollar ($l.00) per year.
