Health Plan Options. Qualified employees shall continue to have the option to enroll in any one of the plans offered by CalPERS and available in the participant’s geographic area. Currently, CalPERS offers three PPO plans: PERS Select, PERS Choice, and PERS Care; and nine HMO plans: Anthem Select, Anthem Traditional, Blue Shield Access+, Blue Shield NetValue, Health Net Salud y Más, Health Net SmartCare, Kaiser CA, Xxxxx, and UnitedHealthcare. Brief information, including benefits, coverage limitations, deductibles, copays, and coinsurance, is contained in the CalPERS Health Benefit Summary published by CalPERS for each Plan Year. Full information is provided in the plan documents provided by the respective provider.
Health Plan Options. The City shall provide the following two health plan options. An employee may enroll in one of the plans. An employee may switch plans only during the City’s annual open enrollment period. Details of the coverage listed below can be found in the plan policy. HMO Plan Deductible: $100/$200 Co-Insurance Maximum: $1,500 single; $3,000 two-person or family Prescription Drug Co-Pay: $10 generic; $40 preferred brand or specialty drug; $60 non-preferred brand or specialty drug Mail Order Program: Two co-pays for three month supply (excludes specialty drugs) Preventive Services: Covered 100% Co-Pays for office visit/specialist/urgent care: $20/$20/$30 respectively Emergency Room Co-Pay: $100 (waived if patient is admitted to the hospital with co-insurance of 80% covered) HMO-HSA Plan Deductible: $1,300 single / $2,600 two-person or family Out-of-Pocket Maximum: $2,000 single / $4,000 two-person or family Prescriptions are subject to the deductible and then covered as follows: o Generic: $15 o Preferred Brand: $50 o Non-Preferred Brand: $80 o Specialty Drugs: 20% co-insurance Prescription drug costs paid by the employee are included in the out-of-pocket maximum. Preventive Services: Covered 100% Hospital, office visit, specialist, urgent care, emergency room, ambulance, and high tech imaging are covered 80% after deductible. For employees enrolled in the HMO-HSA, the City will contribute an amount equal to 35% of the employee’s coverage level deductible to each employee’s HSA as allowed by law. Employees may contribute to their HSA from their compensation (pre-tax) up to the IRS annual maximum contribution by payroll deduction. Retirees may participate in the in the HMO-HSA plan but are not eligible for employer contributions to the HSA. Appendix D
Health Plan Options. The University will provide the same health plan options to all eligible members of the bargaining unit with the same plan design (network, benefits, deductibles, etc.) as are offered to the University’s faculty and non-represented staff, subject to the University’s right to amend the plan so long as such amendments are applied equally to the members of the bargaining unit and to the University’s faculty and non-represented staff. The University will maintain the current contribution percentages and eligibility applicable to the health plan.
Health Plan Options. Teaching assistants who qualify for coverage of health care costs under Section
Health Plan Options. Employees shall have the option to choose from the following health plans each year during open enrollment:
Health Plan Options. If teachers or registered nurses choose not to receive all or some of the health plan benefits, they need to do so by July 1 of each school year. If they choose to do this, they will be given salary increases according to the following schedule. These monies will be a yearly addition to their regular salary. Monies will be paid by the District no later than the end of the first semester. Option Receives no health benefits $1300 (No health or dental) Receives only dental benefits 950 (No health) Beginning on July 1, 2013, the language in Section 7.03 will apply to all members.
Health Plan Options. Employees who qualify for coverage of health care costs under Section 11.01 may choose not to receive all or some of the health plan benefits; the choice to be made by July 1st of each school year. If they choose to do this, they will be given salary increases according to the following schedule. These monies will be a yearly addition to their regular salary. For unit members who work four and one-half (4.5) or more hours per day and who are appointed before 11/15/2000, the following is to apply: Receives no health benefits (no health or dental) $1350 Receives only dental benefits (no health) $950 The health care option payments will be pro-rated as to those employees who are appointed or who cease employment during the course of the school year.
Health Plan Options. All full-time regular employees shall be provided with comprehensive medical insurance coverage through the Flexible Benefits Program as offered by the City of Rochester. Employees shall be eligible to participate in either of the following Anthem plans: Plan A – SOS; ABSOS20/40/1KDED(07) – RX10/20/45 Plan B – HMO; AB20IPDED(07) – RX10/20/45 7-1-18 to 6-30-19 – The City will contribute 80% of Plan B to either plan A or B. 7-1-19 to 6-30-20 – The City will contribute 100% of Plan A to either plan A or B. 7-1-20 to 6-30-21 – The City will contribute 93% of Plan A to either plan A or B. 7-1-21 to 6-30-22 – The City will contribute 87% of Plan A to either plan A or B. 7-1-22 to 6-30-23 – The City will contribute 80% of Plan A to either plan A or B. The employee share of premiums shall be paid by the individual employee through payroll deductions. The City and the Union agree that the City reserves the right to select and substitute alternative health plans to replace the existing health plans identified above. Such alternative plans must provide employees with services that are equal or comparable to the above mentioned plans. The Union will also agree that the City may add any other plans as long as the plans are optional. Employees that have medical coverage through their spouse may choose to “opt out” or “opt down” of participation in the City-sponsored plan. If employees opt out or opt down, they will receive a portion of the monthly premium savings that can be used to offset the cost of other benefits or receive it as taxable compensation in their paychecks throughout the year. The amount the employee can receive depends on their eligible coverage level, as shown in this chart: Eligible Coverage Level* Annual Opt-Out Amount Family Coverage $2,400 2-Person Coverage $1,600 Single Coverage $1,000 Eligible/Chosen Level** Annual Opt-Down Amount Family to Single Coverage $1,200 Family to 2-Person Coverage $750 2-Person to Single Coverage $750 *Eligible coverage level refers to the number of eligible dependents the employee has. **Eligible/chosen coverage level refers to an employee that chooses a plan lower than their eligible coverage level. To opt out, employees must provide proof of comprehensive insurance coverage elsewhere.
Health Plan Options. Within this section, italicized text is displayed for historical purposes. Employees shall have the option to choose from the following health plans each year during open enrollment:
Health Plan Options. All full-time regular employees shall be provided with comprehensive medical insurance coverage through the Flexible Benefits Program as offered by the City of Rochester.
