High Deductible Plan Clause Examples

A High Deductible Plan clause defines a health insurance plan that requires the insured to pay a higher amount out-of-pocket before the insurance coverage begins to pay for eligible expenses. Typically, this clause specifies the minimum deductible amount that qualifies the plan as 'high deductible,' and may outline which types of medical expenses count toward meeting the deductible. The core function of this clause is to clarify the cost-sharing structure between the insurer and the insured, often making the plan compatible with Health Savings Accounts (HSAs) and helping to control premium costs by shifting more initial expenses to the insured.
High Deductible Plan. The School District shall offer a high-deductible health and hospitalization insurance plan coupled with a Health Savings Account (hereinafter “HSA”). Each teacher who chooses to enroll in the High Deductible/HSA Plan will receive a School District contribution to a HSA set up for that teacher. See ARTICLE 33 regarding long term substitutes for specific information regarding their benefit. The following provisions apply to the High Deductible/HSA Plan offered by the School District:
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High Deductible Plan. The District shall offer a high-deductible health insurance plan coupled with a Health Savings Account (HSA) in addition to its $250/$500 Deductible Plan. The High Deductible Plan years will run July 1, 2023 through June 30, 2024 and July 1, 2024 through June 30, 2025.. Each employee who chooses to enroll in the High Deductible/HSA Plan will receive a District contribution to a Health Savings Account set up for that employee. The following provisions apply to the High Deductible/HSA Plan offered by the District:
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High Deductible Plan. The District shall offer a high-deductible health insurance plan coupled with a Health Savings Account (HSA) in addition to its $250/$500 Deducible Plan. Each employee who chooses to enroll in the High Deductible/HSA Plan will receive a District contribution to a Health Savings Account set up for that employee. See Article XXXIII regarding long-term substitutes for specific information regarding their benefit. The following provisions apply to the High Deductible/HSA Plan offered by the District:
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High Deductible Plan. For full-time career employees who elect to enroll in the high-deductible medical plan, the City contribution to medical premium shall be one hundred percent (100%), and the City’s contribution to the Health Savings Account (HSA) shall be as follows: (1) For full-time career employees electing to enroll in employee-only coverage on the high-deductible medical plan, the City’s HSA contribution shall be equal to fifty percent (50%) of the difference between the City’s employee- only premium contribution to the PPO medical plan and the City’s employee- only premium contribution to the high-deductible medical plan. The City’s HSA contribution shall not exceed the annual employee-only deductible of the high-deductible medical plan. (2) For full-time career employees electing to enroll in other than employee-only coverage on the high-deductible medical plan, the City’s contribution shall be equal to fifty percent (50%) of the difference between the City’s employee plus family premium contribution to the PPO medical plan and the City’s employee plus family premium contribution to the high-deductible medical plan. The City’s contribution shall not exceed the annual family deductible of the high-deductible medical plan. (3) For part-time career employees, the City’s contribution to the HSA and the high-deductible medical plan premiums shall be separately prorated based on the budgeted FTE of the part-time career position. (4) Employees may elect to make additional HSA contributions, through pre-tax payroll deductions, up to the annual HSA contribution limits set by the IRS. Health Insurance Plan Advisory Committee: Quarterly, two (2) members of SHA, management, a representative from Salem Human Resources and two (2) members of represented staff shall meet to discuss health plan proposals.
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High Deductible Plan. The chart below outlines the contribution of the part-time PASA member and the college to cover the cost of the deductible:
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High Deductible Plan. The High Deductible Plan individual deductible shall be two thousand dollars ($2,000) in-network, three thousand ($3,000) out-of-network, and the family deductible shall be four thousand ($4,000) in-network, six thousand ($6,000) out-of-network. Prescription co-pays shall be $10/$30/$100 after deductible for in-network, and 40% co-insurance after deductible for out-of-network.
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High Deductible Plan. The chart below outlines the contribution of the full-time faculty member and the college to cover the cost of the deductible:
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High Deductible Plan. The chart below outlines the contribution of the employee and the college to cover the cost of the deductible. Single Family
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Related to High Deductible Plan

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • REFUND OF UNEARNED COMPENSATION The Party of the Second Part agrees to refund the Party of the First Part any compensation received for which no services were rendered. TERMINATION: This contract may be terminated by either party pursuant to law. OTHER CONDITIONS: Any subsequent contracts shall supersede the provisions of this contract. PARTIES: The Fort ▇▇▇▇▇ School District 100, Party of the First Part, and ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ Party of the Second Part, agree as follows:

  • Elective Deferrals (a) The Committee may establish procedures pursuant to which Employee may elect to defer, until a time or times later than the vesting of a Performance Share Unit, receipt of all or a portion of the shares of Common Stock deliverable in respect of a Performance Share Unit, all on such terms and conditions as the Committee (or its designee) shall determine in its sole discretion. If any such deferrals are permitted for Employee, then notwithstanding any provision of this Agreement or the Plan to the contrary, an Employee who elects such deferral shall not have any rights as a stockholder with respect to any such deferred shares of Common Stock unless and until the date the deferral expires and certificates representing such shares are required to be delivered to Employee. The foregoing notwithstanding, no deferrals of Dividend Equivalents related to any Performance Share Units under this Award will be permitted. Moreover, the Committee further retains the authority and discretion to modify and/or terminate existing deferral elections, procedures and distribution options. (b) Notwithstanding any provision to the contrary in this Agreement, if deferral of Performance Share Units is permitted, each provision of this Agreement shall be interpreted to permit the deferral of compensation only as allowed in compliance with the requirements of Section 409A of the Internal Revenue Code and any provision that would conflict with such requirements shall not be valid or enforceable. Employee acknowledges, without limitation, and consents that application of Section 409A of the Internal Revenue Code to this Agreement may require additional delay of payments otherwise payable under this Agreement. Employee and the Company further hereby agree to execute such further instruments and take such further action as reasonably may be necessary to comply with Section 409A of the Internal Revenue Code.

  • Employees; Benefit Plans (a) During the period commencing at the Effective Time and ending on the date which is FIVE (“5”) months from the Effective Time (or if earlier, the date of the employee's termination of employment with Parent and its Subsidiaries), Parent shall cause the Surviving Corporation and each of its Subsidiaries, as applicable, to provide the employees of the Company and its Subsidiaries who remain employed immediately after the Effective Time (collectively, the "Company Continuing Employees") with base salary, target bonus opportunities (excluding equity-based compensation), and employee benefits that are, in the aggregate, no less favorable than the base salary, target bonus opportunities (excluding equity-based compensation), and employee benefits provided by the Company and its Subsidiaries on the date of this Agreement. (b) With respect to any "employee benefit plan" as defined in Section 3(3) of ERISA maintained by Parent or any of its Subsidiaries, excluding both any retiree healthcare plans or programs maintained by Parent or any of its Subsidiaries and any equity compensation arrangements maintained by Parent or any of its Subsidiaries (collectively, "Parent Benefit Plans") in which any Company Continuing Employees will participate effective as of the Effective Time, Parent shall, or shall cause the Surviving Corporation to, recognize all service of the Company Continuing Employees with the Company or any of its Subsidiaries, as the case may be as if such service were with Parent, for vesting and eligibility purposes (but not for (i) purposes of early retirement subsidies under any Parent Benefit Plan that is a defined benefit pension plan or (ii) benefit accrual purposes, except for vacation, if applicable) in any Parent Benefit Plan in which such Company Continuing Employees may be eligible to participate after the Effective Time; (iii) Continuing Company shall honor all consulting or advisory agreement previously entered into, or employment pending equity awards stock options or warrants to purchase equity based upon performance. provided, that such service shall not be recognized to the extent that (A) such recognition would result in a duplication of benefits or (B) such service was not recognized under the corresponding Company Employee Plan. (c) This Section 5.07 shall be binding upon and inure solely to the benefit of each of the parties to this Agreement, and nothing in this Section 5.07, express or implied, shall confer upon any other Person any rights or remedies of any nature whatsoever under or by reason of this Section 5.07. Nothing contained herein, express or implied (i) shall be construed to establish, amend or modify any benefit plan, program, agreement or arrangement or (ii) shall alter or limit the ability of the Surviving Corporation, Parent or any of their respective Affiliates to amend, modify or terminate any benefit plan, program, agreement or arrangement at any time assumed, established, sponsored or maintained by any of them. The parties hereto acknowledge and agree that the terms set forth in this Section 5.07 shall not create any right in any Company Employee or any other Person to any continued employment with the Surviving Corporation, Parent or any of their respective Subsidiaries or compensation or benefits of any nature or kind whatsoever. (d) With respect to matters described in this Section 5.07, the Company will not send any written notices or other written communication materials to Company Employees without the prior written consent of Parent.

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.05(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.05(a), other than those specified in sections (A) and (B) of subparagraph 17.05(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.05 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph (a)(i).