High Deductible Plan Sample Clauses

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, 2017 through June 30, 2018 and July 1, 2018 through June 30, 2019. 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:
Sample 1
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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:
Sample 1
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:
Sample 1
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: High Deductible Plan: Single Family Employee paid deductible $150 $250 Health Reimbursement Account funded by JCC $2,350 $4,750 Total Deductible $2,500 $5,000 After the deductible is met, the employee is responsible for paying the co-pay for prescriptions as outlined in the schedule of benefits. The co-pay on prescriptions for a 30 day supply will be as follows: $10.00 for generic drugs $30.00 for brand name drugs $75.00 for specialty drugs
Sample 1
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.
Sample 1
High Deductible Plan. The chart below outlines the contribution of the employee and the college to cover the cost of the deductible. Single Family Employee paid deductible $150 $250 Health Reimbursement Account funded by JCC $2,350 $4,750 Total Deductible $2,500 $5,000 After the deductible is met, the employee is responsible for paying the copay for prescriptions as outlined in the schedule of benefits. The College will pay not more than the equivalent cost of the $20 copay plan toward the cost of the high deductible plan offered. Employees shall have the annual right to waive group health insurance coverage for themselves and/or their dependents. Such waivers shall require annual certification by the employee of coverage through sources other than JCC and spousal consent for waiver of dependent coverage. Any employee waiving coverage may rejoin either plan during an open window period each December or at any time either coverage through other sources is lost. The College shall pay employees waiving group health insurance coverage a rebate equal to one-third (1/3) of the cost of such coverage, payable over the fiscal year or prorated over the portion of the fiscal year in which the waiver exists, payable in the biweekly paycheck. The rebate shall be adjusted each January based on the calculated premiums. An employee should be aware that COBRA benefit entitlements at the time of separation from the College will be affected by the rebate since the employee is not effectively insured by the College. The insurance rebates will not influence an employee’s base salary for purposes of step improvement, overtime, longevity, or percentage improvement in future years.
Sample 1
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:
Sample 1
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Related to High Deductible Plan

  • Deductible An annual deductible of fifty dollars ($50) per person and one hundred fifty dollars ($150) per family applies to State Dental Plan non-preventive services received from in-network providers. An annual deductible of one hundred twenty-five dollars ($125) per person applies to State Dental Plan services received from out of network providers. The deductible must be satisfied before coverage begins.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who:

  • 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. Student Achievement and Accountability instructional staff may be required to serve students in more than one location. Given this, the 25TH DAY OF APRIL, 2017 PARTIES: The Fort Xxxxx School District 100, Party of the First Part, and XXXXXXXX XXXXX XXXXX Party of the Second Part, agree as follows:

  • Elective Deferrals An Employee will be eligible to become a Contributing Participant in the Plan (and thus be eligible to make Elective Deferrals) and receive Matching Contributions (including Qualified Matching Contributions, if applicable) after completing 1 (enter 0, 1 or any fraction less than 1) Years of Eligibility Service.

  • Employees; Benefit Plans (a) Following the Closing Date and except to the extent an alternative treatment is set forth in this Section 5.14, NBT may choose to maintain any or all of the Salisbury Benefit Plans in its sole discretion, and Salisbury and Salisbury Bank shall cooperate with NBT in order to effect any plan terminations to be made as of the Effective Time. For the period commencing at the Effective Time and ending 12 months after the Effective Time (or until the applicable Continuing Employee’s earlier termination of employment), NBT shall provide, or cause to be provided, to each employee of Salisbury Bank who continues with the Surviving Bank as of the Closing Date (a “Continuing Employee”) (i) a base salary or a base rate of pay at least equal to the base salary or base rate of pay provided to similarly situated employees of NBT or any Subsidiary of NBT and (ii) other benefits (other than severance, termination pay or equity compensation) at least substantially comparable in the aggregate to the benefits provided to similarly situated employees of NBT or any Subsidiary of NBT. For any Salisbury Benefit Plan terminated for which there is a comparable NBT Benefit Plan of general applicability, NBT shall take all commercially reasonable action so that Continuing Employees shall be entitled to participate in such NBT Benefit Plan to the same extent as similarly-situated employees NBT (it being understood that inclusion of the employees of Salisbury and Salisbury Bank in the NBT Benefit Plans may occur at different times with respect to different plans). NBT shall cause each NBT Benefit Plan in which Continuing Employees are eligible to participate to take into account for purposes of eligibility and vesting under the NBT Benefit Plans (but not for purposes of benefit accrual) the service of such employees with Salisbury or Salisbury Bank to the same extent as such service was credited for such purpose by Salisbury or Salisbury Bank; provided, however, that such service shall not be recognized to the extent that such recognition would result in a duplication of benefits or retroactive application. Nothing herein shall limit the ability of NBT to amend or terminate any of the Salisbury Benefit Plans or NBT Benefit Plans in accordance with their terms at any time. Following the Closing Date, NBT shall honor, in accordance with Xxxxxxxxx’x policies and procedures in effect as of the date hereof, any employee expense reimbursement obligations of Xxxxxxxxx for out-of-pocket expenses incurred during the calendar year in which the Closing occurs by any Continuing Employee.

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who:

  • Insurance, Loss Deductible The Customer shall be exempt from, and in no way liable for, any sums of money which may represent a deductible in any insurance policy. The payment of such deductible shall be the sole responsibility of the Contractor providing such insurance. Upon request, the Contractor shall furnish the Customer an insurance certificate proving appropriate coverage is in full force and effect.

  • Self-Insured Retention/Deductibles Certificates of Insurance must indicate the applicable deductibles/self-insured retentions for each listed policy. Deductibles or self-insured retentions above $100,000.00 are subject to approval from OGS. Such approval shall not be unreasonably withheld, conditioned or delayed. The Contractor shall be solely responsible for all claim expenses and loss payments within the deductibles or self-insured retentions. If the Contractor is providing the required insurance through self-insurance, evidence of the financial capacity to support the self-insurance program along with a description of that program, including, but not limited to, information regarding the use of a third-party administrator shall be provided upon request.

  • Plan Terminations Under Section 409A Notwithstanding anything to the contrary in Section 7.2, if this Agreement terminates in the following circumstances:

  • Excess Contributions An excess contribution is any amount that is contributed to your IRA that exceeds the amount that you are eligible to contribute. If the excess is not corrected timely, an additional penalty tax of six percent will be imposed upon the excess amount. The procedure for correcting an excess is determined by the timeliness of the correction as identified below.

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