INSURANCE PROTECTION Clause Samples

INSURANCE PROTECTION. The Board agrees to pay the premium cost of insurance coverage as set forth below: A. All teachers shall make proper application with the Business Office regarding initial coverage and any and all changes in such coverage. B. Upon receipt of written application by the District, the Board shall provide to the employee a choice of the following MESSA PAK programs: LTD - 66 2/3% Max. Mon. Salary $5,250 5% Minimum Payout $4,500 Maximum Monthly Income 90 Calendar days modified fill Pre-Existing Condition Waiver Alcohol/Drug - 2 yr limitation Mental/Nervous - 2 yr limitation Primary Social Security Offset Maternity Coverage, Rehabilitation Benefits 2 year Own Occupation Freeze on Offsets No Survivor Income No Educational Supplement 2 Year Own Occupation Life - $45,000 Negotiated Life with AD & D Vision - VSP 2 Silver Plan year is July to July Delta Dental - 80/80/80/80 - Class I, II & III Max $1,500. Class IV - $1,500. Lifetime Max LTD - 66 2/3% Max. Mon. Salary $5,250 5% Minimum Payout $4,500 Maximum Monthly Income 90 Calendar days modified fill Pre-Existing Condition Waiver Alcohol/Drug - 2 yr limitation Mental/Nervous - 2 yr limitation Primary Social Security Offset Maternity Coverage, Rehabilitation Benefits 2 year Own Occupation Freeze on Offsets No Survivor Income No Educational Supplement 2 Year Own Occupation Life - $50,000 Negotiated Life with AD & D Vision - VSP 3 Gold Plan year is July to July Delta Dental - 90/90/90 - Class I, II & III Max $1,500.; 80 Class IV - $1,500. Lifetime Max Insurance protection shall be for a full twelve (12) month period for the teacher and his/her entire family. The employer shall sign an Employer participation agreement. In addition to ▇▇▇▇▇-▇▇▇, the Board will provide without cost to the teacher health coverage for sponsored dependents as defined by MESSA for a full twelve (12) month period. Teachers not electing ▇▇▇▇▇-▇▇▇ Plan A will select MESSA-Plan B. Effective the date of the insurance change, teachers choosing Plan B will receive $100.00 per month toward an annuity of their choice from the board approved list of annuities. In subsequent years, teachers choosing Plan B will receive the $100.00 per month effective at the conclusion of the open enrollment period. If 24 or more teachers choose Plan B, teachers will receive $300.00 per month toward an annuity of their choice from the board approved list of annuities. OptionAll by MESSA will be purchased, at Association member expense, to insure that insurance and other ...

INSURANCE PROTECTION. A. The Board shall provide MESSA Plan 1 or Plan 2 described below by making payment of insurance premiums for a full twelve (12) month period each year of this Agreement for the teacher and his/her eligible dependents as defined by MESSA, subject to the provisions below. B. Each teacher shall elect either Plan 1 or Plan 2, provided, however, that if a husband and wife are both members of the bargaining unit, one shall select Plan 1 and the other Plan 2. Part-time teachers shall receive the Plan 1 premium rate on a pro rata basis (e.g., a teacher employed for three days per week will receive three-fifths of the premium rate due to a full-time teacher eligible for the same coverage). Those part-time Teacher electing Plan 1 shall pay the difference between the prorated amount and the full cost of the appropriate health insurance by direct payment or payroll deduction. C. The employer shall pay 80% of the total cost of the MESSA medical premium and deductible. 100% of the non-medical benefits. Additionally, the Board agrees to maintain this 80/20 cost-sharing provision during the life of this Agreement. Employees shall contribute 20% of the medical premium and the annual deductible. Employer shall fund 100% of the MESSA ABC Plan 1 annual deductible (minus the employees 20% contribution) to the employees’ Health Equity (HEQ) Health Savings Account (HSA) for each plan year. Deposits would be made in quarterly installments beginning on January 1, then April 1, then July 1, and the last installment on October 1 of each year. The District will fund the balance of the deductible due ahead of schedule for any member who incurs significant medical claims prior to receiving all four quarterly deposits. For teachers hired after January 1, the Employer will fund a percentage of the MESSA ABC Plan I annual deductible to the employees’ Health Equity” (HEQ) Health Savings Account (HSA) for each plan year equal to the percentage of the calendar year they work. Employee contributions shall be payroll deducted. Payments will start with the first pay date after the open enrollment period ends. The annual payment amount will be distributed equally throughout the remainder of the payroll dates for the school year through a qualified Section 125 plan and shall not be subject to withholding. The Employer’s qualified Section 125 plan shall include any and all of the provisions necessary for pre-tax contributions to employees’ HSA accounts. In the event an employee is not qualified f...

INSURANCE PROTECTION. The Process is as follows: Employees will be placed on Family Medical Leave Act (FMLA) if qualified for the first (60) sixty workdays or (12 weeks). Following the end of the FMLA leave, the Employee will make application for Long-Term Disability (LTD) benefits and/or disability retirement. If the Employee does not qualify for either program, the Employee’s insurance benefits will continue for a maximum of eighteen (18 months). The LTD carrier will counsel Employees who are unable to return to work regarding eligibility requirements for State of Michigan disability retirement disability benefits three months before benefits expire.

INSURANCE PROTECTION. Insurance protection for employees travelling on work related business is provided in accordance with the DHB’s insurance policy. The provisions of the insurance policy are available through the Human Resources department.

INSURANCE PROTECTION. A. The Board shall provide health-care insurance protection and shall pay the full premium for employees and their dependents under the health insurance plan. Effective July 1, 2019, employees shall be offered a POS program. All insurance plans shall be structured in compliance with the Mental Health Parity Act. The co-pay is $10 and the deductible for single and family is $200 and $500. Eligible employees shall be entitled to buy up insurance coverage from the POS program to the PPO program paying the difference in cost between the programs. B. The Board shall provide a prescription program for the contract years July 1, 2019 through June 30, 2022 with the following co-pays: $20 for generic, $40 for preferred brand, $60 for non-preferred brand, C. The Board shall provide a dental benefit insurance plan for enrolled employees and dependents. The Board shall pay the premium at the rate in effect on June 30, 1998. Any increase in the premium above that amount shall be deducted from the employee's salary in accordance with the provisions of Article XIX. The Dental Plan will provide a maximum allowance of $2,000 annually. The Board shall provide the Association with an opportunity to select additional dental plans to which they can buy up. The buy up plan options will include a plan with a maximum allowance of $3000 annually and/or an orthodontics allowance. D. The Board shall provide a vision plan for enrolled employees and dependents. The cost of the premiums shall be covered by the employee. E. The Board shall provide an Employee Assistance Plan at no cost to the employee. F. For each employee who remains in the employ of the Board for the full school year, the Board shall make payment of insurance premiums to provide insurance coverage for the full twelve month period commencing July first and ending June thirtieth; when necessary, premiums on behalf of the employee shall be made retroactively or prospectively to insure uninterrupted participation and coverage. G. The Board shall provide to each employee a description of the health-care insurance coverage provided under this article; this shall include a clear description of conditions and limits of coverage. H. At any time, insurance carriers may be changed but only by mutual agreement of the Board of Education and the BTEA.

INSURANCE PROTECTION. The Board shall pay the full cost for group term life insurance protection equal to a teacher's base salary (to the nearest thousand), with a minimum of ten thousand dollars ($10,000) to be paid to the teacher’s designated beneficiary upon death and, in the event of accidental death, a sum not less than two (2) times that amount.

INSURANCE PROTECTION. A. The Board shall provide all insurance benefits listed in Section A. for a full twelve-month period of each school year for all teachers in the bargaining unit, except for those teachers electing benefits under Section B. below. Such benefits shall be provided to each teacher and his/her dependents, as defined by MESSA. Coverage will be as follows and bargaining unit members may select option 1 or 2 (option 2 will not be available until January 1, 2017): 1. MESSA ABC Plan 1 2. MESSA ABC Plan 2 Employees may use payroll deduction to contribute to the Health Savings Account (HSA) up to the IRS limit. The employer will pay the full premium up to the statutory State of Michigan hard cap. The hard cap will be smoothed for the two-person and family plans. If premium costs increase over 10% in one year, the parties will meet to discuss alternatives and review bids. If MESSA provides cost saving options during the course of this agreement, the parties will meet to discuss making those plans available to the bargaining unit. There will be no changes without mutual agreement of the parties. This shall not be considered a reopener. 2a. MESSA/Delta Dental Plan E, including the 007 orthodontic rider with no coordination of benefits, or 2b. MESSA/Delta Plan C, including the 03 orthodontic rider with internal and external coordination of benefits. 3. MESSA Term Life Insurance in the amount of sixty thousand dollars ($60,000) for the teacher only. Such insurance protection shall be paid to the teacher's designated beneficiary. In the event of accidental death, the insurance will pay double the specified amount; in the event of accidental dismemberment, the insurance will pay according to the schedule. 4. MESSA Plan VSP-2 Silver Vision Insurance including internal and external coordination of benefits. B. Teachers not electing insurance benefits as described in Section A. above shall be provided by the Board with the following insurance benefits for a full twelve-month period of each school year. The benefits listed below shall be provided, without cost to teachers, to each teacher, not enrolled in benefits under Section A. above, and his/her eligible dependents, as defined by MESSA.

INSURANCE PROTECTION. The District agrees to furnish to all teachers the following insurance protection. A. Effective June 1, 2012, the District will pay the monthly premium for either the cost of health insurance identical to MESSA Super Care I, 100/200 PRX ($100/$200 Single/Family deductibles, $10/$20 prescription co-pay, Single, Married, Family) or MESSA Choices, 500/1000 ($500/$1000 Single/Family deductibles, Saver Rx prescription, Single, Married, Family) insurance for each regularly employed teacher under contract who makes proper application to participate, provided the teacher is not already covered by comparable insurance. Teachers electing Super Care I will pay the cost difference in premium between Super Care I and Choices by way of monthly payroll deduction. Effective June 1, 2012, employees enrolled in Super Care I or Choices will contribute 20 percent toward the annual cost of Choices health care premium by way of payroll deduction over 26 pays. Effective January 1, 2013, the District will pay the monthly premium for a High Deductible Health Plan with Health Savings Account 1250/2500 Single/Family ($1,250/$2,500 Single/Family Deductibles, MESSA HSA, Saver Rx Prescription Drug, Single, Married, Family) for each regularly employed teacher under contract who makes proper application to participate, provided the teacher is not already covered by comparable insurance. Employees enrolled in the High Deductible Health Plan will contribute 20 percent toward the annual cost of the health care pursuant to state law by way of payroll deduction over 26 pays. The District will fund 50 percent of the $1,250/$2,500 Health Savings Plan deductible. Effective January 1, 2015, the District will fund 60 percent of the $1,250/$2,500 Health Savings Plan deductible. Effective January 1, 2016, the District will pay the monthly premium for a High Deductible Health Plan with Health Savings Account for Single/Family (Deductibles, MESSA HSA, Saver Rx Prescription Drug, Single, Married, Family) for each regularly employed teacher under contract who makes proper application to participate, provided the teacher is not already covered by comparable insurance. Employees enrolled in the High Deductible Health Plan will contribute 20 percent toward the annual cost of the health care pursuant to state law by way of payroll deduction over the number of pay periods selected by the employee each year. Effective January 1, 2016, the District will fund 60 percent of the Health Savings Plan deductible. Th...

INSURANCE PROTECTION. Insurance protection for midwives travelling on work related business is provided in accordance with the DHBs insurance policy. The provisions of the insurance policy are available through the Human Resources department.