Long Term Disability (LTD) Insurance. 20.2.1 For all persons covered by this agreement, the district agrees to pay one hundred percent (100%) of the cost of an income protection insurance policy which shall provide sixty-six and two-thirds percent (66-2/3%) of gross earnings, after a ninety (90) calendar day waiting period, less any amounts payable under Worker’s Compensation Insurance and full disability benefits received from Social Security and Retirement Benefits limited by the express terms of an insurance policy in force in the school district. At the discretion of the Administrator, he/she may delay the start of the long term disability benefit to utilize all accumulated leave days in his/her leave bank. The intent of the plan is to assure the employee a source of income from various sources equal to the 66 2/3% benefit. The LTD benefit shall continue until the administrator's return to work, death, or in the event the disabled administrator is 69 or older following the end of the qualifying period, the maximum benefit duration shall be one year. Eligibility for benefits after age 66 may be reduced in accordance with federal rules governing LTD insurance.
Long Term Disability (LTD) Insurance. A. The District shall provide long-term disability insurance coverage options for eligible unit members.
Long Term Disability (LTD) Insurance. The Board shall provide a long-term disability insurance benefit according to carrier regulations. The employee shall pay the full premium cost for said plan via payroll deductions. The district will reimburse employees for such deductions on or before the last payroll in June of each school year. Such reimbursement shall be equal to the full amount that was deducted from his/her paycheck.
Long Term Disability (LTD) Insurance. A. The City shall provide a Long Term Disability Program with a waiting period of sixty (60) calendar days; whereupon an eligible employee shall be entitled to receive sixty percent (60%) of their gross monthly salary until age sixty-seven (67) in accordance with the LTD Plan.
Long Term Disability (LTD) Insurance. The Hospital shall continue to provide full-time and part-time employees with regularly scheduled hours of twenty
Long Term Disability (LTD) Insurance. The Board shall continue to maintain the current long term disability group insurance policy for full-time CMM employees, which policy shall provide coverage at 60% of a monthly annualized income subject to offsets in excess of 75% of other income; such coverage to be effective after two months of disability and continuing not to exceed age 65 or as provided by law. Determination of coverage’s and limitations thereto are based on provisions of the group policy and as subject to the general provisions (Section 12.1) of this Article. Benefits shall remain equal to or better than those set forth herein.
Long Term Disability (LTD) Insurance. (i) Based on eligibility, seventy-five percent (75%) of salary to a maximum of $5,000.00 per month, upon completion of eighty-five
Long Term Disability (LTD) Insurance. The School District will pay 100% of the premium for School District-sponsored L.T.D. insurance plan. The benefit provided is 2/3 of the teacher's basic salary, exclusive of extra-curricular, summer school, 6th assignments, or other stipends paid, to a maximum benefit of $5,496 per month in 2021-22 and $5,631 in 2022-. The teacher may elect to pay for this coverage through payroll deduction or may elect to have the School District pay the full premium. If the teacher elects the method of payroll deduction, an amount equal to these premiums will be paid as salary.
Long Term Disability (LTD) Insurance. The employee will pay the full premium costs of a Long-Term Disability plan provided by the District.
Long Term Disability (LTD) Insurance. The District shall pay the full monthly premium costs for employees’ LTD insurance coverage. Beginning on or as near to July 1, 2019 as is administratively possible and for the term of this agreement, the District-paid LTD benefit will change from a 66 2/3 % pre-tax benefit to a 60% post- tax benefit, resulting in the District-paid monthly premiums being made after-tax and making the actual LTD benefit tax-free. To accomplish this, each employee’s salary will be “grossed up” approximately 20% to off-set the amount of taxes the District will be paying for each employee.
