Medical Benefit Plan. The Employer agrees to offer the MESSA Choices PPO plan ($500/$1,000 deductible, $20 Office Visit co-pay, $25 Urgent Care co-pay, $50 Emergency Room co-pay, with Rx Saver prescription drug rider) or the MESSA ABC Plan 1 ($1400/$2800 deductible, $0 Office Visit co-pay, and ABC RX) to the employee and his/her immediate family. For employees choosing the MESSA ABC Plan 1, the employer agrees to fund the HSA deductible at the current rates (family/two-person $2125 and single $1062.50) for the duration of this contract only. The parties expressly agree that the employer will not be responsible for any HSA funding after August 14, 2022. The employee’s contribution toward these insurance programs shall be as follows: For insurance year 2021 (January 1, 2021-December 31, 2021): The rates for such insurance are attached hereto as Appendix “C”. For employees choosing the MESSA Choices PPO Plan, the employee contribution toward the cost of this health insurance program shall be 20% of the cost of the premium. For employees choosing the MESSA ABC Plan 1, the employee contribution toward the cost of this health insurance program shall be 20% of the cost of such insurance which shall include 20% of the employer’s contribution to the HSA. For insurance year 2022 (January 1, 2022-December 31, 2022): If the insurance rates for insurance year 2022 increase by more than 8%, the employer retains the right to elect the hard cap. Payroll deductions are authorized for employees’ contributions. Employees shall have the opportunity to pay their premium contribution through a Premium Conversion Plan (pre-tax). In the event that the State of Michigan makes any determination that the School District is not the policyholder of this MESSA plan, this medical coverage shall be converted as soon as possible to another insurance carrier or third party administrator. The plan of benefits will be comparable to the medical benefit plan(s) referenced in the first paragraph of Article XXVIII Section A. The parties agree that the Insurance Study Committee (ISC) as defined in article XXII, paragraph “D” shall not convene until January 2022 for the 2023 insurance year.
Medical Benefit Plan. The College shall provide a medical benefit plan for all members of the bargaining unit and their eligible dependents. At least one medical benefit plan option offered by the College will be comparable in benefits to an option in place as of the effective date of this contract, as mutually determined by the College and the Association.
Medical Benefit Plan. The City will pay 95% of the cost for Employee only coverage under its medical benefit plan. Effective March 7, 2008, the City will pay fifty percent (50%) of the difference between the Employee single premium and the family premium so long as the Employer remains partially self funded. In the event the City changes from a self funded status, the City agrees to negotiate possible changes with the Bargaining Unit. The City shall maintain no less than the current level of benefit coverage during the term of this agreement. Effective October 1, 2004, those Employees who have attained both 55 years of age with 25 years of continuous service will have the option of retirement whereby the City would offer to pay one- half (1/2) of such retired Employee’s insurance premium until such time as such retired Employee reaches the age of 65 years. Appendix A Working Hours 7:30AM - 3:30PM It was agreed in the 2022 negotiations to change the working hours to a straight eight (8) hour work day with a twenty (20) minute paid lunch (excluding the Wastewater Treatment Plant). The parties agreed to a six (6) month trial period from March 7, 2022 - September 7, 2022 with the understanding that we will at least meet after three (3) months to discuss how things are working. Should either party cancel the agreement during the trial period, it is agreed that the parties will negotiate over future working hours from that point. Any unresolved disputes over these working hours will conclude with the employees returning to their working hours in the previous CBA. Should the City wish to cancel this working hours agreement, the wage increase for 2023 will be changed to 4.00% instead of 3.75%. Should the Union wish to cancel this working hours agreement, the wage increase for 2023 will be changed to 3.50% instead of 3.75%. 2024 percentage wage increase will remain the same, but will be subject to the alternative rate in 2023 if one of the parties cancel this agreement. Appendix B Meter Reader Footwear It was agreed in the 2022 Contract negotiations that the City will reimburse Meter Readers up to $300.00 annually for the purchase of new footwear to meet the needs of their work duties. All purchases shall be confirmed by receipts provided to the city before reimbursements are provided to the employee. There may be a $25.00 per month prorated payback by the employee to the city, if required, when leaving this classification. This will first be discussed and agreed to between the city and...
Medical Benefit Plan. 17.1 The Employer and the Guild agree to work together to investigate a possible Medical Benefit Plan to cover all employees in the unit. It is agreed that the parties will mutually agree on a co‐share payment plan.
Medical Benefit Plan. Effective February 1, 2018 the PPO plan that had been in effect prior to ratification of the 2017 – 2020 agreement shall be eliminated. Medical benefits shall be replaced with a Qualified High Deductible Health Plan (QHDHP). Effective February 1, 2018 the QHDHP shall be paired with a Health Reimbursement Arrangement (HRA) which shall be funded by the employer up to the full level of the deductible. Effective July 1, 2018, any unspent monies in an employee’s HRA belongs to the District and is no longer available to the employee and/or his/her dependents. Beginning July 1, 2018, the plan will be paired with a Health Savings Account (HSA). The QHDHP plan design shall be consistent with below summary and the complete summary of benefits grid found in Appendix B. Benefits In Network Out of Network Deductible (plan year) *subject to increase to satisfy requirements to be HSA compliant $1,500/$3,000 Employer shall provide funded as described in section c below $1,500/$3,000 Employer shall provide funded as described in section c below Coinsurance 0% 80% after deductible Coinsurance Out of Pocket Maximum None $3,000/$6,000 Total Maximum Out of Pocket $6,550/$13,100 $6,550/$13,100 Office, Specialist Urgent Visits $15 copay after deductible 80% after deductible Emergency Room $50 copay after deductible (waived if admitted) Prescriptions Integrated with medical deductible Retail Drug (31/60/90 day) $15/$30/$45 generic $20/$40/$60 brand Maintenance Drugs through mail order (90-day supply) $30 generic $30 brand (Copays applicable after deductible has been satisfied)
Medical Benefit Plan. Benefit Options)- (PAK-A, Part-2) 2012-2013: For Employees who qualify to receive and elect the “Medical Benefit Plan” - (Pak-A, Part-1):
Medical Benefit Plan. The Medical Plan is set forth in attachment O.
Medical Benefit Plan. The City will pay 95% of the cost for Employee only coverage under its medical benefit plan. Effective March 7, 2008, the City will pay fifty percent (50%) of the difference between the Employee single premium and the family premium so long as the Employer remains partially self funded. In the event the City changes from a self funded status, the City agrees to negotiate possible changes with the Bargaining Unit. The City shall maintain no less than the current level of benefit coverage during the term of this agreement. Effective October 1, 2004, those Employees who have attained both 55 years of age with 25 years of continuous service will have the option of retirement whereby the City would offer to pay one- half (1/2) of such retired Employee’s insurance premium until such time as such retired Employee reaches the age of 65 years.
Medical Benefit Plan. Full-time employees are eligible to participate in the City's Medical Benefit Plan and receive the level of benefits as described in the attached Schedule of Benefits.
Medical Benefit Plan. Except as otherwise agreed to by the parties, the District agrees to provide medical benefit plans reasonably similar to our current plans during the term of this Agreement. The District shall pay 90% of the premium cost and the employee shall pay the balance through payroll deduction.
