MEDICAL/DENTAL/OPTICAL INSURANCE Sample Clauses

MEDICAL/DENTAL/OPTICAL INSURANCE. Administrators may have HealthPlus PPO 5P medical insurance with $10/$20 prescription co-pay or HealthPlus IF with $5 prescription co-pay unless a change is agreed to by the parties. Unless reduced by legislation as referenced below, the Board-paid monthly premium contributions for each of the three (3) hospitalization/medical coverage plans (single subscriber, two-person, and full family) shall be capped at an amount equal to the full premium amount of the Health Plus IF Medical Plan (or comparable plan if the plan name is revised by Health Plus) . Not withstanding the immediately preceding paragraph, if legislation is in effect which limits the amount of the cost of medical benefits a public school district can pay for an employee, such as the Publicly Funded Health Insurance Contribution Act, the amount paid by the Board for medical insurance shall be in accordance with the cost payment limits in that legislation. The employee contributions to medical plan premiums, as referenced above, shall occur through payroll deduction on a schedule to be determined by the Board after consultation with the Association. Prior to each subsequent school year, the Association may initiate discussion with the Board regarding change of benefit levels and/or carriers for the purpose of exploring ways to maintain costs of health insurances at levels that would not require employees to pay a portion of premium costs. At the election of any full-time administrator not taking benefits through MPSERS, a monthly payment of $200 will be made to such administrator electing such payment pursuant to the District’s Medical Insurance Waiver Plan. Administrators may have dental insurance comparable to Delta Dental with a benefit level of 80% Class I, 80% Class II, 80% Class III with a maximum annual benefit of $2,000. Such coverage will provide a benefit level of 80%Class IV with a maximum lifetime benefit of $1,200 per eligible person. If coordinating with a spouse, the benefit level will be 50%. The Board reserves the right to provide such coverage through a third party administrator, through a multiple employer welfare arrangement, through self-funding, directly through an insurance company, or any combination thereof. Administrators may have optical insurance comparable to VSP III. The Board reserves the right to provide such coverage through a third party administrator, through a multiple employer welfare arrangement, through self-funding, directly through an insurance company, o...
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MEDICAL/DENTAL/OPTICAL INSURANCE. At the option of each employee and as selected in writing by each employee, the Board shall provide the following medical plan options:  Choices 500/1000 (20/25/50) Mandatory Mail & 3 Tier RX • Choices 1000/2000 (20/25/50) Mandatory Mail & 3 Tier RX • ABC Plan 1 – ABC RX w/Mandatory Mail • ABC Plan 2 – ABC RX 10% Co-Insurance The Association will identify representatives of the Association to serve on the District Health Care Committee. One of the goals of the District Health Care Committee is to explore ways to maintain insurance cost for the district and its employees. Therefore, if alternative plan options are identified in the current/subsequent year of the contract, the Association has the ability to approve a recommendation from Association representative on the District Health Care Committee to change a medical plan/carrier to something other than what is identified in this agreement. Consistent with P.A. 152, effective July 1, 2012, the Board shall pay no more for medical benefit plan coverage than what is specified annually, no later than October 1, in a written correspondence titled Public Employer Contributions to Medical Benefit Plan Annual Cost Limitations, by the state treasurer on behalf of the Department of Treasury, for the upcoming plan year. Further, upon expiration of the Master Agreement the Board’s premium obligation shall be capped in accordance to PA152 and PA54 until a successor Master Agreement is effectuated. The employee contributions to medical benefit plan coverage, as referenced above, shall occur through payroll deduction on a schedule to be determined by the Board after consultation with the Association. Prior to each subsequent school year, the Association may initiate discussion with the Board regarding change of benefit levels and/or carriers for the purpose of exploring ways to minimize employee contributions for medical benefit plan coverage. At the election of any full-time administrator not taking benefits through MPSERS, a monthly payment of $200 will be made to such administrator electing such payment pursuant to the District’s Medical Insurance Waiver Plan. Administrators may have dental insurance comparable to Delta Dental with a benefit level of 80% Class I, 80% Class II, 80% Class III with a maximum annual benefit of $2,000. Such coverage will provide a benefit level of 80%Class IV with a maximum lifetime benefit of $1,200 per eligible person. If coordinating with a spouse, the benefit level will be 50%. The B...
Sample 1
MEDICAL/DENTAL/OPTICAL INSURANCE. Section 7.1 Medical Insurance (Type of coverage available for active employees) Upon ratification and approval, the medical insurance plan offered to active employees shall be the Traditional Blue POS 298 (POS 203) plan, until April 1, 2018, thereafter, effective April 1, 2018, all new hire and active employees the medical insurance plan shall be the Traditional Blue POS 298 (POS 205) plan or a replacement plan selected by the company under Section 7.5 below. Note: During the open enrollment period Teamster members shall have the option of selecting the Traditional Blue POS 298 (POS 205) or the Traditional Blue PPO 6398 (HDHP PPO 6312). The medical plans available to active employees through the NFTA are the Traditional Blue PPO 6398 (HDHP PPO 6312) and Traditional Blue POS 298 (POS 205) Note: Any new employee hired after ratification and prior to April 1, 2018, the medical insurance plan offered shall be the Traditional Blue POS 298 (POS 205) plan and shall contribute ten per cent (10%) of the monthly premium cost for either single or family coverage. Dental Insurance The NFTA agrees to provide Group Health Incorporated (GHI) Preferred Dental Plan coverage for all active employees effective upon ratification and approval. This coverage ceases once an employee is removed from the payroll, for any reason, or leaves the bargaining unit. The parties agree that the Dental Insurance provider may be changed during the life of the agreement.
Sample 1
MEDICAL/DENTAL/OPTICAL INSURANCE. At the option of each employee and as selected in writing by each employee, the Board shall provide MESSA Choices II $200/400, $10 OV, Saver RX medical plan or, if MESSA allows HealthPlus to coexist with MESSA, the HealthPlus HMO HDHP 05/YK/RX/XG or HealthPlus PPO HDHP 2 G RX/VY. Consistent with P.A. 152, effective July 1, 2012, the Board shall pay no more than the following for the annual cost of medical insurance during the 2012-2013 school year. • $5,500 for single person coverage • $11,000 for individual and spouse coverage or two-person coverage • $15,000 for family coverage The Board’s premium obligation shall be capped at the 2012-2013 Board-paid premium contribution amounts for the medical plan until a successor agreement covering 2013-2014 is reached. The employee contributions to medical plan premiums, as referenced above, shall occur through payroll deduction on a schedule to be determined by the Board after consultation with the Association. Prior to each subsequent school year, the Association may initiate discussion with the Board regarding change of benefit levels and/or carriers for the purpose of exploring ways to maintain costs of medical insurance at levels that would not require employees to pay a portion of premium costs. At the election of any full-time administrator not taking benefits through MPSERS, a monthly payment of $200 will be made to such administrator electing such payment pursuant to the District’s Medical Insurance Waiver Plan. Administrators may have dental insurance comparable to Delta Dental with a benefit level of 80% Class I, 80% Class II, 80% Class III with a maximum annual benefit of $2,000. Such coverage will provide a benefit level of 80%Class IV with a maximum lifetime benefit of $1,200 per eligible person. If coordinating with a spouse, the benefit level will be 50%. The Board reserves the right to provide such coverage through a third party administrator, through a multiple employer welfare arrangement, through self-funding, directly through an insurance company, or any combination thereof. Administrators may have optical insurance comparable to VSP III. The Board reserves the right to provide such coverage through a third party administrator, through a multiple employer welfare arrangement, through self-funding, directly through an insurance company, or any combination thereof.
Sample 1
MEDICAL/DENTAL/OPTICAL INSURANCE. Section 7.1 Medical Insurance (Type of coverage available for active employees) Upon ratification and approval, the medical insurance plan offered to active employees shall be the Traditional Blue POS 298 (POS 203) plan, until April 1, 2018, thereafter, effective April 1, 2018, all new hire and active employees the medical insurance plan shall be the Traditional Blue POS 298 (POS 205) plan or a replacement plan selected by the company under Section 7.5 below.
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MEDICAL/DENTAL/OPTICAL INSURANCE 
Sample 1

Related to MEDICAL/DENTAL/OPTICAL INSURANCE

  • Medical Insurance The Company shall provide to Executive, Executive's spouse and children, at its sole cost, such health, dental and optical insurance as the Company may from time to time make available to its other executive employees.

  • Optical Insurance The Employer shall contribute the full composite premium cost for an optical insurance plan policy premium for each SUCCESS employee deemed eligible (e.g. Vision Service Plan). Participation in the optical insurance benefit is voluntary for each eligible SUCCESS employee. In order to qualify for the Employer’s share of the monthly premium, the SUCCESS employee must qualify under the rules and regulations of the respective carrier and may enroll in one of the following plans:

  • Retiree Medical Insurance Retiree insurance coverage is included within each medical plan for all retirees under the age of 65 years, through self-payment. The Employer shall make available an appropriate medical plan for all eligible retirees ages 65 years or older.

  • Basic Medical Insurance All regular Employees may choose to be covered by the medical plan for which the British Columbia Medical Plan is the licensed carrier. Benefits and premiums shall be in accordance with the existing policy of the plan. The Employer will pay one hundred percent (100%) of the regular premium.

  • Dental Insurance The State agrees to pay one hundred percent (100%) of the employee premium of a dental insurance program for full-time employees. The benefit levels of this program shall provide one hundred percent (100%) coverage for preventive care and eighty percent (80%) coverage for general service care. The State agrees to provide payroll deduction for dental insurance, provided such arrangements are agreed to by the insurance carrier. Dependent coverage will be available provided there is sufficient employee participation in the dental insurance program. Dependent coverage will be at the employees' expense.

  • Group Dental Insurance Not available to part-time Station Attendants. Group insurance coverage for temporary full-time employees will be in accordance with XXX #1. Such benefits, once established, are retained even if an employee's status reverts back to part-time, providing that employment has been continuous.

  • Medical and Dental Insurance The Company shall pay Employee’s monthly Medical and Dental Insurance premiums in association with Company provided health insurance plans.

  • Medical, Dental and Vision Insurance The Employer provides health care coverage for medical, dental and vision for the employee, spouse and children (one-person, two-person and family) subject to the provisions of this Article. Currently the plan options are:

  • Trauma Insurance All employees will be covered by an Incolink administered lump sum insurance policy providing financial compensation in the event of a major work related (ie. WorkCover) accident resulting in death or permanent total disablement. The full and precise conditions of this cover will be in accordance with the terms of the policy, but in general will provide that, in the event of a workplace accident occurring which results in either the death or total permanent disablement of a worker covered by this Agreement, a lump sum payment as specified below will made. The defined payments are: With dependants $250,000 Without dependants $150,000 This benefit has been agreed to by the company on the grounds that premium costs have been set at $7 per week/worker and will not exceed that amount. In the event of insurance costs rising, it is agreed that the table of defined benefits will be reduced so as to maintain the $7 premium figure. To maintain this cover the company agrees to pay the amounts every week for each employee.

  • Health Care Insurance While a faculty member is on an approved leave of this type, the faculty member will be advised regarding the right to continue health care benefits in accordance with COBRA during the period of unpaid absence.

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