Platinum Plan Clause Samples

The PLATINUM Plan clause defines the terms and benefits associated with the highest tier of a service or subscription offering. Typically, this clause outlines the specific features, privileges, or enhanced support that subscribers to the Platinum Plan receive, such as priority customer service, increased usage limits, or exclusive access to premium content. By clearly delineating what is included in the Platinum Plan, this clause ensures that customers understand the value and scope of the top-tier service, helping to prevent misunderstandings and set expectations for both parties.
Platinum Plan. The District will pay 85% of the monthly premium and the Employee will be responsible for the remaining 15% of the monthly premium. (Effective 7/1/21, the District will contribute 84% and the Employee will be responsible for the remaining 16%; effective 7/1/23, the District will contribute 83% and the Employee will be responsible for the remaining 17%). **Employees hired on or after 7/1/2020 shall not be permitted to enroll in the Platinum Plan. Consistent with Internal Revenue Service Regulation 105 (h), for any employee who selects coverage under this plan, the District will make the following annual contribution: Single coverage: $250 Family coverage: $450
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Platinum Plan. The Personal Choice Alternative Gold Plan is available to all bargaining unit members who have not selected the silver plan and who are eligible for medical insurance coverage. Bargaining Unit members who elect the Personal Choice Alternative Gold Plan will contribute to the monthly premium. In year 1 (2021-2022) employees will be responsible for four (4%) percent of the monthly premium. In year 2 (2022-2023) employees will be responsible for four (4%) percent of the monthly premium. In year 3 (2023-2024) employees will be responsible for four (4%) percent of the monthly premium. In year 1 (2024-2025), bargaining unit members will be responsible for two (2%) percent of the monthly premium. In year 2 (2025-2026) bargaining unit members will be responsible for four (4%) percent of the monthly premium. In year 3 (2026-2027), bargaining unit members will be responsible for six (6%) percent of the monthly premium. In year 4 (2027-2028), bargaining unit members employees will be responsible for eight (8%) percent of the monthly premium. 2. Health Reimbursement Account (HRA) Funding a. Silver Plan – the HRA funding level remains at $2,500.00 for single coverage and $5,000.00 for all other coverage levels for the length of collective bargaining agreement. b. Platinum Plan – delete the language 3. Prescription Remove references injectables and specialty prescriptions (See Prudent Rx language below). The prescription plan will include: drug quantity management, step therapy program, prior authorization programs, and Prudent Rx, and exclude compound prescriptions that are not FDA approved from the plan. The Prudent Rx program will implemented as follows:.
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Platinum Plan. Bargaining unit members who participate in the Platinum Plan will be eligible for the following funding to a Health Reimbursement Account (HRA). During the 2021-2022 contract year, the District will fund up to $1,500.00 annually for single coverage and up to $3,000.00 annually for all other coverage levels in a Health Reimbursement Account (HRA). The HRA funding may be used for the deductible, medical copayments, out of network claims, and prescription copayments. During the 2022-2023 contract year, the District will fund up to $1,500.00 annually for single coverage and up to $3,000 annually for all other coverage levels in a Health Reimbursement Account (HRA). The HRA funding may be used for the deductible, medical copayments, out of network claims, and prescription copayments. During the 2023-2024 contract year, the District will fund up to $1,200.00 annually for single coverage and up to $2,700.00 annually for all other coverage levels in a Health Reimbursement Account (HRA). The HRA funding may be used for the deductible, medical copayments, out of network claims, and prescription copayments.
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Platinum Plan. Maximum out of pocket (OOP) costs of $2,800 single coverage, $5,600 other coverages. Employees are responsible for the first $400 of OOP costs required for single coverage and the first $800 for two person, parent-child or family coverage. The District will fund the next OOP costs of $2,100 (single coverage) or $4,200 for two persons, parent child or family coverage through a Health Reimbursement Account (HRA). Employees will then be responsible for the last $300 of OOP costs required for single coverage and the last $600 for two persons, parent-child or family coverage.
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Platinum Plan. Consent of Both Parties
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Platinum Plan. Product Support and Maintenance
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Platinum Plan. Scope /Territory: 24 Hours / Whilst on travel outside Country of Residence (Excluding Afghanistan, Iraq, Cuba and Democratic Republic of Congo)
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Related to Platinum Plan

  • Prescription Plan The PPO plan will include a comprehensive prescription 37 program: 38

  • Incentive Plans During the Term of this Agreement, Executive shall be entitled to participate in all bonus, incentive compensation and performance based compensation plans, and other similar policies, practices, programs and arrangements of the Company, now in effect or as hereafter amended or established, on a basis that is commensurate with his position and no less favorable than those generally applicable or made available to other executives of the Company. The Executive's participation shall be in accordance with the terms and provisions of such plans and programs. Participation shall include, but not be limited to:

  • Physician Incentive Plans In the event Provider participates in a physician incentive plan (“PIP”) under the Agreement, Provider agrees that such PIPs must comply with 42 CFR 417.479, 42 CFR 438.3, 42 CFR 422.208, and 42 CFR 422.210, as may be amended from time to time. Neither United nor Provider may make a specific payment directly or indirectly under a PIP to a physician or physician group as an inducement to reduce or limit Medically Necessary services furnished to an individual Covered Person. PIPs must not contain provisions that provide incentives, monetary or otherwise, for the withholding of services that meet the definition of Medical Necessity.

  • Long-Term Incentive Plans During the Employment Period, the Executive shall be eligible to participate in any long term incentive compensation plan maintained by the Company on the terms established from time to time by the Board or the Compensation Committee of the Board, as applicable.

  • Incentive Plan During the Term, the Employee shall be eligible for incentive compensation in accordance with the following incentive plan (the “Incentive Plan”). Shortly after the beginning of each calendar year, the Company’s Board of Directors will establish a target of the Company Net Income (as defined below) for such calendar year (the “Annual Net Income Target”). In no event shall Employee earn any amount under the Incentive Plan for any calendar year during the Term unless the actual Company Net Income for such calendar year equals or exceeds ninety percent (90%) of the Annual Net Income Target for such calendar year. The threshold referred to in the immediately preceding sentence shall hereinafter be referred to as the “Annual Net Income Threshold.” For all purposes of this Employment Agreement, “Company Net Income” shall mean the net income of the Company and its subsidiaries on a consolidated basis, determined in accordance with generally accepted accounting principles consistently applied, as adjusted to exclude (x) any extraordinary non-cash or nonrecurring non-cash charges or losses incurred by the Company and its subsidiaries other than in the ordinary course of business, including but not limited to losses or expenses resulting from redemptions or repayments of indebtedness, or modifications or amendments of the Company’s credit facility, in each case net of related tax benefit, and (y) other appropriate items as determined by the Board of Directors or the Executive Compensation Committee of the Board of Directors (the “Compensation Committee”). The amount payable under the Incentive Plan to Employee for each full calendar year during the Term shall equal the Base Salary actually paid to the Employee for such calendar year multiplied by the sum of the Department Performance Percentage and the Company Performance Percentage (as determined below) for such calendar year. Not later than March 15 of each calendar year, the maximum percentages for each of the Department Performance Percentage (the “Department Maximum Performance Percentage”) and the Company Performance Percentage (the “Company Maximum Performance Percentage”) shall be established by the Compensation Committee for such calendar year within a range of forty percent (40%) and sixty percent (60%); provided that the sum of such percentages shall equal one hundred percent (100%) each calendar year. If the Compensation Committee shall not timely establish either or both of the Department Maximum Performance Percentage or the Company Maximum Performance Percentage for the calendar year 2008, each of such percentages shall be fifty percent (50%). If the Compensation Committee shall not timely establish either or both of the Department Maximum Performance Percentage or the Company Maximum Performance Percentage for any future calendar year during the Term, the respective percentages that were applicable for the prior calendar year shall apply for such calendar year. The sum of the Department Performance Percentage and the Company Performance Percentage for each calendar year shall be referred to herein as the “Incentive Percentage.” For each calendar year the maximum Incentive Percentage shall be one hundred percent (100%).