PPO Plan. The lesser of: Individual Plan 85% of premium or 85% of projected premium as of March 1st of the agreement year. Parent/Child Plan 80% of premium or 80% of projected premium as of March 1st of the agreement year. Husband/Wife Plan 70% of premium or 70% of projected premium as of March 1st of the agreement year. Family Plan 70% of premium or 70% of projected premium as of March 1st of the agreement year. The current plan agreement covers the period of September 1st to August 31st. Any additional premium payable by the unit members above the Board's contribution will be payroll deducted, as equally as possible, during the months of September through August. No unit member will receive more than 100% of the premium cost of their basic hospitalization plan.
PPO Plan. A. Effective July 1, 2016
PPO Plan. The Cleveland Clinic System will be covered in-network with one or more Preferred Provider Organizations (PPO). The CCBDD may change the specifications to the following limits:
PPO Plan. This plan is the Blue Cross Blue Shield of Michigan's PPO Option. $20 co-pay for office/urgent care visits in a network physician's office. $250 single/$500 family calendar year deductible in network and $500 single/$1,000 family deductible out-of-network. $1,250 single/$2,500 family annual out of pocket max in-network and $3,500 single/$7,000 family out of pocket max out of network. When services are provided by a community provider, the provider pays eighty percent (80%) of the reasonable amount as determined by the carrier after deductibles and the participant is responsible for the remaining charges. If services are received from a provider who is not a member of the Plan network, the plan pays sixty percent (60%) of the reasonable amount as determined by the carrier and the participant is responsible for the remaining charges. Specific policy terms are those in the executed insurance contract with the carrier. Medical benefits shall be provided as agreed to by the University and the Association. Coverage information will be on file in University Human Resources and additional information will be provided by the medical carriers. The PPO plan described above is subject to specific carrier policy provisions and the Group Operating Agreements between Oakland University and the carrier.
PPO Plan. The Board will offer a PPO (Preferred Provider Organization) option. All benefits will be negotiated as a separate item and be outlined in the summary plan description which is posted on the district website and outlines the bargaining unit member’s percentage of coverage and co-pays not addressed within this Article.
PPO Plan. In addition to the coverage specified in the current plan, the employer will provide a PPO Plan each year of the Agreement with an in-network annual medical deductible of five hundred ($500) dollars for each covered individual in the plan and children under age twenty-six (26) years as defined in the ACA. Regular office visits with a primary care doctor will require a twenty dollars ($20) copay, while office visits for specialists will require a forty dollars ($40) copay. See the simplified chart below for a brief summary of these and other key medical benefit provisions. PPO Plan Medical Benefits: In Network Out of Network Deductibles $500 per person $1000/family $1,000 per person $3,000/family Coinsurance 0% 20% Coinsurance Out of Pocket Max n/a $2,000/$6,000 Emergency Room Copay $100 – waived if admitted OV Copay/Specialist Copay $20/$30 30% Urgent Care Copay $40 30% OOP MAX SINGLE: $3,675 OOP MAX FAMILY: $7,350
PPO Plan. Office Visit $30 Specialist Office Visit $35 Hospital $500 ER $200 Outpatient Surgery $250 Urgent Care $75 Prescriptions (Public Sector Option 2) $5/$30/$40 ($2,000 annual maximum) Out of Network Deductible $2,500/$5,000/$7,500 Out of Network Coinsurance 70%/30% OR
PPO Plan. Effective upon ratification, as of July 1, 2016, the City will be authorized to deduct from an employee’s pay thirteen percent (13%) of the cost of medical and prescription insurance coverage. Effective as of July 1, 2017, the City will be authorized to deduct from an employee’s pay fourteen percent (14%) of the cost of medical and prescription insurance coverage. Effective as of July 1, 2018, the City will be authorized to deduct from an employee’s pay fifteen percent (15%) of the cost of medical and prescription insurance coverage. Any deduction from an employee’s pay under this provision shall be based on a fifty-two (52) week payment of cost schedule. Alternate Plan For the alternate $2000/$4000 HDHP/HSA set forth in Section 17.1, effective upon ratification, as of July 1, 2016, employees will pay nine percent (9%) of the cost of medical and prescription insurance coverage. Effective July 1, 2017, employees will pay nine percent (9%) of the cost of medical and prescription insurance coverage. Effective July 1, 2018, employees will pay ten percent (10%) of the cost of medical and prescription insurance coverage. The City shall contribute 50% of the deductible to the employee’s HSA. Any employee hired prior to January 20, 2008, will be provided with the following medical retiree benefit options: The Employer shall contribute for the then existing City of Groton Plans (hereinafter “Plans”) for then current bargaining unit members, the same percent cost share as that being contributed for then current bargaining unit employees, individual and spousal coverage only, or comparable insurance then in effect, for an employee who retires at age sixty (60) or later under the normal retirement provision of the pension plan, up to the date said employee reaches the age of sixty-five (65) or Medicare age eligibility whichever comes later. Spousal coverage under this provision shall be limited to the employee’s spouse on the date of his/her retirement. Spousal coverage will be discontinued upon death of the retiree or the dissolution of the marriage between the retiree and said spouse. Further, if said spouse is covered by another medical insurance policy, there shall be no coverage for the spouse under this Agreement. Each retiree shall be required to pay the same percentage cost share as then current bargaining unit employees of the cost of the medical and prescription insurance provided under this provision. It is mutually agreed that such amount shall be deducted...
PPO Plan. Term of Contract -– Not to exceed 20% of the total PPO premium for whichever coverage is selected.
PPO Plan. Effective July 1, 2019, the City will be authorized to deduct from an employee’s pay fifteen percent (15%) of the cost of medical and prescription insurance coverage. Effective as of July 1, 2020, the City will be authorized to deduct from an employee’s pay seventeen and one-half percent (17.5%) of the cost of medical and prescription insurance coverage. Effective as of July 1, 2021, the City will be authorized to deduct from an employee’s pay eighteen and one- half percent (18.5%) of the cost of medical and prescription insurance coverage. Effective as of July 1, 2022, the City will be authorized to deduct from an employee’s pay nineteen and one-half percent (19.5%) of the cost of medical and prescription insurance coverage. Any deduction from an employee’s pay under this provision shall be based on a fifty-two (52) week payment of cost schedule. Alternate HDHP Plan For the alternate $2000/$4000 HDHP/HSA set forth in Section 17.1, effective July 1, 2019, employees will pay ten percent (10%) of the cost of medical and prescription insurance coverage. Effective July 1, 2020, employees will pay ten percent (10%) of the cost of medical and prescription insurance coverage. Effective July 1, 2021, employees will pay ten and one- half percent (10.5%) of the cost of medical and prescription insurance coverage. Effective July 1, 2022, employees will pay eleven and one-half percent (11.5%) of the cost of medical and prescription insurance coverage. The City shall contribute 50% of the deductible to the employee’s HSA. Any employee hired prior to January 20, 2008, will be provided with the following medical retiree benefit options: The Employer shall contribute for the then existing City of Groton Plans (hereinafter “Plans”) for then current bargaining unit members, the same percent cost share as that being contributed for then current bargaining unit employees, individual and spousal coverage only, or comparable insurance then in effect, for an employee who retires at age sixty (60) or later under the normal retirement provision of the pension plan, up to the date said employee reaches the age of sixty- five (65) or Medicare age eligibility whichever comes later. City will continue to fund its portion of the deductible into retiree’s HSA/HRA until age 65 or Medicare eligibility, whichever comes first, in the same amount paid to current bargaining unit members. Spousal coverage under this provision shall be limited to the employee’s spouse on the date of his/her ret...
