Reasonable Alternatives. For those that do not meet 4 out of the 5 requirements above, a reasonable alternative in the form of a Telephonic Coaching Program will be available to earn their final 34%. These programs will take a minimum of 8-12 weeks to complete. Beginning in January 2020, additional reasonable alternative choice may be provided and will be listed in the official rules published each year by the Benefits section of the Risk and Benefits Management Department. The official rules for the Health Rewards Program will be published on the District’s employee website under the Department of Risk and Benefits Management. Additionally, there may be specific lifestyle programs offered as reasonable alternatives. There are some requirements that need to be met to be eligible for specific programs such as Real Appeal. These specific programs will only be allowed to be completed once by any covered member. Once an employee or covered dependent has taken either of these courses and received points towards the Health Rewards with Options program, they will not be eligible to receive credit for these programs in future years. The plan time frame for completion is the entire calendar year for employees and their covered spouses/domestic partners to complete the Health Rewards requirements for the discount to apply at a specific point in the following calendar year. If the required activities are completed by August 31, the discount will start with the first premiums effective on or after the following January 1. If the required activities are completed by December 31, the discount will start with the first premiums effective on or after the following June 1. In order to earn the premium reward discount anytime in a plan year, the employee will need to fully complete the Health Rewards required activities within the required time frame in the prior plan year. If the employee also elects coverage for a spouse or domestic partner, the covered adult would also need to fully complete the required activities within the established time period in order for the premium reward discount to be awarded to the employee. Effective for the plan year 2021, the covered spouse or domestic partner will ern Health Rewards credit independently and separate from the employee. Completion of all Health Rewards required activities resulting in an award of 100% would be necessary for the employee and/or a covered spouse or domestic partner.
Reasonable Alternatives. For those that do not meet 4 out of the 5 requirements above, a reasonable alternative in the form of a Telephonic Coaching Program will be available to earn their final 34%. These programs will take a minimum of 8-12 weeks to complete. Beginning in January 2016, an additional reasonable alternative choice will be the completion of the Diabetes Prevention Program or Real Appeal program, a 16-week lifestyle management program through UHC medical plan. There are some requirements that need to be met to be eligible for these programs. These programs will only be allowed to be completed once by any covered member. Once an employee or covered dependent has taken either of these courses and received points towards the Health Rewards with Options program, they will not be eligible to receive credit for these programs in future years. The plan time frame for completion is the entire calendar year for employees and their covered spouses/domestic partners to complete the Health Rewards requirements for the discount to apply at a specific point in the following calendar year. If the required activities are completed by August 31, the discount will start with the first premiums effective on or after the following January 1. If the required activities are completed by December 31, the discount will start with the first premiums effective on or after the following June 1. In order to earn the premium reward discount anytime in a plan year, the employee will need to fully complete the Health Rewards required activities within the required time frame in the prior plan year. If the employee also elects coverage for a spouse or domestic partner, the covered adult would also need to fully complete the required activities within the established time period in order for the premium reward discount to be awarded to the employee. Completion of all Health Rewards required activities resulting in an award of 100% would be necessary for the employee and if applicable, the covered spouse/domestic partner would also need to complete the requirements and be awarded 100%
Reasonable Alternatives i. This section describes the alternatives selected, as well as those eliminated, and describes the process that was used to develop, evaluate, and eliminate potential alternatives, based on the defined purpose and need of the project. Describe the following:
Reasonable Alternatives. To meet any of the conditions in regulation 6.5(5), the applicant must first demonstrate and the City determine in its findings that all reasonable alternatives to provide on-site public access have been exhausted, including, but not limited to:
Reasonable Alternatives. The reasonable alternatives described in paragraph (1) include ac- tions that could reduce the need for Federal funds to be expended on such repair and reconstruction activi- ties, better protect public safety and health and the environment, and meet transportation needs as de- scribed in relevant and applicable Federal, State, local and tribal plans.’’ Categorical Exclusions for Projects Within the Right-of-way Pub. L. 112–141, div. A, title I, § 1316, July 6, 2012, 126 Stat. 549, provided that:
Reasonable Alternatives. For those that do not meet 4 out of the 5 requirements above, a reasonable alternative in the form of a Telephonic Coaching Program will be available to earn their final 34%. These programs will take a minimum of 8-12 weeks to complete. Beginning in January 2016, an additional reasonable alternative choice will be the completion of the Diabetes Prevention Program or Real Appeal program, a 16-week lifestyle management program through UHC medical plan. There are some requirements that need to be met to be eligible for these programs. These programs will only be allowed to be completed once by any covered member. Once an employee or covered dependent has taken either of these courses and received points towards the Health
Reasonable Alternatives. This section describes the alternatives selected, as well as those eliminated, and describes the process that was used to develop, evaluate, and eliminate potential alternatives, based on the defined purpose and need of the project. Describe the following: All reasonable alternatives, including those brought forth by the public, consultants or resource agencies; Other alternatives that were eliminated from detailed study; How alternatives were selected for detailed study; The reasons alternatives were eliminated from consideration; and How the alternatives meet the need for the project and avoid or minimized environmental impacts. If tolling is proposed for an alternative, this must be clearly described. All reasonable alternatives should be discussed at a comparable level of detail. The range of reasonable alternatives should begin with the “No Build” Alternative. A preferred alternative should be selected as a result of a rational screening process based on meeting project objectives, community and natural environmental impacts, cost, and other considerations, which should be explained in the EIS. A matrix to compare the alternatives is recommended.
Reasonable Alternatives. For those that do not meet 4 out of the 5 requirements above, a reasonable alternative in the form of a Telephonic Coaching Program will be available to earn their final 34%. These programs will take a minimum of 8-12 weeks to complete. Beginning in January 2020, additional reasonable alternative choice may be provided and will be listed in the official rules published each year by the Benefits section of the Risk and Benefits Management Department. The official rules for the Health Rewards Program will be published on the District’s employee website under the Department of Risk and Benefits Management. Additionally, there may be specific lifestyle programs offered as reasonable alternatives. There are some requirements that need to be met to be eligible for specific programs such as Real Appeal. These specific programs will only be allowed to be completed once by any covered member. Once an employee or covered dependent has taken either of these courses and received points towards the Health Rewards with Options program, they will not be eligible to receive credit for these programs in future years. The plan time frame for completion is the entire calendar year for employees and their covered spouses/domestic partners to complete the Health Rewards requirements for the discount to apply at a specific point in the following calendar year. If the required activities are completed by August 31, the discount will start with the first premiums effective on or after the following January 1.
Reasonable Alternatives. Riverview will consider reasonable alternatives prior to terminating this Agreement.
Reasonable Alternatives. Riverview, at its sole discretion, will consider reasonable alternatives, including relocation prior to terminating this Agreement.
