High Deductible Health Plan. (HDHP). The University shall offer a High Deductible Health Plan and Health Savings Account. The HDHP plan provides 100% of preventive care in-network and 70% after deductible for out-of-network preventive care. The annual deductibles are $1,500 for individual coverage in-network/$3,000 out-of-network and $3,000 for other coverage levels in- network/$6,000 out-of-network. The annual co- insurance maximum is $3,000 for individual coverage in-network/$6,000 out-of-network and $6,000 for other coverage levels in-network/$12,000 out-of-network. The plan pays as follows: In-Network Out-of-Network Physician/Specialist 90% after deductible 70% after deductible Urgent Care 90% after deductible 70% after deductible Emergency Room 90% after deductible 70% after deductible Outpatient 90% after deductible 70% after deductible Inpatient 90% after deductible 70% after deductible Prescription Drugs 90% after deductible 70% after deductible Faculty Members shall contribute the following amounts, monthly pre-tax, for the HDHP: HDHP CONTRIBUTIONS MONTHLY EMPLOYEE CONTRIBUTION, BY PLAN TYPE AND SALARY RANGE Salary Range Employee Only Employee and Child(ren) Employee and Spouse/Domestic Partner Family Less than $60,000 49.10 103.20 106.50 147.40 $60,000- $79,999.99 51.56 108.36 111.71 154.77 $80,000- $99,999.99 54.01 113.52 116.82 162.14 $100,000 or more 58.92 123.84 127.06 176.88 The University shall contribute the following amounts to Faculty Members’ Health Savings Accounts for the HDHP in each year in which the Faculty Member enrolls in the HDHP. Such contributions are spread over the calendar year in monthly payments. UNIVERSITY CONTRIBUTION TO EMPLOYEE HSA, BY PLAN TYPE AND SALARY RANGE Salary Range Employee Only All Others Less than $60,000 800 1,600 $60,000-$79,999.99 550 1,100 $80,000-$99,999.99 450 900 $100,000 or more 350 700
High Deductible Health Plan. (HDHP) ‐ The City shall contribute one hundred percent (100%) of the medical and vision rates and ninety‐ five percent (95%) of the dental rates adopted by the City Council and elected by the employee for the one party, two party or family enrollees (whichever applies) or any variation of the tiered rates accepted by the LMBC and subsequently approved by City Council, for full‐time regular employees who elect the HDHP.
High Deductible Health Plan. (HDHP) effective Plan Year July 1, 2017. Beginning with Benefit Plan Year July 1, 2017, and effective in subsequent plan years, the City shall contribute one hundred percent (100%) of the medical and vision rates and ninety-five percent (95%) of the dental rates adopted by the City Council and elected by the employee for the one party, two party or family enrollees (whichever applies) or any variation of the tiered rates accepted by the PPA and subsequently approved by City Council, for full-time regular employees who elect the HDHP.
High Deductible Health Plan. The Employer shall make available a high deductible health plan to all qualified bargaining unit full-time members and eligible retirees who elect to participant in said plan, a summary of which is available from the Watonwan County Personnel Office.
High Deductible Health Plan. (HDHP) effective Plan Year July 1, 2017. Beginning with Benefit Plan Year July 1, 2017, and effective in subsequent plan years, each payday, except for the third payday in a month, each full-time regular employee who elects the HDHP plan shall contribute zero percent (0%) of the total medical and vision rates, and five percent (5%) of the dental rates adopted by City Council for the applicable tier (whichever applies).
High Deductible Health Plan i. The Board will pay 100% of the monthly premium for bargaining unit members selecting the High Deductible Health Plan, provided the total High Deductible Health Plan premium increase in a plan year does not exceed 9%. The Board will also match up to $1,500 annually for a family plan and up to $900 annually for a single plan prorated monthly to be deposited directly into the bargaining unit member’s Health Savings Account.
High Deductible Health Plan. Employer shall make a HDHP plan available to eligible Employees effective July 1, 2009 (the “Effective Date”). The HDHP is described in summary and available on the Employee Portal or by request from SWWC. Employees that are not eligible for and enrolled in the HDHP are not eligible to participate in the HSA arrangement. With respect to eligible Employees who enroll in the HDHP, Employer shall contribute an amount not to exceed the following: 2022-2023 $7,913 annually for each qualified employee who elects single coverage under the group health plan; or $16,353 annually for each qualified employee who elects family coverage under the group health plan. 2023-2024 $8,229 annually for each qualified employee who elects single coverage under the group health plan; or $17,007 annually for each qualified employee who elects family coverage under the group health plan. Deductibles and out-of-pocket maximums under the HDHP are indexed for inflation and will increase on annual basis under a predetermined formula.
High Deductible Health Plan. Navos will reduce the annual contribution to employees covered by the HDP from $1200.00 to $750.00
High Deductible Health Plan. Effective July 1, 2005, the Board shall offer an alternative health care plan that is designed to qualify as a “high deductible health plan” (“HDHP”) under Section 223 of the Internal Revenue Code (“IRC”).In accordance with the requirements of IRC Section 223, the HDHP shall have the following features:
High Deductible Health Plan. This benefit is outlined in the memorandum of understanding between the parties.
