High Deductible Plan. The District shall offer a high-deductible health insurance plan coupled with a Health Savings Account (HSA) in addition to its $250/$500 Deductible Plan. The High Deductible Plan years will run July 1, 2015 through June 30, 2016 and July 1, 2016 through June 30, 2017. Each employee who chooses to enroll in the High Deductible/HSA Plan will receive a District contribution to a Health Savings Account set up for that employee. The following provisions apply to the High Deductible/HSA Plan offered by the District:
High Deductible Plan. The chart below outlines the contribution of the part-time PASA member and the college to cover the cost of the deductible: High Deductible Plan: Single Family Employee paid deductible (included in biweekly premium contribution) $150 $250 Health Reimbursement Arrangement funded by JCC $2,350 $4,750 Total Deductible $2,500 $5,000 After the deductible is met, the employee is responsible for paying the co-pay for prescriptions as outlined in the schedule of benefits. The co-pay on prescriptions for a 30-day supply will be as follows: $10.00 for generic drugs $30.00 for brand name drugs $75.00 for specialty drugs
High Deductible Plan. The School District shall offer a high-deductible health and hospitalization insurance plan coupled with a Health Savings Account (hereinafter “HSA”). Each teacher who chooses to enroll in the High Deductible/HSA Plan will receive a School District contribution to a HSA set up for that teacher. See ARTICLE 33 regarding long- term substitutes for specific information regarding their benefit. The following provisions apply to the High Deductible/HSA Plan offered by the School District:
High Deductible Plan. The chart below outlines the contribution of the employee and the college to cover the cost of the deductible. Single Family Employee paid deductible $150 $250 Health Reimbursement Account funded by JCC $2,350 $4,750 Total Deductible $2,500 $5,000 After the deductible is met, the employee is responsible for paying the copay for prescriptions as outlined in the schedule of benefits. The College will pay not more than the equivalent cost of the $20 copay plan toward the cost of the high deductible plan offered. Employees shall have the annual right to waive group health insurance coverage for themselves and/or their dependents. Such waivers shall require annual certification by the employee of coverage through sources other than JCC and spousal consent for waiver of dependent coverage. Any employee waiving coverage may rejoin either plan during an open window period each December or at any time either coverage through other sources is lost. The College shall pay employees waiving group health insurance coverage a rebate equal to one-third (1/3) of the cost of such coverage, payable over the fiscal year or prorated over the portion of the fiscal year in which the waiver exists, payable in the biweekly paycheck. The rebate shall be adjusted each January based on the calculated premiums. An employee should be aware that COBRA benefit entitlements at the time of separation from the College will be affected by the rebate since the employee is not effectively insured by the College. The insurance rebates will not influence an employee’s base salary for purposes of step improvement, overtime, longevity, or percentage improvement in future years.
High Deductible Plan. For full-time career employees who elect to enroll in the high-deductible medical plan, the City contribution to medical premium shall be one hundred percent (100%), and the City’s contribution to the Health Savings Account (HSA) shall be as follows:
High Deductible Plan. The High Deductible Plan individual deductible shall be two thousand dollars ($2,000) in-network, three thousand ($3,000) out-of-network, and the family deductible shall be four thousand ($4,000) in-network, six thousand ($6,000) out-of-network. Prescription co-pays shall be $10/$30/$100 after deductible for in-network, and 40% co-insurance after deductible for out-of-network.
High Deductible Plan. The chart below outlines the contribution of the full-time faculty member and the college to cover the cost of the deductible: High Deductible Plan: Single Family Employee paid deductible $150 $250 Health Reimbursement Account funded by JCC $2,350 $4,750 Total Deductible $2,500 $5,000 After the deductible is met, the employee is responsible for paying the co-pay for prescriptions as outlined in the schedule of benefits. The co-pay on prescriptions for a 30 day supply will be as follows: $10.00 for generic drugs $30.00 for brand name drugs $75.00 for specialty drugs
High Deductible Plan. The District shall offer a high-deductible health insurance plan coupled with a Health Savings Account (HSA) in addition to its $250/$500 Deducible Plan. Each employee who chooses to enroll in the High Deductible/HSA Plan will receive a District contribution to a Health Savings Account set up for that employee. See Article XXXIII regarding long-term substitutes for specific information regarding their benefit. The following provisions apply to the High Deductible/HSA Plan offered by the District:
