Hospital-Medical. A committee comprised of the superintendent, the AEA chief negotiator, the AEA president, and representatives of each district building will examine possible alternatives to items listed in this section.
Hospital-Medical. Each full-time faculty member is entitled to the insurance benefits. Hourly faculty members qualify to receive full benefits with a workload of 32.5 hours or more per week. Hourly faculty members, half-time trainers and salaried non-classroom faculty members with continuing contracts working 20 hours or more, but less than 32.5 hours per week shall be paid hospital medical on a pro rata formula using 32.5 hours as the base. If the plan allows, adjuncts shall have the ability to purchase health insurance coverage under the group rate, but without employer contribution.
Hospital-Medical. The Employer shall provide a health care option for the Employee and his/her eligible dependents. A designee of the Board of Trustees shall sign an Employer Participation Agreement. The College and the Union shall discuss annually the plan to be provided. The Employer shall pay to the Employee’s Health Savings Account (HSA) any amounts exceeding the aggregate difference between the premium and the hard cap set by Michigan Public Act 152 of 2011 (MI PA 152) through a mutually agreed upon smoothed distribution. Smoothing shall be accomplished by taking the aggregate of premiums and subtracting from the aggregate caps. The total will be distributed directly to the Employees’ HSA based on single or two person/full family premiums paid on the first (1st) payroll of each month. In the event premiums exceed the aggregate cap for the plan, the Employee shall contribute through payroll deduction toward their premium using a mutually agreed upon smoothed distribution. Smoothing shall be accomplished by taking the aggregate cap for the plan and subtracting from the aggregate premiums. The total funds due will be allocated to the members based on single or two (2) person/full family premiums paid, and contributions will be processed monthly through payroll deduction on the last payroll of each month prior to premium due date. If significant changes occur within MI PA 152, the Employer and Association will mutually agree on how to handle the impact of the changes.
Hospital-Medical. Hospital-medical insurance shall be limited to one (1) plan per household where more than one
Hospital-Medical. The Board shall pay up to Nine Hundred Seventy-Five Dollars ($975.00) per month per full- time employee toward the payment of premiums for Hospital, Medical, Surgical and Major Medical and In and Out Diagnostic insurance. The employee shall be responsible for the remainder of any premiums for such coverage. Coverage shall be for the duration of employment. The Board shall have the right to choose the carrier for the above coverage. Employees shall be covered, if application is made timely, on the first of the month following the initial day of employment. Coverage shall continue through September 30 of the contract year for those employees who resign effective after the completion of their contract year. At the conclusion of the Board’s contribution, medical insurance benefits may be continued (at the employee’s expense) subject to the conditions and regulations of the carrier.
Hospital-Medical. Each full-time faculty member is entitled to the insurance benefits. (Adjunct faculty who have previously received health benefits, see memo of understanding dated August 11, 2004.) Hourly faculty members qualify to receive full benefits with a workload of 32.5 hours or more per week. Hourly faculty members, half-time trainers and salaried non-classroom faculty members with continuing contracts working 20 hours or more, but less than 32.5 hours per week shall be paid hospital medical on a pro rata formula using 32.5 hours as the base. If the plan allows, adjuncts shall have the ability to purchase health insurance coverage under the group rate, but without employer contribution.
Hospital-Medical. The Employer will provide two PPO plans (a Blue Cross/Blue Shield PPO and a HealthPlus of Michigan PPO plan) with substantially similar plan designs for each eligible full-time employee including spouse and dependents. In addition, a HealthPlus of Michigan HMO will be provided. Until such time as the County implements said coverage, employees shall maintain the coverage they had prior to ratification. Coverage is effective on the first day of the month immediately following the employee's completion of five hundred and twenty (520) straight-time hours of employment. Employees have the option of selecting available hospital/medical coverage plans at the time of hire or during open enrollment. Employee contributions to health care (including prescription drugs) shall be subject to PA 152 of 2011 on a pre-tax basis. Premiums are paid on a pre-paid basis with employee contributions being withheld during the month prior to the coverage period. Should, for any reason, employees are not required to pay the employee contributions required under PA 152 of 2011, employees shall be required to pay, on a pre-tax basis, 20% of the applicable premium and/or illustrative rate for medical and prescription coverage. The table below outlines the basic point of service cost sharing provisions of the current Blue Cross/Blue Shield PPO and HealthPlus of Michigan PPO plan designs. Actual benefit provisions are dictated by each carrier/administrator and can be found in the plan benefit summaries. In-Network Out-of-Network Deductibles Individual $250 $500 Family $500 $1,000 Out-of-Pocket Maximums (includes deductible, excludes co-pays) Individual $1,000 $2,000 Family $2,000 $4,000 Lifetime Maximum unlimited Hospital Inpatient 20% after deductible 40%after deductible Outpatient 20% after deductible 40% after deductible Physician Preventive Care 0% 40% after deductible Primary Care $20 Co-pay 40% after deductible Specialist $20 Co-pay 40%after deductible Emergency Hospital $150 Co-pay* $150 Co-pay* Urgent Care $30 Co-pay $30 Co-pay Other Speech, Occupational, Physical Therapy 20%after deductible 40%after deductible Skilled Nursing 20% after deductible 40% after deductible Home Health Care 20% after deductible 40% after deductible Chiropractic 20% after deductible 40% after deductible The table below outlines the basic point of service cost sharing of the HealthPlus of Michigan HMO plan design. Actual benefit provisions are dictated by the carrier/administrator and can be found in t...
Hospital-Medical. Hospital-medical insurance shall be limited to one (1) plan per household where more than one (1) family member is employed by the College. The Employer shall provide the following Michigan Education Special Services Association (MESSA) ABC Plan 1 for the Employee and his/her eligible dependents as defined by MESSA. A designee of the Board of Trustees shall sign an Employer Participation Agreement. The College and the Union shall discuss annually the plan to be provided. The Employer shall pay to the Employee’s Health Savings Account (HSA) any amounts exceeding the aggregate difference between the premium and the hard cap set by Michigan Public Act 152 of 2011 (MI PA 152) through a mutually agreed upon smoothed distribution. Smoothing shall be accomplished by taking the aggregate of premiums and subtracting from the aggregate caps. The total will be distributed directly to the Employees’ HSA based on single or two person/full family premiums paid on the first (1st) payroll of each month. In the event premiums exceed the aggregate cap for the plan, the Employee shall contribute through payroll deduction toward their premium using a mutually agreed upon smoothed distribution. Smoothing shall be accomplished by taking the aggregate cap for the plan and subtracting from the aggregate premiums. The total funds due will be allocated to the members based on single or two (2) person/full family premiums paid, and contributions will be processed monthly through payroll deduction on the last payroll of each month prior to premium due date. If significant changes occur within MI PA 152, the Employer and Association will mutually agree on how to handle the impact of the changes. At age sixty-five (65) the employee is required to enroll in Medicare in order to qualify for the above coverage.
Hospital-Medical a. The provisions of the insurance benefits in this article are subject to the rules and regulations of the various insurance carriers and/or Administrators.
Hospital-Medical. The Board agrees to furnish to the employee the BC/BS PPO option 1, with 10/40 RX through Caremark over a twelve (12) month period through August 31 for the employee and his/her entire family and any other eligible dependents as defined by BC/BS. Sponsored dependents shall be considered eligible dependents for health insurance. The Board will pay out-of-network costs when employees have made all reasonable efforts or have no choice in having out of network services provided. A monthly health care contribution for the benefit is as follows: $100.00 single $125 double $150 family A cash in lieu option for $300 per month is available for employees not taking health insurance.
