Insurance Incentive. Beginning July 1, 2015 employees who have elected single, employee + 1 or no medical coverage and a spouse of DMPS employee will be paid an insurance incentive. This incentive will be paid as income to the employee and be taxable. Employees will have the option to elect to defer this money into a tax sheltered annuity (TSA). The incentive is as follows: Employees electing single coverage $1,000 per year Employees opting out of medical coverage as spouse $1,000 per year Employees electing employee + 1 coverage $500 per year Beginning 2016-2017 Single $600 per year Fully paid by the District Employee + 1 $600 per year Fully paid by the District Family $600 per year Fully paid by the District Section 125 of the Internal Revenue Code allows an employer the opportunity to set up a flexible premium for employees. The Employer agrees to pay employee premiums under the rules and regulations of Section 125 of the Internal Revenue Code. Employees on a voluntary basis will be able to use pre-tax income to pay out-of-pocket unreimbursed medical costs and dependent care costs in accord with the district’s program restrictions. The medical reimbursement plan runs on the fiscal year. Medical reimbursement enrollment will be held in conjunction with annual open enrollment in May of each year. Dependent reimbursement plan runs on the calendar year. Dependent reimbursement enrollment will be held in November of each year. For new employees, coverage shall become effective within no more than 45 days from the date on which the employee begins service under his/her individual contract and upon approval of the employee’s application by the carrier. Upon an employee or an employee’s spouse attaining the age of 65, an employee who wishes to qualify for the Employer’s share of the monthly premium must notify the carrier or his/her spouse’s attainment of the age 65 by processing an enrollment card, must qualify under the rules and regulations of the respective carrier, and must enroll in the following plan:
Insurance Incentive. Any employee who chooses to withdraw his/her enrollment from the school district’s health insurance policy or to change enrollment from a family plan or employee with children plan to a single employee plan will receive $1000 for the first year of withdrawal and $750 for the second year of withdrawal. In order to receive the incentive, the employee must have had coverage for the proceeding 12 month period. All opt-out payments need to run through a Section 125 Cafeteria Plan. If the employee opts out of coverage and wishes to re-enter later in the year, the incentive will be returned to the district on a pro-rata basis depending on the number of months effected.
Insurance Incentive. Current enrollees, employees who participated but opted out prior to the 1995 agreement and new hires opting out of the health insurance plan shall receive $1,100 per year. Payments will be made in March and September following the prior 6 month period of waiver. Employees cannot be enrolled at any time in the prior 6 month period in order to be entitled to the waiver payment. Employees who opt out may re- enroll in the insurance plan if there is a change in status; i.e. marriage, death, spousal carve-out, etc. but will not be entitled to the waiver for the 6 month period in which they enroll.
Insurance Incentive. 1. Current bargaining unit members who opt out of the health insurance plan will receive $1,100 per year. Payments will be made in March and September following the prior 6 month period of waiver. Bargaining unit members cannot be enrolled at any time in the prior 6 month period in order to be entitled to the waiver payment. Bargaining unit members who opt out may re-enroll in the insurance plan if there is a change in status; i.e. marriage, death, spousal carve-out, etc. but will not be entitled to the waiver for the 6 month period in which they enroll.
Insurance Incentive. To incentivize the lowering of group insurance rates the following bonus will be awarded to every member of the bargaining unit if the targeted rate is met:
Insurance Incentive. 36.1 Any teacher in the school system, hired prior to July 1, 2005, may elect to waive the HDHP/HSA or PPO health insurance coverage in Section 35.1 above and in lieu thereof receive a yearly sum of fifteen hundred dollars ($1,500). Teachers who elect to make such waiver shall notify the Board in writing by July 1 of any year of this Agreement that he/she is canceling his/her participation and coverage and the participation and coverage of his/her dependent(s) in the insurance plans.
