Medical Benefit. Full-time employees will be entitled to full District- paid medical premiums for the single employee premium for the lowest cost medical plan. Employees who select the higher cost plan (based on single employee coverage rates) will pay the difference in the premiums. Part-time employees will be entitled to pro-rata payment of benefits. Employees who waive medical coverage are entitled to $143.95 per month (full-time) or $71.98 (50% or less) plus the cash option money (see, §13.1.3) that is provided to bargaining unit members.
Medical Benefit. The Employer will continue to pay 50% of the previous medical hospital premium.
Medical Benefit. (a) The District will pay $100 per month toward medical premium costs for any employee who works for the District until at least age 58 and retires with at least 10 years of District service. The District will pay $200 per month to employees who retire at age 58 or older and have 20 or more years of District service. The benefit will continue until the retiree reaches age 65. This benefit applies only to employees who retire on or after, January 1, 1999. The benefit will be paid from the age of retirement, beginning no earlier than age 58, up to age 65. The benefit will be discontinued at age 65. Effective June 1, 2003, this benefit shall apply to employees who retire beginning at age 55. The retiree and spouse or domestic partner shall have the option of continuing enrollment in the District offered health plans until age 65 at their own expense. Payments will be made quarterly on the 15th of the following months: February, May, August, and November. Employees will receive quarterly checks on the first of each of the following months: February, May, August and November.
Medical Benefit. After confirmation of your employment, you will be provided with medical and hospital insurance under the Company’s Group Medical Insurance Policy generally accorded to employees holding similar position in the Company.
Medical Benefit. The Employer shall provide the equivalent of Manulife Financial Extended Health Care benefits, ten (10) dollars/twenty (20) dollars deductible, including prescription glasses, three hundred and fifty (350) dollars per insured every twenty-four (24) months and, effective January 1, 2008 coverage for vision testing every twenty- four (24) months, together with Manulife Financial Dental Plan #9, based on current ODA fee schedule. All of the foregoing shall be consistent with The Hastings County-Wide Employee Group Benefit Plan.
Medical Benefit. HEALTH CARE PLAN DESIGN EFFECTIVE 1/1/2013 Plan Design. Effective January 1, 2017, the Board shall implement plan design changes to its health care program as per the January 29th offer, including implementation of option 4 on formulary and the reduction to three healthcare plans (HMO based on low-cost model from prior agreement; PPO based on high-cost model from prior agreement; and HSA).
Medical Benefit. Those Covered Services set forth in the Schedule of Covered Services that are not described or included in the Prescription Drugs Section of the Schedule.
Medical Benefit. Eligible Employees must be offered the CIGNA administered OAPIN (Core) plan, and the Church can select from three Buy-Up Options to offer to their eligible employees in addition to the OAPIN (Core) plan. Medical Plans (check the plans to be to be offered by the Church) OAPIN (Core) OAP #2 (Buy-Up) OAP #3 (Buy-Up) OAP #4 (HSA-Qualified) (Buy-Up) [ X ] [ ] [ ] [ ] The Church agrees to contribute toward the total cost of each Medical Option as follows, except that a Church may elect to opt out of the CIGNA Core Option and Buy-Up Options for Church Staff with approval of the ECO H&WP Committee that it has comparable medical coverage available and comparable premiums: Insert Agreed Church contribution toward Medical coverage for: Must offer OAPIN (Core). Selecting a Buy-Up option(s) is not required.b [ ] Check here if Church applying to opt out of this coverage for FT Church Staff and see “Opt Out Conditions” following table. OAPIN (Core) OAP #2 (Buy-Up) OAP #3 (Buy-Up) OAP #4 (Buy-Up) Employee Only [ ] 100% of [ ] 100% Core EE [ ] 100% Core EE [ ] 100% Core EE employee-only only amount only amount only amount coverage tier (required) (required) (required) (required) [ ] Additional amount (% or $) [ ] Additional amount (% or $) [ ] Additional amount (% or $) Employee / Spouse [ [ ] % amount ] $ amount [ ] % amount [ ] $ amount [ ] % amount [ ] $ amount [ ] % amount [ ] $ amount Employee / Child(ren) [ [ ] % amount ] $ amount [ ] % amount [ ] $ amount [ ] % amount [ ] $ amount [ ] % amount [ ] $ amount Employee / Family [ [ ] % amount ] $ amount [ ] % amount [ ] $ amount [ ] % amount [ ] $ amount [ ] % amount [ ] $ amount b Church also agrees to include in Pastor’s (and ECO) regular salary an amount at least equal to the additional cost of the individual’s actual elected tier of coverage (e.g., for family coverage, additional salary equals difference between total cost of family coverage and cost of employee-only coverage) if same tier of coverage is not equally subsidized for FT Staff. Opt Out Conditions: The opt out provision is not available for the Church’s medical coverage offering to Pastors and Executive Team employees. In order to exercise the opt out provision for the Church Staff’s medical coverage, the Church must submit documentation to the ECO H&WP Committee for approval demonstrating the Church has (or can obtain) medical coverage for the Full Time Church Staff which is equivalent to the Plan’s OAPIN (Core) Option in scope of coverage and coverage ...
Medical Benefit. The District shall pay the indicated amount toward a retiree’s participation in the District medical plan for seven (7) years or to age sixty-five (65), whichever occurs first. If the indicated amount exceeds the premium, the District will pay the premium amount. Years of Full-Time Service or the Equivalent for Part-time Service Yearly Amount Paid Toward Medical 20 $3,500.00 25 $4,000.00 30 Full
Medical Benefit. This benefit is mandatory for all employees, unless proof of alternative insurance is provided. The City shall provide a medical insurance plan to all full-time employees and their dependents. In accordance with the Affordable Care Act (ACA), eligible City part-time employees that are defined as “full-time” for purposes of the ACA shall also be provided a medical insurance plan through the City. Eligible employees may also enroll their eligible dependents in the City’s medical insurance plan. However, if an employee is enrolled in a medical plan provided by a party other than the City, he/she may not be required to participate in the City's medical plan and may be eligible to receive the equivalent in cafeteria benefits or cash. In order to opt out, the employee must submit written documentation proving participation in another medical plan and maintain proof of enrollment for the entire period of time they have opted out. Additionally, the employee must complete the necessary documents required by the California Public Employees Retirement System (CalPERS) Medical program to opt out. When the employee opts out, they will not be able to enroll into the City's medical plan until the next regular open enrollment period or based upon HIPAA guidelines which are available for review in the Personnel Office.
