Wellness Incentive. Employees participating in the State’s medical plan and who meet the wellness criteria established by the State, in consultation with the Union, shall receive a reduction in medical insurance co-share payments up to a maximum of $500 per year. The earned reductions in medical insurance co-share payments shall be awarded to active employees in FY 2009 or the fiscal year following the employee’s participation in the wellness activities. The Wellness Incentive program will integrate preventative and wellness behaviors into the medical plan. Examples of possible activities include completion of the Health Assessment, obtaining a primary care physician, wellness coaching programs, preventive screenings, non-smoker or completion of smoking cessation program, and/or participation in a program that measures key points in assessing an individual’s overall health.
Wellness Incentive. Only those unit members who participate in the group health plan shall be eligible for wellness programs and incentives available to non-represented employees.
Wellness Incentive. The District and the Union support and encourage teachers to maintain their physical and mental wellbeing. Healthy teachers are essential to the District and Union’s shared interest that all students learn.
Wellness Incentive. Subd. 1. Employees who have no absences from school in a contract year shall receive a payment of $200.00 Absences from school for school related business and/or earned vacation days shall not be considered absences.
Wellness Incentive. To incent employees to obtain annual physicals and wellness screenings an employee will receive: either (1) one additional personal day or (2) be paid an amount equal to one day's pay (8 hours) one time per calendar year when the employee provides the required proof that they have undergone an annual wellness physical examination as provided by the health plan wellness benefit. The form for medical documentation may be taken to and completed by the attending provider. Once the employee submits the form to the Benefits Coordinator the incentive pay will be paid on the next following payroll. An Explanation of Benefit (EOB) from the employee’s health plan administrator showing wellness services received by the employee will also be an accepted form of proof of services. The incentive pay will not count as time worked in calculation for overtime pay.
Wellness Incentive. Employees within the bargaining unit who, in a calendar 24 year ending on December 15 use less than thirty-three (33) hours of sick leave may convert sixteen 25 (16) hours of unused, accrued sick leave to two vacation days to be used in the next calendar year.
Wellness Incentive. Employees participating in the City’s Health insurance plan and who meet the wellness criteria established by the City, in consultation with the Union, shall receive a payment incentive up to a maximum of $300.00 per year for an individual’s health insurance plan and up to $500.00 per year for a family health insurance plan. The earned Wellness Incentive payment shall be awarded to active employees beginning FY 2013 in the month of April in each fiscal year following the employee’s participation in the Wellness activities. The wellness incentive program will integrate preventative and wellness behaviors into the medical plan. Examples of possible activities include completion of the health assessment, obtaining a primary care physician, wellness coaching programs, preventive screenings, non-smoker or completion of smoking cessation programs, and /or participation in a program that measures key points in assessing an individual’s overall health.
Wellness Incentive. Employees assigned to a 53-hour average workweek may carry-over a maximum of two thousand two hundred forty (2,240) hours to the following calendar year. Employees assigned to a 40-hour average workweek may carry-over a maximum of one thousand six hundred ninety (1,690) hours to the following calendar year. Any sick leave accrued in excess of the Employees’ maximum allowable carry- over will be paid for thirty (30) percent of the hours in excess of their maximum allowable carry-over at the Employees’ hourly rate. This payment will be made as a separate check, no later than the last paycheck of February each year. At that time, the Employees’ sick leave balance will be reduced to the maximum allowable carry-over. This incentive reduces the Employees’ sick leave bank making it non-salary earnings and is not pensionable.
Wellness Incentive. Employees who are enrolled in the Board’s medical insurance plan and participate in and complete the preventative health screenings and online health assessment on or before November 1 of the applicable year, shall receive a credit ($250.00/Single and $500.00/Family) toward the employee’s deductible.
Wellness Incentive. For employees with less than 1800 hours of sick leave for 56 hour employees and less than 600 hours of sick leave for 40 hour employees with Madison Township: • Those employees who work a forty (40) hour work week and do not use any sick leave in a calendar year will receive twenty-four hours of compensatory time. • Those employees who use (10) hours or less in a calendar year will receive sixteen (16) hours of compensatory time. • Those employees who use (20) hours or less in a calendar year will receive eight (8) hours of compensatory time. • Those employees who use (30) hours or more days will receive no compensatory time. For those employees working the average (56) hour work week: • Those employees not using any sick leave in a calendar year will receive twenty-four hours of compensatory time. • Those employees who utilize sick leave for 24 hours or less in a calendar year will receive sixteen hours of compensatory time. • Those employees who utilize sick leave for 48 hours or less in a calendar year will receive eight hours of compensatory time. • Those employees who utilize 72 hours or more hours of sick leave are ineligible for any such compensation as set forth in this article. The previous years wellness incentive will be credited to their bank with the first full pay period in January of each year. Employees with at least five (5) years of service but less than fifteen (15) years of service: Employees may elect to convert twelve (12) hours of sick leave if working a 56 hour work week and four (4) hours of sick leave if working a 40 hour work week every three (3) months (Jan. – March, April – June, July – Sept., Oct. – Dec.) to pay at their regular rate if the following criteria are met:
