Title 16 - Benefits

16.1 Maintenance of Benefits

The District agrees to maintain dental, life, disability and vision insurance programs at substantially the current level of benefit and pay 100% of the premium costs during the term of this agreement. The District further agrees to maintain health insurance programs as defined in the particular benefit plan. At anytime the District is considering a change in the level of benefit offered by a provider for the health insurance programs it will offer to meet and confer with the Union prior to making any changes. The District is committed to providing at least two (2) health insurance provider options for employees and their dependents. If two (2) health insurance providers are not available the District will meet and confer with the Union.

Effective April 1, 2005, the employee shall pay, through payroll deduction 6% of current monthly premium for coverage elected (employee only, E+1, E+2 or more) for health insurance.

Effective January 1, 2006, employee shall pay, through payroll deduction 8% of the current monthly premium for coverage elected (employee only, E+1, E+2 or more) for health insurance.

Effective January 1, 2007, through the expiration of this agreement (November 30, 2008) employee shall pay, through payroll deduction 10% of the current monthly premium for coverage elected (employee only, E+1, E+2 or more) for health insurance.

The employee will be solely responsible for any deductibles or co-payments as defined in the particular plan.

Opt Out

The District will develop an Opt Out provision for employees to waive medical coverage at the employee’s option only during health open enrollment annually for the next plan year if the employee provides acceptable verification that the employee has medical coverage through another source. Once Opted Out employees will be allowed to Opt in only during health open enrollment annually, however employees may Opt back into District medical coverage if a “qualifying event” as defined under COBRA occurs anytime during the health plan year.

If the employee Opts Out of medical coverage the employee shall receive in the Plan year Opted Out 50% of the monthly premium amount the employee elected in the plan year immediately prior to the Opt Out year (employee only, E+1, E+2 or more).

If two employees working for the District are spouses and if they both agree, they shall have the option to elect one medical coverage that will cover both employees and their dependents. The employee Opting Out of coverage shall receive in the plan year Opted Out 50% of the monthly premium amount the employee elected in the plan year immediately prior to the Opt Out year (employee only, E+1, E+2 or more).

If a newly hired employee who has not had previous health care coverage by the District elects to not enroll in health coverage for the Plan year he/she shall receive 50% of the monthly premium amount for the least expensive HMO option health plan for the coverage level otherwise elected (employee only, E+1, E+2 or more).

Retiree

An employee hired before January 1, 2006, upon qualifying for retirement as defined in the Basic Retirement Plan, and the spouse of such an employee, shall be entitled to receive health insurance coverage during his or her lifetime.

The spouse of an employee hired before January 1, 2006, who dies after March 31, 2003, having attained at least 840 months combined age and credited service, shall be entitled to receive health insurance coverage during his or her lifetime.

Eligible dependents of (i) an employee hired before January 1, 2006, who qualifies for retirement as defined in the Basic Retirement Plan, or (ii) an employee hired before January 1, 2006, who dies after March 31, 2003, having attained at least 840 months combined age and credited service, shall be entitled to receive health insurance coverage as long as such individual retains his or her status as an eligible dependent pursuant to the terms and conditions of the heath insurance plan.

The District agrees to maintain the current level of health benefits for (i) current retirees (ii) employees hired before January 1, 2006, who qualify for retirement benefits as defined in the Basic Retirement Plan, and their respective spouses and eligible dependents, and (iii) the spouse and eligible dependents of employees hired before January 1, 2006, who dies after March 31, 2003, having attained at least 840 months combined age and credited service, for the lifetime of such retiree, employee, or spouse or, in the case of an eligible dependent, as long as such eligible dependent retains such status as defined in the health insurance plan.

Employees hired January 1, 2006, or after, upon qualifying for retirement as described in the Basic Retirement Plan, or the spouse of said employee hired January 1, 2006, or after having attained at least 840 months combined age and credited service who dies prior to reaching age 55, will receive health and welfare coverage (health, dental and vision) until age 65, and the spouse of such employee will receive health and welfare coverage (health, dental and vision) until such spouse reaches age 65. Eligible dependents of employees hired January 1, 2006, or after will receive health and welfare coverage as long as they are an eligible dependent as defined in the health and welfare plans.

The retire or their spouse and/or eligible dependents will be required to pay the monthly premium as defined below for the difference between retiree only and dependent (E+1) or family (E+2 or more) coverage if dependent coverage is elected.

Employees who retire during the term of this agreement as well as employees who retired on or after January 1, 1992, and the spouse and/or eligible dependents of an employee who dies after March 31, 2003, having attained at least 840 months combined age and credited service and/or eligible surviving spouses of deceased retirees who retired on or after January 1, 1992, paying premium amounts for health care will be required to pay the amounts listed below for health care coverage for themselves and any eligible dependents.

Employee Part-Time Regular

An employee who is classified as a Part-Time Regular employee and has completed a total of five (5) years of continuous service classified as a Full-Time Regular employee at some point in his/her employment at the District and who is eligible for retirement as defined in the Basic Retirement Plan will be required to pay the monthly premium as defined below for the difference between retiree only and dependent (E+1) or family (E+2 or more) coverage if dependent coverage is elected. If a Part-Time Regular employee does not have the accumulated five (5) years of continuous service as a Full-Time Regular employee he/she will pay 50% of any health coverage he/she would be eligible for if elected as a retiree.

Retiree Monthly Premium Payments

Retiree and one dependent $8.00 per month
Retiree and two or more dependents $13.00 per month

Funding of Future Health Care Benefits

The District has developed a Retirement Medical Benefits Plan to fund current and future eligible retiree medical benefits for themselves and eligible dependents. This Plan will set aside sufficient funds through annual contributions to pay expected retiree medical benefits for District retirees. This fund will be overseen by the Retirement Committee, one (1) member of which shall be a member of each bargaining unit.

Dental Coverage

Effective January 1, 2005, the maximum coverage per calendar year for each eligible enrollee as defined in the dental plan provided by a covered dentist (non-DPO) shall be $1,500 for the term of this Memorandum. All other levels of dental benefits remain as contracted with the District for the plan year.

16.2 Policy/Carrier Changes

Should management determine that it is in the best interests of the District and its employees to change insurance policies and/or carrier yet not reducing benefit levels, the Union will be consulted prior to finalization of any such changes.

16.3 Payment of Employee Educational and Professional Development Activities

The District will reimburse regular employees for textbooks and tuition, registration and lab fees for occupationally related school courses, satisfactorily completed on the employee's own time, individual memberships in occupationally related technical and professional associations, and occupationally related registration, certification or license fees. Reimbursements received for completed course work may be reportable income for tax purposes.

The District shall reimburse employees up to a maximum of $2,000 per calendar year.

The District will make final determination as to work relatedness of classes and appropriateness of payment. Specific procedures regarding this program are outlined in the Employee Handbook.

16.4 Tool Replacement

Employees in certain job classifications are required to provide tools that are needed to perform the duties of their jobs. Employees should take all reasonable precautions to protect tools from theft, including locking them up when not in use or taking them home at night. Tools which are stolen while performing District work or as a result of forcible entry on District property should be reported to the appropriate supervisor immediately.
A tool required by an employee for the performance of their job shall be documented and verified by the employee and employee's supervisor. A tool list will be kept on file with the employee's supervisor and will include the make, brand and size of each tool. It shall be the employee's responsibility to insure that this list is kept current and up to date. Any listed tool that is stolen while performing District work or as a result of identifiable forcible entry on District property will be replaced in-kind by the District.

Tools will not be replaced because of employee negligence; the failure of employees to ensure facilities and equipment are locked; or the failure to update the employee's tool list.