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Item 15 - Benefits
15.1 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 Resolution. 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 inform the Management and Confidential
employees 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 notify the
Management and Confidential employees.
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 Provision
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 Medical Benefits
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 retiree 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 Resolution
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.
Retiree Monthly Premium Payments
Retiree and one dependent $8.00 per month
Retiree and
two or more dependents $13.00 per month
- 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.
- 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.
- 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. All other levels of dental benefits remain
as contracted with the District for the plan year.
15.2 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 Management Confidential Employees
will be notified prior
to finalization of any such changes.
15.3 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.
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