Automatic Deposits. All teachers hired after June 30, 2005, will have their paychecks automatically deposited in one or more financial institutions of their choosing. Teachers hired before July 1, 2005, may maintain their present method of payment. The request will be made on a form provided by the Payroll Office. Provided all information on the auto deposit form is validated by the financial institution(s), the automatic deposit should commence the second payday following the submission of the request. Teachers wishing to change the automatic deposit arrangement must notify the Payroll Office by using an approved form. Changes are subject to the same validation process discussed above and should commence on the second payday following submission of the change request. Subject to any changes which may be implemented by the Joint Committee, as defined herein, the District agrees to provide the health insurance coverage in effect July 2005 for each employee and dependents beginning the first day of the month following employment and continuing until employment termination. It is further agreed that the same coverage will be extended until August 31 for any terminating teacher who holds and completes a full year contract. Terminating teachers who qualify for health coverage under the Alaska Teachers' Retirement System (TRS) do not qualify for health coverage under the District's plan. An employee has the option to continue health insurance coverage at his/her own expense during a long- term leave of absence. Nothing in this provision is intended to supersede provisions of the federal Family and Medical Leave Act of 1993 as it applies to the Fairbanks North Star Borough School District. A Joint Committee on Health Benefits shall be composed of three (3) representatives selected by the Fairbanks Education Association, three (3) representatives selected by the Education Support Staff Association, one (1) representative selected by the Fairbanks Principals' Association, the Fairbanks North Star Borough Risk Manager as a non-voting member, and three (3) representatives selected by the Superintendent. The Joint Committee shall select a chairperson from its membership. A quorum for the meetings shall require no fewer than seven (7) committee members. The Committee will conduct a formal vote on any proposed changes in benefits. Minutes shall be taken of the meetings. The Joint Committee shall be empowered to determine health care benefits to be provided, which shall be formalized through memorandum of agreement between the District and a designated representative of each affected employee group. "Health care benefits" shall include dates of eligibility for coverage, benefit schedules, deductibles, co-payment provisions, preferred provider programs, wellness programs, and other options designed to enhance benefit options while containing costs. The District shall not be required to adopt changes made by this committee which would: a. result in violations of established laws or regulations; b. alter the administration or management of health care benefits and life insurance benefits; c. result in a cost increase to the District of more than five percent (5%) over the negotiated per month per employee figure; or d. be detrimental to the financial interests of the District, as determined by the Superintendent. The Joint Committee shall be subject to the further limitation that for the 2005-06 school year the District agrees to pay up to five hundred forty dollars ($540) per month per employee, and for the 2006-07 school year the District agrees to pay up to five hundred fifty dollars ($550) per month per employee, and for the 2007-08 school year the District agrees to pay up to five hundred sixty dollars ($560) per month per employee for health care benefits and life insurance benefits. Except for the transition period, the negotiated monthly cap of a prior fiscal year will be used to determine the employee contribution to insurance costs for the following plan year, i.e., the 2005-06 negotiated monthly cap will be used to calculate the amount of the employee’s monthly contribution in the plan year beginning January 1, 2007. Should the average monthly rate per employee exceed the monthly cap, for a July to June twelve (12) month period, the additional cost shall be borne equally between the employee and the District over nineteen (19) pay periods. Transition Period: The 2004-05 negotiated monthly cap of five hundred forty dollars ($540) will be used to determine the monthly employee contribution to insurance costs from September 2005 through December 2006. Any amounts due shall be deducted in nineteen (19) equal installments during the months of September 2005 through May 2006 and nine (9) equal installments during the months of September 2006 through December 2006. Health care costs are composed of claims paid, the costs of administering the health care plan by the third party administrator or its successor(s), aggregate and specific stop-loss premiums, utilization review fees, case management costs, independent medical examinations, health program audit rewards, Tanana Valley PA Clinic, PATH initiative costs, COBRA premium receipts, refunds, consultant fees, life and accidental death insurance premiums, and any added costs resulting from changes in the administration of the health and life insurance program agreed to by the parties during the term of the collective bargaining agreement or due to any requirement imposed by state or federal law. For purposes of calculating costs above the monthly cap, the employee monthly rate shall be determined by a three (3) year average of the actual plan expenses reported to the plan administrator, Welfare and Pension Administrative Services, Inc. or its successor. The District agrees to work with the Joint Committee to provide reasonable time for meetings and provide adequate support, including an expert health care consultant for plan design. Administrative leave will be provided for all participants. Should health care costs for the District remain below the negotiated monthly cap per employee for a July to June twelve (12) month period, any such savings shall be applied as the Joint Committee may determine to offset future year expenses and/or provide additional benefits. The District shall provide each employee with a copy of the Summary Plan Description for health care benefits and shall inform employees of any changes in benefits. 112 LIFE INSURANCE The District shall provide group life insurance for each member of the bargaining unit in an amount equal to the teacher's annual salary rounded up to the nearest thousand. The policy shall include a double indemnity provision. A teacher has the option to continue life insurance coverage at his/her own expense during a long-term leave of absence. 200 UNPAID LEAVES OF ABSENCE 201 GENERAL PROVISIONS I. Unpaid leaves of absence are: 202 Disability Leave; 203 Child Care Leave; 204 Leave to Hold Elected Office; and 205 Long-Term Leave Without Pay. Deadlines for applying for leave are set forth in Articles 202–205 of this article, under each specific leave.
Appears in 1 contract
Sources: Negotiated Agreement
Automatic Deposits. All teachers hired after June 30, 2005, will have their paychecks automatically deposited in one or more financial institutions of their choosing. Teachers hired before July 1, 2005, may maintain their present method of payment. The request will be made on a form provided by the Payroll Office. Provided all information on the auto deposit form is validated by the financial institution(s), the automatic deposit should commence the second payday following the submission of the request. Teachers wishing to change the automatic deposit arrangement must notify the Payroll Office by using an approved form. Changes are subject to the same validation process discussed above and should commence on the second payday following submission of the change request. Subject to any changes which may be implemented by the Joint Committee, as defined herein, the 110 HEALTH BENEFITS PLAN
A. Medical and Prescription Plans The District agrees to provide the offer options for health insurance coverage in effect July 2005 for each employee and dependents plan coverage, as described below, beginning the first day of the month following thirty (30) days of employment and continuing until employment termination. It is further agreed that For employees who elect to participate in the same District’s health benefits plan, coverage will be extended extend until August 31 for any terminating teacher who holds and completes a full year contract. Terminating teachers who qualify for health coverage under the Alaska Teachers' ’ Retirement System (TRS) do not qualify for health coverage under the District's ’s plan. An employee has the option to continue health insurance plan coverage at his/her own expense during a long- long-term leave of absence. Nothing Employees may choose not to be covered by District health benefits and therefore not required to make an employee contribution, provided the employee signs a statement attesting that he/she is covered by other health insurance. Employees who wish to enroll a spouse and/or children in this provision is intended the District’s plan may do so by completing the proper paperwork and providing the required supporting documentation to supersede provisions Human Resources in a timely manner. The District offers a Plan Option A and two High Deductible Health Plans (HDHP). Plan A will only be available to employees enrolled in Plan A as of January 1, 2021. Plan options, benefits, and criteria for participation are described in the Summary Plan Description. The District shall provide each employee with a copy of the federal Family Summary Plan Description describing health care benefits and Medical Leave Act shall inform employees of 1993 as it applies any changes in benefits annually. Employee contributions to the Fairbanks North Star Borough School District’s plan in the form of payroll deductions will be based on a tiered structure as follows: Employee Only Employee + Spouse or Employee + Child(ren) Employee + Family Plan costs will be set annually based on a fiscal year basis. Costs will be established by the health plan consultant’s projected costs for the health plan using an actuary and are dependent on which family tier of coverage is selected. Employee contributions will be deducted from employee paychecks over nineteen (19) pay periods beginning with the first pay check in September. For the High Deductible Health Plans (HDHP) (Plan B and Plan C), the District shall pay 100% and an employee shall pay 0% of the health plan costs for calendar years 2020 and 2021. The dollar amount for the 100% rate will become the hard cap of District contribution for Plans A, B and C. If actual claims in each of the three plans are less than the projected claims, the difference will be credited towards the employee dollar share for the purpose of calculating the subsequent year’s premium for each plan. Premiums shall not be less than zero (0). An employee’s contribution for Plan Option A, B and C will be based on a negotiated formula applied to the tiered structure as follows: Employee Only 75% of the Base-Employee-Contribution Employee + Spouse or Employee + Child(ren) 100% of the Base-Employee-Contribution Employee + Family 125% of the Base-Employee-Contribution For part-time employees, the District’s contribution rate is prorated based on the part time employee’s FTE and as such, the contribution rate is two (2) times the full-time employee rate. Health plan costs are composed of claims paid, the costs of administering the health care plan by the third party administrator or its successor(s), aggregate and specific stop-loss premiums, utilization review fees, case management costs, health program audit rewards, PA Clinic, wellness initiative costs, COBRA premium receipts, refunds, consultant fees, and any added costs resulting from changes in the administration of the health benefits plan agreed to by the parties during the term of the collective bargaining agreement or due to any requirement imposed by state or federal law. Plan B will be a qualified High Deductible plan eligible for Health Savings Account (HSA) and Plan C will be a qualified High Deductible plan eligible for Health Reimbursement Arrangements (HRA). Employees enrolled and participating in a qualifying (HSA)/Plan B, may elect an annual seven-hundred fifty ($750) dollar District contribution for the duration of this contract. Employees enrolled and participating in a qualifying (HRA)/Plan C, shall receive an annual seven-hundred fifty ($750) dollar District contribution for the duration of this contract.
B. Dental, Vision, and Audio Plan Dental, Vision, and Audio (DVA) coverage is an optional plan that is available to all employees at an additional cost. Beginning in calendar year 2021, all employees who elect the optional DVA plan shall pay the premium costs. Those employees who waive medical and prescription coverage may elect to purchase DVA coverage at the same rate.
C. Joint Committee on Health Benefits A Joint Committee on Health Benefits (Joint Committee) shall be composed of three (3) representatives selected by the Fairbanks Education Association, three (3) representatives selected by the Education Support Staff Association, one (1) representative selected by the Fairbanks Principals' Association, the Fairbanks North Star Borough Risk Manager as a non-voting nonvoting member, and three (3) representatives selected by the Superintendent. The Joint Committee shall select a chairperson from its membership. A quorum for the meetings shall require no fewer than seven (7) committee members. The Joint Committee will conduct a formal vote on any proposed changes in benefits. Passage of motions requires a super majority vote of seventy-five percent (75%). Minutes shall be taken of the meetings. The Joint Committee shall be empowered to determine health care benefits to be provided, which shall be formalized through a memorandum of agreement between the District and a designated representative of each affected employee group. "Health care benefits" shall include dates of eligibility for coverage, benefit schedules, deductibles, co-payment provisions, preferred provider programs, wellness programs, and other options designed to enhance contain costs while enhancing benefit options while containing costsoptions. The District shall not be required to adopt changes made by this committee which would:
a. result Result in violations of established laws or regulations;
b. alter Alter the administration or management of health care benefits and life insurance benefits;
c. result Result in a cost increase to the District Plan of more than five percent (5%) over the negotiated per month per employee figure); or
d. be Be detrimental to the financial interests of the District, as determined by the Superintendent. The Joint Committee shall be subject to the further limitation that for the 2005-06 school year the District agrees to pay up to five hundred forty dollars ($540) per month per employee, and for the 2006-07 school year the District agrees to pay up to five hundred fifty dollars ($550) per month per employee, and for the 2007-08 school year the District agrees to pay up to five hundred sixty dollars ($560) per month per employee for health care benefits and life insurance benefits. Except for the transition period, the negotiated monthly cap of a prior fiscal year will be used to determine the employee contribution to insurance costs for the following plan year, i.e., the 2005-06 negotiated monthly cap will be used to calculate the amount of the employee’s monthly contribution in the plan year beginning January 1, 2007. Should the average monthly rate per employee exceed the monthly cap, for a July to June twelve (12) month period, the additional cost shall be borne equally between the employee and the District over nineteen (19) pay periods. Transition Period: The 2004-05 negotiated monthly cap of five hundred forty dollars ($540) will be used to determine the monthly employee contribution to insurance costs from September 2005 through December 2006. Any amounts due shall be deducted in nineteen (19) equal installments during the months of September 2005 through May 2006 and nine (9) equal installments during the months of September 2006 through December 2006. Health care costs are composed of claims paid, the costs of administering the health care plan by the third party administrator or its successor(s), aggregate and specific stop-loss premiums, utilization review fees, case management costs, independent medical examinations, health program audit rewards, Tanana Valley PA Clinic, PATH initiative costs, COBRA premium receipts, refunds, consultant fees, life and accidental death insurance premiums, and any added costs resulting from changes in the administration of the health and life insurance program agreed to by the parties during the term of the collective bargaining agreement or due to any requirement imposed by state or federal law. For purposes of calculating costs above the monthly cap, the employee monthly rate shall be determined by a three (3) year average of the actual plan expenses reported to the plan administrator, Welfare and Pension Administrative Services, Inc. or its successor. The District agrees to work with the Joint Committee to provide reasonable time for meetings and provide adequate support, including an expert health care consultant for plan design. Administrative leave will be provided for all participants. Should health care costs for the District remain below the negotiated monthly cap per employee for a July to June twelve (12) month period, any such savings shall be applied as the Joint Committee may determine to offset future year expenses and/or provide additional benefits. The District shall provide each employee with a copy of the Summary Plan Description for health care benefits and shall inform employees of any changes in benefits. 112 111 LIFE INSURANCE The District shall provide group term life insurance for each member of the bargaining unit in an amount equal to the teacher's annual salary rounded up to the nearest thousand. The policy shall include a double indemnity provision. A teacher has the option to continue District group term life insurance coverage at his/her own expense during a long-term leave of absence. 200 UNPAID LEAVES OF ABSENCE 201 GENERAL PROVISIONS112 SUPPLEMENTAL RETIREMENT ACCOUNTS The District will match employee contributions up to 1% of the employee’s annual salary into the employee’s supplemental retirement account. Teachers may choose from any combination of the following methods of contribution, if qualified:
I. Unpaid leaves A. All teachers may contribute up to the cash out value of absence are: 202 Disability Leave; 203 Child Care Leave; 204 Leave their personal leave annually at their per diem rate, up to Hold Elected Office; and 205 Long-Term Leave Without Pay$350. Deadlines for applying for Teachers may contribute half days.
B. Tier III teachers may contribute up to three (3) sick leave are set forth in Articles 202–205 of this articledays annually at their per diem rate, under each specific leave.up to $350, according to the following guidelines:
Appears in 1 contract
Sources: Negotiated Agreement
Automatic Deposits. All teachers hired after June 30, 2005, will have their paychecks automatically deposited in one or more financial institutions of their choosing. Teachers hired before July 1, 2005, may maintain their present method of payment. The request will be made on a form provided by the Payroll Office. Provided all information on the auto deposit form is validated by the financial institution(s), the automatic deposit should commence the second payday following the submission of the request. Teachers wishing to change the automatic deposit arrangement must notify the Payroll Office by using an approved form. Changes are subject to the same validation process discussed above and should commence on the second payday following submission of the change request. Subject to any changes which may be implemented by the Joint Committee, as defined herein, the The District agrees to provide the offer options for health insurance coverage in effect July 2005 for each employee and dependents benefits coverage, as described below, beginning the first day of the month following employment and continuing until employment termination. It is further agreed that For employees who elect to participate in the same district’s health benefits plan, coverage will be extended extend until August 31 for any terminating teacher who holds and completes a full year contract. Terminating teachers who qualify for health coverage under the Alaska Teachers' ’ Retirement System (TRS) do not qualify for health coverage under the District's district’s plan. An employee has the option to continue health insurance benefits coverage at his/her own expense during a long- long-term leave of absence. Nothing Employees may choose not to be covered by district health benefits and therefore not required to make an employee contribution, provided the employee signs a statement attesting that he/she is covered by other health insurance. Employees who wish to enroll a spouse and/or children in this provision is intended the district’s plan may do so by completing the proper paperwork and providing the required supporting documentation to supersede provisions Human Resources in a timely manner. The District offers a Plan Option A and a Plan Option B. Plan options, benefits, and criteria for participation are described in the Summary Plan Description and are subject to revision by the Joint Committee on Health Benefits. The District shall provide each employee with a copy of the federal Family Summary Plan Description describing health care benefits and Medical Leave Act shall inform employees of 1993 as it applies any changes in benefits annually. Employee contributions to the Fairbanks North Star Borough School Districtdistrict’s plan in the form of payroll deductions will be based on a family tiered structure as follows: Employee Only Employee + Spouse or Employee + Child(ren) Employee + Family Employee contributions are based on a three (3) year average of total health plan costs and are dependent on which family tier of coverage is selected. Employee contributions will be deducted from employee paychecks over nineteen (19) pay periods beginning with the first pay check in September. Total employee dollar share of health plan costs is based on the negotiated employee percentage as applied to average plan costs. For the 2013-2016 plan years the employee percentage will be fifteen percent (15%). The details of the computation of employee contributions are described in the Appendix B, under the title The Health Benefits Employee Contribution Calculation. Health plan costs are composed of claims paid, the costs of administering the health care plan by the third party administrator or its successor(s), aggregate and specific stop-loss premiums, utilization review fees, case management costs, health program audit rewards, PA Clinic, PATH initiative costs, COBRA premium receipts, refunds, consultant fees, and any added costs resulting from changes in the administration of the health benefits plan agreed to by the parties during the term of the collective bargaining agreement or due to any requirement imposed by state or federal law.
A Joint Committee on Health Benefits (Joint Committee) shall be composed of three (3) representatives selected by the Fairbanks Education Association, three (3) representatives selected by the Education Support Staff Association, one (1) representative selected by the Fairbanks Principals' Association, the Fairbanks North Star Borough Risk Manager as a non-voting member, and three (3) representatives selected by the Superintendent. The Joint Committee shall select a chairperson from its membership. A quorum for the meetings shall require no fewer than seven (7) committee members. The Joint Committee will conduct a formal vote on any proposed changes in benefits. Passage of motions requires a super majority vote of seventy-five percent (75%). Minutes shall be taken of the meetings. The Joint Committee shall be empowered to determine health care benefits to be provided, which shall be formalized through a memorandum of agreement between the District and a designated representative of each affected employee group. "Health care benefits" shall include dates of eligibility for coverage, benefit schedules, deductibles, co-payment provisions, preferred provider programs, wellness programs, and other options designed to enhance benefit options while containing costs. The District shall not be required to adopt changes made by this committee which would:
a. result in violations of established laws or regulations;
b. alter the administration or management of health care benefits and life insurance benefits;
c. result in a cost increase to the District Plan of more than five percent (5%) over the negotiated per month per employee figure); or
d. be detrimental to the financial interests of the District, as determined by the Superintendent. The Joint Committee shall be subject to the further limitation that for the 2005-06 school year the District agrees to pay up to five hundred forty dollars ($540) per month per employee, and for the 2006-07 school year the District agrees to pay up to five hundred fifty dollars ($550) per month per employee, and for the 2007-08 school year the District agrees to pay up to five hundred sixty dollars ($560) per month per employee for health care benefits and life insurance benefits. Except for the transition period, the negotiated monthly cap of a prior fiscal year will be used to determine the employee contribution to insurance costs for the following plan year, i.e., the 2005-06 negotiated monthly cap will be used to calculate the amount of the employee’s monthly contribution in the plan year beginning January 1, 2007. Should the average monthly rate per employee exceed the monthly cap, for a July to June twelve (12) month period, the additional cost shall be borne equally between the employee and the District over nineteen (19) pay periods. Transition Period: The 2004-05 negotiated monthly cap of five hundred forty dollars ($540) will be used to determine the monthly employee contribution to insurance costs from September 2005 through December 2006. Any amounts due shall be deducted in nineteen (19) equal installments during the months of September 2005 through May 2006 and nine (9) equal installments during the months of September 2006 through December 2006. Health care costs are composed of claims paid, the costs of administering the health care plan by the third party administrator or its successor(s), aggregate and specific stop-loss premiums, utilization review fees, case management costs, independent medical examinations, health program audit rewards, Tanana Valley PA Clinic, PATH initiative costs, COBRA premium receipts, refunds, consultant fees, life and accidental death insurance premiums, and any added costs resulting from changes in the administration of the health and life insurance program agreed to by the parties during the term of the collective bargaining agreement or due to any requirement imposed by state or federal law. For purposes of calculating costs above the monthly cap, the employee monthly rate shall be determined by a three (3) year average of the actual plan expenses reported to the plan administrator, Welfare and Pension Administrative Services, Inc. or its successor. The District agrees to work with the Joint Committee to provide reasonable time for meetings and provide adequate support, including an expert health care consultant for plan design. Administrative leave will be provided for all participants. Should health care costs for the District remain below the negotiated monthly cap per employee for a July to June twelve (12) month period, any such savings shall be applied as the Joint Committee may determine to offset future year expenses and/or provide additional benefits. The District shall provide each employee with a copy of the Summary Plan Description for health care benefits and shall inform employees of any changes in benefits. 112 LIFE INSURANCE The District shall provide group term life insurance for each member of the bargaining unit in an amount equal to the teacher's annual salary rounded up to the nearest thousand. The policy shall include a double indemnity provision. A teacher has the option to continue district group term life insurance coverage at his/her own expense during a long-term leave of absence. 200 UNPAID LEAVES OF ABSENCE 201 GENERAL PROVISIONSPROVISIONS I.
I. A. Unpaid leaves of absence are: 202 Disability Leave; , 203 Child Care Leave; , 204 Leave to Hold Elected Office; , and 205 Long-Term Leave Without without Pay. Deadlines for applying for leave are set forth in Articles 202–205 of this article, under each specific leave.
Appears in 1 contract
Sources: Negotiated Agreement
Automatic Deposits. All teachers hired after June 30, 2005, will have their paychecks automatically deposited in one or more financial institutions of their choosing. Teachers hired before July 1, 2005, may maintain their present method of payment. The request will be made on a form provided by the Payroll Office. Provided all information on the auto deposit form is validated by the financial institution(s), the automatic deposit should commence the second payday following the submission of the request. Teachers wishing to change the automatic deposit arrangement must notify the Payroll Office by using an approved form. Changes are subject to the same validation process discussed above and should commence on the second payday following submission of the change request. Subject to any changes which may be implemented by the Joint Committee, as defined herein, the The District agrees to provide the offer options for health insurance coverage in effect July 2005 for each employee and dependents coverage, as described below, beginning the first day of the month following employment and continuing until employment termination. It is further agreed that For employees who elect to participate in the same district’s health insurance plan, coverage will be extended extend until August 31 for any terminating teacher who holds and completes a full year contract. Terminating teachers who qualify for health coverage under the Alaska Teachers' ’ Retirement System (TRS) do not qualify for health coverage under the District's district’s plan. An employee has the option to continue health insurance coverage at his/her own expense during a long- long-term leave of absence. Nothing Employees may choose not to be covered by district health insurance and therefore not required to make an employee contribution, provided the employee signs a statement attesting that he/she is covered by other health insurance. Employees who wish to enroll a spouse and/or children in this provision is intended the district’s plan may do so by completing the proper paperwork and providing the required supporting documentation to supersede provisions Human Resources in a timely manner. The District offers a Plan Option A and a Plan Option B. Plan options, benefits, and criteria for participation are described in the Summary Plan Description and are subject to revision by the Joint Committee on Health Benefits. The District shall provide each employee with a copy of the federal Family Summary Plan Description describing health care benefits and Medical Leave Act shall inform employees of 1993 as it applies any changes in benefits annually. Employee contributions to the Fairbanks North Star Borough School Districtdistrict’s plan in the form of payroll deductions will be based on a family tiered structure as follows: Employee Only Employee + Spouse or Employee + Child(ren) Employee + Family Employee contributions are based on a three (3) year average of total health plan costs and are dependent on which family tier of coverage is selected. Employee contributions will be deducted from employee paychecks over nineteen (19) pay periods beginning with the first pay check in September. Total employee dollar share of health plan costs is based on the negotiated employee percentage as applied to average plan costs. For the 2012 plan year the employee percentage will be fifteen percent (15%). The details of the computation of employee contributions are described in the Appendix B, under the title The Health Insurance Employee Contribution Calculation. Health plan costs are composed of claims paid, the costs of administering the health care plan by the third party administrator or its successor(s), aggregate and specific stop-loss premiums, utilization review fees, case management costs, health program audit rewards, PA Clinic, PATH initiative costs, COBRA premium receipts, refunds, consultant fees, and any added costs resulting from changes in the administration of the health insurance plan agreed to by the parties during the term of the collective bargaining agreement or due to any requirement imposed by state or federal law.
A Joint Committee on Health Benefits (Joint Committee) shall be composed of three (3) representatives selected by the Fairbanks Education Association, three (3) representatives selected by the Education Support Staff Association, one (1) representative selected by the Fairbanks Principals' Association, the Fairbanks North Star Borough Risk Manager as a non-voting member, and three (3) representatives selected by the Superintendent. The Joint Committee shall select a chairperson from its membership. A quorum for the meetings shall require no fewer than seven (7) committee members. The Joint Committee will conduct a formal vote on any proposed changes in benefits. Passage of motions requires a super majority vote of seventy-five percent (75%). Minutes shall be taken of the meetings. The Joint Committee shall be empowered to determine health care benefits to be provided, which shall be formalized through a memorandum of agreement between the District and a designated representative of each affected employee group. "Health care benefits" shall include dates of eligibility for coverage, benefit schedules, deductibles, co-payment provisions, preferred provider programs, wellness programs, and other options designed to enhance benefit options while containing costs. The District shall not be required to adopt changes made by this committee which would:
a. result in violations of established laws or regulations;
b. alter the administration or management of health care benefits and life insurance benefits;
c. result in a cost increase to the District Plan of more than five percent (5%) over the negotiated per month per employee figure); or
d. be detrimental to the financial interests of the District, as determined by the Superintendent. The Joint Committee shall be subject to the further limitation that for the 2005-06 school year the District agrees to pay up to five hundred forty dollars ($540) per month per employee, and for the 2006-07 school year the District agrees to pay up to five hundred fifty dollars ($550) per month per employee, and for the 2007-08 school year the District agrees to pay up to five hundred sixty dollars ($560) per month per employee for health care benefits and life insurance benefits. Except for the transition period, the negotiated monthly cap of a prior fiscal year will be used to determine the employee contribution to insurance costs for the following plan year, i.e., the 2005-06 negotiated monthly cap will be used to calculate the amount of the employee’s monthly contribution in the plan year beginning January 1, 2007. Should the average monthly rate per employee exceed the monthly cap, for a July to June twelve (12) month period, the additional cost shall be borne equally between the employee and the District over nineteen (19) pay periods. Transition Period: The 2004-05 negotiated monthly cap of five hundred forty dollars ($540) will be used to determine the monthly employee contribution to insurance costs from September 2005 through December 2006. Any amounts due shall be deducted in nineteen (19) equal installments during the months of September 2005 through May 2006 and nine (9) equal installments during the months of September 2006 through December 2006. Health care costs are composed of claims paid, the costs of administering the health care plan by the third party administrator or its successor(s), aggregate and specific stop-loss premiums, utilization review fees, case management costs, independent medical examinations, health program audit rewards, Tanana Valley PA Clinic, PATH initiative costs, COBRA premium receipts, refunds, consultant fees, life and accidental death insurance premiums, and any added costs resulting from changes in the administration of the health and life insurance program agreed to by the parties during the term of the collective bargaining agreement or due to any requirement imposed by state or federal law. For purposes of calculating costs above the monthly cap, the employee monthly rate shall be determined by a three (3) year average of the actual plan expenses reported to the plan administrator, Welfare and Pension Administrative Services, Inc. or its successor. The District agrees to work with the Joint Committee to provide reasonable time for meetings and provide adequate support, including an expert health care consultant for plan design. Administrative leave will be provided for all participants. Should health care costs for the District remain below the negotiated monthly cap per employee for a July to June twelve (12) month period, any such savings shall be applied as the Joint Committee may determine to offset future year expenses and/or provide additional benefits. The District shall provide each employee with a copy of the Summary Plan Description for health care benefits and shall inform employees of any changes in benefits. 112 LIFE INSURANCE The District shall provide group term life insurance for each member of the bargaining unit in an amount equal to the teacher's annual salary rounded up to the nearest thousand. The policy shall include a double indemnity provision. A teacher has the option to continue district group term life insurance coverage at his/her own expense during a long-term leave of absence. 200 UNPAID LEAVES OF ABSENCE 201 GENERAL PROVISIONSPROVISIONS I.
I. A. Unpaid leaves of absence are: 202 Disability Leave; , 203 Child Care Leave; , 204 Leave to Hold Elected Office; , and 205 Long-Term Leave Without without Pay. Deadlines for applying for leave are set forth in Articles 202–205 of this article, under each specific leave.
Appears in 1 contract
Sources: Negotiated Agreement