Employee only Coverage Clause Samples
The 'Employee only Coverage' clause defines that the benefits or insurance provided under the agreement apply solely to the individual employee and not to their dependents or family members. In practice, this means that only the employee is eligible for coverage such as health, dental, or life insurance, and any additional coverage for spouses or children would not be included unless specified elsewhere. This clause serves to clearly limit the employer's obligations and manage costs by restricting coverage to employees alone, thereby avoiding misunderstandings about who is entitled to benefits.
Employee only Coverage. Effective January 1, 2019, the District shall contribute no less than seventy-five percent (75%) of the total cost of the premium towards employee only coverage. The employee will pay the difference between the District contribution and the total cost of the premium for employee only coverage.
Employee only Coverage. Beginning with the 2018 plan year that begins January 1, 2018, the District will pay 100% of the premium costs for employee-only coverage, up to the amount of the Anthem HMO employee-only rate. If the employee selects a higher cost plan, then the employee will contribute the difference through payroll deductions. For example, if the HMO premium for employee-only coverage is $700 per month, and the employee enrolls in plan with premiums of $800 per month, then the employee would contribute $100 per month through two payroll deductions of $50 each.
Employee only Coverage. Effective January 1, 2006, the Employer will switch to the reduced cost Aetna HMO. The Employer agrees to contribute an amount equal to one hundred percent (100%) of the least expensive HMO cost for employee only coverage. For any employee plan costing more than the cost of the least expensive HMO plan, the employee pays the difference. If, however, a HMO plan is not available as an option for an employee, the Employer agrees to contribute, for that employee only, an amount equal to one hundred percent (100%) of the cost of the plan that is next more expensive than the HMO plan for employee-only coverage, this amount not to exceed the cost of the PPO plan.
Employee only Coverage. The Employer shall pay 95% of the premium cost of the medical plan selected by the nurse for each eligible nurse regularly scheduled to work 24 hours per week or more (.6 FTE status or more) and the nurse shall pay the remaining 5% of the premium cost through payroll deduction. As for other eligible part-time nurses, the Employer shall pay one-half (½) of 95% of the premium cost of the medical plan selected by the nurse and the nurse shall pay the balance through payroll deduction. The Employer’s obligation and liability shall be limited to paying the premium costs outlined above. Each eligible registered nurse may also select coverage for dependents, at an additional cost to the registered nurse to be paid through payroll deduction. The Employer shall pay 60% of the total monthly premium for dependent coverage of the selected plan for nurses regularly scheduled to work 24 hours per week or more (0.6 FTE status or more), and the nurse shall pay the remaining 40% of the premium cost for dependent coverage of the selected plan through payroll deduction. As for other eligible part-time nurses (0.5 to 0.599 FTE), the Employer shall pay one-half (1/2) of 60% of the total monthly premium for dependent coverage of the selected plan, and the nurse shall pay the balance through payroll deduction. The Employer shall pay medical and dental premiums for the dependents of those registered nurses for whom medical coverage has been purchased by the registered nurse pursuant to this section. The Employer shall not be required to continue to provide benefits that are no longer included in the provider’s revised options. If the Employer chooses to select or provide an alternative plan(s) with a different provider, it may do so without bargaining with the Association Union so long as the current benefit level under the least costly plan as described above does not decrease. Otherwise, the Employer must bargain with the Association Union prior to the implementation of the change. Prior to changing any insurance plans, the Employer shall provide the Association Union with a copy of both the proposed plan and the existing plan to enable the Association Union to determine whether the benefits have been decreased. Changes in plan design imposed by the provider shall not trigger a duty to bargain unless the benefit-structure of the least costly plan is substantially reduced, e.g., change from HMO to Catastrophic coverage.
Employee only Coverage. Effective January 1, 2022, all employees regardless of hire date shall be considered eligible unless during the Stated or Initial twelve (12) Month Measurement Period, they average less than twenty-eight (28) hours per week or if coverage is terminated earlier pursuant to Section 13.5.
Employee only Coverage. Effective, January 1, 2014 the District shall pay $250.00 per plan year per eligible employee toward employee only coverage.