Common use of Employer Coverage Clause in Contracts

Employer Coverage. It is the employee’s responsibility to advise the Plan via the University’s Human Resources Office immediately (and not later than 30 days after any change in eligibility) if the employee’s spouse becomes eligible to participate in group medical health insurance and/or prescription drug insurance sponsored by his/her employer, business, or employer’s retirement plan. Upon becoming eligible, the employee’s spouse must enroll in group medical and/or prescription insurance sponsored by his/her employer, business, or employer’s retirement planEmployer Coverage unless he/she is exempt from this requirement in accordance with the exemptions stated in this section. Every bargaining unit member whose spouse participates in the University’s group medical and/or prescription drug insurance coverage shall complete and submit to the Plan, upon request, a written certification verifying whether his/her spouse is eligible to participate in group medical and/or prescription drug insurance coverage sponsored by the spouse’s employer, business, or employer’s retirement plan.for, and enrolled in, Employer Coverage. If any bargaining unit member fails to complete and submit the certification during the annual certification process, such bargaining unit member’s spouse will be removed immediately from the University’s medical insurance and/or prescription drug insurance ▇▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇▇▇ Coverage. Any information not completed or provided on the certification form may be requested from the employee. If a bargaining unit member submits false material information or fails to timely advise the Plan via the cChief hHuman rResources oOfficer of a change in the eligibility of the employee’s spouse for group medical and/or prescription drug insurance sponsored by his/her employer, business or employer’s retirement planEmployer Coverage within 30 days of notification of such eligibility, and such false information or failure results in the provision of University providing medical and prescription drug benefits to Coverage to which the employee’s spouse to which they areis not entitled, the employee’s spouse will be disenrolled from University Coverage. Such disenrollment may be retroactive to the date as of which the employee’s spouse became ineligible for plan coverage, as determined by the administrator for the University Coverage. The administrator shall provide at least 30 days advance written notice of any proposed retroactive disenrollment. In the event of retroactive disenrollment, the bargaining unit member will be personally liable to the applicable University Coverage for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the University. In addition, the bargaining unit member’s spouse will be terminated immediately from the group medical and/or prescription drug insurance sponsored by the University. If Coverage as a result of the false information or failure. Additionally, if the bargaining unit member submits false information in this context, the employee may be subject to disciplinary action, up to and including termination of employment. The details of the working spouse limitations and coordination of benefits requirements are available upon request from the Human Resources Office. For purposes of salary deduction toward premium cost sharing, families in which both spouses are employed by YSU have the option either to be treated as only one employee, with employee + one, or family coverage, or to select individual coverage and for each to pay the single salary share of the premium. If one spouse/domestic partner works for YSU and the other does not, the children remain on the YSU insurance. If both spouses/domestic partners work for the University, in the case of family coverage, the higher-paid employee pays for the employee + 1 or family coverage.

Employer Coverage. It is the employee’s responsibility to advise the Plan via the University’s Human Resources Office Benefits Manager immediately (and not later than 30 less thirty calendar days after any change in eligibility) if the employee’s spouse becomes eligible to participate in group medical health insurance and/or prescription drug insurance sponsored by his/her employer, business, or employer’s retirement planEmployer Coverage. Upon becoming eligible, the employee’s spouse must enroll in group medical and/or prescription insurance sponsored by his/her employer, business, or employer’s retirement planEmployer Employer Coverage unless he/she is they are exempt from this requirement in accordance with the exemptions stated in this section. . a. Every bargaining unit member whose spouse participates in the University’s group medical and/or and prescription drug insurance coverage shall complete and submit to the PlanUniversity’s Human Resource Benefit Manager, upon request, a written certification verifying whether his/her their spouse is eligible to participate in group medical and/or prescription drug insurance coverage sponsored by the spouse’s employer, business, or employer’s retirement plan.for, for and enrolled in, in Employer Coverage. If any bargaining unit member fails to complete and submit the certification during the annual certification process, such bargaining unit member’s spouse will be removed immediately from the University’s medical insurance and/or prescription drug insurance ▇▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇▇▇ University Coverage. Any information not completed or provided on the certification form may be requested from the employee. . b. If a bargaining unit member submits false material information or fails to timely advise the Plan via the cChief hHuman rResources oOfficer Human Resources Benefits Manager or their designee of a change in the eligibility of the employee’s spouse for group medical and/or prescription drug insurance sponsored by his/her employer, business or employer’s retirement planEmployer Employer Coverage within 30 calendar days of notification of such eligibility, and such false information or failure results in the provision of University providing medical and prescription drug benefits to Coverage to which the employee’s spouse to which they areis is not entitled, the employee’s spouse will be disenrolled from University Coverage. Such disenrollment may be retroactive to the date as of which the employee’s spouse became ineligible for plan coverage, as determined by the administrator for the University Coverage. The administrator shall provide at least 30 thirty calendar days advance written notice of any proposed retroactive disenrollment. In the event of retroactive disenrollment, the bargaining unit member will be personally liable to the applicable University Coverage for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the University. In addition, the bargaining unit member’s spouse will be terminated immediately from the group medical and/or prescription drug insurance sponsored by the University. If University Coverage as a result of the false information or failure. Additionally, if the bargaining unit member submits false information in this context, the employee may be subject to disciplinary action, up to and including termination of employment. . c. The details of the working spouse limitations and coordination of benefits requirements are available upon request from on the Human Resources Office. Office website. d. For purposes of salary deduction toward premium cost sharing, in families in which both spouses are employed by YSU YSU, the higher paid employee shall bear the salary deduction. They shall have the option either to be treated as only one employee, with employee + plus one, or family coveragefamily, or to select individual coverage and for each to pay the single salary share of the premium. . e. If one spouse/domestic partner spouse works for YSU and the other does not, the their children remain on the YSU insurance. If both spouses/domestic partners spouses work for the University, in the case of family coverage, the higher-paid employee pays for the employee + 1 plus one or family coverage. f. An employee may opt out of health insurance benefits (medical and prescription drug, dental and/or vision coverage), in accordance with University policy.