Common use of Group Insurance Program Clause in Contracts

Group Insurance Program. The District offers a Cafeteria benefit program to all certified employees who normally and regularly work .5 or greater contract. The District will pay 100% of the employee only health insurance premium for each participating certified employee. Employees may waive group health insurance coverage upon submission of proof that they are covered under another group health insurance plan. Proof of other group health insurance must be submitted annually to Human Capital during open enrollment. Employees who have currently waived group health insurance coverage will receive $2000 toward optional cafeteria plan coverages, including flexible spending accounts. Employees hired after June 30th, 2004 will not receive the $2,000 from the District even if they are eligible to waive District coverage. The 2006-07 Insurance Committee will review the cost of continuing the monetary award for waiver of District group health coverage as it relates to the overall District budget. They will also review the potential cost to the District for those employees hired prior to June 30th, 2004 who do not currently waive District group health coverage but may become eligible to waive coverage in the future. A recommendation will be made by the Committee to the Meet and Confer teams. A covered teacher resigning from the District will have insurance continued until the end of the month in which active employment terminates. Beginning with the 2005-2006 contract year a covered teacher resigning effective at the end of the school year, who has fulfilled his/her contractual obligations, is not on a remediation plan with notice of non-renewal, will have insurance continued until August 31. These teachers are not eligible to make any changes to their benefit elections during open enrollment, only qualifying changes in “family status” will be allowed. The District will pay 100% of the employee only basic life and accidental death and dismemberment insurance premium for each eligible certified employee. Basic life insurance benefits are as follows: Active Employees to Age 70: $25,000 Active Employees Age 70-75: 55% of $25,000 Active Employees after Age 75: 45% of $25,000 Retirees to Age 65 $25,000 The District will pay 100% of the employee only basic dental insurance premium for each eligible participating certified employee. If the employee’s costs of the dental insurance premium exceeds the amount contributed by the Governing Board, the difference will be deducted from the employee's paycheck. The District will provide each covered certified employee with information on the available benefits during open enrollment. Along with current insurance programs listed above, the Board will provide the option of participation in other coverage under the employee benefit program cafeteria plan. Provisions of the plan will be detailed in the master policies and contracts. There is an annual administration fee associated with participation in the medical reimbursement and dependent care plans. All voluntary premium deductions shall commence with the first regularly scheduled payroll in September and concluded by the last regularly scheduled pay period in June Under a cafeteria plan, any flexible benefit deposits made by employees that remain unspent at the end of a benefit year must, by law, be returned to the District. However, it is the practice of the District to add these unspent funds, to reduce health insurance premiums in subsequent years. A covered, certified employee who resigns, retires, and/or who is granted a Board Approved Leave of Absence will have insurance continued until the end of the month in which employment terminates, after which he/she will be eligible to continue group health, dental and other medical benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA). A covered certified employee’s Life insurance may be converted to an individual policy. Under COBRA, the employee would have to pay the full premium plus a 2% COBRA administrative fee. COBRA coverage would be offered for an 18-month period for these types of events. However, if the employee becomes disabled within the first 60 days of leave, he/she may be eligible, upon proper notice to the District, for an additional eleven (11) months of COBRA coverage. Employees who elect to continue their group medical benefits under COBRA must make monthly payments to the District’s Human Capital Department by the first of each month. The District will continue to pay premiums for the certified employee’s group basic life insurance for up to six (6) months of leave. Employees who wish to continue life insurance beyond this six

Group Insurance Program. The District offers a Cafeteria benefit program to all certified employees who normally and regularly work .5 or greater contract. The District will pay 100% of the employee only health insurance premium for each participating certified employee. Employees may waive group health insurance coverage upon submission of proof that they are covered under another group health insurance plan. Proof of other group health insurance must be submitted annually to Human Capital during open enrollment. Employees who have currently waived group health insurance coverage will receive $2000 toward optional cafeteria plan coverages, including flexible spending accounts. Employees hired after June 30th, 2004 will not receive the $2,000 from the District even if they are eligible to waive District coverage. The 20062005-07 06 Insurance Committee will review the cost of continuing the monetary award for waiver of District group health coverage as it relates to the overall District budget. They will also review the potential cost to the District for those employees hired prior to June 30th, 2004 who do not currently waive District group health coverage but may become eligible to waive coverage in the future. A recommendation will be made by the Committee to the Meet and Confer teams. A covered teacher resigning from the District will have insurance continued until the end of the month in which active employment terminates. Beginning with the 2005-2006 2005/2006 contract year a covered teacher resigning effective at the end of the school year, who has fulfilled his/her contractual obligations, is not on a remediation plan with notice of non-renewal, will have insurance continued until August 31. These teachers are not eligible to make any changes to their benefit elections during open enrollment, only qualifying changes in “family status” will be allowed. The District will pay 100% of the employee only basic life and accidental death and dismemberment insurance premium for each eligible certified employee. Basic life insurance benefits are as follows: Active Employees to Age 70: $25,000 Active Employees Age 70-75: 55% of $25,000 Active Employees after Age 75: 45% of $25,000 Retirees to Age 65 $25,000 The District will pay 100% of the employee only basic dental insurance premium for each eligible participating certified employee. If the employee’s costs of the dental insurance premium exceeds the amount contributed by the Governing Board, the difference will be deducted from the employee's paycheck. The District will provide each covered certified employee with information on the available benefits during open enrollment. Along with current insurance programs listed above, the Board will provide the option of participation in other coverage under the employee benefit program cafeteria plan. Provisions of the plan will be detailed in the master policies and contracts. There is an annual administration fee associated with participation in the medical reimbursement and dependent care plans. All voluntary premium deductions shall commence with the first regularly scheduled payroll in September and concluded by the last regularly scheduled pay period in June Under a cafeteria plan, any flexible benefit deposits made by employees that remain unspent at the end of a benefit year must, by law, be returned to the District. However, it is the practice of the District to add these unspent funds, to reduce health insurance premiums in subsequent years. A covered, certified employee who resigns, retires, and/or who is granted a Board Approved Leave of Absence will have insurance continued until the end of the month in which employment terminates, after which he/she will be eligible to continue group health, dental and other medical benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA). A covered certified employee’s Life insurance may be converted to an individual policy. Under COBRA, the employee would have to pay the full premium plus a 2% COBRA administrative fee. COBRA coverage would be offered for an 18-month period for these types of events. However, if the employee becomes disabled within the first 60 days of leave, he/she may be eligible, upon proper notice to the District, for an additional eleven (11) months of COBRA coverage. Employees who elect to continue their group medical benefits under COBRA must make monthly payments to the District’s Human Capital Department by the first of each month. The District will continue to pay premiums for the certified employee’s group basic life insurance for up to six (6) months of leave. Employees who wish to continue life insurance beyond this six

Group Insurance Program. The District offers a Cafeteria benefit program to all certified employees who normally and regularly work .5 or greater contract. The District will pay 100% of the employee only health insurance premium for each participating certified employee. Employees may waive group health insurance coverage upon submission of proof that they are covered under another group health insurance plan. Proof of other group health insurance must be submitted annually to Human Capital during open enrollment. Employees who have currently waived group health insurance coverage will receive $2000 toward optional cafeteria plan coverages, including flexible spending accounts. Employees hired after June 30th30, 2004 will not receive the $2,000 from the District even if they are eligible to waive District coverage. The 20062007-07 08 Insurance Committee will review the cost of continuing the monetary award for waiver of District group health coverage as it relates to the overall District budget. They will also review the potential cost to the District for those employees hired prior to June 30th30, 2004 who do not currently waive District group health coverage but may become eligible to waive coverage in the future. A recommendation will be made by the Committee to the Meet and Confer teams. A covered teacher resigning from the District will have insurance continued until the end of the month in which active employment terminates. Beginning with the 2005-2006 contract year a covered teacher resigning effective at the end of the school year, who has fulfilled his/her contractual obligations, is not on a remediation plan with notice of non-renewal, will have insurance continued until August 31. These teachers are not eligible to make any changes to their benefit elections during open enrollment, only qualifying changes in “family status” will be allowed. The District will pay 100% of the employee only basic life and accidental death and dismemberment insurance premium for each eligible certified employee. Basic life insurance benefits are as follows: Active Employees to Age 70: $25,000 Active Employees Age 70-75: 55% of $25,000 Active Employees after Age 75: 45% of $25,000 Retirees to Age 65 $25,000 The District will pay 100% of the employee only basic dental insurance premium for each eligible participating certified employee. If the employee’s costs of the dental insurance premium exceeds the amount contributed by the Governing Board, the difference will be deducted from the employee's paycheck. The District will provide each covered certified employee with information on the available benefits during open enrollment. Along with current insurance programs listed above, the Board will provide the option of participation in other coverage under the employee benefit program cafeteria plan. Provisions of the plan will be detailed in the master policies and contracts. There is an annual administration fee associated with participation in the medical reimbursement and dependent care plans. All voluntary premium deductions shall commence with the first regularly scheduled payroll in September and concluded by the last regularly scheduled pay period in June Under a cafeteria plan, any flexible benefit deposits made by employees that remain unspent at the end of a benefit year must, by law, be returned to the District. However, it is the practice of the District to add these unspent funds, to reduce health insurance premiums in subsequent years. A covered, certified employee who resigns, retires, and/or who is granted a Board Approved Leave of Absence will have insurance continued until the end of the month in which employment terminates, after which he/she will be eligible to continue group health, dental and other medical benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA). A covered certified employee’s Life insurance may be converted to an individual policy. Under COBRA, the employee would have to pay the full premium plus a 2% COBRA administrative fee. COBRA coverage would be offered for an 18-month period for these types of events. However, if the employee becomes disabled within the first 60 days of leave, he/she may be eligible, upon proper notice to the District, for an additional eleven (11) months of COBRA coverage. Employees who elect to continue their group medical benefits under COBRA must make monthly payments to the District’s Human Capital Department by the first of each month. The District will continue to pay premiums for the certified employee’s group basic life insurance for up to six (6) months of leave. Employees who wish to continue life insurance beyond this sixsix (6) month period may apply for a conversion policy through the life insurance carrier. However, if an employee is disabled at six (6) months of leave, he/she may apply to the carrier for waiver of premium and continuation of the policy during the period of disability, subject to approval of the carrier. Effective June 30, 1989, there is no District health or dental insurance for employees who retire. This provision is due to the availability of the State health/dental insurance program for retirees. However, the District will continue to provide group life insurance until age 65 for those retirees who were eligible for life insurance coverage at the time of their retirement and who submit their retirement letter prior to February 1 of the retirement year.