Common use of Spousal Coverage Limitations Clause in Contracts

Spousal Coverage Limitations. The spouse of any employee who is eligible to participate or becomes eligible to participate, as a current employee or retiree, in a group health insurance plan sponsored by his/her employer or retirement plan, must enroll with that Employer or retirement plan for sponsored group insurance coverage. The spouse’s plan will be considered as primary coverage for the spouse. The spouse may opt to additionally enroll in ▇▇▇▇▇▇ County employee health plan, but the County’s plan will only provide secondary coverage, and spousal enrollment will require the employee to contribute to the monthly cost based upon the full funding rates established on an annual basis by ▇▇▇▇▇▇ County. This requirement does not apply to any spouse who must pay more than twenty-five (25%) percent of the single premium amount to participate in his/her employer or retirement group health insurance plan. The Employer will distribute a request for written certification verifying the spouse’s eligibility to participate in another group health plan. An employee’s spouse will be removed from the ▇▇▇▇▇▇ County health plan if documentation is not provided within fourteen (14) days of distribution. It is the employee’s responsibility to immediately notify ▇▇▇▇▇▇ County of any subsequent change in a spouse’s eligibility to participate in his/her employer or retirement health plan. If a spouse accepts a new job where coverage is available, he/she must immediately enroll in that plan and the employee must notify ▇▇▇▇▇▇ County within fourteen (14) days of any change in their spouse’s eligibility.

Spousal Coverage Limitations. The spouse of any employee who is eligible to participate or becomes eligible to participate, as a current employee or retiree, in a group health insurance plan sponsored by his/her employer or retirement plan, must enroll with that Employer or retirement plan for sponsored group insurance coverage. The spouse’s plan will be considered as primary coverage for the spouse. The spouse may opt to additionally enroll in ▇▇▇▇▇▇ Medina County employee health plan, but the County’s plan will only provide secondary coverage, and spousal enrollment will require the employee to contribute to the monthly cost based upon the full funding rates established on an annual basis by ▇▇▇▇▇▇ Medina County. This requirement does not apply to any spouse who must pay more than twenty-five (25%) percent of the single premium amount to participate in his/her employer or retirement group health insurance plan. The Employer will distribute a request for written certification verifying the spouse’s eligibility to participate in another group health plan. An employee’s spouse will be removed from the ▇▇▇▇▇▇ Medina County health plan if documentation is not provided within fourteen (14) days of distribution. It is the employee’s responsibility to immediately notify ▇▇▇▇▇▇ Medina County of any subsequent change in a spouse’s eligibility to participate in his/her employer or retirement health plan. If a spouse accepts a new job where coverage is available, he/she must immediately enroll in that plan and the employee must notify ▇▇▇▇▇▇ Medina County within fourteen (14) days of any change in their spouse’s eligibility.

Spousal Coverage Limitations. The spouse of any employee who is eligible to participate or becomes eligible to participate, as a current employee or retiree, in a group health insurance plan sponsored by his/her employer or retirement plan, must enroll with that Employer or retirement plan for sponsored group insurance coverage. The spouse’s plan will be considered as primary coverage for the spouse. The spouse may opt to additionally enroll in ▇▇▇▇▇▇ Medina County employee health plan, but the County’s plan will only provide secondary coverage, and spousal enrollment will require the employee to contribute to the monthly cost based upon the full funding rates established on an annual basis by ▇▇▇▇▇▇ Medina County. This requirement does not apply to any spouse who must pay more than twenty-five fifty (2550%) percent of the single premium amount to participate in his/her employer or retirement group health insurance plan. The Employer will distribute a request for written certification verifying the spouse’s eligibility to participate in another group health plan. An employee’s spouse will be removed from the ▇▇▇▇▇▇ Medina County health plan if documentation is not provided within fourteen (14) days of distribution. It is the employee’s responsibility to immediately notify ▇▇▇▇▇▇ Medina County of any subsequent change in a spouse’s eligibility to participate in his/her employer or retirement health plan. If a spouse accepts a new job where coverage is available, he/she must immediately enroll in that plan and the employee must notify ▇▇▇▇▇▇ Medina County within fourteen (14) days of any change in their spouse’s eligibility.

Spousal Coverage Limitations. The spouse of any employee who is eligible to participate or becomes eligible to participate, as a current employee or retiree, in a group health insurance plan sponsored by his/her employer or retirement plan, must enroll with that Employer or retirement plan for sponsored group insurance coverage. The spouse’s plan will be considered as primary coverage for the spouse. The spouse may opt to additionally enroll in ▇▇▇▇▇▇ County employee health plan, but the County’s plan will only provide secondary coverage, and spousal enrollment will require the employee to contribute to the monthly cost based upon the full funding rates established on an annual basis by ▇▇▇▇▇▇ County. This requirement does not apply to any spouse who must pay more than twenty-five fifty (2550%) percent of the single premium amount to participate in his/her employer or retirement group health insurance plan. The Employer will distribute a request for written certification verifying the spouse’s eligibility to participate in another group health plan. An employee’s spouse will be removed from the ▇▇▇▇▇▇ County health plan if documentation is not provided within fourteen (14) days of distribution. It is the employee’s responsibility to immediately notify ▇▇▇▇▇▇ County of any subsequent change in a spouse’s eligibility to participate in his/her employer or retirement health plan. If a spouse accepts a new job where coverage is available, he/she must immediately enroll in that plan and the employee must notify ▇▇▇▇▇▇ County within fourteen (14) days of any change in their spouse’s eligibility.