ARTICLE 45
HEALTH INSURANCE
45.1: The Township shall provide a health insurance
policy for each permanent, full-time employee, the employee's current
spouse and dependents; the plan to be Blue Cross/Blue Shield Community
Blue Option 3 or equivalent plan with a Master Medical deductible
of $250.00 employee or $500.00 family. Full-time employees
hired on or after January 1, 2005 shall be required to pay 10% premium
co-pay for health insurance coverage. The Employer reserves
the right to change carriers or be self-insured or have a combination
thereof with a sixty (60) day notice to the Union, provided the
benefits are equivalent or better. Health care coverage will
provide for pre-determination together with a ten dollar($10) (generic)/twenty
dollar($20) (brand name) co-pay prescription rider, ML, FAE/RC riders.
45.2: The Employer will provide for up to twenty-four
(24) months continuation of the medical health insurance for any
Employee who incurs a duty-related disability from the date the
employee stopped working.
45.3: The Employer will provide an insurance waiver for all full-time
Union employees eligible to participate in the township’s
health insurance plan. This waiver would allow an employee to voluntarily
waive his/her right to participate in any of the health insurance
plans offered by the township if proof is provided of current enrollment
in a group health program not offered by the Employer.
For those employees not selecting a health insurance benefit,
a waiver must be signed for each benefit year to include proof of
enrollment in a group health program independent of the Employer’s,
and the township shall pay $2,500.00 per year. This payment would
be pro-rated with payment of one-half (½) the total allotment
paid on the payday closest to but before each June 30 and December
31 of the selected plan year.
An employee may be able to enroll him/herself or his/her dependents
in any plan offered, provided that he/she requests enrollment within
thirty (30) days of a qualifying event as provided by the health
insurance plans, including:
- Loss of eligibility or termination of employer contributions
for other coverage. Loss of eligibility includes loss of coverage
due to legal separation, divorce, death, termination of employment,
or reduction of hours. It does not include a loss of coverage
due to failure to pay premiums or termination for cause, such
as making a fraudulent claim.
- He/she has a new dependent as a result of marriage, birth, adoption
or placement for adoption.
- Exhaustion of COBRA coverage under another employer’s
plan.
45.4: An employee can be covered either as an employee or as a
dependent, but not both. If the employee chooses to be covered under
their spouse’s contract, said employee will receive the waiver
buyout sum as indicated by policy. However, if an individual loses
coverage for any reason, they would receive coverage under their
spouse’s contract.
ARTICLE 46
LIGHT DUTY
46.1: If a bargaining unit member becomes unable
to perform their normal duties because of an injury or illness,
the employer may allow, at its sole discretion, the employee to
work a ?light duty? assignment under the following conditions:
1. The employer has work to be
performed by an employee who is injured or ill.
2. The employer has been provided
medical verification that the employee is able to perform the
?light duty? assignment.
3. If more than one employee is
seeking a light duty assignment and the employees are medically
eligible to work the light duty assignment, the employee who was
first injured or became ill will be given preference for the ?light
duty? assignment.
4. The light duty assignment shall
be for the period designated by the employer.
5. An employee assigned to a light
duty position may be assigned hours of work that are different
than the collective bargaining agreement requires.
6. Employees assigned light duty
shall be provided all the rights and benefits provided under the
collective bargaining agreement.
7. Light duty shall not be considered
time worked for the purposes of Article 44.5.
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