151.09 HEALTH INSURANCE.
(a) Upon commencement of employment, all full-time employees shall be entitled to personal health care coverage and benefits and family health care coverage and benefits, where applicable. Health care coverage and benefits include existing health, dental, prescription and hospitalization coverage and benefits. The Employer reserves the right to change providers or insurers as long as the benefits are comparable to coverage contained in the prior Agreement and subject to availability.
Effective January 1, 2022, employees shall be responsible for in-network deductibles of two thousand dollars ($2,000) costs for single coverage and four thousand dollars ($4,000) costs for family coverage. The City will fully fund employee in-network deductibles and such funding/contribution by the Employer shall occur before Janumy 31st each calendar year. The Employer may increase the deductibles in 2023 or 2024, however in the event of such in-network increases, the Employer shall fully fund such in-network increases with such funding to employee by January 31st each year as set forth herein.
The Employer may also implement a co-insurance as part of the health insurance plan.
However, the Employer shall reimburse bargaining unit employees in a reasonably timely manner each year of the Agreement so that such members will have a net zero cost for co-insurance. To the extent that a Health Reimbursement Arrangement (HRA) has been established, the Employer may continue with such administration of the HRA.
Employees shall pay the following monthly premiums during the term of this Agreement.
Single Plan | Family Plan |
2022: $70/month | 2022: $190/month |
2023 and 2024: $78/month | 2023 and 2024: $210/month |
(b) An employee eligible for family coverage who decides not to use the health
insurance coverage provided by the City will be paid three hundred dollars ($300.00) per month; an employee eligible for single coverage who decides not to use the health insurance coverage will be paid one hundred dollars ($100.00) per month. The amount will be paid in the second paycheck of the month. No payment can be made under this section until the employee provides proof to the Finance Director that he is covered under another health insurance policy. In the event the employee wishes to reenroll in the City's insurance, he must wait for open enrollment or notify the City of a COBRA event.
(c) A Health Care Committee is to be established by the City to discuss issues related to the health insurance to be provided by the City. The Committee shall consist of the following Department Heads; Finance Director, Service Director, Police Chief, Fire Chief, Building Commissioner (or management designee of the Depatiment Head), two (2) designees of the Mayor from the non-bargaining unit, two (2) members from the police, fire, and service union(s) and one (1) member from the dispatch union. The purpose of the Committee is to provide the City and the current provider with suggestions on the provision of health care services and concerns with current and/or proposed coverage. The Committee may discuss, and by majority agreement, issue recommendations regarding changes in health care providers or insurers or modification to existing level of benefits for the following year. However, the Committee is not responsible for selecting the health care provider or determining the level of benefits. Recommendations from the committee on such shall not be binding upon the patiies. Any changes in health care benefits continue to be subject to good faith bargaining and agreement by the patiies; however, the City retains the right to change providers or insurers as long as the benefits are comparable to current coverage.
The Committee shall meet at least once annually before August 1 to address any issues with the health care plan and once after bids for a change in health insurance has been received. Either the City or any member of the Committee may request an additional meeting at any time.
(d) The following shall apply to the funding of HSAs and HRAs.
(1) If an employee joins the Employer's health care plan after January 1 and the plan deductible exceeds the deductible set forth under Addendum A, the Employer's contribution to the employee's HSA or HRA will be prorated based upon the number of full months of employment remaining in the calendar year.
(2) If an employee has been advanced HSA funding by the Employer in any calendar year, is separated from employment during the calendar year prior to August 1, 2022 (except for lay-off or reduction in force), any remaining amounts in the HSA shall remain in the employee's possession and control except current year funding by the Employer. The employee shall reimburse the Employer the current year HSA funding by the Employer prorated based upon the number of full months remaining in the calendar year. The appropriate amount will be withheld from the employee's final pay check.
(3) If an employee switches from single to family coverage during the year, the Employer will provide additional funding to the employee's HSA or HRA to the family plan amount within ten (10) days of the plan change, with the additional funding amount calculated based upon the full months remaining in the calendar year. Conversely, if an employee switches from family to single coverage during the year, the Employer may require the employee to reimburse the Employer the difference in the family and single funding by a proportionate reduction in pay from the employee's remaining pay checks for the year, with the amount calculated based upon the full months remaining in the calendar year.
(e) Any change in employee status must be reported in writing by the employee within ten (10) days of the change of status.
(Ord. 33-2022. Passed 7-26-22.)