3) Two Hundred Fifty Dollars ($250.00) per person, Five Hundred Dollars ($500.00) per
two-person/Family Inpatient/Outpatient Facility Deductible;
4) Three (3) Tier Pharmacy Benefit of $5/15/35 ($5/30/70 mail order).
Option “b”: HMO Plan:
1 Twenty-five Dollars ($25.00) per medical visit;
2 One Hundred Dollars ($100.00) per emergency room visit :( co-payment waived if
admitted)
3. Fifteen Hundred Dollars ($1500.00) per person, Three Thousand Dollars ($3000.00)
per two-person/Family Inpatient/Outpatient Facility Deductible;
4 Three (3) Tier Pharmacy Benefit of $10/$30/$50 ($20/$60/$100 mail order).
Option “c” High Deductible Health Plan with Health Savings Account {HDHP w/ H.S.A.):
The deductibles for this plan will be $2000 for an individual plan and $4000 for a 2-person or family plan.
The City will contribute $1500 of the $2000 for the single plan (the remaining $500 will be the responsibility
of the employee) and $3000 of the 2-person or family plan (the remaining $1000 will be the responsibility
of the employee).
The City H.S.A contribution will be distributed in 2 installments, one on or about July 1 and one on or about
October 1 of each year. If an employee is required to pay more towards his/her deductible than the initial
50% contribution, upon presentation of suitable documentation, the City will contribute the remaining 50%
prior to October 1. Employees who retire between July 1 and October 1 will receive their July 1 City
contribution. If the retired employee keeps the City insurance plan they will also receive the October 1
contribution. If the employee does not keep the City plan they will not be efigible for the October 1
contribution. If an employee retirees after October 1 they will keep the City contribution.
Coverage for new employees is available on the 1* of the next month following date of hire if hired on or
before the 15" of the month; and on the 1%! of the month following a full month of employment if hired after
the 15" of the month. Employees who do not enroll on their initial eligibility date may subsequently only do
so during the annual open enrollment period or following a “qualifying event”.
The option of the health care pian is at the sole discretion of the City. It is agreed by all parties concerned
that the City reserves and shall have the right to change insurance carriers provided the benefits to
Participanis are comparable and the City elects the least expensive pian available to provide such benefits.
Should the City determine that it is in the best interests of the City to offer a “comparable” plan to either
option “a” or “b”, it shall provide at least one hundred twenty (120) days prior written notice to the Union and
documentation of the cost to members and the benefits that will be provided under the comparable plan.
Should the Union determine that the proposed plan is not comparable, the grievance shall not be subject
to the grievance procedure (Article 12), and shall be submitted directly for arbitration no later than thirty
(30) days after the Union is notified of the proposed change to the comparable plan. The grievance shal
be heard in an expedited manner. The decision of the arbitrator shall be binding on both parties.
For the purposes of this article, a “comparable” plan means: a comparable plan means one that offers the same
type of benefits, but benefits do not have to be exactly the same. In addition, the plan must provide reasonable
access to health services and physicians, including specialists and hospitals.
