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 eligible 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 15th of the month; and on the 1st 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 plan 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 participants are comparable and the City elects the least expensive plan 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 (80) days after the Union is notified of the
proposed change to the comparable plan. The grievance shall 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.
Restrictions for Newly Hired Employees: After the signing of the Contract: Newly hired
employees must sign up for a minimum of one (1) year with plans “b” or “c” and may change to
another plan during the normal group re-opening period.
In the event that any employee’s spouse is employed by the City of Nashua, the Nashua School
District, or another agency of the City, the employee shall be entitled to health insurance premium
coverage either pursuant to this article or pursuant to the coverage afforded to his/her spouse,
but not both.
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