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The BEA allows the District to contact MESSA now in order to preserve the 30 day notice requirement for changes in insurance plans. Starting July 1, 2012 the BEA members electing health care will be moved to MESSA Choices II with a $500/$1000 deductible, $20.00 OV, and Rx Saver Card. Beginning January 1, 2013 the employee may elect to go to MESSA ABC Plan . A. The Board shall offer, MESSA Choices II health insurance benefits and/or the Board

shall provide a level of health insurance benefits equal to the benefits specified in MESSA Choices II Certificate of Benefits.

Effective January 1, 2013, BEA members will have the option of moving to MESSA’s ABC (Account Based Choices) – Plan 1 Health Savings Account. Those individuals who select the MESSA ABC Plan 1 option will have funds placed into their HSA account by the district if the premium is below capped amounts as outlined in Public Act 152 of 2011. Those funds will equate to the difference between the maximum allowable

contribution by the district under Public Act 152 of 2011 and the actual premium.

Deposits into HSA accounts by the district will be made in four equal installments in the first pay period of January, April, July, and October of each calendar year.

It is recognized that the Board has the option of selecting an alternative method of delivering health insurance benefits equal to those benefits specified in MESSA's

Certificate of Benefits. The School District reserves the sole right to select the alternative carrier or, if self-insurance, the administrative service organization. If the Board offers an alternative carrier or self-insurance, the employee shall continue to be responsible for any deduction or co-pay specified in the insurance plan. (Moved from B1)

B. BEA members may choose one of the following options for insurance coverage:

PAK A

 MESSA's Choices II health insurance o $500/$1,000 In-Network Deductible o Saver Rx Program (Prescriptions) o $20 office visit co-pay

o Includes Preventive Care Rider and Hearing Care Rider

 VSP 3 Vision Insurance

 Delta Dental (80/80/60/60/$600:$1,000)

 $20,000 Life Insurance

 Long Term Disability PAK C

 MESSA's ABC (Account Based Choices) Plan 1 Health Saving Account o $1,250/$2,500 In-Network Deductible

o ABC Rx Program (Prescriptions) o $20 office visit co-pay

o Includes Preventive Care Rider an Hearing Care Rider

 VSP 3 Vision Insurance

 Delta Dental (80/80/60/60/$600:$1,000)

 $20,000 Life Insurance

 Long Term Disability PAK B

 In Lieu of Health Insurance payment of $450 per Month¹

 VSP 3 Vision Insurance

 Delta Dental (100/90/90/90/$1,500:$1,000)

 $20,000 Life Insurance

 Long Term Disability

1In lieu payments for members whose spouse works for Bedford will be paid at $225 per month for the 2012-2013; 2013-2014; and 2014-2015 school years. These in lieu payments end after the 2014-2015 school year and/or July 1, 2015.

1. Health care contributions will be pursuant to Section (3) (hard cap) of Public Act 152 of 2011. A pre-tax payroll deduction, as permitted by the IRS, shall be available to the membership for this purpose.

2. All full time BEA members shall receive long-term disability (LTD) through a policyholder exclusively determined by the District’s sole authority – currently Reliance Standard. Per provisions stated below.

3.

LTD

Reliance Standard

Monthly Benefits $5,000 maximum

Benefit Percent 67%

Waiting Period 60 days

Benefit Period 2 years

Pre-existing Clause Waived

Rate Guarantee 2 years

Health Insurance Included

C. The employee will be responsible for all applicable taxes (federal, state, local, and FICA) and the Board will be responsible for the employer FICA.

D. All costs relating to the implementation and administration of benefits under this program shall be borne by the Employer.

E. In the event a teacher dies while in the employ of the Bedford Public Schools, and providing the insurance policy permits continued dependent coverage, the Board shall continue to pay its existing health insurance premium payments for six (6) months after death.

F. Any teacher whose personal illness extends beyond the period compensated in Article 10 (Sick Leave) shall be granted a leave of absence without pay for the illness period. The Board may renew this leave at its option. If a teacher has exhausted all of their

individually accrued sick leave, the Board will continue to pay existing Board paid premiums for medical insurance for said teacher for the duration of the member’s leave, but no more than 90 calendar days. The teacher must have returned to work for no less than ninety (90) calendar days in order to be eligible for a second application of this benefit.

G. The Board will continue to pay its existing insurance hospitalization premiums for any teachers whose employment is terminated at the end of the school year for a period of two (2) months (July and August). This shall not apply to retirees whose retirement health benefits are effective as of June 30^th of the year of retirement. (pursuant to Art. 13 A)

H. Employees or their dependents qualifying for District paid health care coverage, shall not receive any "abortion services or benefits" as part of the District paid health insurance benefits.

I. Upon request of the employee, sick days may be frozen when an employee will be absent because of an illness or injury of eight (8) or more days, while the employee utilizes her/his short-term disability insurance. The employee shall inform the Human Resources Office in writing, prior to the eighth (8th) day or prior to the twenty-ninth (29th) day they are absent, of their intention of freezing their sick days. In the event written notification is not given, sick days will continue to be used.

J. Notwithstanding any other obligations in this Agreement, the District reserves the right to, in its sole discretion, select a health insurance carrier which offers a “bronze” plan that provides “minimum coverage” pursuant to 26 USC § 36(B)(c)(2)(C)(ii). The District shall not be obligated to select the same health insurance carrier for the “bronze” plan as the health insurance carriers providing health insurance to other bargaining unit members, however prior to implementing a “bronze” or similar package for those not currently eligible for health insurance, the parties agree to negotiate the coverage. If the parties are unable to reach an agreement prior to implementation of the law, the district can provide coverage described above.