ARTICLE 9: Group Plans

9.02 Extended Health Care, Vision and Dental Plan

A plan of Extended Health Care, Vision and Dental Plan shall be made available to employees on an ongoing cost sharing formula on the following basis:

1. Participation in this plan shall be a condition of employment effective September 1, 2006

 

2. That the Association select four (4) members to sit on the Benefit Plan Advisory Committee

 

3. The Association may elect to opt out of the Extended Health Care, Vision and Dental Plan by providing notice to the division thirty (30) days prior to the plan renewal date.  In such an event, employee benefits shall cease effective August 31^st and further, the division’s share of the premiums shall cease August 31^st (but paid out June 30^th).  The division’s cost-share contributions shall revert to the division immediately thereafter.

The board share of the extended health benefits plan is 55%.

 

4. Staff EHBP Premiums while on leave.

1. Subject to the exceptions listed herein all SOTA members employed by the Division must participate in and pay the set premiums towards the Plan, unless SOTA exercises its opt out right in accordance with Article 9.02(3) of the collective agreement.

2. If a SOTA employee who is on Division authorized personal leave is receiving income from the Division, the Division shall deduct from such income, the applicable premiums and apply the same towards the Plan. If such employee is not in receipt of income from the Division and refuses or neglects to pay the said premiums, such employee shall, for the purposes of Article 9.02 of the collective agreement, be deemed not to be a member of the Plan during such time. The Association shall be advised in writing of the name of any such member, the fact they have refused or neglected to make such payments, and the date their coverage lapsed.

3. A SOTA employee who is on Division authorized maternity or parental leave does not have to participate in and pay premiums towards the Plan if they:

1. have been on Division authorized maternity or parental leave for more than 12 months;

2. have benefit coverage through another source (spousal or otherwise); and

3. make a written request to the Division to be excluded from the Plan.

The Association shall be advised in writing of the name of any such member, the fact they have requested to be excluded, and the date their coverage lapsed.

 

4. A SOTA employee opting out of the Plan in accordance with Article 9.02 4. paragraphs 2 or 3 shall be automatically reinstated to the Plan upon their return from Division authorized leave and shall have the premiums deducted from their pay on the first pay period following their return to work. The Association shall be advised in writing of the name of such member and the date of re-instatement.