Bonnyville Health Centre Collective Agreement 2020-2024

Article 26: Employee Benefits

1. Employee Benefits Plans
   When the enrolment and other requirements of the insurer(s) have been met, the Employer shall take steps to contract for and implement the following group plans:
   1. Supplementary Health Benefits Plan;
   2. Dental Plan, which provides for the reimbursement of eighty percent (80%) of eligible Basic Services; fifty percent (50%) of all eligible Extensive Services; and fifty percent (50%) of eligible Orthodontic Services, in accordance with the Usual and Customary Dental Fee Schedule as established by the Provider.  A maximum annual reimbursement of three thousand ($3,000) per insured person per benefit year shall apply to Extensive Services.  Orthodontic Services shall be subject to a lifetime maximum reimbursement of three thousand ($3,000) per insured person;
   3. The Employee Benefits Plan, or equivalent, inclusive of:
      1. Group Life Insurance;
      2. Accidental Death and Dismemberment;
      3. Short Term Disability equal to sixty-six and two-thirds percent (66 2/3%) of basic weekly earnings; and
      4. Long Term Disability (income replacement during a qualifying disability equal to sixty-six and two-thirds percent (66 2/3%) of basic monthly earnings at the Basic Rate of Pay to the established maximum following a one hundred and twenty (120) working day elimination period);
   4. At the Employer’s option, an “EI SUB Plan” to supplement an eligible Employee’s Employment Insurance to meet the Employer’s obligation to provide benefit payments to an Employee during the valid health-related period for being absent from work due to pregnancy for which they have provided satisfactory medical proof.
2. Plan Information
   1. Where the benefits specified in Article 26.01 are provided through insurance obtained by the Employer, the administration of such plans shall be subject to and governed by the terms and conditions of the applicable benefits policies or contracts.
   2. The Employer shall make available to all Employees participating in these Plans copies of information booklets of these Plans.
3. Benefit Plan Premiums
   Benefit premiums shall be cost-shared with Employees paying twenty-five percent (25%) of the cost and the Employer paying seventy-five percent (75%) of the cost for benefits listed in Article 26.01.
4. Part-Time Employees
   Subject to the preceding provisions, where it is anticipated that a Part-Time Employee will work a minimum of fifteen (15) hours per week, averaged over one (1) complete shift cycle, the Part-Time Employee shall participate in the Employee Benefits Plans.  The shift cycle shall be defined as that period of time which is required for a shift schedule to repeat itself or two (2) weeks, whichever is greater.
5. The Employee Benefits Plans, excluding the Flexible Spending Account shall be provided to a Temporary Employee who has completed their probationary period and who is hired to work for a period of six (6) months’ duration or longer and whose hours of work are equal to or greater than fifteen (15) hours per week averaged over one (1) complete cycle of the shift schedule.
6. A Regular Employee filling a Temporary vacancy shall continue to receive benefits in accordance with Article 26, provided they received benefits in their regular position.
7. Flexible Spending Account (FSA) – Regular Employees
   1. Eligibility
      1. An FSA shall be implemented for all Regular Full-time Employees and Employees eligible for benefits in accordance with Article 26.04.
      2. A Regular Employee who is employed in more than one (1) position with the Employer will receive one (1) FSA based upon the combined total of their full-time equivalencies (FTEs).
   2. Calculation
      The FSA will be calculated as follows:
      1. Eight hundred and fifty dollars ($850.00) to be allocated to each eligible Full-time Employee and prorated for each eligible Part-time Employee based on their FTE as of December 1st (eligibility date) of each year.
         
         Effective January 1, 2023 
         
         Nine hundred dollars ($900.00) to be allocated to each eligible Full-time Employee and prorated for each eligible Part-time Employee based on their FTE as December 1st (eligibility date) of each year.
          
   3. The FSA may be used for the following purposes:
      1. Reimbursement for expenses associated with professional development including:
         •    tuition costs or course registration fees;
         •    travel costs associated with course attendance;
         •    professional journals;
         •    books or publications;
         •    computer hardware; and
         •    software.
          
      2. Reimbursement for the cost of professional registration or voluntary association fees related to the Employee's discipline.
      3. Reimbursement for health and dental expenses that are eligible medical expenses in accordance with the Income Tax Act and are not covered by the benefit plans specified in Article 26.01(a) and (b) of the Collective Agreement.
      4. Contribution to a Registered Retirement Savings Plan administered by the Employer.
      5. Wellness expenses which may include, but are not limited to, such expenditures such as fitness centre memberships and fitness equipment.
      6. Family care including day care and elder care.
      7. Contributions to a Tax-Free Savings Account, in accordance with CRA guidelines.
   4. Allocation
      1. In December of each calendar year (allocation period), Employees who are eligible for the FSA will make an allocation for utilization of their FSA for the subsequent calendar year.
      2. Any unused allocation in an Employee's FSA as of December 31st of each calendar year may be carried forward for a maximum of one (1) calendar year.
      3. Employees who are laid off after January 1st in the year in which the funds are available, shall maintain access to the fund for the balance of that calendar year while on layoff.
   5. Implementation
      1. Where the Employer is the administrator of the account, it shall determine the terms and conditions governing the FSA. A copy of these terms and conditions shall be provided to the Union.
      2. Where the Employer chooses to contract with an insurer for the administration of the FSA, the administration of the Account shall be subject to and governed by the terms and conditions of the applicable contract. A copy of this contract shall be provided to the Union.
      3. The FSA shall be implemented and administered in accordance with the Income Tax Act and applicable Regulations in effect at the time of implementation and during the course of operation of the FSA.
   6. An Employee who terminates employment voluntarily and who within the same calendar year of termination commences employment with the same Employer or with another Employer signatory to this collective Agreement, shall have their FSA maintained. It is understood that an Employee is only entitled to one (1) FSA within a calendar year.