House Next Door Society Collective Agreement 2012-2026

Article 16: Health Benefits

1. The Employer shall continue the following group plans for all eligible Employees where such plans are currently in effect or shall implement the following group plans where enrollment and other requirements of the Insurer for group participation have been met:
   1. Alberta Health Care Insurance Plan or its equivalent;
   2. Health Benefit Trust of Alberta (HBTA) providing for:
      1. Mandatory basic Life Insurance (1X) annual earnings rounded up to the next higher $1,000 with an option for additional basic life insurance to twice annual earnings rounded to the next highest $1,000;
      2. Mandatory Accidental Death & Dismemberment (AD&D) Insurance - (amount equal to group life insurance); Additional Basic AD&D is available.
      3. Long Term Disability Insurance [income replacement during a qualifying disability equal to sixty-six and two-thirds percent (66 2/3%) of basic monthly earnings to the established maximum following a twenty-four (24) week elimination period];
      4. Dental Plan, which plan provides eighty percent (80%) reimbursement of basic eligible dental expenses, fifty percent (50%) of extensive eligible dental expenses within the limits of the Plan; three thousand dollars ($3,000) maximum per policy year; fifty percent (50%) orthodontic, three thousand dollars ($3,000) lifetime maximum;

      5. Supplementary Health:

         Hospital Benefits	One hundred percent (100%) semi-private and private room accommodation in accordance with the HBTA standard plan.
         Prescription Drug Benefits	Eighty percent (80%) direct payment for all physician or dentist prescription medication that is eligible under the plan and
         Maximum Benefit	$1,000,000 overall maximum for all Supplementary Health Expenses per person per benefit year

      6. Out of Province/Country Emergency Coverage

         In accordance with the HBTA plan, you and your eligible dependents are covered for  emergency medicalexpenses that you may incur outside of Canadian boundaries or  outside of your province of residence, that are not covered by any government health plan.

   3. Health Spending Account
      1. A sum of nine hundred and forty-five ($945) per each regular full time Employee (prorated for part time Employees per Article 16.08 (b)) shall be allocated to by the Employer to a Health Spending Account for each eligible Employee effective January 1 of each calendar year. Eligible employees who commence employment after January 1 shall receive a prorated amount for the reminder of the year, effective the 1st of the month following commencement.
      2. This Health Spending Account shall be provided to regular part-time Employees on a pro-rated basis, based on their annualized regularly scheduled hours of work as of each calendar year.
      3. Any unused allocation in an Employee's Health Spending Account as of December 31 of each calendar year may be carried forward for a maximum of one (1) calendar year.
      4. The Health Spending Account may be utilized by Employees for the purposes of receiving 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 16.
      5. Where the Employer chooses to contract with an insurer for the administration of the Health Spending Account, the administration of the Account shall be subject to and governed by the terms and conditions of the applicable contract.
2. Where the benefits outlined in Article 16 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, and shall not be reduced without discussion with the Union.
3. The monthly premiums for benefits outlined in this Article are to be shared equally between the Employer and the Employee.
4. One-half (1/2) of the premium required for participation in the Long Term Disability Insurance plan shall be paid by the individual Employee up to a maximum of one hundred ($100) per month.  In the event that the monthly premium exceeds this amount, the Employer and the Union agree to meet to negotiate the cost sharing of the premium.
5. The employment of an Employee may be terminated when they have been on LTD for twenty-four (24) months subject to the requirements of Article 6:  No Discrimination.
6. An Employee shall cease to earn sick leave credits and vacation credits while on LTDI.
7. The Employer shall distribute to all Employees brochures and other relevant information concerning the above plans upon hiring, and when there are changes to the plan.
8. 1. Such coverage shall be provided to:
      1. all full-time Employees; and
      2. part-time Employees whose hours of work are equal to or greater than twenty (20) hours per week averaged over one (1) complete cycle of the shift schedule, excepting that part-time Employees are not eligible for LTDI.
   2. Part-time Employees whose hours of work average less than twenty (20) hours per week over one (1) complete cycle of the shift schedule, Employees hired for a position of less than six (6) months duration, and casual Employees are not eligible to participate in the Health Benefits described in this article.  
   3. Eligible Employees shall be enrolled in the Employee Benefits Plan on the first of the month following the three (3) month anniversary date of commencement of employment.
9. 1. The Employer will give one (1) copy of each Health Organization Benefits Plan provided by HBA Services to the Health Sciences Association of Alberta.  Where the Health Organization Benefits Plan is not in force, the Employer will provide a copy of its plan to the Union.
   2. The Employer shall advise the Union of all premium rate changes pursuant to Article 16.01(b).
10. Employee Assistance Program
    1. The Employer and the Union recognize that many conditions and circumstances can affect work performance, which include emotional, behavioral, psychological, psychiatric, chemical dependency problems, as well as financial, legal or family problems.  Employees with these or related problems will have access to an E.A. Program arranged and paid for the Employer.  The Employer may change the E.A.P. service provider, subject to the requirement that the E.A.P. are substantially similar in the aggregate.
    2. EAP benefit shall be provided for all active Employees, including casual and temporary Employees.
    3. The job security and/or future employment opportunities with the Employer will not be jeopardized by utilizing this service.