Retiree Health Insurance opts
DLW
1 Post
# 1.
The City has a 1991 internal policy which requires 36 months of continuious health ins coverage by the employee prior to retirement, also,the retiree has no options to op in - out of the health insurance program after retirement with the City. If the retiree has other active jobs with ins available, the retiree can not drop City ins and have active ins. by the other company, and later rejoin the City's plan. (in other words the retiree is locked in the Health ins program as elected @ the retirement exit interview ).
#2.
Also, the retiree's cost portion is calulated at 2% per active duty years with the City, which caps @ 60% for 30 years of City service, (ie. the city pays 60% - employee pays 40% for a 30 year retiree) split. Active employees are (70% city paid - 30% employee paid)split. Should the percentages be the same 70%-30%?
Concerns:
1. Are there any points of law concerns,that would prohibit this old practice? ie HIPPA, HMO open enrollment rule, etc ...?
2. Again, any points of law concerns, that would prohibit this old practice? ie. parity with Active and Retiree, ...?
The City has a 1991 internal policy which requires 36 months of continuious health ins coverage by the employee prior to retirement, also,the retiree has no options to op in - out of the health insurance program after retirement with the City. If the retiree has other active jobs with ins available, the retiree can not drop City ins and have active ins. by the other company, and later rejoin the City's plan. (in other words the retiree is locked in the Health ins program as elected @ the retirement exit interview ).
#2.
Also, the retiree's cost portion is calulated at 2% per active duty years with the City, which caps @ 60% for 30 years of City service, (ie. the city pays 60% - employee pays 40% for a 30 year retiree) split. Active employees are (70% city paid - 30% employee paid)split. Should the percentages be the same 70%-30%?
Concerns:
1. Are there any points of law concerns,that would prohibit this old practice? ie HIPPA, HMO open enrollment rule, etc ...?
2. Again, any points of law concerns, that would prohibit this old practice? ie. parity with Active and Retiree, ...?
