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6.B. - Page 188 of 366 <br />all costs incurred by the City to maintain the Cafeteria Plan in <br />compliance with IRS Code Section 125, shall be paid from the <br />aforementioned monthly dollar caps identified in Sections 10.2.2, and <br />10.2.3. Such costs include, but are not limited to, premiums, surcharges, <br />and/or administrative fees. <br />10.2.7 In the event there are any costs not charged to the City due to delays by <br />the Group Health Plan Administrator and/or other administrative <br />agencies in calculating or reporting these costs, said costs shall be <br />carried over and charged as administrative costs to the following plan <br />year and deducted from the aforementioned monthly dollar caps <br />accordingly. <br />10.2.8 An employee who is receiving a disability retirement due to a work <br />related illness or injury, shall receive paid medical benefits provided that <br />the following conditions are met: <br />A. The employee is not eligible for similar medical benefits through <br />other employment; and, <br />B. The employee is not eligible for similar benefits through a <br />spouse's health plan. <br />Whenever the above eligibility criteria are met, the maximum retirement <br />stipend paid by the City shall be equal to the CalPERS Bay Area Kaiser <br />premium for family coverage. The City will pay the PEMHCA <br />minimum employer contribution to CalPERS and reimburse the retiree <br />for the remaining difference in premium amount. Employees who do <br />not meet the eligibility criteria listed above at the time of retirement, but <br />later become eligible (i.e., is no longer eligible for benefits through a <br />spouse's plan or through other employment), may enroll in City -paid <br />health benefits under this provision at that time. <br />Durinp, the term of the MOU, representatives of the City and RCPOA <br />shall meet to discuss potential changes to the IDR retiree health benefit <br />provided in this Section 10.2.8 of the MOU for current active employees <br />and new hires, in order to ensure the sustainability of the benefit. <br />Representatives of the City and RCPOA shall also meet to discuss an <br />on -duty wellness program. Any changes to the current IDR retiree health <br />benefit and/or wellness program shall only occur upon the mutual <br />agreement of the City and the RCPOA. <br />10.2.9 For employees who leave the City in good standing, for reasons other <br />than retirement, who are not eligible for benefits as provided in Section <br />10.2.5 or 10.2.8, and who have twenty (20) years of service with the <br />City of Redwood City, the maximum City contribution toward health <br />plan coverage shall be equal to the CaIPERS Bay Area Kaiser premium <br />207 <br />