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13 35% 14 40% 15 45% 16 48% 17 51% 18 54% 19 57% 20 80% 21 84% 22 88% 23 92% 24 96% 25 +years of service 100% 3. City Contributions The City's contribution for retiree medical is established as the same dollar contribution paid for active employees at the single rate of the lowest cost HMO early retiree plan. 4. Reimbursement for non-City Plans In the event that a retiree obtains medical coverage through a plan not offered through the City of Pleasanton, the City will reimburse the retiree up to the amount outlined in Section 16.2 C.3 for the single rate, but no more than the amount paid by the retiree. Retirees must supply proof of coverage and proof of payment in order to be reimbursed. 5. Benefits for Medicare Eligible Retirees Retiree health benefits will cease once the employee becomes Medicare eligible. 6. Retiree Health Savings Account For employees hired on or after July 1. 2012 and who have successfully passed probation the City will contribute seventy-five dollars ($75) per month to the employee's RHSA. Additionally, each employee eligible for the City contribution will have a mandatory, pre-tax deduction of twenty-five dollars ($25) per month toward the RHSA. The total monthly contribution to the RHSA will be one hundred dollars ($100). However, those employees contributing to the RHSA may increase the mandatory employee contribution above twenty-five dollars ($25) if a fixed amount is agreed to by, and implemented for, all contributing employees. Employees hired between July 1,2012 and May 1, 2013: Employees hired between July 1, 2012 and May 1, 2013 will contribute $150 per month ($69.23 per pay period) through payroll deductions beginning the pay period in which the employee commenced employment with the LPFD. In the pay period following completion of the employee's 12 or 18-month probationary period, the City will contribute a one-time payment of$900 or $1,350 (equivalent to $75 for each month of the 12 or 18-month probationary period) towards the employee's RHSA. 26