DOCSLIB.ORG

Sj Talion 11 Nov 2019

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Sj Talion 11 Nov 2019 King’s Research Portal Link to publication record in King's Research Portal Citation for published version (APA): Jacobs, S. (Accepted/In press). Crime and Punishment: The Tallionic Formulation and Its Calibrations. In C. Crouch (Ed.), The Cambridge Companion to the Hebrew Bible and Ethics (First ed.). Cambridge: Cambridge University Press.. Citing this paper Please note that where the full-text provided on King's Research Portal is the Author Accepted Manuscript or Post-Print version this may differ from the final Published version. If citing, it is advised that you check and use the publisher's definitive version for pagination, volume/issue, and date of publication details. And where the final published version is provided on the Research Portal, if citing you are again advised to check the publisher's website for any subsequent corrections. General rights Copyright and moral rights for the publications made accessible in the Research Portal are retained by the authors and/or other copyright owners and it is a condition of accessing publications that users recognize and abide by the legal requirements associated with these rights. •Users may download and print one copy of any publication from the Research Portal for the purpose of private study or research. •You may not further distribute the material or use it for any profit-making activity or commercial gain •You may freely distribute the URL identifying the publication in the Research Portal Take down policy If you believe that this document breaches copyright please contact librarypure@kcl.ac.uk providing details, and we will remove access to the work immediately and investigate your claim. Download date: 03. Oct. 2021 Crime and Punishment: The Talionic Principle and Its Calibrations Sandra Jacobs This essay will explore the pathways (or calibrations) of the talionic “eye for eye” principle in the Pentateuch, from the cultural perspective of the ancient Hebrew scribes. In contemporary doctrine it must be acknowledged that the rabbinic consensus remains characterized by a strident denial of any literal intent of this principle, where it is interpreted exclusively as a monetary fine. This consensus emerged, initially, as an instinctive reaction to charges made in the New Testament regarding the excessive literalism of the early Pharisaic sages. With the growth of Christianity and in the wake of the prejudice from the decrees of Hadrian (c. 135 CE), through to the massacres of the crusades - essentially until the present times - the constancy of this denial was inevitable. Leaving the legacy of these last two thousand years aside, how did this provocative idea attain such prominence in the Hebrew Bible? The Ethics of Coercion in the Pentateuch Modern notions of morality and ethics, like those of the ancients, remain deeply embedded in their own time and culture. In the Hebrew Bible—a corpus refined over many centuries prior to its canonization—its synthesis of law, narrative, wisdom teaching, poetry, and prophetic visions lack the consistency of systematic and philosophical models. Indeed, its ethical profile has been described as “fluid and dialogical in character – very much contrary to its popular image.”1 These integrated genres of law, narrative, wisdom teachings were also infused with the formal elements of a political covenant, where goodness was conditional and predicated on the optimum fulfilment of divine commands: 1 J. Barton, Ethics in Ancient Israel (Oxford: Oxford University Press, 2014), 20. I declare to you this day that you shall certainly perish; you shall not long endure on the soil that you are crossing the Jordan to enter and possess. I call heaven and earth to witness against you this day: I have put before you life and death, blessing and curse. Choose life - if you and your offspring would live - by loving the LORD your God, heeding His commands, and holding fast to Him. (Deut 30:15)2 Such imperatives defy the altruistic nature of ethics, attained when individuals make their own judgments about moral values, independent of force or coercion. This gap is exacerbated by the presence of the talionic principle, which appears in all major collections of law in the Hebrew Bible.3 In order to address the ethical crux: Did the talionic principle permit the Israelite male to avenge any physical assault by means of equivalent retaliation? it is necessary to examine the profile of this principle in law, before considering how its retributive pathways (or calibrations) were deployed elsewhere by the biblical scribes. First, however, this brief account of the conception of divine retribution, will set the scene for the forthcoming discussion. The Belief in Divine Retribution The integral conviction, widespread throughout the ancient Near East, was that the workings of history were a manifestation of the retributive principle, for which the gods were directly responsible. Thus, a king’s correct ordering of his country was essential to secure the divine approval of his reign, together with the most favourable outcomes (“destinies”) for him and his 2 Likewise Exod. 15:26; Deut. 6:18; 12:25 ; 12:8; 13:19 ; 21:9; 30:18-20b; etc. 3 Although often referred to as lex talionis (i.e. the law of retaliation) it is formulated as a principle in biblical law. B.S. Jackson, “The Problem of Exodus XXI 22-25 (Ius Talionis),” Vetus Testamentum 37/3 (1973): 273-304. people. In this capacity the king’s official (and often monumental) formulation of law in scholastic tradition occupied a place of prominence in Mesopotamian intellectual life. This was explicit, for example, in the epic of Gilgameš – named after the legendary hero, who embarked on a quest to locate the secret of immortal life.4 The action commences as Gilgameš sets out to find Utnapištim, the antediluvian sage and survivor the flood. Following a series of death-defying escapades, the two meet and Utnapištim recalls the aftermath of his ordeal in the ark: As the rains stop, and upon his safe return to dry land, he and his wife provide thanksgiving offerings to the gods, who descend like flies. Once sated, an ensuing conversation takes place between the gods Enlil and Ea.5 From this vantage point Utnapištim hears Ea admonish Enlil for his wanton destruction of all humankind, berating the loss of innocent lives, with the following rebuke: You sage of the gods, you hero! How could you lack counsel and cause the deluge? On him who commits a sin, inflict his crime! On him who commits a wrong, inflict [his] wrongdoing! Instead of the deluge you caused, a lion could arise to diminish the people… a wolf could arise to diminish the people… 4 Versions of this epic are attested in Sumerian (from Ur) in Akkadian (from Assyria, Sultantepe and Susa, and in a fragment found at the Canaanite site of Tell Megiddo), in Hittite (from Hattusha, modern-day Boghazköi, Asia Minor) and further in Hurrian. 5 Enlil, was the chief god of the city of Nippur, who personified vital forces driving the cosmic geography, from the surface of the earth up to the vaults of the skies, which directly affected mankind; Ea is the Akkadian name for the Sumerian Enki, god of wisdom, magic and fresh water, known for his ingenious solutions to dilemmas and for his goodness towards humanity. famine could happen to slaughter the land… Erra could arise to slaughter the land.” 6 Such “conversations” inform the evolving retributive processes in the Hebrew Bible, in which a destiny-producing fate (or “schicksalentscheidender Tat,”) can be traced,7 where human actions appear to trigger correspondingly (good or bad) consequences. While this idea has been vigorously debated , the impact of such convictions upon the historiographical accounts of the Hebrew Bible is fascinating, since in this genre also “wisdom operates on a principle of analogy, where individual action determines individual fate in a system of connective justice.”8 Such connections were, nonetheless, muted in biblical law, where the talionic formulation functioned as a restraint on the excessive use of corporal punishment in the canonized versions, as shall now be explained. The Talionic Principle in Pentateuchal Law Arguably the most notorious element of biblical law, the talionic principle dictated precision- tailored retributive consequences in cases of physical assault, by means of its “life for life, eye for eye, tooth for tooth, hand for hand” formulations.9 In the history of scholarship it was 6 Tablet XI, lines 183-189, from A.R. George, The Babylonian Gilgamesh Epic: Introduction, Critical Edition and Cuneiform Texts: Volume I (Oxford: Oxford University Press, 2003), 715. 7 K. Koch, “Gibt es ein Vergeltungsdogma im Alten Testament?” Zeitschrift für Theologie und Kirche Vol. 52/1 (1955): 13, 33. 8 M. Oeming, “Wisdom as a Central Category in the Book of the Chronicler: The Significance of the Talio Principle in a Sapiential Construction of History” in Shai-le Sara Japhet: Studies in the Bible Its Exegesis and Its Language, ed. M. Bar-Asher, D. Rom-Shiloni, E. Tov and N. Wazana (Jerusalem: Bialik Institute, 2007), 138, who further suggests that the entire Chronistic history is based upon the sapiental principle of talio. 9 The two main formulations being the taḥat formulation, characterised by the preposition taḥat, (translated “for,” as in “an eye for an eye,”) and the “ka’asher” formulation, which utilizes the conjunction ka’asher, meaning “as,” previously assumed that the principle represents an earlier and primitive stage in the development of criminal law, which gradually gave way to less barbaric punishments. Yet, the fact that monetary fines for assault appear in some of the very earliest legal sources, in both Sumerian and Akkadian collections, indicates that this cannot have been the case.10 In the Levant, similarly sequenced monetary payments for injuries sustained in an assault appear in two thumb-sized fragments from Hazor.
Load more

Recommended publications
  • Directors Guild of America, Inc. National Commercial Agreement of 2017
    DIRECTORS GUILD OF AMERICA, INC. NATIONAL COMMERCIAL AGREEMENT OF 2017 TABLE OF CONTENTS Page WITNESSETH: 1 ARTICLE 1 RECOGNITION AND GUILD SHOP 1-100 RECOGNITION AND GUILD SHOP 1-101 RECOGNITION 2 1-102 GUILD SHOP 2 1-200 DEFINITIONS 1-201 COMMERCIAL OR TELEVISION COMMERCIAL 4 1-202 GEOGRAPHIC SCOPE OF AGREEMENT 5 1-300 DEFINITIONS OF EMPLOYEES RECOGNIZED 1-301 DIRECTOR 5 1-302 UNIT PRODUCTION MANAGERS 8 1-303 FIRST ASSISTANT DIRECTORS 9 1-304 SECOND ASSISTANT DIRECTORS 10 1-305 EXCLUSIVE JURISDICTION 10 ARTICLE 2 DISPUTES 2-101 DISPUTES 10 2-102 LIQUIDATED DAMAGES 11 2-103 NON-PAYMENT 11 2-104 ACCESS AND EXAMINATION OF BOOKS 11 AND RECORDS ARTICLE 3 PENSION AND HEALTH PLANS 3-101 EMPLOYER PENSION CONTRIBUTIONS 12 3-102 EMPLOYER HEALTH CONTRIBUTIONS 12 i 3-103 LOAN-OUTS 12 3-104 DEFINITION OF SALARY FOR PENSION 13 AND HEALTH CONTRIBUTIONS 3-105 REPORTING CONTRIBUTIONS 14 3-106 TRUST AGREEMENTS 15 3-107 NON-PAYMENT OF PENSION AND HEALTH 15 CONTRIBUTIONS 3-108 ACCESS AND EXAMINATION OF BOOKS 16 RECORDS 3-109 COMMERCIAL INDUSTRY ADMINISTRATIVE FUND 17 ARTICLE 4 MINIMUM SALARIES AND WORKING CONDITIONS OF DIRECTORS 4-101 MINIMUM SALARIES 18 4-102 PREPARATION TIME - DIRECTOR 18 4-103 SIXTH AND SEVENTH DAY, HOLIDAY AND 19 LAYOVER TIME 4-104 HOLIDAYS 19 4-105 SEVERANCE PAY FOR DIRECTORS 20 4-106 DIRECTOR’S PREPARATION, COMPLETION 20 AND TRAVEL TIME 4-107 STARTING DATE 21 4-108 DIRECTOR-CAMERAPERSON 21 4-109 COPY OF SPOT 21 4-110 WORK IN EXCESS OF 18 HOURS 22 4-111 PRODUCTION CENTERS 22 ARTICLE 5 STAFFING, MINIMUM SALARIES AND WORKING CONDITIONS
    [Show full text]
  • Guild Insurance Selects Guidewire to Modernize Core Insurance Systems
    Guild Insurance Selects Guidewire to Modernize Core Insurance Systems November 28, 2007 Guidewire products to help Australian insurer transform and strengthen customer-centric business model VICTORIA, Australia and SAN MATEO, Calif., November 28, 2007: Guild Insurance Limited, one of Australia’s pre-eminent suppliers of property and casualty insurance products and services to niche markets, and Guidewire Software®, a leading global provider of solutions to property and casualty insurance and workers compensation companies, today announced that Guild Insurance has selected Guidewire to help modernize its core insurance systems. Upon deployment of this phased multi-year implementation, Guidewire’s software will fully replace Guild’s current end-to-end claims handling, policy administration, billing and reinsurance solutions. A significant percentage of these functions are performed manually today, so the implementation of the Guidewire solution will mark a fundamental change in the way Guild is able to operate its business. The implementation project will begin with claim system replacement which is currently underway and scheduled for deployment in late 2008. “Guild is a very customer-centric organization; our current systems were hindering our ability to fully deliver on our strategic vision,” said David Brown, General Manager, Guild Insurance. “Guidewire will enable us to transform and grow our business, operate and add new products more flexibly and above all, provide even better service to our clients.” With Guidewire, Guild will gain the ability to: Fundamentally change the way it does business through process flow automation and a flexible rules-driven architecture; Operate its business more in line with its founding customer-centric principles; Systemize and standardize its processes to gain efficiency and improved governance capabilities; and Readily integrate core systems to all associated applications.
    [Show full text]
  • “HELP! I'm Laid Off!”
    “HELP! I’m laid off!” Everything you hoped you would never need to know about being unemployed in the world of animation The Animation Guild and Affiliated Optical Electronic and Graphic Arts, Local 839 IATSE 1105 N. Hollywood Way Burbank, CA 91505-2528 (818) 845-7500 www.animationguild.org info@animationguild.org v. 6.1 How do I file for unemployment insurance? You should file for unemployment insurance immediately! Don’t put it off, even if you think you might be called back! Claims begin the Sunday prior to your filing date and cannot be pre-dated. Your initial claim with the Employment Development Department (EDD; see next page) should be filed over the phone (Monday-Friday from 8 am to 5 pm) or the Internet (http://www.edd.ca.gov/ Unemployment/) Be ready to supply your full name, Social Security number, address, zip code, and home telephone; full name of your last employer, last day worked, and the reason you were given for layoff. Remember that if you were paid by a payroll company such as Entertainment Partners, they may be listed as your ex-employer; check with the studio if you aren’t sure. To qualify, you must be available and able to work, and you must actively seek employment. Your weekly award will be based on your highest quarterly earnings. As of March 2013, the maximum benefit is $450.00 per week for a twenty-six week claim. Contact EDD about Federal extensions. Remember that unemployment insurance is only available if you have been laid off, not if you quit or were fired for cause.
    [Show full text]
  • Guild Times Benefits Fund
    Guild Times Benefits Fund Coverage Period: 7/01/2016 - 6/30/2017 Summary of Benefits and Coverage: What this Plan Covers & What it Costs Coverage for: Individual/Family Plan Type: HMO This is only a summary. If you want more detail about your coverage and costs, you can get the complete terms in the policy or plan document at www.emblemhealth.com or by calling 1-800-447-8255. Important Questions Answers Why this Matters: What is the overall $0 See the chart starting on page 2 for your costs for services this plan covers. deductible? Are there other deductibles You don’t have to meet deductibles for specific services, but see the chart starting on page 2 for No for specific services? other costs for services this plan covers. Is there an out–of–pocket Yes, $6600 individual/$13200 family The out-of-pocket limit is the most you could pay during a coverage period (usually one year) limit on my expenses? in-network maximum. for your share of the cost of covered services. This limit helps you plan for health care expenses. Premiums, penalties, balanced-bill What is not included in the charges, and health care this plan Even though you pay these expenses, they don’t count toward the out–of–pocket limit. out–of–pocket limit? doesn't cover. Is there an overall annual The chart starting on page 2 describes any limits on what the plan will pay for specific covered limit on what the plan No services, such as office visits. pays? If you use an in-network doctor or other health care provider, this plan will pay some or all of the Yes.
    [Show full text]
  • General Duties of a Guild and the Guild Executive Director
    General Duties of a Guild and the Guild Executive Director *The content of this document has been drawn from several Guild ED job descriptions and is intended as a resource, not an authority.* General Description: State brewers guilds and associations play an instrumental part in promoting and protecting the interests of their members and in unifying the larger community of brewers. General duties that guilds must perform include routine bookkeeping, answering phone calls/e-mails, public relations and writing press releases, monthly/quarterly meetings with multiple groups, planning events, publishing monthly and quarterly newsletters, working with committees to handle programs and projects such as events, membership recruitment, and watching the state legislature for bills affecting membership. No one person will be a pro at everything here, but should instead be able to do a few things well and delegate the rest to competent capable support (ie professionals, committees, etc). To be a Guild Executive Director, it helps to: Be able to take and apply directions from the Board of Directors and be highly self-motivated. Have a good grasp of the rules and regulations governing all types of alcohol permits in the state in order to provide guidance on the alcohol rules and regulations. Have experience partnering with legal counsel. Have a clear understanding of what it means to work in a non-profit association and work with a board. A clear comprehension of anti-trust violations is important. Guild/association members are likely to be competitors with one another, and agreements among competitors of these types could lead to serious antitrust liability.
    [Show full text]
  • Seattle Police Officers' Guild
    Att 1 – SPOG Agreement V1 AGREEMENT By and Between THE CITY OF SEATTLE and SEATTLE POLICE OFFICERS' GUILD Effective through December 31, 2020 Att 1 – SPOG Agreement V1 TABLE OF CONTENTS Page PREAMBLE ..................................................................................................................... iii ARTICLE 1 RECOGNITION AND BARGAINING UNIT ........................................... 1 ARTICLE 2 UNION MEMBERSHIP AND DUES ..................................................... 4 ARTICLE 3 DISCIPLINARY, COMPLAINT HEARING, INTERNAL INVESTIGATION PROCEDURES AND POLICE OFFICERS’ BILL OF RIGHTS ................................................ 6 ARTICLE 4 EMPLOYMENT PRACTICES ............................................................. 23 ARTICLE 5 HOURS OF WORK AND OVERTIME ................................................ 28 ARTICLE 6 SALARIES .......................................................................................... 35 ARTICLE 7 DEPARTMENTAL WORK RULES ..................................................... 41 ARTICLE 8 HOLIDAYS ......................................................................................... 48 ARTICLE 9 VACATIONS ....................................................................................... 50 ARTICLE 10 PENSIONS ......................................................................................... 53 ARTICLE 11 MEDICAL COVERAGE ...................................................................... 54 ARTICLE 12 DENTAL CARE .................................................................................
    [Show full text]
  • View Issue As
    Volume 70 Number 1 Spring 2013 Brief of Amicus Curiae in 1 Shelby County, Alabama v. Eric H. Holder, Jr., Attorney General, et al. David Gespass Book Review: The New Jim Crow 10 Brett DeGroff Racism & Power: The Inaccessibility 17 of Opportunity in the Educational System in the United States Neda N. Brisport Right-To-Work Laws: 30 History and Fightback Jeanne Mirer Inhuman Violence: Indiana’s 41 Nineteenth Century View of Physical Punishment in Public Schools David W. Frank editor’s preface The Supreme Court is likely to soon make 2013 a landmark year in the his- tory of American race relations—the year the Supreme Court declared victory in the war against racism and shut the courthouse door to some of the most gallant and heroic still battling on its frontlines. I wrote in the preface to our Fall 2009 issue (66-3) that the Roberts Court, pursuing a grandiose long-term vision, had begun chipping away at some of the cases representing major progressive vic- tories won during and around the civil rights era. One of these cases was Brown v. Board of Education, whose social purpose—abating racism through the racial integration of American public schools—the Roberts Court sought to undermine with its regressive ruling in 2007’s Parents Involved in Community Schools v. Seattle School District No. 1. With this decision we got a full delineation of the new racism—“colorblindness.” “Color-blind” is the term Justice John Marshall Harlan used to describe the Constitution in his dissent in Plessy v. Ferguson. He used it as a stinging rebuke to his racist brethren on the Court who had just voted to uphold a system of legal apartheid in the post-reconstruction south.
    [Show full text]
  • The Relationship Between Trade Unions and the Guild of Students
    Trade Union factsheet – know your rights! UNISON University of Birmingham branch What is a Trade Union? Trade unions are groups of employees and casual workers who join together to maintain and improve their conditions of employment. The typical activities of a trade union include providing assistance and services to their members, campaigning for improved conditions of work and living, collectively bargaining for better pay and conditions for all workers, working to improve the quality of public services, and industrial action. What do unions do? Unions undertake various activities, some of which are: - Supporting individual members through 1-2-1 advice, and accompanying them in meetings - for instance, when members make requests for flexible working, reasonable adjustments, parental leave, grievances, or any other matters need to be discussed with management and the member. - Supporting members collectively when faced with departmental restructures and potential redundancies. - Campaigning on issues related to the workplace, but also beyond – for instance, campaigning against discrimination, raising awareness of unjust practices on campus and beyond, supporting other (trade and student) unions’ campaigns, and strike action. - Negotiating with the university on pay, health and safety, wellbeing, and many other matters. We hold regular meetings with management as part of joint negotiating committees. The relationship between trade unions and the Guild of Students Simply put, there are two types of relationships that exist between the Guild of Students and the trade unions on campus: 1. The Guild as an employer of hundreds of staff and casual workers < -- > trade unions represent staff’s working rights individually and collectively. 2. The Guild as a union representing and campaigning for students’ rights < -- > trade unions and Student Unions uphold similar values, and operate similarly.
    [Show full text]
  • AGREEMENT of AUGUST 1, 2015 Between PRODUCER And
    AGREEMENT OF AUGUST 1, 2015 between PRODUCER and International Alliance of Theatrical Stage Employees and Moving Picture Technicians, Artists and Allied Crafts of the United States, its Territories and Canada and MOTION PICTURE EDITORS GUILD, LOCAL #700 (SCREEN STORY ANALYSTS) Table of Contents Article Page 1. Scope of Agreement. 1 2. Recognition.. 2 3. Union Security. 2 4. Wage Scales, Hours of Employment and Working Conditions.. 3 5. Better Conditions. 4 6. Authority of Union and Producer.. 5 7. Grievance and Arbitration Procedure.. 5 8. Conflict with Laws. 12 9. Term of Agreement.. 13 10. Interpretation. 14 11. Gender - Included Meanings. 14 12. "Professional" Capacity. 14 13. California Sick Leave.. 14 14. Waiver of New York City Earned Sick Time Act and Similar Laws.. 16 WAGE SCALES, HOURS OF EMPLOYMENT AND WORKING CONDITIONS §I. STUDIO MINIMUM WAGE SCALES Paragraph Page 1. Studio Minimum Wage Scales. 18 2. Classification and Wage Schedule. 24 3. Payroll Week. 24 4. Fractional Payroll Weeks. 24 6. Minimum Calls. 25 7. Overtime. 25 8. Workweek; Sixth or Seventh Day Worked in an Employee's Workweek. 25 9. Holidays. 28 10. Call-backs. 32 -i- Paragraph Page 11. Golden Hour Provisions. 33 12. Speculative Work. 35 14. Prior Notice of Layoff, Voluntary Resignation or Quit.. 35 15. Change and Cancellation of Calls. 35 19. Pay-off Requirements.. 35 20. Meal Periods and Meals. 36 §II. GENERAL CLAUSES 54. Overscale Employees. 38 57. Earnings Reports. 38 59. Studio Pass. 38 60. Stewards. 39 62. Safety. 39 66. Non-Discrimination. 41 68. Seniority. 41 69. Substituting for Department Head.
    [Show full text]
  • Guilds in Ancient India (Antiquity and Various Stages in the Development of Guilds Upto AD 300)
    CHAPTER 34 Guilds in Ancient India (Antiquity and Various Stages in the Development of Guilds upto AD 300) Kiran Kumar Thaplyal eople following the same occupations and crafts, residing at one place, co­ operated with each other and formed guilds. No connected or systematic Paccount of guilds in their earlier stages is available. The Harappan civilization1 had fairly developed arts and crafts, trade and commerce, but in view of lack of documentary evidence, our knowledge of the existence of guild organizations of that period perforce remains nebulous. Scholars are divided on the issue of whether the guild system was in existence in the early Vedic period. Some consider Vedic society sufficiently advanced to warrant the existence of economic organizations,2 and take terms like sreni, puga, gana, vrdta in Vedic literature as indicative of guild organization and sreshthi therein as president of a guild. Others3 consider early Vedic society as rural with nomadism still in vogue, and opine that the Aryans, preoccupied with war as they were, could not produce surplus foodgrains, so vital for enabling craftsmen to devote their whole time in the pursuit of crafts. They also hold that neither terms like sreni and puga in Vedic literature denote guild, nor sreshthi, 'guild president'. However, division of labour under the varna system was conducive to the emergence of guild organization. Agriculture, cattle farming and trade, the three occupations of the Vaisyas, in course of time, developed as separate groups. The Sudras, besides serving other varnas, took up such menial crafts as were looked down upon by the higher varnas, while some non-Aryans, mosdy incorporated into the Sudra varna of the Brahmanical society, too, came to form separate economic groups.
    [Show full text]
  • Summary of Benefits and Coverage: What This Plan Covers & What
    Summary of Benefits and Coverage: What this Plan Covers & What You Pay For Covered Services Coverage Period: 04/01/2021 – 3/31/2022 GUILD-TIMES BENEFITS FUND: Choice I – Hospital & Major Medical PPO Coverage for: Individual, Family | Plan Type: PPO The Summary of Benefits and Coverage (SBC) document will help you choose a health plan. The SBC shows you how you and the plan would share the cost for covered health care services. NOTE: Information about the cost of this plan (called the premium) will be provided separately. This is only a summary. For more information about your coverage, or to get a copy of the complete terms of coverage, [insert contact information]. For general definitions of common terms, such as allowed amount, balance billing, coinsurance, copayment, deductible, provider, or other underlined terms see the Glossary. You can view the Glossary at www.cciio.cms.gov or call 1-646-237-1670 to request a copy. Important Questions Answers Why This Matters: Generally, you must pay all of the costs from providers up to the deductible amount In-Network: $250/Individual or $500/Family before this plan begins to pay. If you have other family members on the plan, each What is the overall family member must meet their own individual deductible until the total amount of deductible? Out-of-Network: $500/Individual or $1,000/Family deductible expenses paid by all family members meets the overall family deductible. This plan covers some items and services even if you haven’t yet met the Are there services deductible amount. But a copayment or coinsurance may apply.
    [Show full text]
  • Newspaper Guild of New York • the New York Times •
    Newspaper Guild of New York • The New York Times • Guild-Times Benefits Fund Summary Plan Description for Retired Employees Age 65 or Over Effective July 1, 2006 SUMMARY PLAN DESCRIPTION FOR RETIRED EMPLOYEES AGE 65 OR OVER TABLE OF CONTENTS Newspaper Guild of New York/The New York Times Benefits Fund ..............1 Highlights of Your Benefits Fund Program for Retired Employees Age 65 or Over .......................................................3 Eligibility for Benefits ..........................................................................................5 Who is Eligible? .....................................................................................5 For Yourself ..............................................................................5 For Your Dependents ..............................................................5 Is Coverage Automatic or Must I Enroll? .............................6 What Should I Do If My Family Status Changes? ..............6 Contributions to the Cost of Coverage .............................................................7 Medical Benefits ..................................................................................................8 Before Age 65 ........................................................................................8 Age 65 or Older .....................................................................................8 Prescription Drug Program ..................................................................8 Medicare Part D .....................................................................................9
    [Show full text]