Deductible and a Health Reimbursement Account ( Sample Clauses

Deductible and a Health Reimbursement Account (. “HRA”) with potential 8 contributions from the Medical Center as follows: Individual Family Deductible $1,250 $2,500 Medical Center contribution or ”seeding” to HRA <$ 400> <$ 800> Potential additional HRA contribution upon completion of Health Assessment & Biometric Screen <$ 400> <$ 800> Total Potential “seed” and incentive contribution <$ 800> <$1,600> NET 2012 deductible after seeding $450 $900 10 Any balance in an HRA that is unused at the end of 2012 may be rolled over to the 11 nurse’s HRA account for 2013. If the nurse has been employed for at least five years 12 with the Medical Center, he or she may use the money in the HRA upon termination of 13 employment for purposes permitted by the plan. Nurses on an unpaid leave may also 14 use the balance in the HRA to pay for COBRA premiums. 16 For plan year 2012, the qualifying biometric screen will test for the following health 17 indicators: blood pressure, cholesterol (fasting or non-fasting), body mass index, and
Sample 1
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Deductible and a Health Reimbursement Account (. “HRA”) with potential contributions from the Medical Center as follows: Individual Family Deductible $1,250 $2,500 Medical Center contribution or ”seeding” to HRA <$ 400> <$ 800> Potential additional HRA contribution upon completion of Health Assessment & Biometric Screen <$ 400> <$ 800> Total Potential “seed” and incentive contribution <$ 800> <$1,600> NET 2012 deductible after seeding $450 $900 Any balance in an HRA that is unused at the end of 2012 may be rolled over to the nurse’s HRA account for 2013. If the nurse has been employed for at least five years with the Medical Center, he or she may use the money in the HRA upon termination of employment for purposes permitted by the plan. Nurses on an unpaid leave may also use the balance in the HRA to pay for COBRA premiums. For plan year 2012, the qualifying biometric screen will test for the following health indicators: blood pressure, cholesterol (fasting or non-fasting), body mass index, and glucose. The parties acknowledge and agree that the results of an individuals’ biometric screen is confidential personal health information and that, as such, the parties will comply with all applicable Medical Center policies and with the laws protecting confidential personal health information, including HIPAA.
Sample 1
Deductible and a Health Reimbursement Account (. “HRA”) with potential contributions from the Medical Center as follows: Individual Family Deductible $1,250 $2,500 Medical Center contribution or ‖seeding‖ to HRA <$ 400> <$ 800> Potential additional HRA contribution upon completion of Health Assessment & Biometric Screen <$ 400> <$ 800> Total Potential ―seed‖ and incentive contribution <$ 800> <$1,600> NET 2012 deductible after seeding $450 $900 Any balance in an HRA that is unused at the end of 2012 may be rolled over to the nurse’s HRA account for 2013. If the nurse has been employed for at least five years with the Medical Center, he or she may use the money in the HRA upon termination of employment for purposes permitted by the plan. Nurses on an unpaid leave may also use the balance in the HRA to pay for COBRA premiums.
Sample 1

Related to Deductible and a Health Reimbursement Account (

  • Excess/Umbrella Liability Policies Required insurance coverage limits may be provided through a combination of primary and excess/umbrella liability policies. If coverage limits are provided through excess/umbrella liability policies, then a Schedule of underlying insurance listing policy information for all underlying insurance policies (insurer, policy number, policy term, coverage and limits of insurance), including proof that the excess/umbrella insurance follows form must be provided after renewal and/or upon request.

  • Insurance Reimbursement If you have health insurance, your behavioral health treatments may be covered in whole or in part. The BHCTC will assist you in determining your insurance coverage and will help you fill out any forms needed. Many managed care plans often require an authorization before treatment can begin. You may be required to contact your insurance company to obtain this authorization and/or receive it from your primary care physician. Many managed care plans limit counseling and therapy services to short-term treatment designed to work out specific problems that prevent people from living and working as they normally do. As this is the BHCTC’s model of treatment, this often works out well. Where necessary, we may request more sessions from the managed care plan. In order to do so, we are typically required to complete the insurance company’s forms which may include providing your diagnosis, the reasons you have sought treatment from the BHCTC, the symptoms you are suffering, and how long we believe treatment will or should continue. The information provided will become part of the insurance company’s files. Insurance companies are obligated to keep this information confidential; however, please note that the BHCTC has no control over the handling of this information by the insurance company. If you receive treatment from one of our NJ Licensed Psychologists, your insurance company may request that you authorize the psychologist to disclose certain confidential information in order to obtain insurance coverage benefits for these services. This disclosure can occur only if it is pursuant to a valid authorization and the information is limited to: 1) administrative information (name, age, sex, fees, dates, nature of sessions, etc.); 2) diagnostic information; 3) the status of the patient (voluntary/involuntary; inpatient/outpatient); 4) the reason for continuing psychological services (limited to an assessment of the current level of functioning and the level of distress both rated as mild, moderate, severe or extreme); and 5) a prognosis, limited to the estimated minimal length of treatment. If the Insurance Company has reasonable cause to believe that the psychological treatment in question may not be usual, customary or is unreasonable, it may request an independent review of such treatment by an independent review committee. While a lot can be accomplished in short-term therapy, some people feel they need more services after their insurance benefits end. If this is the case with you, we will discuss what our fees are and the best way for you to arrange payment in order to receive continued treatment. If your insurance company does not allow us to see you after your benefits end, we will be happy to assist you in finding another therapist who will work well with you. It is also important to remember that you always have the right to pay for your treatment yourself to avoid any insurance issues discussed above.

  • Deductible An annual deductible of fifty dollars ($50) per person and one hundred fifty dollars ($150) per family applies to State Dental Plan non-preventive services received from in-network providers. An annual deductible of one hundred twenty-five dollars ($125) per person applies to State Dental Plan services received from out of network providers. The deductible must be satisfied before coverage begins.

  • Meal Reimbursement 1. If an employee is required to work one and one-half (1-1/2) hours before or beyond his/her normal working day or on overtime for emergency purposes or for extended work periods of five (5) or more hours in length on a day that is not the employee’s regular work day, and the employee is not exercising flexible work hours, the employee shall be reimbursed for the actual cost of a meal/food items not to exceed $18.00, plus tip (not to exceed 15%) and applicable taxes. Reimbursement is contingent upon the employee providing receipts.

  • Travel Expense Reimbursement Pricing for services provided under this Contract are exclusive of any travel expenses that may be incurred in the performance of those services. Travel expense reimbursement may include personal vehicle mileage or commercial coach transportation, hotel accommodations, parking and meals; provided, however, the amount of reimbursement by Customers shall not exceed the amounts authorized for state employees as adopted by each Customer; and provided, further, that all reimbursement rates shall not exceed the maximum rates established for state employees under the current State Travel Management Program (xxxx://xxx.xxxxxx.xxxxx.xx.xx/procurement/prog/stmp/). Travel time may not be included as part of the amounts payable by Customer for any services rendered under this Contract. The DIR administrative fee specified in Section 5 below is not applicable to travel expense reimbursement. Anticipated travel expenses must be pre-approved in writing by Customer.

  • Course Reimbursement 15.9.1 Prior approval by the Department of Accountability & Staff and School Renewal is required.

  • Expense Reimbursement The Executive shall be entitled to receive reimbursement for all appropriate business expenses incurred by him in connection with his duties under this Agreement in accordance with the policies of the Company as in effect from time to time.

  • Excess/Umbrella Liability Excess/umbrella liability insurance may be included to meet minimum requirements. Umbrella coverage must indicate the existing underlying insurance coverage.

  • Umbrella/Excess Liability Insurance Umbrella or Excess Liability Insurance with limits not less than Two Million Dollars ($2,000,000.00) per occurrence, which will provide additional limits for employers’ general insurance and shall cover the Board and its employees, subject to that of the primary coverage.

  • Transportation Reimbursement Employees who, during the course of their normal duties, are required to actually transport clients/consumers/felons in their own personal vehicle on a regular basis, are eligible for reimbursement for the cost of an automobile rider to their existing insurance policy. To be eligible for the reimbursement, the employee must demonstrate the following:

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