Dependent Care Account. An eligible employee may elect to have a specified amount withheld on a pre-tax basis from each pay, up to the annual maximum allowed by law to be used for reimbursement of dependent care expenses which are specified by IRS rules but which are not claimed under the federal tax credit. Funds which are withheld must be reimbursed for expenses incurred in the Plan year in which they are withheld, or the grace period, or under current IRS rules, the unused funds will be forfeited.
Dependent Care Account. An eligible employee may elect to have a specified amount withheld on a pre-tax basis from the first two pay checks each month, up to the annual maximum allowed by law to be used for reimbursement of dependent care expenses which are specified by IRS rules but which are not claimed under the federal tax credit. Funds which are withheld must be reimbursed for expenses incurred in the Plan year in which they are withheld, or the grace period, or under current IRS rules, the unused funds will be forfeited. Wellness Program During the term of this Agreement, the University may implement a wellness or healthy life-style program. Such a program may include a combination of activities that are designed to increase awareness, assess risks, educate and promote voluntary behavior changes to improve the health of an individual, encourage modifications of his/her health status and enhance his/her personal well-being and productivity, with a goal of preventing illness and injury.
Dependent Care Account. Faculty Members may elect to have a specified amount withheld on a pre-tax basis from each paycheck, up to the annual maximum allowed by law to be used for reimbursement of dependent care expenses which are specified by IRS rules but which are not claimed under the federal tax credit. Funds which are withheld must be reimbursed for expenses incurred in the calendar year in which they are withheld, or, under current IRS rules, the unused funds will be forfeited by the individual.
Dependent Care Account. Bargaining Unit members may elect to have a specified amount withheld on a pre-tax basis from each paycheck, up to the annual maximum allowed by law to be used for reimbursement of dependent care expenses which are specified by IRS rules but which are not claimed under the federal tax credit. Funds which are withheld must be reimbursed for expenses incurred in the calendar year in which they are withheld, or, under current IRS rules, the unused funds will be forfeited by the individual. Any excess funds attributable to Bargaining Unit members shall be contributed to the U.C. Child Care Center, Inc.
Dependent Care Account. The Dependent Care Account (DCA) plan works like the Flexible Spending Account, except you use the DCA to pay (with ―before-tax‖ dollars) eligible child and/or elder daycare expenses. Eligible expenses include daycare expenses you incur while you (and your spouse, if you are married) work. The annual benefit maximum is $5,000 All full-time employees will receive a $600 employer-funded contribution to either the FSA or the DCA. Part-time employees who are paying 50% of their premium will also be eligible to receive a $530 employer-funded contribution to either the FSA or the DCA.
Dependent Care Account a) The County will allow employees to set up a Dependent Care account whereby employees may contribute up to $5000 annually (set up as monthly contributions) toward paying for qualified Dependent Care.
Dependent Care Account. An eligible employee may elect to have a specified amount withheld on a pre-tax basis from the first two (2) pay checks of each month, up to the annual maximum allowed by law to be used for reimbursement of dependent care expenses which are specified by IRS rules but which are not claimed under the federal tax credit. Funds which are withheld must be reimbursed for expenses incurred in the Plan year in which they are withheld, or the grace period, or under current IRS rules, the unused funds will be forfeited. Wellness Program During the term of this Agreement, the university may implement a wellness or healthy life-style program. Such a program may include a combination of activities that are designed to increase awareness, assess risks, educate and promote voluntary behavior changes to improve the health of an individual, encourage modifications of his/her health status and enhance his/her personal well-being and productivity, with a goal of preventing illness and injury. If any increase to the cost of insurance exceeds the wage increases in any given year as listed in Article 19 the parties shall meet and negotiate additional wages and/or other economic benefits to offset the increased insurance costs.
Dependent Care Account. All employees covered by this Agreement shall be entitled to designate for deduction and apply for reimbursement of up to $5,000 pre-tax dollars per year spent for the care of his/her dependent(s). This includes Childcare, Eldercare, Preschool, Day Camp, Before/After School Programs and Nursing Care.
Dependent Care Account to cover expenses for taking care of the employee’s dependent spouse, parents, or children while the employee works. (The Internal Revenue Service does not allow the employee to use this account if the employee’s spouse does not work or attend school.) Contact the Xxxxxx Health Employee Line for further details.
Dependent Care Account. All employees covered by this Agreement shall be entitled to des- ignate for deduction and apply for reimbursement of up to $5,000 pre-tax dollars per year spent for the care of his/her dependent(s). This includes Childcare, Eldercare, Preschool, Day Camp, Before/After School Programs and Nursing Care. * Subject to applicable IRS regulations. Sincerely, Xxxxxxx X. Xxxxxxxx President Research Foundation SIDE LETTER C Side letter C The City University of New York 000 X. 00xx Xx., 0xx Fl. New York, NY 10036 Date: Xxxxxxx Xxxxx, President PSC/CUNY 00 Xxxxxxxx, 00xx Xx. New York, NY 10006 Re: Use of Temporary Employees Dear Xx. Xxxxx: For the duration of this collective bargaining agreement, from January 1, 2018 through December 31, 2022, the Foundation will limit the use of temporary employees replacing a covered vacant position to six (6) months, at which time the employment of the tem- porary employee would be terminated. However, this period may be extended if there are no qualified applicants for the vacancy. This side letter will expire with the contract on December 31, 2022. Sincerely, Xxxxxxx X. Xxxxxxxx President Side letter D Research Foundation SIDE LETTER D The City University of New York 000 X. 00xx Xx., 0xx Fl. New York, NY 10036 Date: Xxxxxxx Xxxxx, President PSC/CUNY 00 Xxxxxxxx, 00xx Xx. New York, NY 10006 Re: Workload and Covered Vacancies beyond 6 Months Dear Xx. Xxxxx: This side letter addresses an issue raised by the PSC members in the most recent round of bargaining. PSC members expressed con- cerns about an increased workload caused by a vacant position; the members specifically referred to the circumstances where an Assistant Project Administrator position remained vacant, leaving the Project Administrator to perform the duties of the vacant posi- tion. To address this issue, we have agreed that in the event that a covered vacancy goes beyond 6 months, a Labor/Management meet- ing will be convened. Sincerely, Xxxxxxx X. Xxxxxxxx President Research Foundation SIDE LETTER E Side letter E The City University of New York 000 X. 00xx Xx., 0xx Fl. New York, NY 10036 Date: Xxxxxxx Xxxxx, President PSC/CUNY 00 Xxxxxxxx, 00xx Xx. New York, NY 10006 Re: Use of Sick Leave for Family Members Dear Xx. Xxxxx: For the duration of this collective bargaining agreement, from January 1, 2018 through December 31, 2022, the Foundation will allow the use of Sick Leave for family members, as currently defined by Article 8.5 (b) of this contract, for up to 20 d...
