District Paid Flexible Spending Account Sample Clauses

District Paid Flexible Spending Account. ‌ In the event any eligible contract employee elects not to accept health insurance coverage, a designated amount will go into the flexible spending (FSA) plan for that employee after submission of an enrollment application. The District will contribute a designated amount, based on negotiations, into the employee’s designated FSA plan. The current amount contributed by the District is $2,040 annually, prorated per FTE. Any contract employee applying to withdraw from the health plan must first document other coverage to adopt this provision. Evidence of insurability is required prior to returning to any plan.
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
District Paid Flexible Spending Account i. In the event any eligible contract employee elects not to accept health and accident coverage, one half of the funds the District would have contributed to that coverage will go into the flexible spending program for that employee upon his/her written request and enrollment application. Any contract employee applying to withdraw from the health and accident plan must first document other coverage in order to adopt this provision. Evidence of insurability is required prior to returning to any plan.
Sample 1Sample 2
District Paid Flexible Spending Account. 10.3.1 In the event any eligible contract employee elects not to accept health and accident coverage, a designated amount will go into the flexible spending program for that employee upon his/her written request and enrollment application. Any contract employee applying to withdraw from the health and accident plan must first document other coverage in order to adopt this provision. Evidence of insurability is required prior to returning to any plan. There will be no change in the district funded flexible spending program. The district will contribute a designated amount, based on negotiations, into the employee’s designated FSA plan. Current amount contributed by the district is $2,040 annually, pro-rated per FTE.
Sample 1
District Paid Flexible Spending Account. 10.3.1 In the event any eligible contract employee elects not to accept health and accident coverage, a designated amount will go into the flexible spending program for that employee upon his/her written request and enrollment application. Any contract employee applying to withdraw from the health and accident plan must first document other coverage in order to adopt this provision. Evidence of insurability is required prior to returning to any plan. There will be no change in the District funded flexible spending program. (The District will contribute a designated amount, based on negotiations, into the employee’s designated FSA plan. Current amount contributed by the District is $2,040 annually, pro-rated per FTE).
Sample 1

Related to District Paid Flexible Spending Account

  • Flexible Spending Account The parties agree that the State shall have the right to use State Employee Health Plan funds to cover the administrative costs of operating the medical and dependent care flexible spending account programs.

  • Flexible Spending Account (FSA) Beginning January 1, 1993, an employee may designate an amount per year to be placed into the employee’s Flexible Spending Account (as defined in Section 125 of the Internal Revenue Code as amended from time to time). The amounts in the account may be used to reimburse the employee for uncovered medical expenses. Amounts placed in the account are not subject to federal, state and Social Security (FICA) taxes. Reports of earnings to MTRFA and pension deductions will be based on gross earnings.

  • Flexible Spending Accounts Employees in the unit shall have access to the County’s flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year maximum of $5,000, and medical expense reimbursement benefits with a calendar year maximum of $2,400. The County shall maintain this plan in compliance with IRC §125. Employee premiums for flexible spending account benefits shall be deducted on a pre-tax basis from employee pay.

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

  • Health Spending Account contributions by the Executive will cease on the Effective Date. The Executive may submit claims against the balance accrued to the Effective Date, until the end of the calendar year in which the Effective Date occurs.

  • Medical Flexible Spending Arrangement A. During January 2020 and again in January 2021, the Employer will make available two hundred fifty dollars ($250) in a medical flexible spending arrangement (FSA) account for each bargaining unit member represented by a Union in the Coalition described in RCW 41.80.020(3), who meets the criteria in Subsection 28.7(B) below.

  • Health Spending Account (HSA Wellness Spending Account (WSA)/Registered Retirement Savings Plan (RRSP) utilization rates;

  • Flexible Spending The Board shall make flexible spending accounts available to employees in the bargaining unit.

  • Flexible Spending Plan As of the Employment Commencement Date, the Seller shall transfer, or use commercially reasonable efforts to cause to be transferred, from the Employee Plans that are medical and dependent care account plans (each, a “Seller FSA Plan”) to one or more medical and dependent care account plans established or designated by Buyer (collectively, the “Buyer FSA Plan”) the account balances (positive or negative) of Transferred Employees, and Buyer shall be responsible for the obligations of the Seller FSA Plans to provide benefits to the Transferred Employees with respect to such transferred account balances at or after the Employment Commencement Date (whether or not such claims are incurred prior to, on or after such date). Each Transferred Employee shall be permitted to continue to have payroll deductions made as most recently elected by him or her under the applicable Seller FSA Plan. As soon as reasonably practicable following the end of the plan year for the Buyer FSA Plan, including any grace period, Buyer shall promptly reimburse Seller for benefits paid by the Seller FSA Plans to any Transferred Employee prior to the Employment Commencement Date to the extent in excess of the payroll deductions made in respect of such Transferred Employee at or prior to the Employment Commencement Date but only to the extent that such Transferred Employee continues to contribute to the Buyer FSA Plan the amount of such deficiency. This Section 8.07 shall be interpreted and administered in a manner consistent with Rev. Rul. 2002-32.

  • Dental Care Plan The Welfare Plan will include a Dental Care Plan which will reimburse members for expenses incurred in respect of the coverages summarized in Appendix "1". The Plan will not duplicate benefits provided now or which may be provided in the future by any government program.

Time is Money Join Law Insider Premium to draft better contracts faster.