Eye Care Reimbursement Sample Clauses

Eye Care Reimbursement. (2017) Employees assigned to Video Display Terminals (VDTs) Upon being assigned to a VDT for more than twenty (20) hours per week, employees will be reimbursed for the cost of a baseline examination by the Judicial Branch or the employee’s insurance. If the baseline examination shows that the employee requires new, modified, or corrected lenses, the employee must pay for them. Vision irregularities must be correctable in order for the employee to be assigned to perform VDT duties. For the purpose of this Article, an “examination” includes a routine, annual eye exam, not an exam for a specific purpose such as a contact lens exam. No less than 12-months after this baseline exam, and no more than once during any 12 month period, the employee will be eligible to be reimbursed for a routine, annual eye examination subject to the reimbursement guidelines described in the Reimbursement Guidelines section below. In addition, the Judicial Branch will pay for the employee’s corrective lenses if the eye examination results in a change in prescription from the previous examination, subject to reimbursement guidelines described in the Reimbursement Guidelines section below. The Judicial Branch will not pay for eyeglass frames or other related items.
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Eye Care Reimbursement a. Employees assigned to Video Display Terminals (VDTs) Judicial Branch employees assigned to VDTs as their primary duty (twenty (20) hours or more per week are encouraged to expeditiously schedule an eye examination after such assignment. Such exam must be conducted after assignment to a Judicial Branch VDT terminal for 20 hours or more per week in order to be considered a “baseline” exam for the purpose of this Article. This baseline examination will be paid by the Judicial Branch or by the employee’s health insurance. If the baseline examination shows that the employee requires new, modified, or corrected lenses, the employee must pay for them. Vision irregularities must be correctable in order for the employee to be assigned to perform VDT duties. For the purpose of this Article, an “examination” includes a routine, annual eye exam (not an exam for a specific purpose such as a contact lens exam). No less than 12 months after this baseline exam, and no more than once during any 12 month period, the employee will be eligible to be reimbursed for a routine, annual eye examination subject to the reimbursement guidelines described in Section c. below. In addition, the Judicial Branch will pay for the employee’s corrective lenses if the eye examination results in a change in prescription from the previous examination, subject to reimbursement guidelines described in Section c. below. The Judicial Branch will not pay for eyeglass frames, or other related items.
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Eye Care Reimbursement. The Township shall reimburse up to $100 per calendar year for a full –time, regular employees’ Eye Care related expenses including, but not limited to, non-prescription eyewear and sunglasses. Employees may accrue their unspent Eye Care allowance up to a maximum of $300. For reimbursement, a purchase order must be submitted, along with itemized receipt(s), to Human Resources within 3 months of the date of service. Reimbursements shall be made for the employees’ Eye Care expenses or Vision premiums only, and shall not include Eye Care expenses for a spouse or dependants. Vision Coverage: The Township may also provide voluntary vision insurance to its employees, and reserves the right to discontinue the voluntary vision insurance offered to its employees, at its discretion. Payment of Vision premiums will be made from the Employee’s Eye Care reimbursement allowance, up to $100 per year.
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Eye Care Reimbursement a. Employees assigned to Video Display Terminals (VDTs) Upon being assigned to a VDT for more than twenty (20) hours per week, employees will be reimbursed for the cost of a baseline examination by the Judicial Branch or the employee’s insurance. If the baseline examination shows that the employee requires new, modified, or corrected lenses, the employee must pay for them. Vision irregularities must be correctable in order for the employee to be assigned to perform VDT duties. For the purpose of this Article, an “examination” includes a routine, annual eye exam, not an exam for a specific purpose such as a contact lens exam. No less than 12 months after this baseline exam, and no more than once during any 12 month period, the employee will be eligible to be reimbursed for a routine, annual eye examination subject to the reimbursement guidelines described in Section c. below. In addition, the Judicial Branch will pay for the employee’s corrective lenses if the eye examination results in a change in prescription from the previous examination, subject to reimbursement guidelines described in Section c. below. The Judicial Branch will not pay for eyeglass frames or other related items.
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Eye Care Reimbursement 
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Related to Eye Care Reimbursement

  • 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.

  • 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:

  • 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.

  • 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.

  • Educational Reimbursement SECTION 1. The purpose of this Article is to xxxxxx a learning environment and provide educational opportunities that are mutually beneficial to the employees and the County and will encourage eligible employees to participate in education programs which will further their skills and knowledge for use in their current position or for use in a possible future position of greater responsibility. The Educational Reimbursement Program shall be a plan as provided for in Section 127 of the Internal Revenue Code of 1986, as amended (the “Code”) and shall be construed consistently with the requirements of Section 127. Amounts paid for tuition reimbursement meeting the requirements of Section 127 of the IRS Tax Code are not included in an Employee’s income or subject to income tax withholding up to a maximum of $5,250 annually. If subsequent tax law changes fail to continue the tax-free treatment, or in any way modify its treatment, appropriate adjustments in tax withholding will be made from the effective date of the change. This Article does not apply to training seminars, conferences, workshops, etc.

  • Cost Reimbursement This payment method is based on an approved budget and submission of a request for reimbursement of expenses Xxxxxxx has incurred at the time of the request;

  • 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.

  • DEPENDENT CARE REIMBURSEMENT ACCOUNT During the term of this MOU, Management agrees to maintain a Dependent Care Reimbursement Account (DCRA), qualified under Section 129 of the Internal Revenue Code, for active employees who are members of LACERS, provided that sufficient enrollment is maintained to continue to make the account available. Enrollment in the DCRA is at the discretion of each employee. All contributions into the DCRA and related administrative fees shall be paid by employees who are enrolled in the plan. As a qualified Section 129 Plan, the DCRA shall be administered according to the rules and regulations specified for such plans by the Internal Revenue Service.

  • Child Care Expenses (a) Where an employee is requested or required by the Employer to attend:

  • Tuition Reimbursement Program 21.2.1 The District will fund $28,000 each fiscal year for incentive pay for employees pursuing their National Board Certification, a master’s degree, or an endorsement.

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