Flex Benefits. 1. With the flex budget employees can do the following in Flex Benefits: – Purchase leave hours; – Participate in the bicycle scheme; – Settle the trade union contribution in a tax-friendly manner; – Reserve the budget for later;
2. Spending in Flex Benefits cannot be higher than the current balance in Flex Benefits. Leave Wellbeing, sickness and invalidity Pension and death Other schemes Appendix
3. At the end of a calendar year a potential positive balance in Flex Benefits is, for tax reasons, paid out to the employee. Purchased leave hours that the employee did not use or sell will also be paid out in January of the following calendar year. At the start of the sceme the demotion supplement amounts to less than € 600.00 gross per month At the start of the sceme the demotion supplement amounts to € 600.00 gross or more per month 1st year, immediately upon start of demotion 75% of the supplement 1st year, immediately upon start of demotion 75% of the supplement 2nd year, first half of the year 50% of the supplement 2nd year 50% of the supplement 2nd year, second half of the year 25% of the supplement 3rd year 25% of the supplement From the 3rd year 0% (supplement has fully been phased out) From the 4th year 0% (supplement has fully been phased out) General Working at Aegon Training and development
Flex Benefits. Each full-time employee will be provided the opportunity to purchase a Pre-Tax Premium and Reimbursement Account Plan.
Flex Benefits. The Company shall provide a paramedical “flex” care benefit package to a maximum of $750.00 per year per individual comprised of Massage Therapy, Naturopath, Registered/Licensed Social Worker, Registered Psychologist, Osteopath and Acupuncture.
Flex Benefits. An employee is eligible to participate in the Company Flex Benefit Plan on the first of the month following three (3) months of employment, which includes: Life Insurance, Accidental Death, Long Term Disability, Extended Health, Dental and Vision care.
Flex Benefits. Bargaining Unit members will participate in the Employer's flexible benefits plan. During the 1st quarter of 2002, each employee coded 20 hours or greater will receive a $500 payment to defray any increases in benefit costs to the employee. This plan would be limited to the 2002 plan year. If there is a national resolution to flexible benefits, that plan will be considered for adoption prior to the next open enrollment. Should a national resolution not be available, discussions would be reopened on July 1, 2002 to decide on continuing participation in the flexible benefit plan offered or the creation of a traditional benefit plan. These discussions would be completed by September 16, 2002 to allow time for implementation during open enrollment. The union would retain the right to economic sanctions. Effective January 1, 2006 all bargaining unit members who become benefit eligible through Benefit Average Hours, will be placed on the same Flexible Benefits Plan as those whose eligibility is determined by coded scheduled hours.
Flex Benefits. The Executive will be eligible to participate in the Flexible Benefits scheme. The Executive will receive 4% of the Executive’s basic salary which may be taken as cash or used to select benefits under the scheme. Membership of the scheme will commence on the first day of the month following the commencement of employment and will be subject to the scheme rules.
Flex Benefits. The Parties agree to form a committee to explore the possibility of implementing a flexible benefit program for the firefighters without there being any increase in cost to the Employer to provide this option. Costs will be measured against the current premium costs paid by the Employer on behalf of the bargaining unit for the current base benefit plan plus the enhancements offered by the Employer of glass subsidy increased to months, hearing aids increased to months and increased to per two pair per year maximum. The committee will consist of a representative from the Association, a representative the Employer, support from a representativefrom the Employer's benefits provider, and, if the Association chooses, a financial advisor to assist them in the discussions. If the parties are unable to reach agreement, either party may request the of a neutral, third party financial advisor to assist in the discussion. The Parties will endeavor to hold this meeting prior to March In the event that it is not possible for the Employer to provide a flex benefit plan to the fire fighters at no appreciable increase in its costs, the existing benefit plans will be maintained except to the extent modified in the first paragraph of this article. The Parties agree there will be no change to Retiree benefits during the term of this collective bargaining agreement.
Flex Benefits. Employees may waive group health insurance coverage upon submission of proof that they are covered under another group health insurance plan. Grandfathered employees, those who receive flex benefits in lieu of base insurance coverage, must have been hired by the District prior to July 1, 2004. Employees hired after June 30th, 2004 will not receive the $1,500 from the District even if they are eligible to waive District coverage. Under a cafeteria plan, any flexible benefit deposits made by employees that remain unspent at the end of a benefit year must, by law, be returned to the District. However, it is the practice of the District to add these unspent funds, to reduce health insurance premiums in subsequent years.
