Flexible Spending Credits Sample Clauses

Flexible Spending Credits. Effective January 1, 2019, the University will provide Flexible Spending Credits (Flex Credits) to all active eligible Regular Full-Time (RFT) and Continuing Limited-Term (CLT) and Temporary Full- Time (TFT) Members hired for greater than twelve (12) months. Each eligible Member will be provided with Flex Credits in the amount of five hundred dollars ($500). Eligible Members elect to allocate their Flex Credits into one (1) or more of the following two (2) accounts: • Health Care Spending Account (HCSA) The Health Care Spending Account (HCSA) can be used to pay for employee and/or eligible spouse’s/dependents’ qualifying medical and dental expenses under the Income Tax Act (Canada), incurred after the deposit date, that are not covered or are only partially covered by the University’s group benefits plan. • Taxable Wellness Spending Account (TWSA) Supports health and wellness for employees only (i.e. spouses/dependents are not eligible). This account can be used to pay for items including, but not limited to fitness club membership fees, fitness or sporting equipment, personal training sessions, nutritional counselling, weight loss programs, smoking cessation programs, legal advice and/or financial advice. Wellness spending account reimbursements are taxable benefits and will be reported on annual T4 statements of the employee.
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Flexible Spending Credits. For the purpose of establishing the program, effective date of ratification and each January 1st thereafter, the University will provide Flexible Spending Credits (Flex Credits) to all active eligible employees. Each eligible employee will be provided with Flex Credits in the amount of: Eligible Members elect to allocate their Flex Credits into one (1) or more of the following two (2) accounts:
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Flexible Spending Credits. Memorandum of Agreement #3:
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Flexible Spending Credits. ‌ Effective January 1, 2022, the University will provide Flexible Spending Credits (Flex Credits) to all active eligible Regular Full-Time (RFT) and Limited Full-Time (LFT) members. Each eligible employee will be provided with Flex Credits in the amount of five hundred and fifty dollars ($550). Eligible employees elect to allocate their Flex Credits into one (1) or more of the following two
Sample 1
Flexible Spending Credits. For the purpose of establishing the program, effective date of ratification and each January 1st thereafter, the University will provide Flexible Spending Credits (Flex Credits) to all active eligible employees. Each eligible employee will be provided with Flex Credits in the amount of: 2023: $300 2024: $400 2025: $500 Eligible Members elect to allocate their Flex Credits into one (1) or more of the following two (2) accounts: • Health Care Spending Account (HCSA) The Health Care Spending Account (HCSA) can be used to pay for employee and/or eligible spouse’s/dependents’ qualifying medical and dental expenses under the Income Tax Act (Canada), that are not covered or are only partially covered by the University’s group benefits plan. • Taxable Wellness Spending Account (TWSA) The TWSA is intended to support the health and wellness for employees only (i.e. spouses/dependents are not eligible). This account can be used to pay for items including, but not limited to: fitness club membership fees, fitness or sporting equipment, personal training sessions, nutritional counselling, weight loss programs, smoking cessation programs, legal advice and/or financial advice. Wellness spending account reimbursements are taxable benefits and will be reported on annual T4 statements of the employee.
Sample 1
Flexible Spending Credits. Effective January 1, 2018, the University will provide Flexible Spending Credits (Flex Credits) to all active eligible regular full-time (RFT) and temporary full-time (TFT) hired for greater than twelve (12) months (TFT) professional and managerial (P&M) employees. Each eligible employee will be provided with Flex Credits in the amount of one thousand one hundred dollars ($1,100). Eligible employees elect to allocate their Flex Credits into one (1) or more of the following three (3) accounts:  Professional Development Reimbursement (PDR) Professional Development Reimbursement (PDR) can be used by employees for professional expenses including: conference registration fees and travel costs; tuition or fees for professional training or development courses; professional membership fees, journal or periodical subscriptions; books; equipment; or software that can be directly attributed to and/or assist in an employee’s professional development in their capacity as a University of Guelph employee.
Sample 1
Flexible Spending Credits. Effective January 1, 2018, the University will provide Flexible Spending Credits (Flex Credits) to all active eligible regular full-time (RFT) and temporary full-time hired for greater than twelve
Sample 1
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Related to Flexible Spending Credits

  • 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 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.

  • Flexible Scheduling All posts experience a higher day-time volume than occurs during the night hours and the Parties agree to a flexible scheduling as outlined below to be compatible with the needs of the community served and availability of on-call staff and the members of the post’s full-time staff.

  • 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.

  • 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.

  • 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.

  • Payment Plans Employees covered by the Samaritan Choice medical insurance plan who have outstanding balances that are payable to Samaritan Health Services for in network, covered, and authorized (if medically necessary) services will be provided payment plan offerings upon request from the employee. The request will be made to Patient Financial Services, and may be directed through the Hospital Patient Financial Counselor. Patient Financial Services will work with employees to identify the appropriate payment arrangement based on the employee financial needs/eligibility. Within 120 days from first patient statement, employees must contact Patient Financial Services and identify themselves as a SHS SEIU member and ask for a payment plan arrangement that does not exceed six percent (6%) of their household income. Such requests will be granted using the existing SHS payment options and funding programs. To be eligible for a payment plan, employees must comply with all requirements for establishing appropriate payment options/eligibility, including the completion of a financial assistance application with supporting documentation. Employees who comply with all terms of the payment plan(s) will not be subject to collections or wage garnishment.

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

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Insurance Plans The Executive is eligible to participate in the life, health, dental, short and long-term disability plans made available to the employees of the Company pursuant to the terms and conditions of such plans.

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