Health Care Flexible Spending 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 the plan, to be used for reimbursement of eligible expenses which are not covered by insurance. Eligible expenses are those permitted by federal tax law. 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.
Health Care Flexible Spending Account. The Health Care Flexible Spending Account (FSA) may be used to cover the cost of eligible medical, dental, and related expenses that are not paid by other insurance (i.e. coinsurance, deductibles, co-payments, and excess medical, dental, and/or vision costs). Participating employees may contribute a portion of each paycheck to the FSA through regular payroll deductions on a before-tax basis.
Health Care Flexible Spending Account. The City shall provide a Health Care/Flexible Spending Account as follows:
6.05.01 Each eligible permanent full-time employee will be provided with a Health Care/Flexible Spending Account in the amount of $500.00 ($710 effective December 25, 2016) commencing the first pay period of each year.
6.05.02 Each eligible permanent part-time employee will be provided with a Health Care/Flexible Spending Account in the amount of $250.00 ($355 effective December 25, 2016) commencing the first pay period of each year. * 6.05.03 To be eligible for the $500 ($710 effective December 25, 2016) or $250 ($355 effective December 25, 2016), permanent full-time or permanent part-time employees must have completed the 90 day waiting period for benefits and be actively at work during the first pay period of each year. Actively at work means those employees who are at work for all or a portion of the first pay period of the year and includes those employees who are on maternity or parental leave, LTD, STD, WCB, vacation or other paid leave. It does not include employees who are on leave without pay within the first pay period of the year. * 6.05.04 Permanent full-time and permanent part-time employees who complete the 90 day waiting period for benefits after the first pay period in each year but before the pay period in which July 1 falls in the payroll year will be provided with a Health Care/Flexible Spending Account of $250.00 ($355 effective December 25, 2016) for permanent full-time employees and $125.00 ($177.50 effective December 25, 2016) for permanent part-time employees providing that they are actively at work during the pay period in which July 1 occurs. Actively at work means those employees who are at work for all or a portion of the pay period in which July 1 occurs and includes those employees who are on maternity or parental leave, LTD, STD, WCB, vacation or other paid leave. It does not include employees who are on leave without pay within the pay period in which July 1 occurs.
Health Care Flexible Spending Account a. A flexible health care spending account shall be established after July 1993 pursuant to Section 125 of the IRS Code. Those employees eligible for New York City health plan coverage as defined on page 32, section 4(B) of the 1992 New York City Health Summary Program Description shall be eligible to participate in the account. Participating employees shall contribute at least $260 per year up to a maximum of $5,000 per year. Said contribution minimum and maximum levels may be modified by the MLC Health Advisory Committee based on experience of the plan. Any unfunded balance may be deducted from final salary payments due an employee.
b. Expenses of the account shall include but not be limited to deductibles, co-insurance, co- payments, excess expenses beyond plan limits, physical exams and health related transportation costs for vision, dental, medical and prescription drug plans where the employee and dependents are covered. In no case will any of the above expenses include those non-deductible expenses defined as non-deductible in IRS Publication 502.
c. An administrative fee of $1.00 per week for the first year shall be charged for participation in the program. An employee’s participation in the account is irrevocable during a plan year. At the close of the plan year any excess balance in an employee’s account will not be refunded.
Health Care Flexible Spending Account. Dependent Care Flexible Spending Account;
Health Care Flexible Spending Account. The City shall provide a Health Care/Flexible Spending Account as follows:
6.05.01 Each eligible permanent full-time employee will be provided with a Health Care/Flexible Spending Account in the amount of $710.00 commencing the first pay period of each year.
6.05.02 Each eligible permanent part-time employee will be provided with a Health Care/Flexible Spending Account in the amount of $355.00 commencing the first pay period of each year.
Health Care Flexible Spending Account. This program allows an employee to anticipate out-of-pocket medical expenses by depositing pre-tax earnings into a flexible spending account from which the employee is reimbursed for qualified health expenses not covered by insurance. Therefore, those expenses are exempt from federal, state, and FICA taxation. The flexible spending plan year runs from January 1st through December 31st. Beginning January 1, 2017, a maximum of $2,550 per plan year may be deposited in the flexible spending account. The money in this account may be used only for medical and dental expenses as outlined in the IRS Code. Money not used for eligible expenses during a plan year must be forfeited under IRS guidelines. Employees may carry over up to $500 of unused amounts remaining at the end of a plan year to the following plan year.
Health Care Flexible Spending Account. VTA shall offer a Health Care Flexible Spending Account, with minimums, maximums and administrative rules established by VTA. Employees shall pay the full cost of this benefit. VTA may terminate this program if legislative changes or lack of enrollment determine continuation to be impractical. These plans shall be offered starting the first pay period of 2002. SIDELETTER DISPATCHERS, FOREPERSONS, TO ALL FOREPERSONS, DISPATCHERS, TRANSIT RADIO DISPATCHERS, AND SENIOR INFORMATION REPRESENTATIVES: Questions arise from time to time concerning the obligation of ATU members whose jobs include responsibility to direct or oversee the work of fellow members. ATU General Executive Board rulings make clear that ATU members must discharge such responsibilities even if the result of such actions may result in adverse action, such as discipline, being taken against a fellow member. The position you hold does include such responsibilities and the Local Executive Board wants you to know its view of your obligations. Specifically, the duties of Forepersons, Dispatchers, Transit Radio Dispatchers, and Senior Information Representatives include responsibility to exercise judgment in directing employees, assigning work, reporting to management concerning situations warranting disciplinary action, cooperating, participating in (including testifying) disciplinary proceedings on behalf of management, and assessing and enforcing employee compliance with VTA rules, regulations, and work standards. If VTA determines that any employee is failing to exercise such responsibility disciplinary action up to and including demotion or discharge may be imposed. All Forepersons are “Working Forepersons” and as such may be required to perform all duties within the skill area for which they are responsible. VTA, at its discretion, may assign Forepersons work within the skill area for which the Foreperson is responsible. It is understood that the term is meant in the traditional sense. The Executive Board believes all members should perform their jobs to the best of their ability and that such performance is in the interest of the employee, the Union, and VTA. Please let us know if you have any questions about this.
Health Care Flexible Spending Account a. A flexible health care spending account has been established pursuant to Section 125 of the Internal Revenue Code. Those employees covered by this Agreement are eligible to participate on the same basis as they are eligible to participate in the Citywide health benefits program. Participating employees shall contribute at least $260 per year up to a maximum of $5,000 per year. The labor-management health committee which includes Union and City representatives may modify these contribution levels, based on experience of the plan.
b. Expenses covered by the account shall include but not be limited to deductibles, co-insurance, co-payments, excess expenses beyond plan limits, physical exams and health related transportation costs for vision, dental, medical and prescription drug plans where the employee and dependents are covered. In no case will any of the above expenses include those non-deductible expenses defined as non-deductible in IRS Publication 502.
c. An administrative annual fee of $ 48.00 shall be charged for participation in the program. Pursuant to Section 125 of the Internal Revenue Code, an employee’s participation in the account is irrevocable during any plan year and any excess funds in an employee’s account at the close of any plan year is retained by the plan and not refundable to the employee.
Health Care Flexible Spending Account. Legal Marital Status – marriage, death of spouse, divorce, legal separation • Number of Dependents – birth, adoption, death of dependent • Employment Status – termination or commencement of employment, or commencement or return from unpaid leave of absence, by employee, spouse or dependent • Work Schedule – reduction or increase in hours, switch between part-time to full-time • Dependent Satisfies or Ceases to Satisfy Requirements for Unmarried Dependents – student status, dependent no longer qualifies because of age • Residence or Worksite – change in place of residence or worksite of employee, spouse or dependent • Marriage or divorce • Death of a spouse or dependent • Birth or adoption of child • Termination or commencement of spouse’s employment • The employee’s or spouse’s change from part-time to full-time, or full-time to part-time employment status, or taking of an unpaid leave of absence • Change in the cost of dependent care, as long as the dependent care is not a relative • Starting or stopping of day care for your dependents(s) • Change of day care providers
