Health Care Flexible Spending Account (HCFSA). The Health Care Spending Account Benefit will be provided in accordance with the National Agreement Section 2.B.1(d) “Health Care Spending Account.”
Health Care Flexible Spending Account (HCFSA). In January 2006, January 2007, and January 2008, the Employer will make an annual, lump sum contribution to the HCFSA for all benefits-eligible bargaining unit employees as follows: Benefit Status Pro-Rated % Employer Contribution 32 to 40 hours/week 100% $250.00 25 to 31 hours/week 80% $200.00 20 to 24 hours/week 60% $150.00 On January 1 of the plan years specified above, the Bargaining Unit employee must meet the requirements for benefits-eligible status in order to receive the Employer funding of the HCFSA benefit. The funding for the Employer contribution will come from a combination of diverted wages from the LMP Trust Fund and the Employer. Bargaining Unit employees who are not benefits eligible (either PRN or Short Hour status) will not be eligible for the annual Employer funding of the HCFSA. Bargaining Unit employees hired after the Employer funding has occurred in January of 2006 or 2007 will become eligible for the Employer funding of the HCFSA the following January, if in an eligible status. Bargaining unit employees can submit reimbursement claims from their HCFSA for certain out-of-pocket medical and dental expenses incurred during the plan year for themselves and for eligible family members as permitted under IRS code. Examples of eligible HCFSA expenses include office visit co-pays and prescription co-pays (no premium reimbursements are allowed). Any unclaimed money remaining in an employee's HCFSA at the end of the year will be forfeited. The employee cannot receive a refund or carry over the balance from one year to the next in accordance with HCFSA Plan provisions. Claims may be submitted through 3/31 of the following year, for reimbursable expenses incurred in the prior year.
