Health Care Savings Program. The County agrees to participate in the MERS Health Care Savings Program contingent upon all Sheriff’s Office Bargaining Units agreeing to participate. The County will contribute five dollars ($5) per month to the program for each eligible employee, hired after January 1, 1989. Employees hired prior to January 1, 1989 will contribute five dollars ($5) per month to the program. Additional employee contributions will be in accordance with MERS Program Requirements.
Health Care Savings Program. The County has established a Health Care Savings Program (HCSP) through the Municipal Employees Retirement System (MERS). Any accumulated leave time available to be paid to an employee upon their separation from or retirement from the County may, at the employee’s option, be converted into a HCSP in accordance with MERS Policy.
Health Care Savings Program. The post-employment Health Care Savings Program (HCSP) is an employer-sponsored savings account designed for an employee to set aside money to cover escalating costs of post-employment health care. Under the program, contributions are made during active employment. When employment is separated, regardless of the reason or age of the employee, the employee may be reimbursed for healthcare related expenses through this account (i.e. insurance premiums, doctor co-pays, cobra, drug co-pays, many over-the-counter medications, etc.) This account may be used by the employee, employee’s spouse and/or legal dependents. These funds are pre-tax dollars for both the employee and the employer. Sections 19.1.1 and 19.1.2 will remain only for employees hired before July 1, 2010. Employees hired before July 1, 2010 have a mandatory contribution to the HCSP with no City match available. The amount of the contribution is 0.25% or the amount of the employee’s contribution on record with MERS on May 1, 2011. Employees in this group may choose to waive their right to retiree health care under 19.1.1 and 19.1.2 and be treated as a new employee for the purposes of the HCSP match. To exercise this option an employee should contact Human Resources to complete a request form. Employees hired on or after July 1, 2010 will only have the HCSP, but the City will match the employee’s contribution. The contribution amount is 3% of gross wages and will be matched by the City at 100% up to 3% of gross wages. The City reserves the right to implement reasonable rules governing the option procedures.
Health Care Savings Program. The County has established a Health Care Savings Program (HCSP). Any leave time accumulated, but not used (available), which is eligible to be paid to an employee upon their separation from or retirement from the County may, at the employee’s option, be converted into a HCSP in accordance with Municipal Employees Retirement System Policy.
Health Care Savings Program. The Board agrees to provide a Health Care Savings Program to allow employees to save for retiree medical expenses with pre-tax dollars. The Board agrees to match a maximum of one percent (1%) of an employee’s gross salary provided an employee contributes a minimum of one percent (1%) of an employee’s gross salary to the Program. Employee’s contribution, once selected, is irrevocable.
Health Care Savings Program. The Employer agrees to establish a Health Care Savings Program (HCSP) account for each full-time employee to be used to offset health care costs in retirement. Starting January 2016, the employer will contribute $1000 per year into the HCSP through MERS on a bi-weekly basis as their sole retiree health insurance benefit. Full-time employees as of the date of ratification of the 2016 – 2017 contract will be vested 100%. Employees hired as full-time on or after 01/01/16 must meet a six year (full-time service) vesting schedule in order to become 100% vested in the HCSP.
Health Care Savings Program. Employees hired on or after January 1, 2012 will be automatically enrolled in the MERS Health Care Savings Program and will be required to contribute 2% of gross pay and the Employer will match the 2%.
Health Care Savings Program. The employer will contribute $2000 per year into the Health Care Savings Program through MERS on a bi-weekly basis as their sole retiree health insurance benefit. Full-time employees as of the date of ratification of the 2014-2017 contract will be vested 100%. All other employees will be subject to MERS Health Care Savings rules and regulations, including a 6-year vesting schedule.
Health Care Savings Program. (HCSP). Full-time employees will receive an employer contribution of $50.00 per pay into a HCSP as their sole retiree health insurance benefit. Employees must meet a six-year (full-time service) vesting schedule in order to become 100% vested in the HCSP.
Health Care Savings Program. The City agrees to establish and fund a Post Employment Health Care Savings Program through the Municipal Employers’ Retirement System (MERS) for full time employees who are not eligible for City provided health insurance after retirement. The MERS plan shall be implemented July 1, 2006. The City will provide $500 per eligible employee per year, with contributions occurring on a bi-weekly basis. Participating employees will have a mandatory pre-tax contribution of $500 per year that will be deducted on a bi-weekly basis. Effective July 1, 2019, the City’s contribution will be increased to $1,000 per eligible employee per year. Employees may also elect to make their own post-tax contributions to a maximum of $3,000 per year. Upon separation of employment, all CCLP employees will contribute 100% of their eligible sick time bank, as allowed under the contract language regarding sick leave payout eligibility, to the Health Care Savings Program. Sick time pay-outs/transfers are not includable in an employee’s pensionable final average compensation.
