– HEALTH CARE SAVINGS PROGRAM (HCSP. For those employees hired on or after January 1, 2010, the City will offer to contribute an employer match from a flat amount of $2.50 up to a 2% match of the employee’s base wage per pay into the MERS Health Care Savings Program. The employer’s contribution in this program will have a three (3) year vesting requirement. Employees will contribute $2.50 per pay up to 100% of their base wage into the MERS Health Care Savings Program. The employee’s contributions may be increased, but never decrease. Both the employer and employee contributions will be contributed and invested tax-free. Effective July 1, 2014, MERS Health Care Savings Program current and future participating employees will no longer have the option to increase their contributions. The mandatory employee contribution will be 2% of the employee’s base wage per pay beginning with the first pay date in July, 2014. The City will match 2% of the employee’s base wage per pay beginning with the first pay date in July, 2014. Upon leaving employment, the account is available to the employee, spouse and eligible dependents for tax-free reimbursement of medical expenses.
– HEALTH CARE SAVINGS PROGRAM (HCSP. Employees hired on or after July 1, 2011, and their spouse of record, will be eligible to be included in the City’s group health insurance plan following retirement, at the retiree’s expense. The employee must meet the age and years of service requirements (F50/25) to be eligible to purchase the City retirement healthcare benefit. Employees hired on or after July 1, 2011, are required to contribute 2% of their base wage per pay into the MERS Health Care Savings Program, which will be matched by a City contribution of 2%. The employer’s contribution in this program will have a three (3) year vesting requirement. Both the employer and employee contributions will be contributed and invested tax-free. Upon leaving employment, the account is available to the employee, spouse and eligible dependents for tax-free reimbursement of medical expenses.
– HEALTH CARE SAVINGS PROGRAM (HCSP. For those employees hired on or after June 23, 2008, the City will offer to contribute an employer match from a flat amount of $2.50 up to a 2% match of the employee’s base wage per pay into the MERS Health Care Savings Program. The employer’s contribution in this program will have a three (3) year vesting requirement. Employees will contribute $2.50 per pay up to 100% of their base wage into the MERS Health Care Savings Program. The employee’s contributions may be increased, but never decrease. Both the employer and employee contributions will be contributed and invested tax-free. Effective September 1, 2012, MERS Health Care Savings Program current and future participating employees will no longer have the option to increase their contributions. The mandatory employee contribution will be 2% of the employee’s base wage per pay beginning with the first pay date in July, 2014. The City will match 2% of the employee’s base wage per pay beginning with the first pay date in September, 2012. Upon leaving employment, the account is available to the employee, spouse and eligible dependents for tax-free reimbursement of medical expenses.
– HEALTH CARE SAVINGS PROGRAM (HCSP. Employees hired on or after January 1, 2012, and their spouse of record, will be eligible to be included in the City’s group health insurance plan following retirement, at the retiree’s expense. The employee must meet the age and years of service requirements (F50/25) to be eligible to purchase the City retirement health care benefit. Employees hired on or after January 1, 2012, are required to contribute 2% of their base wage per pay into the MERS Health Care Savings Program, which will be matched by a City contribution of 2%. The employer’s contribution in this program will have a three (3) year vesting requirement. Both the employer and employee contributions will be contributed and invested tax-free. Upon leaving employment, the account is available to the employee, spouse and eligible dependents for tax-free reimbursement of medical expenses. The employee upon making an application for retirement must choose to purchase or not purchase the City’s group health insurance plan. The employee as a retiree may not choose to purchase the City’s group health insurance plan at a later time. The employee as a retiree may drop the City’s group health insurance plan at any time during retirement.
– HEALTH CARE SAVINGS PROGRAM (HCSP. Effective, January 1, 2017, all 12 POLC employees shall participate in the Municipal Employees’ Retirement System 13 (MERS) Health Care Savings Program. Employees must, on a pre-tax basis, 14 contribute the minimum amount for participation.
– HEALTH CARE SAVINGS PROGRAM (HCSP. All employees shall 9 participate in the Municipal Employees’ Retirement System (MERS) Health Care 10 Savings Program. Employees must, on a pre-tax basis, contribute the minimum 11 amount for participation. 12 The Health Care Savings Program will be administered in accordance with the 13 Municipal Employees’ Retirement System Health Care Savings Program plan 14 document and IRS regulations. If a conflict exists between this policy and the IRS 15 regulations, the latter prevails.
– HEALTH CARE SAVINGS PROGRAM (HCSP. For all eligible full-time employees hired after May 27, 2009, no retiree health insurance shall be provided. Such employees shall be provided with a Health Care Savings Program (HCSP). The City shall contribute $100 per month into the HSCP and the employee shall contribute 8% of his or her base salary on a tax-free basis. Effective July 1, 2022 the employee contribution shall be reduced to 4% for eligible full-time employees hired after May 27, 2009. Effective September 14, 2015, for employees hired after July 1, 2009, the City’s contribution to the Health Care Savings Plan will be changed from $100 per month to an amount equal to 3% of the employee’s base wage per month. Should the 3% calculate at less than $100 per month, that member will receive $100 per month until such time that the 3% is equal to or greater than $100 per month. All current employees may voluntarily contribute post-tax earnings into a Health Care Savings Program with 0% employer contribution, as allowed by the MERS plan. Upon termination of employment with the City, for any reason, the employee contribution portion of the account would be available for use on a tax-free basis for any medically related expense as allowable under IRS regulations. The employer contribution portion would be available to the employee for medically related expenses as allowable under IRS regulations after a seven (7) year vesting period. Effective July 1, 2017, the employer contribution portion shall be available to the employee after a five (5) year vesting period.
