Health Care Spending Accounts. Plan No change from current plan, except those that are mandated by healthcare reform legislation (PPACA). Eligibility No change from current plan. EE Class Regular Full Time & Part Time Maximum No change from current plan except those that are mandated by healthcare reform legislation (PPACA) and to annually adjust the maximum contribution amount to that permitted by law for each calendar year for which the IRS issues timely guidance such that the Company can implement the change. Minimum No change from current plan except those that are mandated by healthcare reform legislation (PPACA). Survivor No change from current plan. Eligible Retired Employees No change from current plan. LIFE INSURANCE Program DIRECTV Group Life Insurance Program for Active Employees *This document highlights key elements of program design. For complete program details, refer to the Summary Plan Description (SPD) & associated Summary of Material Modifications (SMMs). Note: Contributions amounts are subject to annual adjustment. Eligibility All coverages: Eligible date of hire. EE Class Regular Full Time & Part Time Basic Life Insurance Benefit Basic: 1X Salary for the twelve months ending on Sept. 1 of previous plan year, rounded to the next $1,000 Company paid. Max. $7M basic plus supplemental. Supplemental Life Insurance Benefit 1X-10X annual basic pay, max $7M basic + supp; Employee paid; smoker/nonsmoker rates. Accelerated Death Benefit Available when life expectancy is 24 months or less. Minimum Distribution: 25% of total life insurance benefit. Maximum Distribution: lesser of 75% of total life insurance benefit or $1M AD&D Basic: 1X annual basic pay; Company paid Supp: 1X-10X annual basic pay Spouse and child: applies Seatbelt Incentive Company paid $10K.Supplemental, xxxxxx, & xxxxx AD&D also have $10K. Dependent Benefit Amount Employee paidSpouse/RDP life and AD&D: $10K, $25-$300K in $25K increments; smoker/nonsmoker rates. Child life and AD&D: $5K-$30K in $5K increments LTD Coverage Basic & Supplemental life (not AD&D) continues for 3 years. Dependent coverages end with end of STD Portability upon termination Yes for supplemental employee life only Conversion upon termination Basic & Supplemental life, not AD&D. Spouse and child life, not AD&D. Survivor No change from current program. Eligible Retired Employees No change from current program. Guaranteed Issue No Evidence of Insurability (EOI) for Supplemental life coverage of up to 3X Annual Pay on initial enrollment or ...
Health Care Spending Accounts. A. Effective May 4, 2015, employees actively at work will be eligible to participate in the Health Care Spending Accounts in the same manner as prior to May 4, 2015, subject to the plan(s) provisions, until December 31, 2015.
Health Care Spending Accounts. Plan No change from current plan, except those that are mandated by healthcare reform legislation (PPACA).
Health Care Spending Accounts. Health Care Spending Accounts (HCSAs) Effective September 1, 2007, the University agrees to provide each employee who is employed to teach a half course or more (or the equivalent) with a Health Care Spending Account (HCSA) of two hundred-fifty dollars ($250.00) ($275 effective September 1, 2008)for each half course or equivalent taught, up to a maximum of one thousand two hundred fifty dollars ($1,250.00) per person per plan year ($1375 effective September 1, 2008). The plan year will be September 1 through August 31. For the purposes of clarity, it is agreed for the purposes of this article that a half course is equivalent to between 50 and 239 hours worked, and a full course is equivalent to between 240 and 379 hours worked, one and a half courses is equivalent to between 380 and 520 hours worked, two full courses is equivalent to between 520 and 660 hours worked, and so on. The HCSA is intended to have the following features: • It may be used for eligible expenses (which are those considered eligible expenses under the Income Tax Act, such as crutches, prescription eyewear, prescription drugs, some OTC medications, physiotherapy or RMT, chiropractic treatments, cost of private health care premiums). Original receipts must accompany all claims for reimbursement. • Eligible expenses must be incurred on or after the date of the employee’s HCSA allocation, and on or before the end of the plan year for which the allocation is made; eligible claims may be submitted not later than 60 days beyond the end of the plan year. Any unallocated amount remaining after this period will be forfeited. • The reimbursements are not taxable under current Income Tax Act rules. Once allocated, funds in an HCSA may be accessed within the specified time frame whether or not the account holder is actively employed by the University. Recognizing that the extent of employment in Unit #2 may change during a period of employment, or may take place at separate times during the academic year, the University is seeking a plan design which would allow additional allocations subsequent to the initial allocation; however, all allocations during a plan year would expire at the same time. • Persons eligible and enrolled in the University of Toronto Staff Health and Dental Plans as of the date of ratification shall continue to participate in these plans, in accordance with applicable regulations, and will not be eligible to participate in both the University of Toronto Benefit Plans and the ...
Health Care Spending Accounts. March 18, 2006
Health Care Spending Accounts. Plan No change from current plan, except those that are mandated by healthcare reform legislation (PPACA). Note: Not currently available in Puerto Rico.
Health Care Spending Accounts. The University shall provide Health Care Spending Accounts, which allow employees to set aside dollars from their paychecks on a pre-tax basis in order to be reimbursed for un- reimbursable health expenses for themselves and their dependents as defined by IRS codes. All regular employees working at least .50 FTE or greater are eligible for this plan within the first sixty (60) days following their hire date with the plan becoming effective no later than the first day of the month following their first sixty (60) days of their regular employment. If an employee does not return a completed and signed enrollment form to Employee Benefits within their first sixty (60) days of employment, they will not be eligible to participate in the plan until the next open enrollment period. Open enrollment occurs once per year. During open enrollment eligible employees who are not currently enrolled in the plan may enroll and employees currently enrolled in the plan must complete paperwork to either continue or discontinue the plan. Employees may only make changes or additions to their plan outside of the open enrollment period within thirty (30) days after a change in status occurs. The proper forms must be executed with Employee Benefits within the thirty (30) day period. Examples of a change in status include but are not limited to:
1. Marriage
2. Divorce
3. Legal Separation 4. Childbirth
