Health Reimbursement Account. Subject to all applicable IRS regulations, a Health Reimbursement Account (“HRA”) shall be made available for any employee who is precluded from participating in a Health Savings Account (“HSA”) because the employee receives Medicare and/or veterans’ benefits. The annual maximum reimbursement by the City for employees participating in the HRA shall not exceed the dollar amount of the City’s annual HSA contribution for employees enrolled in the HSA.
Health Reimbursement Account. Effective October 12, 2007, the County established a Health Reimbursement Account (HRA) for current and future employees. Members of ACLEM began participation in the HRA on June 19, 2009. The County and the HRA administrator, with the oversight of the Health Reimbursement Account Advisory Committee, shall administer the program subject to the requirements set forth in the Internal Revenue Code and the Health Reimbursement Arrangement Plan Document.
1. Effective June 19, 2009, employees began contributions of one (1) percent of their bi-weekly base salary, exclusive of overtime and premium pay, to fund their Health Reimbursement Account Plan.
2. Effective June 19, 2009, the County began contributions of one (1) percent of each eligible employee’s bi-weekly base salary to fund their Health Reimbursement Account Plan.
3. Effective November 11, 2016, the County began contributions of two (2) percent of each eligible employee’s bi-weekly base salary to fund their Health Reimbursement Account Plan. The employee contribution referenced in subsection 1 above, shall be reduced from one (1) percent to zero (0) percent.
4. Effective as of July 6, 2018, the County will contribute four (4) percent of each eligible employee’s bi-weekly base salary to fund their Health Reimbursement Account Plan.
Health Reimbursement Account. Notwithstanding anything contained in Section 2.05(b), ILG shall or shall cause one of its Affiliates to adopt a health reimbursement account (the “ILG HRA”), effective as of the Closing Date. The ILG HRA shall have similar terms and provide the same level of benefits as Starwood’s health reimbursement account in effect immediately prior to the Closing Date (the “Starwood HRA”). Effective as of the Closing Date, ILG shall assume the liabilities and obligations with respect to the account balances for all Vistana Employees and Former Vistana Employees under the Starwood HRA and shall pay all benefits with respect thereto to such Vistana Employees and Former Vistana Employees on and after the Closing Date.
Health Reimbursement Account. Notwithstanding the provisions of Section 2.05(e) of the Employee Matters Agreement to the contrary, in the event that the Closing Date has not occurred as of April 1, 2016, Vistana Employees will cease to participate in the Starwood HRA as of such date, and Vistana shall establish a new health reimbursement account (the “Vistana HRA”) for the benefit of Vistana Employees. The Vistana HRA shall have similar terms and provide the same level of benefits as the Starwood HRA, and shall be subject to the review and approval of ILG prior to its adoption which consent shall not be unreasonably withheld. In connection with providing the same level of benefits, to the extent permitted by applicable Law, the Vistana HRA shall provide that the account balances for each Vistana Employee who is a participant under the Vistana HRA shall be increased by any balance that still remains under the Starwood HRA for such participant after the end of the run out period under the Starwood HRA for paying claims incurred in the 2015-2016 plan year to the same extent as such amount would have remained available for such participant’s use under the Starwood HRA during the 2016-2017 plan year. In the event the foregoing applies, references in the Employee Matters Agreement to the “ILG HRA” shall be deemed to be references to the new Vistana HRA, and the Vistana HRA shall be deemed a Vistana Benefit Plan for purposes of the Merger Agreement. In the event the Vistana HRA is established pursuant to this Section 1.07, (i) Starwood shall be responsible for all liabilities with respect to any Vistana Employee or Former Vistana Employee and their dependents, regardless of when such claims are filed and/or paid under the Starwood HRA, and (ii) Vistana shall be responsible for all liabilities with respect to any Vistana Employee or Former Vistana Employee and their dependents, regardless of when such claims are filed, under the Vistana HRA with respect to all claims incurred on or after April 1, 2016.
Health Reimbursement Account. HRA (VEBA)
Health Reimbursement Account. The district shall have developed a plan for Health Savings Reimbursement Accounts. The design of this plan shall call for the district to make an annual deposit of $300 for each unit member and permit the carryover and accumulation of unused balances at the end of each year. Vesting will occur after 7 years in the plan and an unused balance can be carried into retirement. Effective July 1, 2019 the annual deposit shall be increased to $350 for each unit member.
Health Reimbursement Account. Employees with an existing health reimbursement account will no longer receive funding to this account. Any remaining funds in the account will be available for reimbursement of expenses in accordance with IRS regulations until exhausted.
Health Reimbursement Account. (a) The College will allocate funds to all regular full time non-probationary employees as of September 1, 2008. Eligible employees with Family coverage will be eligible for $1,000 and employees with Single coverage will be eligible for $500. These funds are to be used to reimburse employees for medical expenses incurred between July 1, 2008 and August 31, 2009. Unused funds shall be rolled over to the next contract year.
(b) The College will allocate funds to all regular full time non-probationary employees as of September 1, 2009. Eligible employees with Family coverage will be eligible for $1,000 and employees with Single coverage will be eligible for $500. These funds are to be used to reimburse employees for medical expenses incurred between September 1, 2009 and August 31, 2010. Unused funds shall be rolled over to the next contract year.
(c) The College will allocate funds to all regular full time non-probationary employees as of September 1, 2010. Eligible employees with Family coverage will be eligible for $1,000 and employees with Single coverage will be eligible for $500. These funds are to be used to reimburse employees for medical expenses incurred between September 1, 2010 and August 31, 2011. Unused funds shall be rolled over to the next contract year.
(d) The HRA contribution shall continue as provided above on an annual basis following the expiration of this Agreement unless otherwise negotiated by the parties. However, the contribution amount shall be modified to $250 for eligible employees with family coverage and $150 for eligible employees with single coverage upon the expiration of this Agreement. Any unused funds at the end of a contract year shall roll over into the next contract year until exhausted.
(e) Eligibility for new College contributions shall cease upon separation from employment, and any unused funds shall roll over into retirement and may be used for medical expenses until exhausted.
(f) In the event a retiree does not utilize any portion of the amount in the account by August 31 of the first full year following the date of retirement, the cost to the College for maintaining the HRA account will be deducted from the balance in the HRA account as of August 31of each year. Such deduction will continue to be made (a) for each full year (September 1 – August 31) in which the retiree does not utilize any portion of the monies in the account, or (b) if the account balance is less than $200.
Health Reimbursement Account. A Health Reimbursement Account (HRA) will be offered to bargaining unit members who participate in the Vitality program as set forth in Appendix B.
Health Reimbursement Account. Maintain benefits of $1,250 per Employee and
