Health Reimbursement Account (Bridge) Sample Clauses

Health Reimbursement Account (Bridge). Each employee is eligible for a bridge (H.R.A.) plan to cover a portion of the out of pocket medical costs. Insured H.R.A. Eligibility: Employee Only $2,400 Employee and Child $4,800 Employee and Child x 2 or more $4,800 Employee and Spouse $4,800 Employee, Spouse and Child $4,800 Employee, Spouse and Child x 2 or more $4,800 The H.S.A. and bridge (H.R.A.) work as follows: Employee Only $1500 H.S.A. $2400 Bridge $1100 OoPM Medical Costs Who Pays Funding Source Deductible 0-1,500 Employee H.S.A. 80/20 Co- Insurance 1,500.01-3,900 City Bridge 3,900.01-5,000 Employee Employee / H.S.A. OoPM 5,000 + Insurance Insurance Employee + Dependents $3000 H.S.A. $4800 Bridge $2200 OoPM Medical Costs Who Pays Funding Source Deductible 0-3,000 Employee H.S.A. 80/20 Co- Insurance 3,000.01-7,800 City Bridge 7,800.01-10,000 Employee Employee / H.S.A. OoPM 10,000 + Insurance Insurance
Sample 1
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Health Reimbursement Account (Bridge). Each employee is eligible for a bridge (H.R.A.) plan to cover a portion of the out of pocket medical costs. Insured H.R.A. Eligibility: Employee Only $2,400 Employee and Child $4,800 Employee and Child x 2 or more $4,800 Employee and Spouse $4,800 Employee, Spouse and Child $4,800 Employee, Spouse and Child x 2 or more $4,800 The H.S.A. and bridge (H.R.A.) work as follows:
Sample 1

Related to Health Reimbursement Account (Bridge)

  • DEPENDENT CARE REIMBURSEMENT ACCOUNT During the term of this MOU, Management agrees to maintain a Dependent Care Reimbursement Account (DCRA), qualified under Section 129 of the Internal Revenue Code, for active employees who are members of LACERS, provided that sufficient enrollment is maintained to continue to make the account available. Enrollment in the DCRA is at the discretion of each employee. All contributions into the DCRA and related administrative fees shall be paid by employees who are enrolled in the plan. As a qualified Section 129 Plan, the DCRA shall be administered according to the rules and regulations specified for such plans by the Internal Revenue Service.

  • Health Spending Account contributions by the Executive will cease on the Effective Date. The Executive may submit claims against the balance accrued to the Effective Date, until the end of the calendar year in which the Effective Date occurs.

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

  • Flexible Spending Accounts Employees in the unit shall have access to the County’s flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year maximum of $5,000, and medical expense reimbursement benefits with a calendar year maximum of $2,400. The County shall maintain this plan in compliance with IRC §125. Employee premiums for flexible spending account benefits shall be deducted on a pre-tax basis from employee pay.

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