Health Reimbursement Account (HRA). The City will provide an HRA for bargaining unit members in the amount of nine hundred dollars ($900.00) for single coverage and eighteen hundred dollars ($1800.00) for family coverage. Members with single coverage must pay the first one hundred dollars ($100.00) of the single-plan deductible, after which the City pays the remainder under the HRA. Members with family coverage must pay the first two hundred dollars ($200.00) of the family-plan deductible, after which the City pays the remainder under the HRA.
Health Reimbursement Account (HRA). The employer shall contribute toward the Health Reimbursement Account (HRA) on a pro-rata basis for teachers regularly scheduled to work 20 hours per week to less than 30 hours per week (.5 FTE to less than .75 FTE). The contribution shall be prorated commensurate with the amount of time the teacher is regularly scheduled to work. For each teacher regularly scheduled to work 30 or more hours per week (.75 FTE or more) who qualifies for and is enrolled in coverage under the district health and hospitalization insurance plan, the District shall contribute toward the HRA at the full amount stated in this article with no proration. During the term of this agreement, the Employer will contribute in equal payments with each pay period $1,000.00 per year for single coverage or $2,000.00 per year for family coverage into an HRA account for each teacher regularly scheduled to work 30 or more hours per week (.75 FTE or more) who qualifies for and is enrolled in coverage under the district health and hospitalization insurance plan. If a qualified bargaining unit member enters the health and hospitalization plan and corresponding HRA on a date after the first day of the benefit year, the Employer shall prorate the amount of the HRA contribution to reflect the late entry. The prorated amount will be determined by the number of days the teacher is contracted compared to the total teacher days of a full-time teacher. All HRA contributions on behalf of the health and hospitalization plan participant shall cease on the date the participant is no longer covered under the health and hospitalization plan.
Health Reimbursement Account (HRA). The District will contribute $1,500 in 2015‐2016 to an individual HRA Account for each administrator. Unreimbursed costs of medical expenses and premiums can be reimbursed through this account. The employee must be enrolled in a medical plan through the District in order to receive the District HRA contribution. Section 2 of Article XII will no longer be in effect as of July 1, 2016.
Health Reimbursement Account (HRA). The City will contribute two (2%) percent of employees’ wages into their HRA account to be used in accordance with the terms of the HRA Trust Plan. The HRA Plan must be established and operated in compliance with IRS requirements and meet conditions if any which are established by the City’s health insurance provider.
Health Reimbursement Account (HRA) a. All teachers hired after July 1, 2008 shall not be eligible for the retirement incentive in Article VIII Group Insurance, Subd. 7 of the Master Agreement. Such teachers shall only be eligible to participate in a Health Reimbursement Account.
b. Any full-time teacher who has completed ten (10) years of full-time continuous service with the School District shall be eligible for an HRA. The annual contribution shall be into a HRA account, designated by the Monticello Insurance Committee, beginning in a person’s eleventh (11th) year of employment in the District, and according to the following matrix: Year District Contribution 2023-24 11-15 $2,404 16-20 $3,616 21-25 $4,808 26+ $6,009 This pattern shall continue until a person xxxxxx employment from the District. The amount of the contribution shall adjust annually based on the “All Items Less Food and Energy” CPI rate in September. The adjustment to the HRA contribution shall never be negative. Contributions into the account shall be made annually in two installments made by the District on January 15 and July 15 and will be prorated on actual service if service is less than one contract year
1. Part-Time and Temporary Teachers: Part-time and temporary teachers working less than 0.50 FTE are not eligible to participate in this plan. Beginning in the 2019-2020 school year, the District contribution will be prorated for qualifying part-time and temporary teachers working 0.50 FTE or more.
Health Reimbursement Account (HRA). The County will contribute, for each full-time employee, into a County HRA, sixty dollars ($60.00) per month. For employees on “no-pay” status or who end their employment at the County this benefit shall be pro-rated. HRA contributions shall be made on a pro rata basis for the benefit of employees who are regularly assigned and scheduled to work at least twenty (20) hours per week and who are eligible for health insurance benefits pursuant to the terms of this Agreement. Funds paid into an HRA may be used for pre-retirement or post-retirement expenses qualified for reimbursement under the HRA plan, in accordance with laws and regulations applicable to such accounts.
Health Reimbursement Account (HRA). Effective January 1, 2019, the Employer agrees to contribute one dollar ($1.00) for each hour worked by each employee covered by this Agreement to the Midwest Teamsters HRA Fund. This would also be reflected in the Wage Package Addendum. Contributions to the HRA must be made on each regular employee or extra employee even though such employee may work only part-time, under the provisions of this Agreement. Notwithstanding anything herein contained, it is agreed that in the event any Employer is delinquent at the end of a period in the payment of his/her contributions to the HRA Fund created under this Agreement, in accordance with the rules and regulations of the Trustees of such Funds, the Local Union or TDICINC, after the proper official of a Local Union shall have given seventy-two (72) hours notice to the Employer of such delinquency in HRA payments, shall have the right to take such action as they deem necessary until such delinquent payments are made, and it is further agreed that in the event such action is taken the Employer shall be responsible to the employees for losses resulting therefrom. Employers who are delinquent must also pay all attorney fees and cost of collections.
Health Reimbursement Account (HRA). Regular, full-time employees shall be eligible for $750 per calendar year (pro-rated for new hires) after being employed for 90 days, for documented, IRS approved expenses incurred for eye examinations, purchase of corrective lenses, and/or expenses related to hearing loss and orthodontia or other non-covered medical or dental expenses. Costs not reimbursed to any employee during one calendar year may be reimbursed in subsequent calendar years. Any funds not utilized in the prior two calendar years may be carried forward into the current calendar year. The funds carried forward cannot exceed the contributions for the prior two years. Effective January 1, 2019, HRA funds will be “limited-use,” meaning employees may not use HRA funds for non-covered medical expenses that would result in HRA funds being counted towards the Affordable Care Act’s (ACA’s) Cadillac Tax Threshold. This benefit shall expire during the term of the current Agreement. The Employer shall continue to contribute the funds through December 31, 2021, but will contribute no additional funding thereafter. Employees will continue to have access to existing funding through 2022.
Health Reimbursement Account (HRA). Effective September 1, 2021, the District will offer teachers a high deductible health insurance plan, Plan H - $4,000/$8,000 deductible plan, tied to a Health Reimbursement Account (HRA). For teachers who qualify and enroll in Plan H, the school district will contribute each month the amount equivalent to Plan C - $1,000/$2,000 deductible plan. The contribution will first be applied toward the insurance premium and any additional amount will be deposited into the teacher’s HRA account, subject to statutory and regulatory limits and requirements. This HRA account is separate to any Health Reimbursement Account that is linked to Retirement. Employees leaving School District No. 181 may purchase hospitalization coverage as provided under State law.
Subdivision 8. Teachers participating in the School District's health insurance program who are on unpaid status for five consecutive days will beginning on the sixth day lose the School District's participation in the health coverage. Deduction will be computed as follows: School District Cost of Health Insurance / 184 days = Daily Rate Subdivision 9. Part Time Teachers Part time teachers hired after July 1, 2021 will receive prorated health insurance benefit proportional to their full-time equivalent (FTE) calculated each contract year.
Health Reimbursement Account (HRA) eligibility: If a person covered by the employee’s family plan is not eligible to participate in the employee’s HSA, the parties agree the employee shall forego an HSA and the District will open an HRA for the employee funded by the District at the same levels as an HSA for other employees. The employee or retiree shall submit their receipts for incurred and paid expenses directly to the District for reimbursement. Reimbursements shall be made within thirty (30) calendar days of receipt. HRA funds shall carry forward into successive plan years.
