Health Reimbursement Arrangement. 1. The District replaced the supplemental Healthcare Account with an individual “Health Reimbursement Arrangement” (HRA) account for Employees, effective January 1, 2010.
Health Reimbursement Arrangement. The CCSNH shall establish a health reimbursement arrangement (HRA) for the purpose of funding 50% of the costs associated with the general in-network annual deductible costs established for each plan. The HRA claims payment process for deductible services shall be administered by a third party administrator selected by the CCSNH. The HRA administrator will process all annual deductible claims and make payment directly to the health care provider for the deductible medical services rendered to the employee or his/her dependent(s) covered under the CCSNH medical plan. Such payment(s) will be directly applied to the employee’s or his/her dependent’s patient account.
Health Reimbursement Arrangement. The City has adopted the HRA VEBA standard plan offered and administered by the Voluntary Employee’s Beneficiary Association Trust for Public Employees in the Northwest (“plan”). The standard plan shall be integrated with the City’s group medical plan and the City shall remit contributions only on behalf of eligible employees who are enrolled in or covered by the City’s group medical plan. The City shall contribute to the plan on behalf of all bargaining unit employees defined as eligible to participate in the plan. Each eligible employee must submit a completed and signed enrollment form to become an eligible participant and become eligible for benefits under the plan. Contributions on behalf of each eligible employee shall be based on direct employer contributions. Eligibility is limited to bargaining unit members enrolled in the City’s medical insurance plan. Employer contributions shall be $72.50 for each pay period worked, contributed on a semi-monthly basis on behalf of eligible full-time employees. Contributions for eligible employees not working full time, on layoff status, or not working a full pay period, except those employees on paid leave, shall be prorated.
Health Reimbursement Arrangement. The City shall contribute $145 per month to a Health Reimbursement Arrangement through a Voluntary Employees’ Beneficiary Association (hereinafter referred to as HRA or HRA VEBA) under Section 501 (c) (9) of the Internal Revenue Code for each full time employee of the bargaining unit. The amount of the HRA contributions for part time employees shall be prorated based on full time equivalency of the employee’s position. Effective July 1, 2025, the City’s contribution shall increase to $170.
Health Reimbursement Arrangement. (HRA) Contribution County contributions pursuant to this Section will be available to Plan participants for reimbursement of eligible medical care expenses incurred by an eligible employee or dependents(s) as described in Internal Revenue code Sections 105 and 106. HRA contributions made pursuant to this Section are separate and apart from HRA contributions and benefit eligibility for Retiree Medical for employees hired on or after January 1, 2009, pursuant to Article 11. The County of Sonoma Health Reimbursement Arrangement (HRA) Plan Document will be amended to reflect HRA contribution and benefit eligibility criteria for active employees. The County makes no representations or warranties in regard to the tax treatment of the HRA, including whether any portion of the HRA is taxable by the Internal Revenue Service or the Franchise Tax Board.
Health Reimbursement Arrangement. (HRA) Contribution Effective the pay period beginning on July 19, 2016, the County shall cease contribution to the HRA account described in this section. Effective the pay period beginning July 19, 2016, the County will instead convert such HRA contribution into medical insurance premiums as described in 15.2.2. Between July 1, 2016 and July 18, 2016, all eligible full and part time employees enrolled in a County sponsored medical plan will receive a contribution into a Health Reimbursement Arrangement (HRA) and can participate in the HRA plan based on County medical plan enrollment as described in this Article 15. Eligible employees who waive medical coverage and are not enrolled in a County sponsored medical plan will not receive a contribution into the HRA. The County will contribute the amount specified in the table below, per paid status hour to a maximum of 80 hours per biweekly pay period. The County will contribute to eligible part-time employees on a pro-rated basis, in accordance with Section 15.2.6. Effective 6/9/2015 - 7/18/2016 Per Paid Status Hour Monthly Equivalent EE only $0.29 $50.00 EE +1 $0.94 $164.25 EE + 2 $2.30 $400.00 County contributions pursuant to this section will be available to Plan participants for reimbursement of eligible medical care expenses incurred by an eligible employee or dependents(s) as described in Internal Revenue code sections 105 and 106. Effective August 1, 2016, active employee post-tax medical premiums are not eligible for reimbursement. HRA contributions made pursuant to this section are separate and apart from HRA contributions and benefit eligibility for Retiree Medical for employees hired on or after January 1, 2009, pursuant to Article 16. Health benefits in this Article 15 are available only to active employees. When this MOU ends on July 1, 2018, the parties agree that the health benefits in this Article 15 are subject to negotiations for a successor MOU. The County of Sonoma Health Reimbursement Arrangement (HRA) Plan Document will be amended to reflect the above HRA contribution and benefit eligibility criteria for active employees. The County makes no representations or warranties in regard to the tax treatment of the HRA, including whether any portion of the HRA is taxable by the Internal Revenue Service or the Franchise Tax Board.
Health Reimbursement Arrangement. Effective upon ratification for those Employees in the PPO 500 plan, the City of Lewiston shall contribute funds annually to the employee’s Health Reimbursement Arrangement in accordance with the following schedule: $1200 for the Single plan, $2400 for the Employee/Child and $2400 for the Employee/Spouse-Family plan.
Health Reimbursement Arrangement. Upon the exhaustion of the EHMF funds for the Health Reimbursement Arrangement (HRA) created by the September 2011 Memorandum of Agreement between the Town and the M.G.L. c. 32B, §§ 21/23 Public Employee Committee, the Town shall fund the HRA (including the third party administrator fee) in an annual calendar year amount of $200,000. The HRA will be available to all employees on the Town’s active health plans. The terms of the HRA shall be determined by the Town after consultation with the Health Insurance Advisory Committee. Any balance in the Town-funded HRA at the end of each year shall revert to the Town. Claims by subscribers for reimbursement shall be made on a first come first serve basis as determined by the third party administrator. When the HRA maximum amount is $10,000 or less, the Town shall notify the AFSCME President and provide an electronic notice to those subscribers who provide an email address to the Personnel Department.
Health Reimbursement Arrangement. For each covered retiree, the District will contribute the required PEMHCA minimum amount directly to PEMHCA. If the District is required under this MOU to contribute additional amounts towards a retiree's PEMHCA coverage, the District will, in accordance with the tax laws, make those contributions to a HRA. Amounts under the HRA will be paid to retirees in order to reimburse them for the cost of their PEMHCA coverage. The District will take all appropriate measures necessary to ensure that the HRA payments to retirees are nontaxable to the maximum extent permitted under the federal tax laws. District HRA supplemental contributions for employees hired prior to March 26, 2014, will not be decreased beyond the contract period as required by law or as provided for in a subsequent negotiation. Those amounts will be at the same levels as active employees set forth in the terms of this MOU.
Health Reimbursement Arrangement. (HRA) When an employee is enrolled in either the Network Blue New England Deductible Plan or the Harvard Pilgrim Best Buy Deductible Plan, the Town of Burlington will reimburse employees for the first 50% of their deductible. The deductibles for these plans require a $1,000 per individual and a $2,000 per family deductible per calendar year. Health Savings Account (HSA) When an employee is enrolled in the Harvard Pilgrim HSA, the Town of Burlington will contribute at least 50% of the deductible amount per year into the HSA. The deductibles for these plans require a $3,000 per individual and a $6,000 per family deductible per calendar year. The parties’ Agreement on health insurance and specifically, the 50% HRA and HSA agreement, shall be in effect from July 1, 2022 through June 30, 2025. The parties agree that any changes to the above provisions will be bargained in accordance to one of the following three Massachusetts statutes:
