Health Reimbursement Arrangement (HRA. Contribution Effective the pay period beginning on September 13, 2016, the County shall cease contributions to the HRA account described in the section. Effective the pay period beginning September 13, 2016, the County will instead convert such HRA contributions into medical insurance premiums. Effective through September 12, 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 9. 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 9.2.6. Effective 5/12/2015 - 9/12/2016 Per Paid Status Hour Monthly Equivalent EE only $0.17 $30.00 EE +1 $0.66 $115.31 EE + 2 $2.47 $429.45 Prior, unused County contributions pursuant to this section will be available to Plan participants for reimbursement of eligible medical care expenses incurred by an eligible employee or dependents(s) as described in Internal Revenue code sections 105 and 106. Effective September 13, 2016, active employee post-tax medical premiums are not eligible for reimbursement. Health benefits in this Article 9 are available only to active employees. When this MOU ends on March 26, 2018, the parties agree that the health benefits in this Article 9 are subject to negotiations for a successor MOU. The County of Sonoma Health Reimbursement Arrangement (HRA) Plan Document will be amended to reflect the above HRA contribution and benefit eligibility criteria for active employees. The County makes no representations or warranties in regard to the tax treatment of the HRA, including whether any portion of the HRA is taxable by the Internal Revenue Service or the Franchise Tax Board.
Health Reimbursement Arrangement (HRA. If a teacher selects the Gold CDHP Plan for health coverage, the teacher may elect to participate in a Health Reimbursement Arrangement (“HRA”). The District shall offer an integrated HRA, including both Rx (prescription) and medical expenses to teachers enrolled in the Gold CDHP Plan. The HRA shall cover all medical deductibles, co-insurance, copays, and Rx costs (“medical expenses”) provided however, the teacher shall pay the first dollar amount of medical expenses as defined herein up to the following amounts: single -$ 400; two person - $800; parent/child(ren) - $800; family - $800 of the medical maximum out of pocket costs for the respective levels of coverage. The District shall select an HRA administrator and shall pay the monthly administrative costs. The HRA shall not include a rollover from one year to the next year, but shall provide for a 90 day run out for expenses from one year to the next year. Benefits under the HRA shall be prorated during the plan year based on the teacher’s date of hire. The Board shall have the authority to determine all other administrative determinations regarding the HRA.
Health Reimbursement Arrangement (HRA. Employees who have worked for one completed year of service as of September 1st will be eligible to participate in the HRA retirement plan. The School District will make a $575 contribution to an HRA each year for each full-time employee, up to a maximum of $7,000. Part-time employees working 14 hours or more per week are eligible for a prorated contribution based on hours worked per day. The placement of employees to determine the contribution amount will be based on the placement of employees in positions as of October 15th. The contribution will be paid by October 30th. Examples Employee Hours per day Divided by 7 Hours $ Amount A 7 1.000 $ 575.00 B 5.5 0.786 $ 452.00 C 8 1.0 $ 575.00 D 3.5 0.500 $ 288.00 E 2 0.286 Does not qualify
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 eligible dependents(s) as described in Internal Revenue code Sections 105 and 106. The County of Sonoma Health Reimbursement Arrangement (HRA) Plan Document will be amended to reflect HRA contributions 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. A Health Reimbursement Arrangement described in Sections 105 or 106 of the Code.
Health Reimbursement Arrangement (HRA. The City currently maintains a Health Reimbursement Arrangement (HRA) that qualifies as a "health reimbursement arrangement" as described in Internal Revenue Service (IRS) Notice 2002-45 and other guidance published by the IRS regarding HRAs. The City agrees to maintain the HRA such that it will continue to qualify as a “health reimbursement arrangement” for the term of the MOU. At separation from permanent employment with the City of Fresno by service retirement or at a disability retirement if the employee is otherwise eligible for service retirement, employees who have used eighty (80) hours or less of *** leave used for sick time (excluding only hours used for protected leave such as family and medical leave, *** Workers’ Compensation leave, and/or Bereavement Leave) in the 24 months preceding their date of retirement, will be credited with an account for the employee under the HRA to be used solely to pay premiums for medical insurance (including COBRA premiums). The "value" of the account shall be determined as follows: The number of accumulated supplemental sick leave hours at the time of retirement multiplied by the employee's then current hourly base rate of pay. The number of accumulated frozen sick leave hours in excess of 240 hours at the time of retirement multiplied by 40% of the employee’s then current hourly base rate of pay. The hourly base rate of pay shall be the equivalent of the monthly salary for an employee as reflected in Exhibit I, multiplied by twelve (12) months then divided by 2,080 hours. *** At the employer’s option, HRA accounts shall be book accounts only – no actual trust account shall be established for any employee. Each HRA book account shall be credited on a monthly basis with a rate of earnings equal to the yield on the City's Investment Portfolio (provided that such yield is positive). The HRA accounts shall be used solely to pay premiums for medical insurance (including COBRA premiums) covering the participant, the participant's spouse (or surviving spouse in the event of the death of the participant), and the participant's dependents. Once a participant's account under the HRA has been reduced to $0, no further benefits shall be payable by the HRA. If the participant, the participant's spouse, and the participant's dependents die before the participant's account under the HRA has been reduced to $0, no death benefit shall be payable to any person by the HRA. While this provision is in effect employees shall no...
Health Reimbursement Arrangement (HRA. The School District shall make an annual contribution into an individual HRA account for each full-time teacher enrolled in a District health insurance plan. The District contribution shall be $500 for a full-time teacher enrolled in the $100 or $500 deductible plans and $700 $900 for a full-time teacher enrolled in the $2000 deductible plan.
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. The parties’ Agreement on health insurance and specifically including the 50% HRA agreement, shall be effect from July 1, 2013 through June 30, 2016. The parties agree that any changes to the above provisions will be bargained in accordance to one of the following three Massachusetts statutes:
Health Reimbursement Arrangement (HRA. It is mutually agreed that the Employer shall contribute to the NECA-IBEW Welfare Trust Fund Health Reimbursement Arrangement the sum of fifty cents ($0.50) for each hour worked by each eligible employee hired for employment as defined in the Trust Agreement which established such fund. Such payments shall be made monthly on such forms as are provided by the Fund Trustees. Contributions shall be made to the Illinois Chapter NECA office and shall be paid on or before the 15th day of the month, following the month for which hours were worked. The remittance by check, draft or money order and copy of the ePRLive report shall be submitted to the fund Illinois Chapter NECA office. The Employer agrees to be bound by the Amended Agreement and Declaration of Trust of the NECA- IBEW Welfare Trust Fund, and by any future amendments thereto. The Employer agrees that it shall be bound by all actions taken by the Trustees of the NECA-IBEW Welfare Trust Fund in the administration of the Fund pursuant to the provisions of the Amended Agreement and Declaration of Trust or as it may hereafter be amended. Individual Employers who fail to remit as provided above shall be additionally subject to having this Agreement terminated upon seventy-two (72) hours notice, in writing, being served by the Union, provided the individual Employer fails to show satisfactory proof that the required payments have been paid to the Local Secretary-Treasurer.
Health Reimbursement Arrangement (HRA. Contribution Effective the pay period beginning May 10, 2016, the County ceased contributions to the Active HRA account described in this section. Remaining balances in the active HRA will continue to be available to Plan participants for reimbursement of eligible medical care expenses as incurred by an eligible employee/retiree or dependent(s) as defined under Internal Revenue Code Sections 105 and 106. . The County of Sonoma has established an Active Health Reimbursement Arrangement (HRA) Plan Document which outlined the eligibility provisions of this plan pursuant to current IRS regulations and 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.
