Health Spending Account (HSA. Wellness Spending Account (WSA)/Registered Retirement Savings Plan (RRSP) utilization rates;
Health Spending Account (HSA. A Health Spending Account will be provided in accordance with the terms and conditions of the HEB Manitoba plan. 2810 Where an employee cannot arrive as scheduled at the Worksite due to whiteout/blizzard conditions as declared by Environment Canada or due to road closures as declared by police agencies or Manitoba Infrastructure and Transportation, the employee may be rescheduled if the employer determines that alternate work is available and that it can be rescheduled during the following two (2) consecutive bi-weekly pay periods. Where the rescheduling of such alternate work cannot be accommodated or the employee chooses not to be rescheduled, she/he may take the time from banked time which includes banked overtime, General Holidays or vacation. 2811 Employees who are unable to leave the workplace due to road closures, as declared by the Manitoba Infrastructure and Transportation shall be provided an area to rest. 2812 The Employer and the Association are committed to reasonable accommodation in a manner that respects the dignity and privacy of the employee. Reasonable accommodation is the shared responsibility of the employees, the Employer and the Association. Where a need has been identified, the parties will meet to investigate and identify the feasibility of accommodation that is substantial, meaningful and reasonable to the point of undue hardship. Where necessary, relevant provisions of the Collective Agreement may, by mutual agreement between the Association and the Employer be waived. An employee who through advancing years or disablement, is unable to perform her regular duties, shall be given preference for transfer to any suitable vacant position within the bargaining unit which requires the performance of lighter work of which she is capable. She will be paid at the same increment level in the new position as she was paid in her previous position. 2813 Upon application, each employee on the Workplace Safety & Health Committee shall be granted paid educational leave in accordance with the Workplace Safety & Health Act Section 44 (1). 2814 Rehabilitation and Return to Work (RTW) Program The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled employees even when she/he is not covered under the D&R, WCB or MPI programs. Any such employee will be supernumerary in nature when reasonably possible. The Association shall be notified by the Employer if there is a request for a Rehabi...
Health Spending Account (HSA. The Employer shall maintain the current Health Spending Account for permanent full and part-time employees and the current eligibility requirements subject to the following parameters: • The current maximum claim benefit shall be increased from seven hundred dollars ($700)/per year to eight hundred fifty dollars ($850)/year per full-time employee and from three hundred fifty dollars ($350)/year to four hundred and twenty five dollars ($425)/year per part-time employee. • There is no carryover of HSA dollars from one year to the next, but an employee can carry forward claims for up to one year. i.e. a full-time employee had $150 in claims in the first year. The employee can claim the $120 and carry forward the additional $30 in claims for up to one year. • Employees can apply for reimbursement once claims total $100 (i.e. the "trigger point"). • Reimbursement for claims is once every two months. • An employee must file a claim. • Employees to receive annual statements. • The plan shall use Revenue Canada's definition of dependent (i.e. an employee can pay HSA eligible expenses for anyone for whom they can claim a tax deduction). • Plan coverage and administration is to be determined by the Employer.
Health Spending Account (HSA. Spending Account will be provided in accordance with the terms and conditions of the HEB Manitoba Plan. Effective the first day of the month after ratification and no sooner than July 1, 2023 the Employer will agree to increase the Health Spending Account to: $1,250 for Full-time Employees $1,000 for Part-time Employees
Health Spending Account (HSA. The parties agree to the establishment of a Health Spending Account for permanent full and part-time employees within the following parameters: The Health Spending Account shall apply to permanent full and part-time employees on staff as of January 1, 2005. The HSA shall become applicable to claims for allowable expenses (as determined by the account plan) incurred commencing January 1, 2005. Effective January 1, 2008, and applicable to permanent full and part-time employees on staff as of January 1, 2008, maximum claims shall be increased to three hundred and fifty dollars ($350.00)/year per full-time employee and one hundred and seventy-five dollars ($175.00)/year per part-time employee. Effective January 1, 2013, and applicable to permanent full and part-time employees on staff as of January 1, 2013, maximum claims shall be increased to four hundred dollars ($400.00)/year per full- time employee and two hundred dollars ($200.00)/year per part-time employee. Effective January 1, 2014, and applicable to permanent full and part-time employees on staff as of January 1, 2014, maximum claims shall be increased to five hundred dollars ($500.00)/year per full- time employee and two hundred and fifty dollars ($250.00)/year per part-time employee. Effective March 21, 2014, and applicable to permanent full and part-time employees on staff as of March 21, 2014, maximum claims shall be increased to six hundred dollars ($600.00)/year per full- time employee and three hundred dollars ($300.00)/year per part-time employee. There is no carryover of HSA dollars from one year to the next, but an employee can carry forward claims for up to one year. i.e. a full-time employee had $150 in claims in the first year. The employee can claim the $120 and carry forward the additional $30 in claims for up to one year. Employees can apply for reimbursement once claims total $100 (i.e. the "trigger point"). Reimbursement for claims is once every two months. An employee must file a claim. Employees to receive annual statements. The plan shall use Revenue Canada's definition of dependent (i.e. an employee can pay HSA eligible expenses for anyone for whom they can claim a tax deduction). Plan coverage and administration is to be determined by the Employer.
Health Spending Account (HSA. The provisions of the HSA will be administered in accordance with HEB’s plan text and eligibility criteria.
Health Spending Account (HSA. Wellness Spending Account (WSA)
7.3.1. An HSA / WSA of $60.41667 per month per teacher on a full-time equivalency basis will be established.
3.1 shall be eligible on a pro-rata basis. The plan shall be administered by A.S.E.B.P. in accordance with Canada Revenue Agency and the Income Tax Act of Canada. Teachers leaving the employ of the Employer for any reason will forfeit any remaining balance.
Health Spending Account (HSA. 53:01 The parties agree to the establishment of a Health Spending Account for permanent full and part-time employees within the following parameters:
(a) Effective January 1, 2009, and applicable to permanent and full-time employees on staff as of January 1, 2009, maximum claims shall be two hundred fifty dollars ($250) per year per full-time employee.
(b) Effective March 24, 2012, and applicable to permanent full-time employees on staff as of January 1, 2012, maximum claims shall be increased to three hundred fifty dollars ($350) per year per full-time employee.
(c) Effective January 1, 2013, and applicable to permanent full-time employees on staff as of January 1, 2013, maximum claims shall be increased to four hundred dollars ($400) per year per full-time employee.
(d) Effective January 1, 2014, and applicable to permanent full-time employees on staff as of January 1, 2014, maximum claims shall be increased to five hundred dollars ($500) per year per full-time employee.
(e) Effective March 21, 2014, and applicable to permanent full-time employees on staff as of March 21, 2014, maximum claims shall be increased to six hundred dollars ($600) per year per full-time employee.
(f) There is no carryover of HSA dollars from one year to the next, but an employee can carry forward claims for up to one (1) year (i.e. a full-time employee had one hundred fifty dollars [$150] in claims in the first year. The employee can claim the one hundred twenty dollars [$120] and carry forward the additional thirty dollars [$30] in claims for up to one [1] year).
(g) Employees can apply for reimbursement once claims total one hundred dollars ($100) (i.e. the “trigger point”).
(h) Reimbursement for claims is once every two (2) months.
(i) An employee must file a claim.
(j) Employees are to receive annual statements.
(k) The plan shall use Revenue Canada’s definition of dependent (i.e. an employee can pay HSA eligible expenses for anyone for whom they can claim a tax deduction).
(l) Plan coverage and administration is to be determined by the Authority.
53:02 Part-time employees are eligible for family coverage based on the formula contained in the part-time employees Article 17.
53:03 Contents of the Plan shall be the same as that of the Manitoba Civil Service and altered identically when changes are made.
Health Spending Account (HSA. Each permanent employee, at the conclusion of the elimination period, shall be provided with a HSA in the amount of $200 each calendar year and on the first of the month following ratification, $500 each calendar year. This HSA will allow employees to supplement their benefit programs on any item or service allowed as a medical expense under the Income Tax Act. Term employees who are appointed for a period of eight months or more (or whose appointments extend for a continuous period of at least eight months) and who are appointed for half-time or more, shall be provided with a HSA at the expiration of the normal waiting period.
Health Spending Account (HSA. 33.01 Full-time employees who have completed 2080 hours of work and who are not on probation will be reimbursed for 50% of expenses incurred by them on account of vision care (prescription glasses/sunglasses, laser eye surgery or contacts), medications, vaccines, mental health practitioners (counselors or psychologists) or dental care up to a maximum Employer contribution of four hundred ($400) dollars per year. Payment will only be made where receipts are provided.
