HSA Funding. The Board will fund fifty percent (50%) of the applicable HSA deductible. The Board’s contribution toward the HSA deductible will be deposited into the HSA accounts throughout the course of the year, on the Board’s payroll dates. The parties acknowledge that the Board’s contribution toward the funding of the HSA plan is not an element of the underlying insurance plan, but rather relates to the manner in which the deductible shall be funded for actively employed administrators. The Board shall have no obligation to fund any portion of the HSA deductible for retirees or other individuals upon their separation from employment.
HSA Funding. The Board shall contribute to each Health Savings Account (HSA) a total of seventy percent (70%) of the deductible for employees with either the “single” or “family” coverage on the first payroll of January in the year the employee initially enrolls in the High Deductible Health Plan (HDHP). • The Board shall contribute annually to each Health Savings Account (HSA) a total of seventy percent (70%) of the deductible for employees with either the “single” or “family” coverage. The Board contribution will be made semi-annually with 50% on the first payroll of January and 50% on the first payroll of July in years following initial enrollment in the High Deductible Health Plan (HDHP). • Members eligible for coverage whose initial employment occurs after January 1 of a calendar year shall receive a pro rata amount of the Board contribution to his/her HSA. • The Board contribution shall be reduced for a member of this bargaining unit, if necessary, so that the total Board contribution to the HSAs for such member and for his/her spouse in a year shall not exceed an amount equal to the sum paid for one family coverage plan, altogether where both the member and his/her spouse are employed by the Board and eligible to enroll in health insurance. This rule applies whether the spouse of the member is a member of the bargaining unit or not. • Termination of employment for any reason terminates Board liability of HSA Contributions. • The above amount shall be adjusted, as the deductibles will be adjusted, so the amounts do not violate IRS requirements.
HSA Funding. 33 • Effective with the first pay period after June 30, 2020 each employee that has enrolled in 34 the Green or Blue plan shall receive a lump sum payment equal to 100% of their applicable 35 deductible. Employees enrolled in the orange plan shall receive the same amount as 36 employees enrolling in the blue plan. This lump sum payment will be contributed to the 37 employee’s Health Savings Account (HSA) unless the employee chooses to receive the 38 contribution in a lump sum cash payment. 39 • Effective with the first pay period after June 30, 2021 each employee that has enrolled in 40 the Green or Blue plan shall receive a lump sum payment equal to 100% of their applicable 1 deductible. Employees enrolled in the orange plan shall receive the same amount as 2 employees enrolling in the blue plan. This lump sum payment will be contributed to the 3 employee’s Health Savings Account (HSA) unless the employee chooses to receive the 4 contribution in a lump sum cash payment. 5 • Effective with the first pay period after June 30, 2022 each employee that has enrolled in 6 the Green or Blue plan shall receive a lump sum payment equal to 75% of their applicable 7 deductible. Employees enrolled in the orange plan shall receive the same amount as 8 employees enrolling in the blue plan. This lump sum payment will be contributed to the 9 employee’s Health Savings Account (HSA) unless the employee chooses to receive the 10 contribution in a lump sum cash payment.
HSA Funding. Effective with the first pay period after June 30, 2019 the company shall contribute 90% of the applicable deductible into the employee’s HSA for those who enroll in the Green o r Blue Plan. The Orange Plan HSA will be funded the same as the Blue Plan HSA. Effective with the first pay period after June 30, 2020 the company shall contribute 70% of the applicable deductible into the employee’s HSA for those who enroll in the Green or Blue Plan. The Orange Plan HSA will be funded the same as the Blue Plan HSA. Effective with the first pay period after June 30, 2021 the company shall contribute 60% of the applicable deductible into the employee’s HSA for those who enroll in the Green or Blue Plan. The Orange Plan HSA will be funded the same as the Blue Plan HSA. Effective with the first pay period of each plan year thereafter, the company shall contribute 50% of the Green or Blue Plan’s applicable deductible into the employee’s H SA. The Orange Plan HSA will be funded the same as the Blue Plan HSA. The company shall permit employees the ability to make HSA contributions via payroll d eduction. D irect Primary Care S pirit will provide employees with access to Direct Primary Care (DPC) services. DPC is an o ptional health care delivery model structured to improve health outcomes, lower costs, and provide an enhanced patient care experience. This will be an optional network, which employees m ay choose when completing annual enrollment activities beginning in the 2019/2020 benefit y ear. Employees who elect to participate in the DPC network will receive a 3% reduction in p remium in the 2019/2020 year, and a 5% reduction in the premium contributions thereafter. I n order to preserve the health savings account (HSA) benefits and give employees the best of both the traditional and DPC models, where permitted by law, the DPC network shall have unlimited free primary care, unlimited free coverage for minor procedures (as defined by the D PC) and a listing of free generic drugs; where not permitted by law, the DPC clinic shall charge t he lowest reasonable fee for the services and/or prescriptions provided. S pirit will create a DPC Oversight Committee, and SPEEA staff will be invited to become i nvolved as an active member. DPC providers will follow generally accepted standards of m edical practice. Spirit will strive the DPC has a posted list of available services and procedures t hat is maintained and updated annually on a prospective basis, prior to eac...
HSA Funding. Effective with the first pay period after June 30, 2020 each employee that has enrolled in the Green or Blue plan shall receive a lump sum payment equal to 100% of their applicable deductible. Employees enrolled in the orange plan shall receive the same amount as employees enrolling in the blue plan. This lump sum payment will be contributed to the employee’s Health Savings Account (HSA) unless the employee chooses to receive the contribution in a lump sum cash payment. • Effective with the first pay period after June 30, 2021 each employee that has enrolled in the Green or Blue plan shall receive a lump sum payment equal to 100% of their applicable deductible. Employees enrolled in the orange plan shall receive the same amount as employees enrolling in the blue plan. This lump sum payment will be contributed to the employee’s Health Savings Account (HSA) unless the employee chooses to receive the contribution in a lump sum cash payment. • Effective with the first pay period after June 30, 2022 each employee that has enrolled in the Green or Blue plan shall receive a lump sum payment equal to 75% of their applicable deductible. Employees enrolled in the orange plan shall receive the same amount as employees enrolling in the blue plan. This lump sum payment will be contributed to the employee’s Health Savings Account (HSA) unless the employee chooses to receive the contribution in a lump sum cash payment. • Effective with the first pay period after June 30, 2023 each employee that has enrolled in the Green or Blue plan shall receive a lump sum payment equal to 75% of their applicable deductible. Employees enrolled in the orange plan shall receive the same amount as employees enrolling in the blue plan. This lump sum payment will be contributed to the employee’s Health Savings Account (HSA) unless the employee chooses to receive the contribution in a lump sum cash payment. • Effective with the first pay period after June 30, 2024 each employee that has enrolled in the Green or Blue plan shall receive a lump sum payment equal to 60% of their applicable deductible. Employees enrolled in the orange plan shall receive the same amount as employees enrolling in the blue plan. This lump sum payment will be contributed to the employee’s Health Savings Account (HSA) unless the employee chooses to receive the contribution in a lump sum cash payment. • Effective with the first pay period after June 30, 2025 each employee that has enrolled in the Green or Blue plan shal...
HSA Funding. All standard HSA contributions shall be made on July 1st. The District will contribute either 50% of the individual plan deductible ($1250.00) or replenish the HSA to fully funded status, whichever is the greater amount. In order to be eligible to receive funding in excess of 50% of the individual plan deductible ($1250.00), Eligible Bargaining Unit members will need to submit documentation necessary to demonstrate deductible expenditures. For eligible Bargaining unit members beginning employment midyear, all standard (prorated) HSA contributions shall be made on the first day of the month following their first day of employment. Eligible Bargaining Unit members who receive their contribution on January 1st and leave the District before the end of the calendar year shall refund the District the prorated amount of their total annual standard contributions. Earned Wellness Contributions shall be paid at the beginning of the month following completion of an objective. Additionally, eligible Bargaining Unit Members may fund their own HSAs with pre-tax contributions. No contributions can be made beyond the Federally defined limit for any given plan year, even if bargaining unit members continue to obtain wellness achievements.
HSA Funding. For employees enrolled in the HDHP plan, the Town will fund into the employee’s Health Savings Account (HSA) the following amounts towards the annual deductible based on the employee’s level of coverage (i.e. 1 person, 2 person/family): • Half of the $2,000 or $4,000 deductible based on the employee’s level of coverage. The Town’s contribution toward the deductible shall be made in two equal payments, in aggregate totaling 50% of the deductible: One payment will be made in July and the other in January. The amount of the Town’s contribution towards the deductible for new hires or employees that enroll in the HDHP plan due to a qualifying event or open enrollment will be prorated based upon the month that coverage in the plan begins. For example, if a new hire enrolls in the plan for single coverage on September 1, 2019, they would receive a pro-rated contribution from the Town for the fiscal year as follows: Annual town contribution amount, divided by twelve months, multiplied by ten months in the plan = total pro-rated contribution (($1,000/12)*10)) = $833.33.
HSA Funding. The Board, in its sole discretion, may determine or change the plan and benefits level, after meeting or conferring with the Union, to the same level as the plan available to the majority of Olentangy employees. • The Board shall contribute to each Health Savings Account (HSA) a total of seventy percent (70%) of the deductible for employees with either the “single” or “family” coverage on the first payroll of January in the year the employee initially enrolls in the High Deductible Health Plan (HDHP). • The Board shall contribute annually to each Health Savings Account (HSA) a total of seventy percent (70%) of the deductible for employees with either the “single” or “family” coverage. The Board contribution will be made semi-annually with 50% on the first payroll of January and 50% on the first payroll of July in years following initial enrollment in the High Deductible Health Plan (HDHP). • Members eligible for coverage whose initial employment occurs after January 1 of a calendar year shall receive a pro rata amount of the Board contribution to his/her HSA. • The Board contribution shall be reduced for a member of this bargaining unit, if necessary, so that the total Board contribution to the HSAs for such member and for his/her spouse in a year shall not exceed an amount equal to the sum paid for one family coverage plan, altogether where both the member and his/her spouse are employed by the Board and eligible to enroll in health insurance. This rule applies whether the spouse of the member is a member of the bargaining unit or not. • Termination of employment for any reason terminates Board liability of HSA Contributions. • The above amount shall be adjusted, as the deductibles will be adjusted, so the amounts do not violate IRS requirements. • Other Benefit Concerns The Board’s contribution to the cost of total major medical insurance premium coverages will be capped at the dollar amounts the Board is paying as of December 31, 2018. Thereafter:
HSA Funding. Effective January 2021, funding of the City’s contribution to the Bargaining Unit Members’ Health Savings Account will be deposited on a semi-annual basis in January and July.
HSA Funding. Once per school year, the District will contribute either 50% of the individual plan deductible ($1,250) or replenish the HSA up to the amount of the deductible of the selected plan, whichever is the greater amount. In order to be eligible to receive funding in excess of 50% of the individual plan deductible ($1,250), Bargaining Unit Members will need to submit documentation necessary to demonstrate deductible expenditures. For Bargaining Unit Members beginning employment midyear, all standard (prorated) HSA contributions shall be made on the first day of the month following their first day of employment. Bargaining Unit Members who receive their contribution, and leave the District before the end of the school year shall refund the District the prorated amount of their total annual standard contributions. Earned wellness contributions shall be paid at the beginning of the month following completion of an objective. Additionally, Bargaining Unit Members may fund their own HSAs with pre-tax contributions. No contributions can be made beyond the federally defined limit for any given plan year, even if Bargaining Unit Members continue to obtain wellness achievements.
