Medical Savings Account. Nurses will have a choice of either a Health Reimbursement Account (HRA) or a Health Savings Account (HSA) based on their medical plan election. Plan Feature Health Reimbursement (HRA) Medical Plan Health Savings (HSA) Medical Plan Earned health incentive contribution Note: Amounts are prorated for nurses hired mid-year (on or after July 1) $700 per person $1,400 max per family $700 employee only $1,400 if covering dependents Annual in-network net deductible (deductible minus health incentive) $450 per person $900 max per family $800 employee only $1,600 if covering dependents Annual in-network out-of- pocket maximum (with in- network deductible) $3,300 per person $6,600 max per family $3,000 employee only $6,000 if covering dependents Annual in-network net out- of-pocket maximum (out- of-pocket maximum minus health incentive) $2,600 per person $5,200 max per family $2,300 employee only $4,600 if covering dependents Any balance left in year in the Health Reimbursement Account (HRA) or the Health Savings Account (HSA) that is unused at the end of the plan year may be rolled over to the HRA or HSA account for the next plan year in accordance with the terms of the accounts. If the nurse has been employed for at least five (5) consecutive years with the Medical Center, he or she may use the money in the HRA deposited prior to 2016 upon termination of employment for purposes permitted by the plan. Nurses on an unpaid leave may also use the balance in the HRA to pay for COBRA premiums.
Medical Savings Account. Either party may request to open the agreement with respect to medical savings accounts (x.x. XXXX).
Medical Savings Account. Effective January 1, 2007, the City shall cause to be created a Health Reimbursement Arrangement/Voluntary Employee Beneficiary Association (Hereinafter HRA/VEBA) under Section 501(c)(9) of the Internal Revenue code for each employee of the bargaining unit eligible for medical insurance. Effective with the January 1, 2007 payroll, and each payroll thereafter for the duration of this contract, the City shall contribute $140 per month to each employee’s said account. Eligibility shall mean each full-time employee receiving full medical benefits as described in Section 11.1
Medical Savings Account. Nurses will have a choice of either a Health Reimbursement Account (HRA) or a Health Savings Account (HSA). Plan Feature Health Reimbursement Medical Plan Health Savings Medical Plan Contribution $700 Individual $1400 Family $700 Individual $1400 Family Annual net deductible (deductible minus health $450 per person $900 max per family $800 employee only $1,600 if covering incentive) dependents Annual out-of-pocket maximum (with deductible) $3,300 per person $6,600 max per family $3,000 employee only $6,000 if covering dependents Any balance left in the Health Reimbursement Account (HRA) or the Health Savings Account (HSA) that is unused at the end of the plan year may be rolled over to the HRA or HSA account for the next plan year in accordance with the terms of the accounts or any applicable/required laws. If the nurse has been employed for at least five years with the Medical Center, he or she may use the money in the HRA upon termination of employment for purposes permitted by the plan. Nurses on an unpaid leave may also use the vested balance in the HRA to pay for COBRA premiums. In 2016, HRA funds (those associated with the Health Reimbursement Medical Plan) will be available to cover eligible Providence employee dental and vision plan expenses, and not just HRA Medical Plan expenses. HRA funds deposited after Jan. 1, 2016, will no longer be available for use after termination from Providence unless enrolled in COBRA.
Medical Savings Account. 2 Nurses will have a choice of either a Health Reimbursement Account (HRA) or a Health 3 Savings Account (HSA) based on their medical plan election. Plan Feature Health Reimbursement (HRA) Medical Plan Health Savings (HSA) Medical Plan Earned health incentive contribution – up to Note: Amounts are prorated for nurses hired mid-year $700 Individual $1,400 Family $700 Individual $1,400 Family Annual in-network net deductible (deductible minus health incentive) $450 per person $900 max per family $800 employee only $1,600 if covering dependents Annual in-network out-of- pocket maximum (with in- network deductible) $3,300 per person $6,600 max per family $3,000 employee only $6,000 if covering dependents Annual in-network net out-of- pocket maximum (with in- network deductible minus health incentive) $2,600 per person $5,200 max per family $2,300 employee only $4,600 if covering dependents Annual out-of-network net deductible (deductible minus health incentive) $1,600 per person $3,200 max per family $2,300 employee only $4,600 if covering dependents Annual out-of-network out-of- pocket maximum (with out-of- network deductible) $6,600 per person $13,200 per family $6,000 employee only $12,000 if covering dependents Annual out-of-network net out-of-pocket maximum (with out-of-network deductible minus health incentive) $5,900 per person $11,800 max per family $5,300 employee only $10,600 if covering dependents 1 Any balance left in year in the Health Reimbursement Account (HRA) or the Health 2 Savings Account (HSA) that is unused at the end of the plan year may be rolled over to 3 the HRA or HSA account for the next plan year in accordance with the terms of the 4 accounts. If the nurse has been employed for at least five (5) consecutive years with 5 the Medical Center, he or she may use the money in the HRA deposited prior to 2016 6 upon termination of employment for purposes permitted by the plan. Nurses on an 7 unpaid leave may also use the balance in the HRA to pay for COBRA premiums.
Medical Savings Account. 3 Nurses will have a choice of either a Health Reimbursement Account (HRA) or a Health Plan Feature Health Reimbursement Medical Plan Health Savings Medical Plan Contribution $700 Individual $1,400 Family $700 Individual $1,400 Family Annual net deductible (deductible minus health incentive) $450 per person $900 max per family $800 employee only $1,600 if covering dependents Annual out-of-pocket maximum (with deductible) $3,300 per person $6,600 max per family $3,000 employee only $6,000 if covering dependents 6 Any balance left in year in the Health Reimbursement Account (HRA) or the Health 7 Savings Account (HSA) that is unused at the end of the plan year may be rolled over to 8 the HRA or HSA account for the next plan year in accordance with the terms of the 9 accounts. If the nurse has been employed for at least five years with the Medical 10 Center, he or she may use the money in the HRA upon termination of employment for 1 purposes permitted by the plan. Nurses on an unpaid leave may also use the balance 2 in the HRA to pay for COBRA premiums.
Medical Savings Account. Either party may request to open the agreement with respect to medical savings accounts (e.g. VEBA).
Medical Savings Account. This Custodial Account Agreement may not be used to establish a Medical Savings Account, as defined in section 220 of the Code, or to accept contributions made by or on behalf of any Participant in same.
Medical Savings Account. Nurses will have a choice of either a Health 2 Reimbursement Account (HRA) or a Health Savings Account (HSA) based 3 upon their medical plan election. In– network Plan Feature Health Reimbursement (HRA) Medical Plan Health Savings (HSA) Medical Plan Maximum Earned health incentive Note: amounts are pro-rated for nurses hired mid-year $700 Individual $1,400 Family $700 Individual $1,400 Family 4 Any balance left in the Health Reimbursement Account (HRA) or the Health 5 Savings Account (HSA) that is unused at the end of the plan year may be 6 rolled over to the HRA or HSA account for the next plan year in accordance 7 with the terms of the accounts or any applicable/required laws. If the nurse 8 has been employed for at least five (5) consecutive years with the Medical 9 Center, he or she may use the unused money in the HRA deposited prior to 10 2016 upon termination of employment for purposes permitted by the plan.
Medical Savings Account. Nurses will have a choice of either a Health Reimbursement Account (HRA) or a Health Savings Account (HSA) based on their medical plan election. In-network Plan Feature Health Reimbursement Medical Plan (HRA) Health Savings Medical Plan (HSA) Earned health incentive$700 Individual Note: amounts are pro-$1400 Family rated for nurses hired mid-year $700 Individual $1400 Family Annual in-network net deductible (deductible minus health incentive) $450 per person $900 max per family $800 employee only $1,600 if covering dependents Annual in-network out- of- $3300 per person $3000 employee only pocket maximum (with in- network deductible) $6600 max per family $6000 if covering dependents Annual in-network net out-$2,600 per person $2,300 employee only of-pocket maximum (with in-network deductible) $5,200 max per family $4,600 if covering dependents Any balance left in year in the Health Reimbursement Account (HRA) or the Health Savings Account (HSA) that is unused at the end of the plan year may be rolled over to the HRA or HSA account for the next plan year in accordance with the terms of the accounts or any applicable/required laws. If the nurse has been employed for at least five consecutive years with the Medical Center, he or she may use the unused money in the HRA deposited prior to 2016 upon termination of employment for purposes permitted by the plan. Nurses who change to a non-benefit eligible status may also use the vested balance in the HRA to pay for COBRA premiums. Starting in 2016, HRA funds (those associated with the HRA Medical Plan) will be available to cover eligible Providence employee dental and vision plan expenses, and not just HRA Medical Plan expenses; HRA funds deposited after Jan. 1, 2016, will no longer be available for use once enrollment in the HRA medical plan has ended. Coordination of Benefits. The plan provisions relating to the coordination of benefits will follow the provisions under the plan in 2018. Dental Plan Feature Delta Dental PPO 1500 Delta Dental PPO 2000 PPO Dentist Premier and Non-PPO Dentist PPO Dentist Premier and Non-PPO Dentist Diagnostic and Preventative X-rays, Study Models Prophylaxis (cleaning), No cost and no 20% of the No cost and no deductible. 20% of the cost and no deductible. cost and no Periodontal Maintenance, Fissure Sealants, Topical Fluoride, Space Maintainers,Resin Restoration deductible. deductible. Restorative Fillings, Stainless Steel Crowns, Oral Surgery (teeth removal) Denture Insertion Treat...
