Common use of Pro-Rata Contribution and Reimbursement Clause in Contracts

Pro-Rata Contribution and Reimbursement. If an employee leaves the employment with the BOARD prior to the end of any calendar year (December 31), he/she will be required to reimburse the BOARD a pro-rata share of the BOARD’s contribution towards his/her deductible/Health Savings Account. If an employee is aware that he/she may be leaving prior to December 31 of any year, he/she can make arrangements with the Treasurer’s office to provide a pro-rata contribution towards his/her deductible. Additional pro-rata reimbursement to the BOARD may be necessary if an employee alters his/her plan during the calendar year, such as changing from a family to single coverage, altering working hours to less than full-time or increasing working hours. The BOARD’s contribution will be adjusted, on a pro-rata basis, should an employee alter his/her plan during the calendar year, such as changing from a single to family coverage or increasing working hours to full-time.

Pro-Rata Contribution and Reimbursement. If an employee leaves the employment with the BOARD prior to the end of any calendar year (December 31), he/she will be required to reimburse the BOARD a pro-rata share of the BOARD’s contribution towards his/her deductible/Health Savings Account. If an employee is aware that he/she may be leaving prior to December 31 of any year, he/she can make arrangements with the Treasurer’s office to provide a pro-rata contribution towards his/her deductible. Additional pro-rata reimbursement to the BOARD may be necessary if an employee alters his/her plan during the calendar year, such as changing from a family to single coverage, altering working hours to less than full-full- time or increasing working hours. The BOARD’s contribution will be adjusted, on a pro-rata basis, should an employee alter his/her plan during the calendar year, such as changing from a single to family coverage or increasing working hours to full-time.