Retiree Health Reimbursement Arrangement Sample Clauses

Retiree Health Reimbursement Arrangement. A. Employees who are 60 years or older, have completed five (5) years of service at EFF and retire from EFF are eligible to enroll in an EFF Retiree Health Reimbursement Arrangement (RHRA). The RHRA can be used to pay for health expenses during retirement, such as medical care, prescription drugs, and health insurance premiums. B. EFF will fund the RHRA with a one-time payment equal to $2,000 for each year of service at EFF upon the Employee’s retirement. Partial years of service will be prorated.
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Retiree Health Reimbursement Arrangement. The Company and the Union agree to continue participa- tion in the existing Retiree Health Reimbursement Arrange- ment (HRA) for eligible employees (as specified in the applicable plan documents) who are age 55* or older with 10 or more years of service and who retire between June 16, 2018 and June 15, 2022. The parties agree to work together to execute a Participation Agreement by December 1, 2018 or as soon thereafter as practical. Pursuant to the terms of this Attachment and the Participation Agreement and other necessary documents satisfactory to the parties, the Company shall, pursuant to the below schedule, con- tribute to the Utility Workers Union of America (UWUA) Health and Welfare Fund, or another fund as may be mutu- ally agreeable to the parties, the following amounts. *For employees who retire on or after January 1, 2022 with 10 years of pension service, the minimum age require- ment is 58.
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Retiree Health Reimbursement Arrangement. (HRA) The City shall contribute one percent (1%) of base salary per pay period into the retiree HRA plan. Fees will be paid in accordance with the Plan Document. During the term of this MOU, the Association may elect to contribute a set amount of salary to the retiree HRA for each employee in the bargaining unit, and/or contribute separation pay to the retiree HRA. The City shall be notified of any such election sixty (60) days prior to the effective date.
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Retiree Health Reimbursement Arrangement. 2 In January of each year, an annual contribution will be paid into the employee’s 3 individual Retiree Health Reimbursement Arrangement (rHRA) account and will be 4 based on months of service as of January 1st of each year. 5 In order to receive a contribution, an employee must meet the qualifications as 6 outlined for health insurance by the District: 7 • Employees with 61 to 120 months completed will receive an annual 8 contribution totaling Fifteen Hundred Dollars ($1,500). 9 • Employees with 121 to 180 months completed will receive an annual 10 contribution totaling Twenty-Five Hundred Dollars ($2,500). 11 • Employees with 181 to 240 months completed will receive an annual 12 contribution totaling Thirty-Five Hundred Dollars ($3,500). 13 • Employees with 241 months completed or more will receive an annual 14 contribution totaling Forty-Five Hundred Dollars ($4,500). 15 16 As an incentive to encourage internal promotion to the position of Battalion Chief 17 and to encourage retention in the position, one-time lump sum payments based 18 on months as a Battalion Chief will be provided as follows: 19 20 • When an employee has completed 12 months as a Battalion Chief they shall 21 receive a one-time lump sum contribution of Twenty-Five Hundred Dollars 22 ($2,500) 23 • When an employee has completed 24 months as a Battalion Chief they shall 24 receive an additional one-time lump sum contribution of Five Thousand 25 Dollars ($5,000) 26 • When an employee has completed 36 months as a Battalion Chief they shall 27 receive an additional one-time lump sum contribution of Ten Thousand 28 Dollars ($10,000) 29 30 Employees with 25 fully completed years of cumulative service with the District 31 and 60 months completed as a Battalion Chief shall receive a one-time lump sum 32 contribution of Twenty-Five Thousand Dollars ($25,000) upon retirement. 33 34 There shall be a rHRA reopener for FY 23/24. 35 There shall be a rHRA reopener for FY 24/25. 36 There shall be a rHRA reopener for FY 25/26. 37
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Retiree Health Reimbursement Arrangement. The Company and the Union agree that a Retiree Health Reimbursement Arrangement (HRA) will be established for employees who are age 55 or older with 10 or more years of service and who retire between January 1, 2016 and July 15, 2018. The parties agree to work together to execute a Participation Agreement by September 1, 2015 or as soon thereafter as practical. Pursuant to the terms of this Attach- ment and the Participation Agreement and other necessary documents satisfactory to the parties, the Company shall, pursuant to the below schedule, contribute to the Utility Workers Union of America (UWUA) Health and Welfare Fund, or another fund as may be mutually agreeable to the parties, the following amounts.
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Retiree Health Reimbursement Arrangement. 2 Retiree Health Reimbursement Arrangement (rHRA) accounts will be funded as 3 follows:
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Related to Retiree Health Reimbursement Arrangement

  • Retiree Health Benefits 1. There is currently in effect a retiree health benefit program for retired members of LACERS under LAAC Division 4, Chapter 11. All covered employees who are members of LACERS, regardless of retirement tier, shall contribute to LACERS four percent (4%) of their pre-tax compensation earnable toward vested retiree health benefits as provided by this program. The retiree health benefit available under this program is a vested benefit for all covered employees who make this contribution, including employees enrolled in LACERS Tier 3. 2. With regard to LACERS Tier 1, as provided by LAAC Section 4.1111, the monthly Maximum Medical Plan Premium Subsidy, which represents the Kaiser 2-party non-Medicare Part A and Part B premium, is vested for all members who made the additional contributions authorized by LAAC Section 4.1003(c). 3. Additionally, with regard to Tier 1 members who made the additional contribution authorized by LAAC Section 4.1003(c), the maximum amount of the annual increase authorized in LAAC Section 4.1111(b) is a vested benefit that shall be granted by the LACERS Board. 4. With regard to LACERS Tier 3, the Implementing Ordinance shall provide that all Tier 3 members shall contribute to LACERS four percent (4%) of their pre-tax compensation earnable toward vested retiree health benefits, and shall amend LAAC Division 4, Chapter 11 to provide the same vested benefits to all Tier 3 members as currently are provided to Tier 1 members who make the same four percent (4%) contribution to LACERS under the retiree health benefit program. 5. The entitlement to retiree health benefits under this provision shall be subject to the rules under LAAC Division 4, Chapter 11 in effect as of the effective date of this provision, and the rules that shall be placed into LAAC Division 4, Chapters 10 and 11, with regard to Tier 3, by the Implementing Ordinance. 6. As further provided herein, the amount of employee contributions is subject to bargaining in future MOU negotiations. 7. The vesting schedule for the Maximum Medical Plan Premium Subsidy for employees enrolled in LACERS Tier 1 and LACERS Tier 3 shall be the same. 8. Employees whose Health Service Credit, as defined in LAAC Division 4, Chapter 11, is based on periods of part-time and less than full-time employment, shall receive full, rather than prorated, Health Service Credit for periods of service. The monthly retiree medical subsidy amount to which these employees are entitled shall be prorated based on the extent to which their service credit is prorated due to their less than full time status.

  • Retiree Health Insurance Retired members of the Department receiving, or to receive City of Lincoln monthly pension checks, may participate in the group comprehensive health care plan for active City employees, provided that each retiree so desiring will execute the required forms in a timely fashion, and further provided that each retiree will be required to pay the full monthly cost at the current rates subject to any rate increases which may occur from time to time. Such payment will be made by payroll deduction from pension checks, or by direct payment in the case of an early retiree.

  • Employment Arrangements (a) Except as required by Law, Seller has no obligation, contingent or otherwise, under any employment agreement, collective bargaining or other labor agreement, any agreement containing severance or termination pay arrangements, retainer or consulting arrangements, or purchase plan or other employee contract or non-terminable (whether with or without penalty) arrangement with respect to any person employed by Seller in connection with the businesses operated at the Restaurants (including but not limited to district managers) (collectively “Subject Employees”). (b) Except as set forth on Schedule 2.11(b), within the last five (5) years Seller has not experienced any labor disputes, union organization attempts or any work stoppage due to labor disagreements. Except as set forth on Schedule 2.11(b), (i) Seller is in substantial compliance with all applicable Laws, including all Federal and state labor laws, rules and regulations, respecting employment and employment practices, terms and conditions of employment and wages and hours, and is not engaged in any unfair labor practice; (ii) there is no unfair labor practice, charge or complaint against Seller pending or threatened before the National Labor Relations Board; (iii) there is no labor strike, dispute, request for representation, slowdown or stoppage actually pending or threatened against or affecting Seller; (iv) no question concerning representation has been raised or is threatened respecting the employees of Seller; and (v) no grievance which might have an adverse effect on Seller or the conduct of its business nor any arbitration proceeding arising out of or under collective bargaining agreements is pending and no claims therefor exist. (c) Schedule 2.11(c) sets forth a true and complete list of (i) the names of all manager and assistant managers employed by Seller at the Restaurants as of the date hereof, including both salaried and hourly managers, the date such individuals were first employed by Seller, how long such individuals have been at the particular Restaurants and the salary or hourly wage payable to such persons; (ii) the names of all other persons employed by Seller at the Restaurants as of the date hereof, and the salary or hourly wage payable to each such person; and (iii) the total number of vacation days earned and/or accrued by all persons employed by Seller and the total monetary value of such accrued vacation for all such persons (“Accrued Vacation Pay”). As of the Closing, Seller shall have terminated all Subject Restaurant Employees and no additional payments shall be due and owing to any Subject Restaurant Employee with respect to any period prior to and including the Closing Date (except for any amount claimed by any Subject Restaurant Employee but which has being denied or contested by the Seller in good faith, which shall be an Excluded Liability) or amounts that Seller shall be obligated to pay (including, without limitation, payments relating to such employees' Accrued Vacation). Seller has complied with all requirements of the Worker Adjustment and Retraining Notification Act of 1988 and has not incurred, nor is reasonably expected to incur, any Losses under such Act. (d) Except as set forth on Schedule 2.11(d): (1) no charge against Seller or any of the employees of the Restaurants is pending before the Equal Employment Opportunity Commission, the National Labor Relations Board, or any other Governmental Authority responsible for the prevention of unlawful employment practices related to the Restaurants; (2) no actions relating to employment or loss of employment from Seller, directly or indirectly, are pending in any Governmental Authority and no such Actions have been threatened against Seller related to the Restaurants; and (3) no notice of intent of any Governmental Authority responsible for the enforcement of labor or employment regulations to conduct an investigation has been received, and no such investigation is in progress. (e) Each of the employees at the Restaurants is employed at will and may be terminated at any time by Seller without the payment of any severance or other penalty and without any requirement that any advance notice be given in connection with such termination. (f) The Accrued Vacation has been earned and accrued in the ordinary course of Seller's business consistent with past practices. (g) Seller is not, and has not been, a party to, bound by, or negotiating any collective bargaining agreement or other Contract with a union, works council or labor organization (collectively, "Union"), and there is not, and has not been, any Union representing or purporting to represent any employee of Seller, and no Union or group of employees is seeking or has sought to organize employees for the purpose of collective bargaining. There has never been, nor has there been any threat of, any strike, slowdown, work stoppage, lockout, concerted refusal to work overtime or other similar labor disruption or dispute affecting Seller or any employees of the Business. Seller has no duty to bargain with any Union.

  • Health and Welfare Benefits applies to full-time nurses only)

  • Benefits Plans During the Employment Period, You will be eligible to participate in all benefit plans in effect for executives and employees of the Company, subject to the terms and conditions of such plans.

  • Extended Health Care Benefits The City will provide for all employees by contract through an insurer selected by the City an Extended Health Care Plan which will provide extended health care benefits. The City shall pay one hundred per cent (100%) of the premiums, which will include any premiums payable under The Health Insurance Act, R.S.O. 1990, as amended.

  • Severance Arrangements Grant or pay, or enter into any Contract providing for the granting of any severance, retention or termination pay, or the acceleration of vesting or other benefits, to any Person (other than payments or acceleration that have been disclosed to Acquirer and are set forth on Schedule 4.2(q) of the Company Disclosure Letter);

  • PAYMENT ARRANGEMENTS 4.1 Within 30 calendar days following the signature of the agreement by both parties, and no later than the start date of the mobility period or upon receipt of confirmation of arrival, a pre-financing payment shall be made to the participant representing [between 50% and 100%] of the amount specified in Article 3 [NA may add: per semester]. In case the participant did not provide the supporting documents in time, according to the sending institution's timeline, a later payment of the pre-financing can be exceptionally accepted. 4.2 If the payment under article 4.1 is lower than 100% of the financial support, the submission of the on-line EU survey shall be considered as the participant's request for payment of the balance of the financial support. The institution shall have 45 calendar days to make the balance payment or to issue a recovery order in case a reimbursement is due.

  • Health and Welfare Plans (a) A copy of the master contracts with the carriers for the extended health care, dental and group life plans shall be sent to the President of the Union. (b) The Employer will consult the Union before developing any pamphlet explaining the highlights of the plans for distribution to employees. The cost of such a pamphlet shall be borne by the Employer.

  • Health & Welfare Benefits Executive shall be eligible to participate in all health and welfare benefits provided generally to other employees of the Company.

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