Section 125 Flexible Benefits Plan. Association members shall be eligible to participate in the 125 Plan (premium only).
Section 125 Flexible Benefits Plan. The District will make available to each eligible employee a Dependent Care Assistance Plan and a Medical Expense Reimbursement Plan that may be elected by an employee on an annual basis, said Plans to be effective September 1 of each fiscal year. An employee may allocate up to the IRS limit (currently at $5,000) annually for the Dependent Care Assistance Plan. The annual limit for the Medical Expense Reimbursement Plan will be announced during the enrollment period each fiscal year.
Section 125 Flexible Benefits Plan. The Manchester Board of Education agrees to establish a Section 125 Flexible Benefits Plans subject to Federal and State Law and IRS Rules and Regulations. The Board will modify its Section 125 Plan to:
1. Provide for pre-tax treatment of dependent care expenses, subject to the provisions of Section 125 of the Internal Revenue Code. The Board of Education reserves the right to use a third party to administer the Section 125 Flexible Benefits Plan. If a third party is used to administer the 125 flexible benefits plan, the Board shall pay the set-up fee for such accounts and the teachers shall pay the monthly service fee if required.
Section 125 Flexible Benefits Plan. A. Bargaining unit members have the option to participate in the 125 Flexible Benefits Plan. This Plan allows employees to participate in medical reimbursement up to the IRS maximum per the Plan with permissible annual carryover; dependent care reimbursement per the Plan; and premium pass-through of employee contributions for insurances. Information regarding this Plan is available through the Treasurer’s office. There is an open enrollment period once during the calendar year.
Section 125 Flexible Benefits Plan. Bargaining unit members have the option to participate in the 125 Flexible Benefits Plan. This Plan allows employees to participate in medical reimbursement, dependent care reimbursement, and premium pass-through of employee contributions for insurances, together with annual carryover, up to the IRS maximum per the Plan. Information regarding this Plan is available through the Treasurer's office. There is an open enrollment period once during the calendar year. Any money left unused beyond the IRS maximum carryover in the medical reimbursement account plus any unused funds in the dependent care reimbursement accounts at the end of the calendar year plus two months and a half will be neither refundable nor usable at any time in the future. Should a 125 Flexible Benefits Plan participant separate from employment at any time prior to the end of the calendar year, they will be responsible to repay the Board of Education for any medical reimbursements that exceed the balance of available funds in the member’s 125 Flexible Benefits Plan account at the time that their employment ends. The Flexible Benefits Plan’s medical reimbursement amount shall move to the IRS maximum.
Section 125 Flexible Benefits Plan. Bargaining unit members have the option to participate in the 125 Flexible Benefits Plan. This Plan allows employees to participate in medical reimbursement up to $2,500 (or to the IRS maximum per the Plan) with $500 annual carryover; dependent care reimbursement up to $5,000 to be spent within 14 ½ months per the Plan; and premium pass-through of employee contributions for insurances. Information regarding this Plan is available through the Treasurer's office. There is an open enrollment period once during the calendar year. Any money left unused beyond the $500 carryover in the medical reimbursement account plus any unused funds in the dependent care reimbursement accounts at the end of the calendar year plus two months and a half will be neither refundable nor usable at any time in the future. Should a 125 Flexible Benefits Plan participant separate from employment at any time prior to the end of the calendar year, s/he will be responsible to re-pay the Board of Education for any medical reimbursements that exceed the balance of available funds in the member’s 125 Flexible Benefits Plan account at the time that their employment ends. Effective January 1, 2020 the Flexible Benefits Plan’s medical reimbursement amount shall move to the IRS maximum.
Section 125 Flexible Benefits Plan. The District will maintain a Section 125 Flexible Spending Account Plan to allow participants to use tax laws to their advantage in funding medical insurance premium contributions, waiver options, medical/dental co-payments, unreimbursed medical expenses, and dependent care expenses as permitted by law. The Board will pay the premium for a term life insurance policy in the amount of 1½ times the approved salary for each full time employee in this classification.
Section 125 Flexible Benefits Plan. A. The City shall continue to provide a Flexible Benefits plan, subject to the requirements and availability of Internal Revenue Code Section 125, allowing employees to use pre-tax compensation for PEMHCA medical premiums, eligible dependent care expenses, eligible uninsured medical expenses, or a combination thereof.
B. Effective upon the first day of the first pay period following adoption of this MOU by the City Council, the City shall contribute each month up to the amounts listed below, based on the employee’s level of medical plan enrollment, but not exceeding the amount charged for the plan in which the employee has enrolled, to each active employee’s section 125 Plan account. Level of Medical Plan Enrollment Amount of Monthly City Contribution No Plan (Opt out)* $943.12 Employee Only $943.12 Employee + One $1,605.56 Employee + Two or more $1,939.96 Effective January 1, 2022 the City will increase the above contribution amounts. The increase will be a percentage that reflects that portion of the average January 1, 20 22 combined percentage premium increase at all levels of plan enrollment for the City’s current miscellaneous employee PEMCHA plans (offered within San Mateo County) that exceeds two percent (2%). For example, if the combined average increase is ten percent (10%), the City’s contribution will increase by eight percent (8%). (In 2019, the average combined premium increase at all levels of plan enrollment for miscellaneous PEMHCA plans was 7.1%. The City’s contribution increase under this paragraph was 5.10%.) Effective January 1, 2023 the City will increase the above contribution amounts. The increase will be a percentage that reflects that portion of the average January 1, 2023 combined percentage premium increase at all levels of plan enrollment for the City’s current miscellaneous employee PEMCHA plans (offered within San Mateo County) that exceeds two percent (2%). *An employee may elect to opt out of medical insurance coverage only in accordance with subsection 16.6 below. The amount shown in this table is the amount resulting from such election.
C. Any amount remaining after the employee has designated that portion of his or her 125 Plan contribution amount for the purposes described in subsection A above will be deemed forfeited.
Section 125 Flexible Benefits Plan. Each certificated employee covered by this agreement shall have the option of participating in a complete, three (3) part IRS Section 125 Flexible Benefits Plan. The administration and participation costs of this plan shall be paid by the Board of Education.
Section 125 Flexible Benefits Plan. West-Comm, via the JPA Member Party designated to administer fringe benefits for West-Comm personnel, shall maintain a flexible benefits benefit plan which will allow affected employees to utilize pre-tax dollars for health care, dependent day care and premium expense contributions.
