Spending Account Clause Samples

Spending Account. 9.4.3.1 Each enrolled employee shall have a Spending Account, the value of which shall be the premium for providing coverage as follows: • life insurance $155,000 • accidental death and disablement $155,000 • extended health default level coverage • dental default level coverage • orthodontics default level coverage as if eligible The dollar value of the coverage shall be determined against the employer’s status (i.e. single, couple, dependants). A regular employee shall pay Life Insurance Premiums through payroll deduction and the equivalent premium shall be added to the employee’s Spending Account. 9.4.3.2 Medical Services Plan (MSP) premiums shall be paid by a regular employee through payroll deduction and an amount equivalent to that premium shall be added to the employee’s Spending Account. MSP premiums for eligible temporary employees shall be paid by the employer as a taxable benefit unless the temporary employee chooses to pay them him/herself, in which case they shall be paid through payroll deduction and an equivalent amount credited to a Spending Account. 9.4.3.3 If an enrolled employee chooses not to participate in the extended health plan, the dental plan or the Medical Services Plan, his/her Spending Account shall not be increased by any amount as a result of that choice. 9.4.3.4 Regular employees and full-time temporary employees may increase their Spending Accounts by choosing to participate in the dental plan and/or the extended health plan at less than the default level of coverage. This option is not available to temporary part-time employees. 9.4.3.5 If a Spending Account has a negative balance, the College may recover the amount necessary to cover that balance by deduction from the employee’s salary and/or other amounts owed by the College to the employee.

Spending Account. The Board will contribute $750 for eligible Full-time Employees and will contribute $750 on a pro rata basis for eligible Part-time Employees in to a Flexible Spending Account. ON BEHALF OF THE BOARD ON BEHALF OF THE UNION DATE: DATE:

Spending Account. The Employer agrees that employees who are hired prior to April 1, 1995 shall be provided all benefits in Appendix “A” - Benefits, as well as a Health Spending Account (HSA) that can be used to pay for any expense that the core plan does not cover that is an allowable medical expense under the Income Tax Act. For example, if drug expense is covered at eighty percent (80%), the member could cover the other twenty percent (20%) through the Health Spending Account or to cover remainder of eyeglass coverage, etc. The HSA will be administered by the Employer therefore use of the HSA will have a tax implication. The HSA will be implemented: and will be in force for the following members: ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇▇

Spending Account. 9.4.3.1 Each enrolled employee shall have a Spending Account, the value of which shall be the premium for providing coverage as follows:  life insurance $155,000  accidental death and disablement $155,000  extended health default level coverage  dental. default level coverage  orthodontics default level coverage as if eligible The dollar value of the coverage shall be determined against the employee’s status (i.e. single, couple, dependants). A regular employee shall pay Life Insurance Premiums through payroll deduction and the equivalent premium shall be added to the employee’s Spending Account. 9.4.3.2 Medical Services Plan (MSP) premiums shall be paid by a regular employee through payroll deduction and an amount equivalent to that premium shall be added to the employee’s Spending Account. MSP premiums for eligible non-regular employees shall be paid by the University as a taxable benefit unless the non-regular employee chooses to pay them him/herself, in which case they shall be paid through payroll deduction and an equivalent amount credited to a Spending Account. 9.4.3.3 If an enrolled employee chooses not to participate in the extended health plan, the dental plan or the Medical Services Plan, his/her Spending Account shall not be increased by any amount as a result of that choice. 9.4.3.4 Regular employees and full-time non-regular employees may increase their Spending Accounts by choosing to participate in the dental plan and/or the extended health plan at less than the default level of coverage. This option is not available to non-regular part-time employees. 9.4.3.5 If a Spending Account has a negative balance, the University may recover the amount necessary to cover that balance by deduction from the employee’s salary and/or other amounts owed by the University to the employee.

Spending Account. The Health Spending Account shall be inclusive for the employee, the employee’s Spouse and any eligible dependents up to the expiry of the Lifetime Maximum.

Spending Account. If you do not submit your option selection within days of your date eligible, you will automatically default to 2" Degree plan. You will then remain in 2" Degree plan until the next enrolment. On a basis, employees with more than months of coverage on group benefits will have the opportunity to select a different level of coverage if they so choose. March is the next enrolment for benefits. A change in option may take place between the enrolment if you experience a major lifestyle change that would include: A dependent status change by gaining a spouse The addition of the first dependent child; The loss of a spouse due to death or divorce; The ineligibility of all dependents (due to divorce, separation, age or atu The spouse losing benefit coverage from place of work. You can change your coverage by within of the lifestyle by providing written notification of the If you apply more than days following the date of the lifestyle change, you could be requested to submit evidence for yourself and each of your dependents in the case of coverage increase.

Spending Account. Effective April 1, 2010, a Health Spending Account (HSA) shall be made available for eligible nurses. The HSA shall only apply and be made available to top up the existing benefits provided in the HEBP “Enhanced” Extended Health Benefit Plan and the HEBP Dental Plan. The annual HSA benefit amounts shall be: April 1, 2010 - $250.00 for full-time nurses - $125.00 for part-time nurses April 1, 2011 - $500.00 for full-time nurses - $250.00 for part-time nurses For the purpose of the HSA, a nurse is deemed to qualify for the full-time benefit if she/he has been paid for a minimum of 1,500 hours in the previous calendar year. Hours paid at overtime rates do not count in the annual determination of whether a nurse qualifies for the full-time benefit. A “year” or “the annual HSA benefit” is defined as the calendar year – January 1st to December 31st. In order to be eligible for the HSA, a nurse must be enrolled in the “Enhanced” Extended Health Care Plan. Nurses hired on or after April 1, 2010, who become enrolled in the “Enhanced” Extended Health Care Plan will commence HSA coverage following one (1) year participation in the “Enhanced” Extended Health Care Plan. Unutilized HSA monies are not carried over to the subsequent year. 3904 It is understood and agreed that this agreement incorporates the terms and conditions of By-Law No. 5300/89 that merges the Pension Plan and Pension Funds No. 0397877 established and maintained under the Employee Benefits Program inclusive of D & R Program, being City of Winnipeg By-Law No. 1125/75 and Prior Pension Plan By-Law No. 2819/80 only insofar as Employee Benefits Program By-Law No. 1125/75 and Prior Pension Plan By-Law 2819/80 are applicable to each individual member of the Manitoba Nurses’ Union Local 1a. The parties agree to endorse the contribution rates and benefit levels as provided by the Winnipeg Civic Benefits Program and any changes that may be agreed to between the City of Winnipeg and the Civic Unions from time to time.

Spending Account. ADMINISTRATION

Spending Account. If you do not submit your option selection within of date eligible, you will automatically default to Degree plan. YOU then remain in Degree plan until the next annual enrolment. On a basis, employees with more than A change in option may take place between the enrolment only if you experience a major lifestyle change that would include: The addition of the first dependent child; divorce; divorce, separation, age or student status); The spouse losing benefit coverage from place of months of coverage on group benefits will Increase in Coverage have the opportunity to select a different level of coverage if they so choose. If you apply more than days following the date of the lifestyle change, you could be requested to submit evidence for yourself and each of your for benefits. dependents in the case of coverage increase.