Wellness Spending Account Sample Clauses

Wellness Spending Account. Once per year members may redirect some or all of the funds from their Health Care Spending Account into a Wellness Spending Account. Spending from the latter account is subject to Canada Revenue Agency regulations.
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Wellness Spending Account. Members are entitled to a wellness spending account of two hundred ($200) dollars annually. This is a taxable benefit. Items to be included, but not limited to, are gym memberships, fitness equipment, any physical activities to keep the member’s physical fitness at a reasonable level for policing. Members are required to provide receipts for reimbursement. Signed on the day of , 2017 City of Xxxxxxx Lacombe Police Association Xxxxx Xxxxxxx, Mayor President Xxxxxxx Xxxxx, P. Eng., Vice-President Acting Chief Administrative Officer Schedule 1 - Salaries Expressed in Annual Dollars EFFECTIVE DATE: Jan 1/2018 Jan 1/2019 Jan 1/2020 RANK Percent 1.00% 1.75% 1.75% Salary Salary Salary Staff Sergeant 125 $119,907 $122,006 $124,141 Sergeant 120 $115,111 $117,126 $119,176 Senior 1st Class Cst. II 109 $104,559 $106,389 $108,251 Senior 1st Class Cst. I 105 $100,722 $102,485 $104,278 1st Class Constable 100 $95,926 $97,605 $99,313 2nd Class Constable 90 $86,334 $87,845 $89,382 3rd Class Constable 80 $76,741 $78,084 $79,450 4th Class Constable 70 $67,149 $68,324 $69,520
Sample 1
Wellness Spending Account. Wellness Spending Account (WSA) that adheres to Canada Revenue Agency (CRA) requirements. The Employer will establish annual HSA/WSA credits of $750 per eligible teacher, contributed in equal monthly instalments, prorated to an employee’s FTE. “Eligible teacher” under this provision means a teacher on a continuing, probationary, temporary, or interim contract. The unused balance will be carried forward to the extent permitted by the CRA. No HSA/WSA credits will be contributed for teachers who are on extended disability benefits (EDB), the non-health related portion of maternity leave, or unpaid leaves of absence of 30 days duration or more. Teachers leaving the employ of the Employer for any reason will forfeit any remaining balance.
Sample 1
Wellness Spending Account. A Wellness Spending Account (WSA) shall be provided for employees who are covered for benefits under Article 28.03 (b) Extended Health Care Plan in the amounts set forth below: Effective Date Amount January 1, 2022 $395 January 1, 2023 $425 January 1, 2024 $430 The WSA will be subject to Canada Revenue Agency rules and requirements for taxable benefits. The amount will be pro-rated to reflect the start date of the employee as well as for those who work less than full time. The parties agree that in order to assist in the enhancement of the health and wellness of BC Assessment employees, employees shall be permitted to use their WSA for the purchase of:
Sample 1
Wellness Spending Account. Re: Wellness Spending Account The Wellness Spending Account will be continued for the time being at the current level of $150 per Employee per year. The Wellness Spending Account may be discontinued or reduced at any time upon sixty (60) days written notice to the Union. Administrative Changes *Add missing titles in Table of Contents
Sample 1

Related to Wellness Spending Account

  • Health Spending Account contributions by the Executive will cease on the Effective Date. The Executive may submit claims against the balance accrued to the Effective Date, until the end of the calendar year in which the Effective Date occurs.

  • Health Spending Account (HSA Wellness Spending Account (WSA)/Registered Retirement Savings Plan (RRSP) utilization rates;

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

  • Flexible Spending Account (FSA) Beginning January 1, 1993, an employee may designate an amount per year to be placed into the employee’s Flexible Spending Account (as defined in Section 125 of the Internal Revenue Code as amended from time to time). The amounts in the account may be used to reimburse the employee for uncovered medical expenses. Amounts placed in the account are not subject to federal, state and Social Security (FICA) taxes. Reports of earnings to MTRFA and pension deductions will be based on gross earnings.

  • Flexible Spending Account The parties agree that the State shall have the right to use State Employee Health Plan funds to cover the administrative costs of operating the medical and dependent care flexible spending account programs.

  • Flexible Spending Accounts Employees in the unit shall have access to the County’s flexible spending account program, which provides employees with the options of dependent care assistance benefits with a calendar year maximum of $5,000, and medical expense reimbursement benefits with a calendar year maximum of $2,400. The County shall maintain this plan in compliance with IRC §125. Employee premiums for flexible spending account benefits shall be deducted on a pre-tax basis from employee pay.

  • DEPENDENT CARE REIMBURSEMENT ACCOUNT During the term of this MOU, Management agrees to maintain a Dependent Care Reimbursement Account (DCRA), qualified under Section 129 of the Internal Revenue Code, for active employees who are members of LACERS, provided that sufficient enrollment is maintained to continue to make the account available. Enrollment in the DCRA is at the discretion of each employee. All contributions into the DCRA and related administrative fees shall be paid by employees who are enrolled in the plan. As a qualified Section 129 Plan, the DCRA shall be administered according to the rules and regulations specified for such plans by the Internal Revenue Service.

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