Dependent Care Spending Accounts Sample Clauses

Dependent Care Spending Accounts. Dependent care expenses that qualify under the IRS Code up to the IRS Code limit. Employees are responsible to pay the monthly administrative fee and any increase established by the third-party administrator.
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Dependent Care Spending Accounts. Dependent care expenses that qualify under the IRS Code at the IRS Code limit.
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Dependent Care Spending Accounts. Plan No change from current plan Eligibility No change from current plan. EE Class Regular Full Time & Part Time Maximum No change from current plan. Minimum No change from current plan.
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Dependent Care Spending Accounts. 1947 A newly hired CNM/WOCN, regardless of work schedule, is eligible to enroll beginning the first (1st) of the month after three (3) months of employment. A CNM/WOCN with eligible dependent expenses can participate in the Dependent Care Spending Account (DCSA) which is entirely voluntary and allows a CNM/WOCN to pay for eligible dependent services with pre‐tax dollars. The future of the Plan and its provisions will be determined by Xxxxxx Foundation Health Plan, Inc. A CNM/WOCN, regardless of work schedule, is eligible to enroll in the DCSA. A CNM/WOCN can contribute pre‐tax dollars annually as limited by the plan or IRC. These contributions may be used to pay for certain dependent care expenses for eligible dependents as permitted by the IRC. 1948 Health Care Spending Account 1949 A newly hired or newly eligible CNM/WOCN who is regularly scheduled to work twenty
Sample 1
Dependent Care Spending Accounts. Plan No change from current plan Eligibility No change from current plan. EE Class Regular Full Time & Part Time Maximum No change from current plan. Minimum No change from current plan. Current Employees, 2017 New Hires and 2019 New Hires Health Care Spending Accounts Plan No change from current plan, except those that are mandated by healthcare reform legislation (PPACA). Eligibility No change from current plan. EE Class Regular Full Time & Part Time Maximum No change from current plan except those that are mandated by healthcare reform legislation (PPACA) and to annually adjust the maximum contribution amount to that permitted by law for each calendar year for which the IRS issues timely guidance such that the Company can implement the change. Minimum No change from current plan except those that are mandated by healthcare reform legislation (PPACA). Survivor No change from current plan. Eligible Retired Employees No change from current plan. LIFE INSURANCE Program AT&T Group Life Insurance Program for Active Employees *This document highlights key elements of program design. For complete program details, refer to the Summary Plan Description (SPD) dated October 2020 & associated Summary of Material Modifications (SMMs). Note: Contributions amounts are subject to annual adjustment. Eligibility All coverages: Eligible date of hire. EE Class Regular Full Time & Part Time Basic Life Insurance Benefit Basic: 1X Salary for the twelve months ending on Sept. 1 of previous plan year, rounded to the next $1,000 Company paid. Max. $7M basic plus supplemental. Supplemental Life Insurance Benefit 1X-10X annual basic pay, max $7M basic + supp; Employee paid; smoker/nonsmoker rates. Accelerated Death Benefit Available when life expectancy is 24 months or less. Minimum Distribution: 25% of total life insurance benefit. Maximum Distribution: lesser of 75% of total life insurance benefit or $1M AD&D Basic: 1X annual basic pay; Company paid Supp: 1X-10X annual basic pay Spouse and child: applies Seatbelt Incentive Company paid $10K. Supplemental, spouse, & child AD&D also have $10K. Dependent Benefit Amount Employee paid Spouse/RDP life and AD&D: $10K, $25-$300K in $25K increments; smoker/nonsmoker rates. Child life and AD&D: $5K-$30K in $5K increments LTD Coverage Basic & Supplemental life (not AD&D) continues for 3 years. Dependent coverages end with end of STD Portability upon termination Yes for supplemental employee life only Conversion upon termination Basic & Supp...
Sample 1

Related to Dependent Care Spending Accounts

  • 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.

  • 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.

  • Dependent Care Expense Account The Employer agrees to provide insurance eligible employees with the option to participate in a dependent care reimbursement program for work-related dependent care expenses on a pretax basis as permitted by law or regulation.

  • 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.

  • 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.

  • 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 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.

  • Dependent Care The College will make available to employees, at their option, an Internal Revenue Service Code Section 129 Dependent Care plan. The plan will be established, administered, and communicated to employees by the State without cost to the employees.

  • Dependent Care Salary Reduction Plan The Employer agrees to maintain the current dependent care salary reduction plan that allows eligible employees, covered by this Agreement, the option to participate in a dependent care reimbursement program for work-related dependent care expenses on a pretax basis as permitted by federal tax law or regulation.

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