Deductible Reimbursement Sample Clauses

Deductible Reimbursement. Employees who are on the District health insurance plan and their spouse, if applicable, will be encouraged to participate in a wellness/fitness center within the limits of Ashland City School District and approved by the Health Care Committee. Employees and spouses that participate shall have their monthly membership fees reimbursed up to $30 for an employee and another $30 for a spouse. In order to qualify for the reimbursement, the employee and/or spouse must work out a minimum of eight (8) times per month. Additionally, employees and their spouse (if applicable) who meet the monthly workout requirement of at least eight (8) times per month for at least eight (8) months in a twelve-month period (beginning on July 1) will see a decrease of $150 in their deductible for a single plan and a decrease of $300 in their deductible for a family plan. Subject to verification of membership and payment of fees, the reimbursement will be paid on a quarterly basis in a separate check to the employee.
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Deductible Reimbursement. The Board shall reimburse the bargaining unit member for deductible expenses according to the following schedule: Year $100 Deductible Members $200 Deductible Members 2002-2003 through 2005-2006 $50 Reimbursement $100 Reimbursement Members shall be reimbursed based on the submission of documentation when deductible totals exceed $25. The member may, at his/her option, redact any information of a personal nature (e.g. name/specialty of physician, drug identification, diagnosis, etc.), however, the amount of the deductible incurred and the date of the transaction shall be clearly shown. Reimbursement shall be according to the same date schedule that applies to the prescription co-pay reimbursement process (outlined above). In the event that, during the course of this Agreement, MESSA establishes a higher deductible option than the $100/$200 option currently available, the Board and the EJEA shall meet to discuss the implementation of a higher deductible level, with the Board paying the difference between the existing deductible reimbursement schedule and any new deductible level which shall have been established and agreed upon.
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Deductible Reimbursement. An employee is responsible of the first $100.00 of the combined single health insurance deductible and single prescription deductible; and the first $200.00 of the combined family health insurance deductible and family prescription deductible. The Employer will reimburse the employee for all deductible expenses after the first $100.00 of deductible expense for single coverage, and all deductible expenses after the first $200.00 of deductible expense for family coverage, regardless of whether the deductible expense is for health insurance or prescriptions. To receive reimbursement for the health insurance deductible, an employee must submit a copy of the health insurance explanation of benefits (EOB) which indicates the amount expended. To receive reimbursement for the prescription deductible, an employee must submit a copy of pharmacy documentation indicating deductible paid. The request for reimbursement must be made within 90 days (September 30) of the health plan year end (June 30) or 90 days after the receipt of the health insurance explanation of benefits, whichever is later. In the event the health insurance company does not provide the necessary EOB within the 90 day deadline, the employee should submit the EOB document with envelope to verify date of receipt. Upon submission of such documentation, reimbursement shall be made by the employer. An employee may block out all information in the EOB except the employee name, dependant, date of the EOB and deductible amount. This reimbursement will be up to a maximum of: single coverage - $200.00, or family coverage - $400.00. If the program health insurance coverage changes, this section is subject for re-opening.
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Deductible Reimbursement. The Board agrees to reimburse each teacher for the annual deductible for the SuperCare I health insurance coverage as described in PAK A with the MESSA SuperCare I provided the teacher submits verification indicating that deductible expenses have been incurred and paid by the teacher. Reimbursement of deductible will be made within five (5) school working days after presentation of verification to the business office. Confidentiality shall be maintained at all times.
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Deductible Reimbursement. Effective Date: 1/1/2021 Contribution Period: Annual Amended Date: Coverage Period: Plan Year Deductible: HDHP: $4125 PPO: $2500 Plan Annual Contribution (Individual) HDHP $2125 PPO $1500 Eligibility Requirements: The following employees are eligible to participate: Same as the underlying medical plan. The following employees are not eligible to participate: Same as the underlying medical plan. Service Period Requirements: Same as the underlying medical plan. Entry Date: Same as the underlying medical plan. Eligible Dependents: Same as the underlying medical plan. Carry Over Funds: 0% of the Year End Balance COMPONENT: In Network Deductible Covered Expenses: In Network Deductible Maximum Reimbursement from Current Year Contributions: $2125 (HDHP) Reimbursement Parameters: $1500 (PPO) Deductible Reimbursement HDHP Submitted Expenses Reimbursement Rate $0 - $4125 0% $4126 - $6250 100% Deductible Reimbursement PPO Submitted Expenses Reimbursement Rate $0 to $4000 0% $4001- $6250 100% Effective Date: 1/1/2021 Contribution Period: Annual Amended Date: Coverage Period: Plan Year Signature: Date:
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Deductible Reimbursement. ‌ An employee is responsible of the first $100.00 of the combined single health insurance deductible and single prescription deductible; and the first $200.00 of the combined family health insurance deductible and family prescription deductible. The Employer will reimburse the employee for all deductible expenses after the first $100.00 of deductible expense for single coverage up to a maximum of $220.00, and all deductible expenses after the first $200.00 of deductible expense for family coverage up to a maximum of $420.00, regardless of whether the deductible expense is for health insurance or prescriptions. Only deductible amounts incurred after first day of employment are eligible. New employees who are PEIA transfers must provide documentation of deductible amounts incurred prior to hire date when claiming reimbursement from LAWV. To receive reimbursement for the health insurance deductible, an employee must submit a copy of the health insurance explanation of benefits (EOB) which indicates the amount expended. To receive reimbursement for the prescription deductible, an employee must submit a copy of pharmacy documentation indicating deductible paid. The request for reimbursement must be made by August 31st. In the event the health insurance company does not provide the necessary EOB by August 31st, the employee should submit the EOB document with envelope to verify date of receipt. Upon submission of such documentation, reimbursement shall be made by the employer. An employee may block out all information in the EOB except the employee name, dependent, date of the EOB and deductible amount.
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Deductible Reimbursement 
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Related to Deductible Reimbursement

  • Expense Reimbursement The Executive shall be entitled to receive reimbursement for all appropriate business expenses incurred by him in connection with his duties under this Agreement in accordance with the policies of the Company as in effect from time to time.

  • Expense Reimbursements To the extent that any reimbursements payable pursuant to this Agreement are subject to the provisions of Section 409A of the Code, any such reimbursements payable to Executive pursuant to this Agreement shall be paid to Executive no later than December 31 of the year following the year in which the expense was incurred, the amount of expenses reimbursed in one year shall not affect the amount eligible for reimbursement in any subsequent year, and Executive’s right to reimbursement under this Agreement will not be subject to liquidation or exchange for another benefit.

  • Tax Reimbursement (a) Anything in this Agreement to the contrary notwithstanding, in the event it shall be determined that any payments or distributions by Ceridian to or for the benefit of Executive (whether paid or payable or distributed or distributable pursuant to the terms of this Agreement or otherwise, but determined without regard to any payments required under this Section 7.04) (collectively, the "Payments") would be subject to the excise tax imposed by Section 4999 of the Code or any interest or penalties are incurred by Executive with respect to such excise tax (such excise tax, together with any such interest and penalties, are hereinafter collectively referred to as the "Excise Tax"), then Executive shall be entitled to receive an additional payment (a "Gross-Up Payment") in an amount such that, after payment by Executive of all taxes (and any interest or penalties imposed with respect to such taxes), including any income taxes and Excise Tax imposed upon the Gross-Up Payment, Executive retains an amount of the Gross-Up Payment equal to the Excise Tax imposed upon the Payments.

  • Business Expense Reimbursement During the Term of employment, the Executive shall be entitled to receive proper reimbursement for all reasonable, out-of-pocket expenses incurred by the Executive (in accordance with the policies and procedures established by the Company for its senior executive officers) in performing services hereunder, provided the Executive properly accounts therefore.

  • Meal Reimbursement 1. If an employee is required to work one and one-half (1-1/2) hours before or beyond his/her normal working day or on overtime for emergency purposes or for extended work periods of five (5) or more hours in length on a day that is not the employee’s regular work day, and the employee is not exercising flexible work hours, the employee shall be reimbursed for the actual cost of a meal/food items not to exceed $18.00, plus tip (not to exceed 15%) and applicable taxes. Reimbursement is contingent upon the employee providing receipts.

  • Travel Expense Reimbursement Pricing for services provided under this Contract are exclusive of any travel expenses that may be incurred in the performance of those services. Travel expense reimbursement may include personal vehicle mileage or commercial coach transportation, hotel accommodations, parking and meals; provided, however, the amount of reimbursement by Customers shall not exceed the amounts authorized for state employees as adopted by each Customer; and provided, further, that all reimbursement rates shall not exceed the maximum rates established for state employees under the current State Travel Management Program (xxxx://xxx.xxxxxx.xxxxx.xx.xx/procurement/prog/stmp/). Travel time may not be included as part of the amounts payable by Customer for any services rendered under this Contract. The DIR administrative fee specified in Section 5 below is not applicable to travel expense reimbursement. Anticipated travel expenses must be pre-approved in writing by Customer.

  • Mileage Reimbursement A. Subject to the current Vehicle Rules and Regulations established by the Board, an employee who is authorized to use a private automobile in the performance of duties shall be reimbursed for each mile driven in the performance of his or her duties during each monthly period as follows:

  • Business Expense Reimbursements During the Term, the Company shall promptly reimburse Executive for Executive’s reasonable and necessary business expenses in accordance with the Company’s then-prevailing policies and procedures for expense reimbursement (which shall include appropriate itemization and substantiation of expenses incurred).

  • Insurance Reimbursement If you have health insurance, your behavioral health treatments may be covered in whole or in part. The BHCTC will assist you in determining your insurance coverage and will help you fill out any forms needed. Many managed care plans often require an authorization before treatment can begin. You may be required to contact your insurance company to obtain this authorization and/or receive it from your primary care physician. Many managed care plans limit counseling and therapy services to short-term treatment designed to work out specific problems that prevent people from living and working as they normally do. As this is the BHCTC’s model of treatment, this often works out well. Where necessary, we may request more sessions from the managed care plan. In order to do so, we are typically required to complete the insurance company’s forms which may include providing your diagnosis, the reasons you have sought treatment from the BHCTC, the symptoms you are suffering, and how long we believe treatment will or should continue. The information provided will become part of the insurance company’s files. Insurance companies are obligated to keep this information confidential; however, please note that the BHCTC has no control over the handling of this information by the insurance company. If you receive treatment from one of our NJ Licensed Psychologists, your insurance company may request that you authorize the psychologist to disclose certain confidential information in order to obtain insurance coverage benefits for these services. This disclosure can occur only if it is pursuant to a valid authorization and the information is limited to: 1) administrative information (name, age, sex, fees, dates, nature of sessions, etc.); 2) diagnostic information; 3) the status of the patient (voluntary/involuntary; inpatient/outpatient); 4) the reason for continuing psychological services (limited to an assessment of the current level of functioning and the level of distress both rated as mild, moderate, severe or extreme); and 5) a prognosis, limited to the estimated minimal length of treatment. If the Insurance Company has reasonable cause to believe that the psychological treatment in question may not be usual, customary or is unreasonable, it may request an independent review of such treatment by an independent review committee. While a lot can be accomplished in short-term therapy, some people feel they need more services after their insurance benefits end. If this is the case with you, we will discuss what our fees are and the best way for you to arrange payment in order to receive continued treatment. If your insurance company does not allow us to see you after your benefits end, we will be happy to assist you in finding another therapist who will work well with you. It is also important to remember that you always have the right to pay for your treatment yourself to avoid any insurance issues discussed above.

  • Deductible An annual deductible of fifty dollars ($50) per person and one hundred fifty dollars ($150) per family applies to State Dental Plan non-preventive services received from in-network providers. An annual deductible of one hundred twenty-five dollars ($125) per person applies to State Dental Plan services received from out of network providers. The deductible must be satisfied before coverage begins.

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