– HEALTH CARE SAVINGS PROGRAM (HCSP Sample Clauses

– HEALTH CARE SAVINGS PROGRAM (HCSP. For those employees hired on or after January 1, 2010, the City will offer to contribute an employer match from a flat amount of $2.50 up to a 2% match of the employee’s base wage per pay into the MERS Health Care Savings Program. The employer’s contribution in this program will have a three (3) year vesting requirement. Employees will contribute $2.50 per pay up to 100% of their base wage into the MERS Health Care Savings Program. The employee’s contributions may be increased, but never decrease. Both the employer and employee contributions will be contributed and invested tax-free. Effective July 1, 2014, MERS Health Care Savings Program current and future participating employees will no longer have the option to increase their contributions. The mandatory employee contribution will be 2% of the employee’s base wage per pay beginning with the first pay date in July, 2014. The City will match 2% of the employee’s base wage per pay beginning with the first pay date in July, 2014. Upon leaving employment, the account is available to the employee, spouse and eligible dependents for tax-free reimbursement of medical expenses.
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– HEALTH CARE SAVINGS PROGRAM (HCSP. Employees hired on or after July 1, 2011, and their spouse of record, will be eligible to be included in the City’s group health insurance plan following retirement, at the retiree’s expense. The employee must meet the age and years of service requirements (F50/25) to be eligible to purchase the City retirement health care benefit. Employees hired on or after July 1, 2011, are required to contribute 2% of their base wage per pay into the MERS Health Care Savings Program, which will be matched by a City contribution of 2%. The employer’s contribution in this program will have a three (3) year vesting requirement. Both the employer and employee contributions will be contributed and invested tax-free. Upon leaving employment, the account is available to the employee, spouse and eligible dependents for tax-free reimbursement of medical expenses.
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– HEALTH CARE SAVINGS PROGRAM (HCSP. For those employees hired on or after June 23, 2008, the City will offer to contribute an employer match from a flat amount of $2.50 up to a 2% match of the employee’s base wage per pay into the MERS Health Care Savings Program. The employer’s contribution in this program will have a three (3) year vesting requirement. Employees will contribute $2.50 per pay up to 100% of their base wage into the MERS Health Care Savings Program. The employee’s contributions may be increased, but never decrease. Both the employer and employee contributions will be contributed and invested tax-free. Effective September 1, 2012, MERS Health Care Savings Program current and future participating employees will no longer have the option to increase their contributions. The mandatory employee contribution will be 2% of the employee’s base wage per pay beginning with the first pay date in July, 2014. The City will match 2% of the employee’s base wage per pay beginning with the first pay date in September, 2012. Upon leaving employment, the account is available to the employee, spouse and eligible dependents for tax-free reimbursement of medical expenses.
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– HEALTH CARE SAVINGS PROGRAM (HCSP. Employees hired on or after January 1, 2012, and their spouse of record, will be eligible to be included in the City’s group health insurance plan following retirement, at the retiree’s expense. The employee must meet the age and years of service requirements (F50/25) to be eligible to purchase the City retirement health care benefit. Employees hired on or after January 1, 2012, are required to contribute 2% of their base wage per pay into the MERS Health Care Savings Program, which will be matched by a City contribution of 2%. The employer’s contribution in this program will have a three (3) year vesting requirement. Both the employer and employee contributions will be contributed and invested tax-free. Upon leaving employment, the account is available to the employee, spouse and eligible dependents for tax-free reimbursement of medical expenses. The employee upon making an application for retirement must choose to purchase or not purchase the City’s group health insurance plan. The employee as a retiree may not choose to purchase the City’s group health insurance plan at a later time. The employee as a retiree may drop the City’s group health insurance plan at any time during retirement.
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– HEALTH CARE SAVINGS PROGRAM (HCSP. Effective, January 1, 2017, all 12 POLC employees shall participate in the Municipal Employees’ Retirement System 13 (MERS) Health Care Savings Program. Employees must, on a pre-tax basis, 14 contribute the minimum amount for participation.
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– HEALTH CARE SAVINGS PROGRAM (HCSP. All employees shall 9 participate in the Municipal Employees’ Retirement System (MERS) Health Care 10 Savings Program. Employees must, on a pre-tax basis, contribute the minimum 11 amount for participation. 12 The Health Care Savings Program will be administered in accordance with the 13 Municipal Employees’ Retirement System Health Care Savings Program plan 14 document and IRS regulations. If a conflict exists between this policy and the IRS 15 regulations, the latter prevails.
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Related to – HEALTH CARE SAVINGS PROGRAM (HCSP

  • Health Care Savings Plan As provided in this Agreement, eligible ASF Members will participate in the health care savings plan (HCSP) established under Minnesota Statute 352.98, and as administered by the Plan Administrator. The Employer is responsible only for transferring funds, as specified in this agreement, to the Plan Administrator.

  • Dental Care Plan The Welfare Plan will include a Dental Care Plan which will reimburse members for expenses incurred in respect of the coverages summarized in Appendix "1". The Plan will not duplicate benefits provided now or which may be provided in the future by any government program.

  • HEALTH CARE PLANS ‌ Notwithstanding the references to the Pacific Blue Cross Plans in this article, the parties agree that Employers, who are not currently providing benefits under the Pacific Blue Cross Plans may continue to provide the benefits through another carrier providing that the overall level of benefits is comparable to the level of benefits under the Pacific Blue Cross Plans.

  • 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.

  • Oregon Public Service Retirement Plan Pension Program Members For purposes of this Section 2, “employee” means an employee who is employed by the State on or after August 29, 2003 and who is not eligible to receive benefits under ORS Chapter 238 for service with the State pursuant to Section 2 of Chapter 733, Oregon Laws 2003.

  • RETIREE HEALTH SAVINGS PLAN Effective, December 24, 2006, or as soon as administratively possible, the County shall establish a retiree health savings plan (RHSP) by contributing an amount of $25.00 to the employee’s RHSP each biweekly pay period.

  • Post Retirement Health Care Benefit Employees who separate from State service and who, at the time of separation are insurance eligible and entitled to immediately receive an annuity under a State retirement program, shall be entitled to a contribution of two hundred fifty dollars ($250) to the Minnesota State Retirement System’s (MSRS) Health Care Savings Plan. Employees who have a HCSP waiver on file shall receive a two hundred fifty dollars ($250) cash payment. If the employee separates due to death, the two hundred fifty dollars ($250) is paid in cash, not to the HCSP. An employee who becomes totally and permanently disabled on or after January 1, 2008, who receives a State disability benefit, and is eligible for a deferred annuity under a State retirement program is also eligible for the two hundred fifty dollar ($250) contribution to the MSRS Health Care Savings Plan. Employees are eligible for this benefit only once.

  • Vision Care Plan The County agrees to provide a Vision Care Plan for all employees and dependents. The Plan will be the Vision Service Plan - Plan A with benefits at 12/12/24 month intervals and with twenty dollar ($20.00) deductible for examinations and twenty dollar ($20.00) deductible for materials. The County will fully pay the monthly premium for the employee and dependents and pick up inflationary costs during the term of the Agreement.

  • Dependent Care Assistance Plan An employee may designate an amount per calendar year, from earnings on which there will be no federal income tax withholding for dependent care assistance (as defined in Section 129 of the Internal Revenue Code as amended from time to time.)

  • Covered Health Care Services We agree to provide coverage for medically necessary covered health care services listed in this agreement. If a service or category of service is not specifically listed as covered, it is not covered under this agreement. Only services that we have reviewed and determined are eligible for coverage under this agreement are covered. All other services are not covered. See Section 1.4 for how we identify new services and our guidelines for reviewing and making coverage determinations. We only cover a service listed in this agreement if it is medically necessary. We review medical necessity in accordance with our medical policies and related guidelines. The term medically necessary is defined in Section 8.0 - Glossary. It does not include all medically appropriate services. The amount of coverage we provide for each health care service differs according to whether or not the service is received: • as an inpatient; • as an outpatient; • in your home; • in a doctor’s office; or • from a pharmacy. Also coverage differs depending on whether: • the health care provider is a network provider or non-network provider; • deductibles (if any), copayments, or maximum benefit apply; • you have reached your plan year maximum out-of-pocket expense; • there are any exclusions from coverage that apply; or • our allowance for a covered health care service is less than the amount of your copayment and deductible (if any). In this case, you will be responsible to pay up to our allowance when services are rendered by a network provider. Please see the Summary of Medical Benefits to determine the benefit limits and amount that you pay for the covered health care services listed below. Please see the Summary of Pharmacy Benefits to determine the benefit limits and amount that you pay for prescription drug and diabetic equipment and supplies purchased at a pharmacy.

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