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.
Health Care Spending Account. The District will continue to offer regular full-time and part-time (20/40 or greater) District employees the option to participate in a Health Care Spending Account (HCSA) Program designated 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 pre-determined amount of money from their paycheck for health care expenses not reimbursed by any other health benefits plan with before tax dollars. HCSA dollars can 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.
Health Care Spending Account. A Health Care Spending Account (HCSA) option will be provided to employees eligible for benefits. This account is a voluntary plan that allows the employee to set aside pre-tax dollars to pay for eligible health care expenses. The maximum HCSA annual contribution will be $3,000. HCSA may be used to pay for certain expenses for the employee and eligible family members as permitted under Internal Revenue Code.
Health Care Spending Account. In order to support the benefit programs available to academic staff members, the Health Care Spending Account (HCSA) will be provided in the amount of $900 per member per year for those members who qualify for benefits in accordance with Article 23.5.2.1. Subject to Canada Revenue Agency regulations, unused balances in the HCSA shall be carried forward. This HCSA will allow members to supplement their benefit programs on any item or service allowed as a medical expense.
Health Care Spending Account. The Health Care Account enables employees to pay for expenses, which are not covered by the employer’s health plans or privately held insurance policies using pre-tax dollars. Employees may claim reimbursement of expenses for himself/herself, spouse, and eligible dependents. An employee may set aside an annual amount of $5,000. Expenses funded through this pre-tax account may not be itemized on the employee’s income tax return.
Health Care Spending Account. A Health Care Spending Account (HCSA) option will be provided to employees eligible for benefits. This account is a voluntary plan that allows the employee to set aside pre-tax dollars to pay for eligible health care expenses. The maximum HCSA annual contribution for 2015 is $2,500. For all other years, the maximum contribution level shall be the IRS maximum limit in effect as of March 31 of the year preceding the applicable year. Effective for the 2017 plan year, unused amounts up to $500 will be rolled over to the next year. HCSA may be used to pay for certain expenses for the employee and eligible family members as permitted under Internal Revenue Code.
Health Care Spending Account. 25:01 The University agrees to provide a Health Care Spending Account (HCSA) for each eligible employee in accordance with the following provisions.
Health Care Spending Account. The District will offer employees the option to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax saving under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck, not to exceed the maximum amount allowed by law, for health care expenses not reimbursed by any other health benefits plan before tax dollars. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. The employee cannot recover any unused balance
Health Care Spending Account. The Employer will continue to offer a Health Care Spending Account to employees. Only employees who have completed their new hire probationary period are eligible to enroll in the health care spending account. The purpose of this account is for employees to use pre-tax earnings to pay for eligible health care costs as allowed by IRS Code 125 incurred within a calendar year. Such health care costs may include, but are not limited to, annual deductibles, co-pays, co-insurance and medical procedures not covered by the medical, dental, and vision plans like acupuncture, Lasik eye surgery, etc. The Health Care Spending Account Third Party Administrator’s fee will be paid for by the State for those employees who upon enrollment commit to place one thousand ($1,000) or more in the health care spending account. Employees who commit to place less than one thousand ($1,000) in the fund will be charged an administration fee. The State will use payroll tax savings derived from the plan to reduce the amount of the administration fee charged to plan participants. The annual cap for the employee contribution to the fund shall be two thousand ($2,000) for tax year 2007. This amount will be increased to three thousand ($3000) for tax year 2008. Upon recommendation of the JHCC the Director of DAS may increase these caps, implement the IRS permitted grace period, and/or implement a debit card to be used by employees to purchase IRS approved medical expenses with their account dollars.
Health Care Spending Account. The Company agrees to match contributions of the workers for all employees, averaging 40 or more hours bi-weekly, of the bargaining unit towards a Health Spending Account administered through Quikcard. Employees may choose coverage as either single or family. Coverage will require bi-weekly payroll deductions of twenty ($20.00) dollars per week for either Single or Family and will provide a maximum coverage of one thousand and one hundred ($1,100) dollars. Employees shall have deductions for said Health Spending Account begins being deducted after completion of six months of employment with the Company. Employees shall be entitled to commence using the benefits after paying into the plan for 6 bi-weekly pay periods.
