Health Reimbursement Account. Subject to all applicable IRS regulations, a Health Reimbursement Account (“HRA”) shall be made available for any employee who is precluded from participating in a Health Savings Account (“HSA”) because the employee receives Medicare and/or veterans’ benefits. The annual maximum reimbursement by the City for employees participating in the HRA shall not exceed the dollar amount of the City’s annual HSA contribution for employees enrolled in the HSA.
Health Reimbursement Account. Effective October 12, 2007, the County established a Health Reimbursement Account (HRA) for current and future employees. Members of ACLEM began participation in the HRA on June 19, 2009. The County and the HRA administrator, with the oversight of the Health Reimbursement Account Advisory Committee, shall administer the program subject to the requirements set forth in the Internal Revenue Code and the Health Reimbursement Arrangement Plan Document.
Health Reimbursement Account. Notwithstanding anything contained in Section 2.05(b), ILG shall or shall cause one of its Affiliates to adopt a health reimbursement account (the “ILG HRA”), effective as of the Closing Date. The ILG HRA shall have similar terms and provide the same level of benefits as Starwood’s health reimbursement account in effect immediately prior to the Closing Date (the “Starwood HRA”). Effective as of the Closing Date, ILG shall assume the liabilities and obligations with respect to the account balances for all Vistana Employees and Former Vistana Employees under the Starwood HRA and shall pay all benefits with respect thereto to such Vistana Employees and Former Vistana Employees on and after the Closing Date.
Health Reimbursement Account. The district shall have developed a plan for Health Savings Reimbursement Accounts. The design of this plan shall call for the district to make an annual deposit of $300 for each unit member and permit the carryover and accumulation of unused balances at the end of each year. Vesting will occur after 7 years in the plan and an unused balance can be carried into retirement. Effective July 1, 2019 the annual deposit shall be increased to $350 for each unit member.
Health Reimbursement Account. Notwithstanding the provisions of Section 2.05(e) of the Employee Matters Agreement to the contrary, in the event that the Closing Date has not occurred as of April 1, 2016, Vistana Employees will cease to participate in the Starwood HRA as of such date, and Vistana shall establish a new health reimbursement account (the “Vistana HRA”) for the benefit of Vistana Employees. The Vistana HRA shall have similar terms and provide the same level of benefits as the Starwood HRA, and shall be subject to the review and approval of ILG prior to its adoption which consent shall not be unreasonably withheld. In connection with providing the same level of benefits, to the extent permitted by applicable Law, the Vistana HRA shall provide that the account balances for each Vistana Employee who is a participant under the Vistana HRA shall be increased by any balance that still remains under the Starwood HRA for such participant after the end of the run out period under the Starwood HRA for paying claims incurred in the 2015-2016 plan year to the same extent as such amount would have remained available for such participant’s use under the Starwood HRA during the 2016-2017 plan year. In the event the foregoing applies, references in the Employee Matters Agreement to the “ILG HRA” shall be deemed to be references to the new Vistana HRA, and the Vistana HRA shall be deemed a Vistana Benefit Plan for purposes of the Merger Agreement. In the event the Vistana HRA is established pursuant to this Section 1.07, (i) Starwood shall be responsible for all liabilities with respect to any Vistana Employee or Former Vistana Employee and their dependents, regardless of when such claims are filed and/or paid under the Starwood HRA, and (ii) Vistana shall be responsible for all liabilities with respect to any Vistana Employee or Former Vistana Employee and their dependents, regardless of when such claims are filed, under the Vistana HRA with respect to all claims incurred on or after April 1, 2016.
Health Reimbursement Account. HRA (VEBA) The Employer will make contributions to a HRA (VEBA) in the amount of $1200 per year for employee only coverage or $2400 per year for family coverage if the employee enrolls in the City of Xxxxxxxx HDHP. These contributions are in addition to those in Article 13.2.3 and neither contribution requires participation in wellness activities. Contributions to the HRA (VEBA) will be made by the Employer (as outlined in Appendix D) and are subject to the rules and limitations contained within the Internal Revenue Code.
Health Reimbursement Account. 25 A. The District will establish and provide a health reimbursement account for 26 qualified healthcare and dependent care expenses listed below:
Health Reimbursement Account. A Health Reimbursement Account (HRA) will be offered to bargaining unit members who participate in the Vitality program as set forth in Appendix B.
Health Reimbursement Account. Employees with an existing health reimbursement account will no longer receive funding to this account. Any remaining funds in the account will be available for reimbursement of expenses in accordance with IRS regulations until exhausted.
Health Reimbursement Account. The City agrees to make monthly contributions not to exceed $125 per employee to a Health Reimbursement Account (HRA as described above in Section B) for each member of the bargaining unit. Effective April 1, 2018, the parties agree as part of the LEOFF F enrollment and Kaiser enrollment described above, that the monthly contributions shall be increased by $125 for a total monthly contribution of $250 per employee. It is expressly understood by the parties that this increase in HRA contributions is connected to the enrollment in Plan F.
