Health Reimbursement Accounts. Employees who are participants of the HRA may use their HRA funds to purchase all qualified medical expenses, as permitted in section 213 (d) of the Internal Revenue Code and the HRA Plan Document. The maximum HRA benefit will be the maximum HRA benefit prorated on a quarterly basis based on the employee HRA eligibility date. Reimbursements under the HRA can be made for the expenses of employee, spouse and dependent of the employee. HRA participants may access their entire HRA benefit anytime during the year. The unused HRA amounts at the end of the coverage year will not be carried forward to the next calendar period. Upon separation of employment during the plan year, participation in the plan will cease and any unused amounts are forfeited. These amounts may never be used for anything but reimbursements for qualified medical expenses.
Health Reimbursement Accounts. Employees who are participants of the HRA may use their HRA funds to purchase all qualified medical expenses, as permitted in section 213
Health Reimbursement Accounts. Unused amounts in the Health Reimbursement Account may be carried forward each year. An employee who retires and begins to receive pension payments from the City’s defined benefit pension plan will be able to access unused funds, but no new contributions will be made to a retiree’s account. An employee who otherwise separates from City employment for any reason will forfeit any unused funds. An employee who waives coverage and receives payments under the City’s Health Care Waiver Program shall not have contributions.
Health Reimbursement Accounts. Unused amounts in the Health Reimbursement Account may be carried forward each year during employment. Upon separation other than retirement, use of the account is subject to the requirements of COBRA.
Health Reimbursement Accounts. An employee who retires and begins to receive pension benefit payments from the City’s pension plan will be able to access any unused, remaining funds within his/her health reimbursement account. However, no new contributions will be made to a retiree’s account after the date of retirement.
Health Reimbursement Accounts. Effective with the first day of the first month following ratification of the Agreement by both parties, the City will establish a health reimbursement account (“HRA”) in the amount of $40 per month for each employee covered by this Agreement. Upon presentation of receipts showing expenditures for authorized medical, dental, or optical expenses, including health insurance premium contribution payments, an employee will be reimbursed from his/her account for such expenses, up to the current balance of the employee’s HRA. HRA’s do not accumulate from year to year; amounts remaining after all medical expense claims have been presented for a calendar year will revert to the City.
Health Reimbursement Accounts. As of the Effective Time, C2 shall establish C2 Welfare Plans that provides health reimbursement accounts to C2 Group Employees (the “C2 HRAs”) and such C2 HRAs shall cover only C2 Group Employees that have health reimbursement accounts under the CIT Welfare Plans (the “CIT HRAs”) immediately prior to the Effective Time. The Parties shall use commercially reasonable efforts to ensure that as of the Effective Time any account balance under a CIT HRA for a C2 Group Employee is transferred as of or as soon as reasonably practicable after the Effective Time from the CIT HRA to the C2 HRA for such C2 Group Employee. Such C2 Welfare Plan shall assume responsibility as of the Effective Time for all outstanding claims under the CIT HRAs of the corresponding CIT Welfare Plans of each C2 Group Employee for the year in which the Effective Time occurs and shall assume and agree to perform the obligations of the corresponding CIT Welfare Plans from and after the Effective Time.
Health Reimbursement Accounts. The County shall establish and fund Health Reimbursement Accounts (HRAs) as allowed by law for employees for the purpose of defraying the out-of-pocket costs of healthcare associated with lower cost Plan options. The amounts of such HRAs will be as follows: CORE PLAN - $220 / $440 VALUE PLAN - $425 / $850 Rollover of HRA monies will be allowed up to the date of retirement or other termination of employment. HRA funds must be expended on eligible expenses within one year of said retirement or other termination of employment.
Health Reimbursement Accounts. Employees who worked 1240 hours in the prior regular school year will be eligible for Health Reimbursement Accounts the following year. The district will deposit monthly $225.00 for the 2009-2010 school year in a HRA account for each driver or bus attendant that meets the hours criteria established above. Eligibility will be determined annually on the 6th day of District 47 student attendance. An employee eligible on the 6th day of attendance will be deemed eligible for the prior July and August. TJA’s monthly contribution for July, August, and September will be made in September. For 2010-2011 those drivers who work 1240 hours during the 2009- 2010 school year will receive this benefit monthly at $235.00. For 2011-2012 those drivers who work 1240 hours during the 2010-2011 school year will receive $245.00 per month. The district will depost it monthly $100.00 for the 2009-2010 school year in a HRA account for each attendant that works a minimum of two shifts and less than 1240 hours. Eligibility will be determined annually on the 6th day of District 47 student attendance. An attendant eligible on the 6th day of attendance will be deemed eligible for the prior July and August. TJA’s monthly contribution for July, August, and September will be made in September. For 2010- 2011 any attendant who worked two shifts and less than 1240 hours in 2009-2010 will receive this benefit monthly at $105.00. For 2011-2012 those attendants who work 2 shifts and less than 1240 hours will receive this benefit monthly at $110.00 per month.
