HSA. When Blue Cross and Blue Shield Administers Your HSA Using its Designated Vendor When you designate HSA Account-Based Offerings in your Group Setup Form, Blue Cross and Blue Shield will provide administrative services consistent with the provisions described in this Section 5 and your Group Setup Form. Under an HSA Account-Based Offering, you will offer a High Deductible Health Plan (HDHP) that meets the requirements of IRS Code, Section 223 to enable your eligible employees to establish and contribute to a health savings account (HSA) to pay for qualified medical expenses of covered persons. Blue Cross and Blue Shield through its designated vendor(s) will make HSAs available to your eligible individuals on terms and conditions agreed to by the individual (HSA Account Owner) in a depository agreement and other materials. You understand that certain actions you take may make the HSA a “group health plan” under ERISA, HIPAA, and other federal or state laws. To prevent the HSA from being considered a group health plan, you may not engage in the following actions, which will constitute a modification of the Plan and will have a materially adverse effect on Blue Cross and Blue Shield’s or its designated vendor’s performance under the terms of this Account-Based Offerings Administrative Services Agreement: (i) require an employee to establish an HSA;
HSA. Each year, the Board shall make a deposit into a Health Savings Account (HSA) for employees utilizing the medical plan. The deposit of the HSA will be made based on the following schedule: For the 2019-2020 and 2020-2021 contract years, the Board will deposit forty percent (40%) of the single or family deductible, employee and spouse, or employee and child(ren). One half of this deposit shall be made by December 31 of each contract year and the other half by June 30. Funds deposited into a Health Savings Account become the property of the employee and can be accumulated from year to year. Additional contributions may be made to the HSA by the employee subject to IRS limitations.
HSA. 5. The Board shall provide each eligible teacher with the option of forgoing a portion of his or her gross compensation to the maximum amount allowed under the law, and having the amount of the forgone compensation credited to a “flexible spending account” (FSA) and/or HSA maintained as part of the plan. The plan amendment shall provide that each eligible teacher that participates in the plan shall be reimbursed for his or her uninsured medical and/or dependent care expenses from and to the extent of his or her respective FSA and/or HSA. The flexible spending arrangement described in this section and to form part of the plan shall be subject to all limitations, rules and regulations prescribed by Sections 105, 125 and 129 of the Internal Revenue code, and shall be subject to eligibility requirements, contribution limitations and other requirements and limitations established by the Board. The Board shall contribute two hundred thirty dollars ($230.00) in the 2010- 2011 school year and beginning in the 2011-2012 school year shall contribute four hundred dollars ($400.00) annually to each teacher’s FSA. In years where this contribution would cause the District to exceed the amount they may legally cover under PA 152 of 2011 as referenced in Section c, 1, a of this Article, or in years where an employer-funded HSA is being provided in lieu of the medical FSA, the district shall not be required to make this contribution to the medical FSA. The company shall provide teachers with the option of having up to two (2) debit cards (one for the teacher and one for his/her spouse) free of charge for use with the FSA and/or HSA. The company used to administer the FSA and/or HSA shall be mutually agreed to by the Association and the District.
HSA. Eligible employees who elect a qualified medical plan will be enrolled in an HSA. The District will fund the difference between the annual medical premium and the PA 152 hard cap to the employees HSA account in the following manner: On January 1st 25%; on April 1st 25%; the remaining 50% will be made in six equal payments on the first of the month from July 1st through December 1st.
HSA. Employees who enroll in either a Gold CDHP or Silver CDHP plan and who choose an H.S.A. will be provided the following:
HSA. At no time shall the current contract language supersede federal regulations governing Health Savings Accounts. In the event the district receives notice of any changes in plan benefits not required by law or applicable regulations, it will promptly notify the Association and meet to negotiate the impact of such changes. Long Term Disability: 70% - $2,500 month max. 90 calendar days - modified fill Pre-existing condition waiver – Yes Freeze on Offsets – Yes Maternity Coverage - Yes Negotiated Life: $5,000 with AD&D Vision: VSP-1 Delta Dental:75:50/50 with sealants - no orthodontics (class I and II at $1,500 yearly max) Plan B - For employees not electing health insurance Negotiated Life: $10,000 with AD&D Negotiated Long Term Disability: 70% - Same as above Vision: VSP-2 Silver Delta Dental:75/60 with sealants - no orthodontics (Class I and II at $1,500 yearly max) Employees not electing health insurance will receive Plan B at no cost to the bargaining unit member and a cash option in the amount of $150 per month. The employer shall formally adopt a "cash option" qualified plan which complies with Section 125 of the I.R.C. In the event the cash option is elected as cash then all applicable income taxes will be withheld and paid. In the event the employee chooses to avoid all taxes, except F.I.C.A., and not elect cash the employee shall execute a "salary reduction agreement" and route the subsidy into the MEA Financial Services tax deferred annuity as bargained to approved vendors listed in Section 3.6 B. *Employees working less than four hours do not qualify for any insurance benefits.
HSA. Employees will have the option to choose between the original PPO coverage and a HSA (Health Savings Account) plan. Effective April 1, 2012 all newly hired employees will have health care coverage under the HSA. If any current or newly hired employee can show verification that they are not eligible for the HSA, then the employee can be covered by the PPO but will pay the cost of the premium for the HSA coverage. Employees enrolled in the HSA plan as of January 1, 2018, will not voluntarily return to the PPO plan. This HSA plan will consist of a $1500 single / $3000 family in network deductible and a $3500 single / $7000 family non-network deductible. Healthcare coverage will be made at 100% in network and 80% non-network after the deductible has been met. There will be a maximum out of pocket expense of $2500 single / $5000 family in network and $4500 single / $9000 family non-network. Prescription drug coverage will be available at $10 for generic, $30 for brand formulary and $50 for brand non-formulary. A mail in drug plan will be available at the same rate as a 30 day prescription. Office visits, urgent care and emergency room charges will be covered at 100% after the deductible is met. The City agrees to contribute $1250 single / $2500 family in to each employee’s account, for accounts that have been established, by January 15th of each year that the employee is enrolled in the HSA. There will be no lifetime maximum “cap” on the amount of insurance coverage or on the contribution amount accrued from the city. The employee is required to comply with all Federal guidelines concerning their HSA plan. New hires HSA deposit will be pro-rated quarterly, unless the full amount is necessary. To obtain additional HSA funds the employer shall submit documentation and the employer shall provide such money within seven (7) days.
HSA. As agreed to between the parties, the district will effect a PPO Qualified High Deductible Health plan as the healthcare coverage for all eligible members. To ensure compliance under the applicable IRS regulations the deductible may change under the qualified high deductible plan to meet increases in the minimum deductibles. Upon implementation, the PPO Qualified High Deductible Health Care Plan, the District will establish an appropriate Health Savings Account Plan ("HSA") consistent with applicable laws, rules and regulations. The District may modify such HSA from time to time as required to meet the then applicable regulations. The District will deposit into the HSA account of each employee, depending upon whether there is one person (single) or more than one person (multiple) covered under the PPO Qualified High Deductible Health Care Plan, the following amount at the beginning of each plan year: Single Annual Contribution: $900 Family Annual Contribution: $1,800 An employee can contribute to his or her own HSA account to the extent and in the manner permitted by the HSA plan and applicable laws and regulations as from time to time provided. Neither the District nor the employee shall contribute more to an HSA account than allowed under applicable laws and regulations as from time to time provided. An employee may change the amount being contributed up to three times per year or after a life event. For a new employee that is hired at a time other than the beginning of the Benefit Plan Year, the district contribution to the eligible employee's Health Savings Account shall not be prorated but will be the full amount as if the employee had been hired on the first day of the Benefit Year.
HSA. The Board and the teachers shall carry out all duties and obligations under the Occupational Health and Safety Act and its accompanying Regulations.
HSA. A teacher may have a Health Savings Account contribution deducted from his/her paycheck.
