Medical Reimbursement Accounts Sample Clauses

Medical Reimbursement Accounts. 39 40 Educators may elect to establish and make semi-monthly contributions to medical 41 reimbursement accounts. Such semi-monthly contributions may be no less than $10.83 ($260 42 annually) and may not exceed $104.17 ($2,500 annually). Contributions will be deducted 43 from Benefit Dollars, to the extent available. Any contributions not made out of Benefit 44 Dollars will be deducted from the Educator's pay on a pre-tax basis. Medical reimbursement 45 accounts will be managed by Maine School Management Association. Reimbursements from 46 medical reimbursement accounts will be governed by the Internal Revenue Code and the 47 Portland School Department Medical Care Reimbursement Plan.
Sample 1Sample 2
AutoNDA by SimpleDocs
Medical Reimbursement Accounts. For the 2013-2014 school year, those assistants who were hired prior to June 30, 2012 and who have at least 20 regular bid hours per week as of September 15 of each year will be credited with $19 per bid hour to be placed in a medical reimbursement account. Beginning July 1, 2014, those assistants who were hired prior to June 30, 2012 and who have at least 20 regular bid hours per week as of September 15 of each year will be credited with $17 per bid hour to be placed in a medical reimbursement account. This account may be used according to IRS rules to reimburse for any qualified medical expense not covered by alternate insurance payments. Such reimbursements will operate under specific district protocol intended to maintain compliance with IRS section 105 or 125 rules, whichever our third party administrator deems appropriate.
Sample 1
Medical Reimbursement Accounts. Effective April 1, 2006 and annually thereafter, the district shall contribute the necessary funds for a Medical Reimbursement Account (MRA) for each unit employee to utilize during the plan year:
Sample 1
Medical Reimbursement Accounts. Employees may elect to establish and make semimonthly contributions to medical reimbursement accounts. Effective July 1, 2012 contributions may not exceed $2,500 annually and $104.17 per semi monthly contribution and may be subject to changes as required by the IRS. Employees hired after July 1 each year will be prorated. Contributions will be deducted from Benefit Dollars, to the extent available. Any contributions not made out of Benefit Dollars will be deducted from the employee’s pay on a pre-tax basis. Medical reimbursement accounts will be managed by Group Choice of Maine. Reimbursements from medical reimbursement accounts will be governed by the Internal Revenue Code and the Portland School Department Medical Care Reimbursement Plan. Pursuant to the IRS Code, any unused dollars must be forfeited by the employee annually.
Sample 1
Medical Reimbursement Accounts. The Superintendent may elect to establish and make semi-monthly contributions to a medical reimbursement account. Annual contributions to a medical reimbursement account may not exceed $2,500 and $104.17 semi-monthly. Contributions will be deducted from Benefit Dollars, to the extent available. Any contributions not made out of Benefit Dollars will be deducted from the Superintendent’s pay on a pre-tax basis. Medical reimbursement accounts will be managed by MSMA. Reimbursements from medical reimbursement accounts will be governed by the Internal Revenue Code and the Portland School Department Medical Care Reimbursement Plan.
Sample 1
Medical Reimbursement Accounts. Employees may elect to establish and make semimonthly or weekly contributions to medical reimbursement accounts. Such contributions may be no less than $5.42 ($260 annually) and no more than $250.00 semi-monthly or $6,000 annually. Effective July 1, 2012 contributions may not exceed $2,500 annually and $104.17 semi-monthly. Medical reimbursement accounts for Employees hired after July 1st each year will be prorated. Contributions will be deducted from Benefit Dollars to the extent available. Any contributions not made out of Benefit Dollars will be deducted from the employee’s pay on a pre-tax basis. Reimbursements from medical reimbursement accounts will be governed by the Internal Revenue Code and the Portland School Department Medical Care Reimbursement Plan.
Sample 1

Related to Medical Reimbursement Accounts

  • DEPENDENT CARE REIMBURSEMENT ACCOUNT During the term of this MOU, Management agrees to maintain a Dependent Care Reimbursement Account (DCRA), qualified under Section 129 of the Internal Revenue Code, for active employees who are members of LACERS, provided that sufficient enrollment is maintained to continue to make the account available. Enrollment in the DCRA is at the discretion of each employee. All contributions into the DCRA and related administrative fees shall be paid by employees who are enrolled in the plan. As a qualified Section 129 Plan, the DCRA shall be administered according to the rules and regulations specified for such plans by the Internal Revenue Service.

  • Educational Reimbursement SECTION 1. The purpose of this Article is to xxxxxx a learning environment and provide educational opportunities that are mutually beneficial to the employees and the County and will encourage eligible employees to participate in education programs which will further their skills and knowledge for use in their current position or for use in a possible future position of greater responsibility. The Educational Reimbursement Program shall be a plan as provided for in Section 127 of the Internal Revenue Code of 1986, as amended (the “Code”) and shall be construed consistently with the requirements of Section 127. Amounts paid for tuition reimbursement meeting the requirements of Section 127 of the IRS Tax Code are not included in an Employee’s income or subject to income tax withholding up to a maximum of $5,250 annually. If subsequent tax law changes fail to continue the tax-free treatment, or in any way modify its treatment, appropriate adjustments in tax withholding will be made from the effective date of the change. This Article does not apply to training seminars, conferences, workshops, etc.

  • Meal Reimbursement 1. If an employee is required to work one and one-half (1-1/2) hours before or beyond his/her normal working day or on overtime for emergency purposes or for extended work periods of five (5) or more hours in length on a day that is not the employee’s regular work day, and the employee is not exercising flexible work hours, the employee shall be reimbursed for the actual cost of a meal/food items not to exceed $18.00, plus tip (not to exceed 15%) and applicable taxes. Reimbursement is contingent upon the employee providing receipts.

  • Tuition Reimbursement Program 21.2.1 The District will fund $28,000 each fiscal year for incentive pay for employees pursuing their National Board Certification, a master’s degree, or an endorsement.

  • Education Reimbursement The County will provide education reimbursement for education costs incurred by regular employees who apply for such reimbursement in accordance with the policies and procedures governing the education reimbursement program. The maximum reimbursement shall be $1,500 per year.

  • Insurance Reimbursement If you have health insurance, your behavioral health treatments may be covered in whole or in part. The BHCTC will assist you in determining your insurance coverage and will help you fill out any forms needed. Many managed care plans often require an authorization before treatment can begin. You may be required to contact your insurance company to obtain this authorization and/or receive it from your primary care physician. Many managed care plans limit counseling and therapy services to short-term treatment designed to work out specific problems that prevent people from living and working as they normally do. As this is the BHCTC’s model of treatment, this often works out well. Where necessary, we may request more sessions from the managed care plan. In order to do so, we are typically required to complete the insurance company’s forms which may include providing your diagnosis, the reasons you have sought treatment from the BHCTC, the symptoms you are suffering, and how long we believe treatment will or should continue. The information provided will become part of the insurance company’s files. Insurance companies are obligated to keep this information confidential; however, please note that the BHCTC has no control over the handling of this information by the insurance company. If you receive treatment from one of our NJ Licensed Psychologists, your insurance company may request that you authorize the psychologist to disclose certain confidential information in order to obtain insurance coverage benefits for these services. This disclosure can occur only if it is pursuant to a valid authorization and the information is limited to: 1) administrative information (name, age, sex, fees, dates, nature of sessions, etc.); 2) diagnostic information; 3) the status of the patient (voluntary/involuntary; inpatient/outpatient); 4) the reason for continuing psychological services (limited to an assessment of the current level of functioning and the level of distress both rated as mild, moderate, severe or extreme); and 5) a prognosis, limited to the estimated minimal length of treatment. If the Insurance Company has reasonable cause to believe that the psychological treatment in question may not be usual, customary or is unreasonable, it may request an independent review of such treatment by an independent review committee. While a lot can be accomplished in short-term therapy, some people feel they need more services after their insurance benefits end. If this is the case with you, we will discuss what our fees are and the best way for you to arrange payment in order to receive continued treatment. If your insurance company does not allow us to see you after your benefits end, we will be happy to assist you in finding another therapist who will work well with you. It is also important to remember that you always have the right to pay for your treatment yourself to avoid any insurance issues discussed above.

  • Medical/Dental Expense Account The Employer agrees to allow insurance eligible employees to participate in a medical and dental expense reimbursement program to cover co- payments, deductibles and other medical and dental expenses or expenses for services not covered by health or dental insurance on a pre-tax basis as permitted by law or regulation, up to the maximum amount of salary reduction contributions allowed per calendar year under Section 125 of the Internal Revenue Code or other applicable federal law.

  • Health Spending Account (HSA Wellness Spending Account (WSA)/Registered Retirement Savings Plan (RRSP) utilization rates;

  • Health Spending Account contributions by the Executive will cease on the Effective Date. The Executive may submit claims against the balance accrued to the Effective Date, until the end of the calendar year in which the Effective Date occurs.

  • Transportation Reimbursement Employees who, during the course of their normal duties, are required to actually transport clients/consumers/felons in their own personal vehicle on a regular basis, are eligible for reimbursement for the cost of an automobile rider to their existing insurance policy. To be eligible for the reimbursement, the employee must demonstrate the following:

Time is Money Join Law Insider Premium to draft better contracts faster.