Voluntary Employee Beneficiary Association (VEBA Clause Samples

Voluntary Employee Beneficiary Association (VEBA. The City shall allow officers to participate in a Plan(s) which is defined to include a Voluntary Employee Beneficiary Association (VEBA), a Section 457 plan or any other form of non-qualified deferred compensation program. 65.2.1 The PPA has established a retirement medical trust (the PPA VEBA Trust) for the purpose of providing for the payment of life, sick, accident or other benefits to its members. 65.2.2 The PPA VEBA Trust has received tax-exempt status from the Internal Revenue Service under Section 501(c)(9) of the Internal Revenue code. 65.2.3 For every officer who is a member under the Fire & Police Disability & Retirement (FPD&R) system under Chapter 5 of the City Charter, the City shall, upon that officer’s retirement from the City, contribute to the PPA VEBA Trust to the credit of the officer and on a pre-tax basis, an amount equal in value to 100% of the payments that would otherwise be paid to the member for unused sick leave under Article 26 of the parties’ collective bargaining agreement. 65.2.4 The City shall withhold two percent (2%) of Top Step Officer wage from each individual PPA member’s gross wages per pay period. This amount shall be contributed on the member’s behalf to the PPA VEBA Trust each pay period or monthly, the interval to be determined by the City. The withholding shall be made on a pre-tax basis. 65.2.5 If at any time during the operation of the Plan or Plans it is determined that (1) deposits may not be made on a pre-tax basis or (2) that plan earnings are not tax-exempt or (3) payments from the Plan or Plans are not tax exempt or if participation in the Plan or Plans or operation of the Plan or Plans is in violation of any federal or state law or regulation, then in that event the parties agree to negotiate a substitute provision in order to carry out the original intention of the Agreement.

Voluntary Employee Beneficiary Association (VEBA. The County will contribute $50 per month, per employee on the second pay period of each month to the employee’s Universal Voluntary Employee Beneficiary Association (VEBA) account, also referred to as PEHP (Post Employment Health Plan). SLOCEA agrees to program guidelines developed by the County. The County has the right to continue, modify or replace this plan subject to any required meeting and conferring pursuant to Gov. Code Section 3504.

Voluntary Employee Beneficiary Association (VEBA. The City will continue a Voluntary Employee Beneficiary Association (VEBA) for the employees covered by this Agreement. The City will continue to make contributions of $55.00 per employee per month into employee VEBA accounts.

Voluntary Employee Beneficiary Association (VEBA. ‌ A. The City shall allow commanding officers to participate in a Plan(s) which is defined to include a Voluntary Employee Beneficiary Association (VEBA), a Section 457 plan or any other form of non-qualified deferred compensation program. B. In October 2002 the PPCOA VEBA and the Portland Police Association (PPA) VEBA entered into a merger agreement. All payments made on behalf of retiring PPCOA members shall be made to the “PPA Benefit Trust.” C. For every commanding officer who is covered under either the FPD&R retirement system under Chapter 5 of the City Charter, or the PERS/OPSRP, the City shall, upon that commanding officer’s retirement from the City, contribute to the PPA VEBA trust to the credit ofthe commanding officer an amount equal in value to 100.0% of the unused sick leave which otherwise would be paid to the commanding officer under Article 14.B at the time of the commanding officer’s retirement. D. For every commanding officer who is covered under the FPD&R retirement system, the City may also contribute to the PPA VEBA trust to the credit of the commanding officer 100% of all vacation leave and any compensatory time off cashed out under this Agreement if the Association elects to do so under Section E below. E. The amount of unused leave credits to be deposited into the Plan or Plans upon retirement under Section D above shall be established periodically by the Association. The Association shall be responsible to notify the City when the election for all Association members is modified. F. A commanding officer who is covered under the Public Employees Retirement System (PERS), and who signs a commitment to retire in a specific calendar year, shall be allowed to cash out their unused vacation leave in one lump sum. A commanding officer who elects how to have unused vacation leave cashed out upon retirement must do so in writing at least two weeks prior to retirement. No cash payment will be made prior to the commanding officer’s actual retirement. G. For every commanding officer who is covered under PERS, the City shall, upon that officer’s retirement, deposit into the account of the commanding officer in a Plan or Plans a maximum of 100.0% of unused vacation leave which is currently cashed out under Article 17 at the time of the commanding officer’s retirement and any compensatory time off cashed out under this Agreement. H. The City shall withhold two percent (2%) of Top Step Officer’s wage from each individual commanding officer’s gross...

Voluntary Employee Beneficiary Association (VEBA. Subd. 1. If the District's Flex and VEBA Plan would become the same provider, eligible health expenses will be paid from the flex account funds first until a teacher’s flex account is exhausted and then from the VEBA account.

Voluntary Employee Beneficiary Association (VEBA. Any eligible employee of this bargaining unit retiring during the term of this Agreement shall have their sick leave buyout payment remitted directly to a Post-Retirement Medical Reserve Trust Program. Such a program will provide reimbursement of medical, dental, and vision expenses to eligible employees. For eligibility, the retiring employee must complete the appropriate enrollment form and sign the hold harmless provision. The hold harmless provision shall protect the District and Association from all legal actions and indemnify same should it be found that the District or the employee is in debt to the United States government from not paying income taxes due on any amounts or as a result of the District not withholding or deducting any tax, assessment, or other payment on such funds as required by federal law. The District and Association make no representations or warranties with respect to the tax consequences of the program nor to the ability of the sponsor or insurer to fulfill its obligations under the program.

Voluntary Employee Beneficiary Association (VEBA. Parties agree that DAIA may participate in the County’s current Voluntary Employee Beneficiary Association (VEBA). ▇▇▇▇, as representative of the District Attorney Investigators Unit, agrees to enter into the program under guidelines developed by County. It is agreed that any agreed upon Post Employment Health Plan (PEHP) will be funded with County contributions only. Currently the County has a VEBA plan in force that allows for a Universal VEBA and the County has the right to continue, modify or replace this plan. Final approval will be made by the County. Increases or decreases in VEBA PEHP contributions may be negotiated by individual bargaining units. Parties acknowledge that increases or decreases in contributions the County makes on behalf of other bargaining units are exclusively for those units and will not apply to the DAIA. For employees who separate from County employment, the maximum VEBA contribution for DAIA shall be $25,000.

Voluntary Employee Beneficiary Association (VEBA. The employee (except as outlined in 1.c of this Section) will have access on January 1st in their individual VEBA account, to $3,500 for each employee without dependents, and $5,500 for each employee with spouse and/or dependents. a. The City will make contributions to the VEBA for each employee each pay period, and employees leaving employment mid-year will receive pro-rated contributions. b. Employees participating in the NWFFT Plan will have a VEBA account established in their name. The Association and the City agree that the set-up of the VEBA will provide for annual roll-over of account funds and there will not be a cap on the overall account balance. Additionally, the VEBA will be established as accessible to an employee post retirement or upon separation from employment with rights of survivorship to the employee’s spouse or dependents in the event of death.

Voluntary Employee Beneficiary Association (VEBA. Parties agree that DAIA may participate in the County’s current Voluntary Employee Beneficiary Association (VEBA). DAIA, as representative of the District Attorney Investigators Unit, agrees to enter into the program under guidelines developed by County. It is agreed that any agreed upon Post Employment Health Plan (PEHP) will be funded with County contributions only. Currently the County has a VEBA plan in force that allows for a Universal VEBA and the County has the right to continue, modify or replace this plan. Final approval will be made by the County. Increases or decreases in VEBA PEHP contributions may be negotiated by individual bargaining units. Parties acknowledge that increases or decreases in contributions the County makes on behalf of other bargaining units are exclusively for those units and will not apply to the DAIA. Effective the pay period that includes July 1, 2025, or the pay period following Board of Supervisors’ approval of this Agreement, whichever occus later the maximum VEBA contribution for DAIA members who separate from County employment will be increased from $25,000 to $50,000.