Health Reimbursement Arrangement/Voluntary Employees’ Beneficiary Association Sample Clauses

Health Reimbursement Arrangement/Voluntary Employees’ Beneficiary Association. (HRA VEBA) Section A All employees shall participate in a HRA VEBA or equivalent health care reimbursement trust account program recognized by IRS code 501(c)(9). Contributions to the HRA VEBA account shall be a set dollar amount based on Tier 1, Tier 2 or Tier 3 definitions. On December 1st of each year, the Union shall notify the Administrative Director of the dollar amount to be applied to each tier for the following year, if changes need to be made. The tiers are defined as follows: Tier 1 Employees without dependents. Tier 2 Employees with spouses and/or dependents. Tier 3 Military Exclusion (no contribution) Employees and/or spouses, through career military service, are and will be covered by the U.S. Government for all medical expenses.
Sample 1
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Health Reimbursement Arrangement/Voluntary Employees’ Beneficiary Association. ‌ Effective the first full pay period in July 2020 or on the first full pay period following full ratification of the contract by both parties, whichever is later, the County shall contribute one half of one percent (0.50%) of the employee’s base salary per employee per pay period into the employee’s HRA VEBA account. Jackson County (“Employer”) will adopt the HRA VEBA plans offered and administered by the Voluntary Employees’ Beneficiary Association Trust for Public Employees in the Northwest (“Plan”): the Standard HRA Plan, which shall be integrated with the Employer’s or another qualified group health plan and to which the Employer shall remit contributions on behalf of eligible employees who are enrolled in or covered by such qualified group health plan and any other contributions that may be permitted by applicable law from time to time. Employer agrees to contribute to the Plan on behalf of all employees in the Jackson County Sheriff’s Employees’ Association (JCSEA) defined as eligible to participate in the Plan. Each eligible employee must submit a completed and signed Enrollment Form or enroll online to become an eligible participant and become eligible for benefits under the Plan. JCSEA members will vote annually on whether or not to participate in the HRA VEBA Plan and how it will be funded, in compliance with IRS rules. The vote will take place in September and will be based on a simple majority of members, with the sworn and non-sworn classifications voting separately, with any funding methods and amounts taking effect on January 1 and lasting through December 31 of each calendar year. IRS rules do not permit individual choice or elections; all employee group members defined as eligible must participate. Only for purposes of this Article, Community Service Officers shall be considered included in the sworn classification. Contributions on behalf of each eligible employee shall be based on the following funding sources/formulas: For all Criminal Deputy, Corrections Deputy, and Community Service Officer classifications, a mandatory employee salary exchange established in 2017 shall continue with a mandatory employee salary exchange deduction of fifty dollars ($50.00) per pay period. Each June, the first eight (8) hours of unused holiday time paid in accordance with Article 4.3, will be deposited into the employee’s HRA VEBA account rather than paid to the employee as regular compensation. For all non-sworn classifications, except the Community Se...
Sample 1
Health Reimbursement Arrangement/Voluntary Employees’ Beneficiary Association. (HRA/VEBA) - The Employer will establish an HRA/VEBA for each employee who is eligible and enrolled in or covered by one of the Employer’s health insurance plans as described in Section 10.1.2. The Employer agrees to pay all fees for the establishment and maintenance of the HRA/VEBA accounts. Effective upon the dates listed below, the Employer agrees to make the following contributions to the HRA/VEBA accounts: Year Contribution January 1, 2022 $250 January 1, 2023 $250 January 1, 2024 $250 Union members, as a group, may vote to make contributions via payroll deduction to their HRA/VEBA account. The amount of the HRA/VEBA contribution may be adjusted by a majority vote of Union members, no more than once per year, and with appropriate notice to the Employer. In addition to the amounts listed above, the Employer agrees to make a one-time contribution to the HRA/VEBA account of each participating employee in the amount of one thousand dollars ($1,000.00). This contribution will be made as soon as is administratively possible following ratification. By a majority vote of the ratifying bargaining unit employees, this one thousand dollar ($1,000.00) sum shall be paid in cash along with other retroactive cash payments required by this Agreement.
Sample 1
Health Reimbursement Arrangement/Voluntary Employees’ Beneficiary Association. (HRA/VEBA). The Employer will establish an HRA/XXXX for each employee who is eligible and enrolled in or covered by one of the Employer’s health insurance plans as described in Section 9.1.1. The Employer agrees to pay all fees for the establishment and maintenance of the HRA/VEBA accounts for which it is legally allowed to pay. The Employer shall make a three hundred dollar ($300) annual contribution to each eligible employee’s HRA/VEBA account, provided that these contributions are contingent upon the bargaining group (as a whole) meeting the annual participation requirement for the AWC Well City Award. Union members, as a group, may vote to make contributions via payroll deduction to their HRA/VEBA account. The amount of the HRA/VEBA contribution may be adjusted by a majority vote of Union members, no more than once per year, and with appropriate notice to the City.
Sample 1
Health Reimbursement Arrangement/Voluntary Employees’ Beneficiary Association. (HRA/VEBA) – The City will establish an HRA/VEBA for each employee who is eligible and enrolled or covered by one of the City’s health insurance plans. The City agrees to pay all fees for the establishment and maintenance of the HRA/VEBA accounts for which it is legally allowed to pay. The City maintains the right to select the third-party management of the HRA/VEBA. The City agrees to make the following contributions to the HRA/VEBA accounts to eligible employees:
Sample 1

Related to Health Reimbursement Arrangement/Voluntary Employees’ Beneficiary Association

  • State Employee Group Insurance Program (SEGIP) During the life of this Agreement, the Employer agrees to offer a Group Insurance Program that includes health, dental, life, and disability coverages equivalent to existing coverages, subject to the provisions of this Article. All insurance eligible employees will be provided with a Summary Plan Description (SPD) called “Your Employee Benefits”. Such SPD shall be provided no less than biennially and prior to the beginning of the insurance year. New insurance eligible employees shall receive a SPD within thirty (30) days of their date of eligibility.

  • Dependent Care Salary Reduction Plan The Employer agrees to maintain the current dependent care salary reduction plan that allows eligible employees, covered by this Agreement, the option to participate in a dependent care reimbursement program for work-related dependent care expenses on a pretax basis as permitted by federal tax law or regulation.

  • Termination Compensation Termination Compensation equal to two (2) times the Executive's Base Period Income shall be paid to the Executive in a single sum payment in cash on the thirtieth (30th) business day after the later of (a) the Control Change Date and (b) the date of the Executive's employment termination; provided that if at the time of the Executive's termination of employment the Executive is a Specified Employee, then payment of the Termination Compensation to the Executive shall be made on the first day of the seventh (7th) month following the Executive's employment termination.

  • Supplementary Employment Insurance Benefits (1) Birth mothers who are entitled to maternity leave and who have applied for and are in receipt of Employment Insurance benefits are eligible to receive XXXX Plan payments.

  • Post Retirement Health Care Benefit Employees who separate from State service and who, at the time of separation are insurance eligible and entitled to immediately receive an annuity under a State retirement program, shall be entitled to a contribution of two hundred fifty dollars ($250) to the Minnesota State Retirement System’s (MSRS) Health Care Savings Plan. Employees who have a HCSP waiver on file shall receive a two hundred fifty dollars ($250) cash payment. If the employee separates due to death, the two hundred fifty dollars ($250) is paid in cash, not to the HCSP. An employee who becomes totally and permanently disabled on or after January 1, 2008, who receives a State disability benefit, and is eligible for a deferred annuity under a State retirement program is also eligible for the two hundred fifty dollar ($250) contribution to the MSRS Health Care Savings Plan. Employees are eligible for this benefit only once.

  • REFUND OF UNEARNED COMPENSATION The Party of the Second Part agrees to refund the Party of the First Part any compensation received for which no services were rendered. TERMINATION: This contract may be terminated by either party pursuant to law. OTHER CONDITIONS: Any subsequent contracts shall supersede the provisions of this contract. Student Achievement and Accountability instructional staff may be required to serve students in more than one location. Given this, the 15TH OF SEPTEMBER, 2016. PARTIES: The Fort Xxxxx School District 100, Party of the First Part, and XXXXXXX X. XXXXXX Party of the Second Part, agree as follows:

  • Retiree Health Benefits 1. There is currently in effect a retiree health benefit program for retired members of LACERS under LAAC Division 4, Chapter 11. All covered employees who are members of LACERS, regardless of retirement tier, shall contribute to LACERS four percent (4%) of their pre-tax compensation earnable toward vested retiree health benefits as provided by this program. The retiree health benefit available under this program is a vested benefit for all covered employees who make this contribution, including employees enrolled in LACERS Tier 3.

  • Same Sex Benefit Coverage An employee who co-habits with a person of the same sex, and who promotes such person as a "spouse" (partner), and who has done so for a period of not less than twelve (12) months, will be eligible to have the person covered as a spouse for purposes of Medical, Extended Health, and Dental benefits.

  • Workplace Safety Insurance Benefits (WSIB) Top Up Benefits If the employee is in a class of employees that, on August 31, 2012, was entitled to use unused sick leave credits for the purpose of topping up benefits received under the Workplace Safety and Insurance Act, 1997;

  • Employee Compensation Upon Separation An Employee, upon her separation from employment, shall be compensated for vacation leave to which she is entitled.

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