Medical and Dependent Care Reimbursement Plan Sample Clauses

Medical and Dependent Care Reimbursement Plan. The City shall maintain a salary reduction plan as provided by Section 125 of the Internal Revenue Service Code permitting permanent unit members to designate a portion of their annual salary to be withheld and subsequently used to provide pre-tax reimbursements for verified medical (MCAP) and dependent care (DCAP) expenses, subject to the rules of the IRS and governing regulations. If a unit member receives medical insurance coverage through their spouse or partner, signs the City form electing not to receive City paid medical coverage, and provides the City with satisfactory proof of insurance coverage effective January 1, 2016, the unit member shall receive one of either: • $300 per month in cash; or • $300 per month City contribution into the unit member’s DCAP or MCAP account.
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Medical and Dependent Care Reimbursement Plan. The City shall maintain a salary reduction plan as provided by Section 125 of the Internal Revenue Service Code permitting permanent represented employees to designate a portion of their annual salary to be withheld and subsequently used to provide pre-tax reimbursements for verified medical (“MCAP”) and dependent care (“DCAP”) expenses, subject to the rules of the IRS and governing regulations. If a represented employee receives medical insurance coverage through their spouse or partner, signs the City Medical Waiver/Cash-In-Lieu form electing not to receive City paid medical coverage, and provides the City with satisfactory proof of insurance coverage, the represented employee shall receive one of either: Three hundred and twenty-five dollars ($325) per month in cash for the period January 1, 2014 through December 31, 2014. Prior to Benefits Open Enrollment in October 2014, the City shall determine, for the period January 1, 2014 through June 30, 2014, if the savings to the City from increased enrollment in the Cash In-Lieu program are equal to or exceed the increased cost for existing participants in the Cash In-Lieu program. The increased cost for existing participants shall be the difference between the new three hundred and twenty-five dollars ($325) rate and the existing of one hundred sixty dollar ($160) rate per month. The savings for new enrollees shall be the difference between the City's cost for medical benefits for the enrollee and any currently covered dependents, and the cost of the In-Lieu payment three hundred twenty five dollars ($325) per month. If the savings are not equal to or greater than the increased costs, then the amount of the In-Lieu contribution for Calendar Year 2015 shall be reduced to two hundred fifty dollars ($250) per month.  The represented employee may elect to have a portion of this payment, up to the maximum amounts specified in Section 8.5.1, paid into the represented employee's MCAP or DCAP amount.
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Medical and Dependent Care Reimbursement Plan. (Applies to SB1, SC1 and SD1 only) The City shall maintain a salary reduction plan as provided by Section 125 of the Internal Revenue Service Code permitting unit members to designate a portion of their annual salary to be withheld and subsequently used to provide pre-tax reimbursements for verified medical (MCAP) and dependent care (DCAP) expenses, subject to the rules of the IRS and governing regulations. If a unit member receives medical insurance coverage through his/her spouse or partner, signs the City form electing not to receive City paid medical coverage, and provides the City with satisfactory proof of insurance coverage, the unit member shall receive one of either: $125 per month in cash; or $125 per month City contribution into the unit member’s DCAP or MCAP account. Effective January 1, 2004, the monthly in lieu amount shall be increased to $135. Effective January 1, 2005, the monthly in lieu amount shall be increased to $145. Effective January 1, 2006, the monthly in lieu amount shall be increased to $150. Effective January 1, 2007, the monthly in lieu amount shall be increased to $160. Effective January 1, 2016, the monthly in lieu amount shall be increased to $300.
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Medical and Dependent Care Reimbursement Plan. The City shall maintain a salary reduction plan as provided by Section 125 of the Internal Revenue Service Code permitting permanent represented employees to designate a portion of their annual salary to be withheld and subsequently used to provide pre-tax reimbursements for verified medical (“MCAP”) and dependent care (“DCAP”) expenses, subject to the rules of the IRS and governing regulations. If a represented employee receives medical insurance coverage through their spouse or partner, signs the City form electing not to receive City paid medical coverage, and provides the City with satisfactory proof of insurance coverage, the represented employee shall receive one of either: • $160 per month in cash; or • $160 per month City contribution into the represented member’s DCAP or MCAP account.
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Medical and Dependent Care Reimbursement Plan. The City shall maintain a salary reduction plan as provided by Section 125 of the Internal Revenue Service Code permitting permanent unit members to designate a portion of their annual salary to be withheld and subsequently used to provide pre- tax reimbursements for verified medical (MCAP) and dependent care (DCAP) expenses, subject to the rules of the IRS and governing regulations. If a unit member receives medical insurance coverage through his/her spouse or partner, signs the City form electing not to receive City paid medical coverage, and provides the City with satisfactory proof of insurance coverage, the unit member shall receive one of either: • $125 per month in cash; or • $125 per month City contribution into the unit member’s DCAP or MCAP account. Effective January 1, 2004, the monthly in lieu amount shall be increased to $135. Effective January 1, 2005, the monthly in lieu amount shall be increased to $145. Effective January 1, 2006, the monthly in lieu amount shall be increased to $150. Effective January 1, 2007, the monthly in lieu amount shall be increased to $160.
Sample 1
Medical and Dependent Care Reimbursement Plan. The City shall maintain a salary reduction plan as provided by Section 125 of the Internal Revenue Service Code permitting permanent represented employees to designate a portion of their annual salary to be withheld and subsequently used to provide pre-tax reimbursements for verified medical (“MCAP”) and dependent care (“DCAP”) expenses, subject to the rules of the IRS and governing regulations. If a represented employee receives medical insurance coverage through their spouse or partner, signs the City Medical Waiver/Cash-in-Lieu form electing not to receive City paid medical coverage, and provides the City with satisfactory proof of insurance coverage, the represented employee shall receive:  $325 per month in cash for the period January 1, 2014 through December 31, 2014. Prior to Benefits Open Enrollment in October 2014, the City shall determine, for the period January 1, 2014 through June 30, 2014, if the savings to the City from increased enrollment in the Cash In-Lieu program are equal to or exceed the increased cost for existing participants in the Cash In-Lieu program. The increased cost for existing participants shall be the difference between the new $325 rate and the existing $160 rate ($165 per month). The savings for new enrollees shall be the difference between the City’s cost for medical benefits for the enrollee and any currently covered dependents and the cost of the In-Lieu payment ($325 per month). If the savings are not equal to or greater than the increased costs, then the amount of the In-Lieu contribution for Calendar Year 2015 shall be reduced to $250 per month ; or  The represented employee may elect to have a portion of this payment, up to the maximum amounts specified in Section 8.3.10, paid into the represented employee’s MCAP or DCAP amount.
Sample 1

Related to Medical and Dependent Care Reimbursement Plan

  • 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.

  • Medical and Dental Plans A. MEDICAL PLAN COVERAGE

  • Medical and Dental Benefits If Executive’s employment is subject to a Termination, then to the extent that Executive or any of Executive’s dependents may be covered under the terms of any medical or dental plans of the Company (or an Affiliate) for active employees immediately prior to the Termination Date, then, provided Executive is eligible for and elects coverage under the health care continuation rules of COBRA, the Company shall provide Executive and those dependents with coverage equivalent to the coverage in effect immediately prior to the Termination. For a period of twelve (12) months (18 months for a Termination during a Covered Period), Executive shall be required to pay the same amount as Executive would pay if Executive continued in employment with the Company during such period and thereafter Executive shall be responsible for the full cost of such continued coverage; provided, however, that such coverage shall be provided only to the extent that it does not result in any additional tax or other penalty being imposed on the Company (or an Affiliate) or violate any nondiscrimination requirements then applicable with respect to the applicable plans. The coverages under this Section 4(e) may be procured directly by the Company (or an Affiliate, if appropriate) apart from, and outside of the terms of the respective plans, provided that Executive and Executive’s dependents comply with all of the terms of the substitute medical or dental plans, and provided, further, that the cost to the Company and its Affiliates shall not exceed the cost for continued COBRA coverage under the Company’s (or an Affiliate’s) plans, as set forth in the immediately preceding sentence. In the event Executive or any of Executive’s dependents is or becomes eligible for coverage under the terms of any other medical and/or dental plan of a subsequent employer with plan benefits that are comparable to Company (or Affiliate) plan benefits, the Company’s and its Affiliates’ obligations under this Section 4(e) shall cease with respect to the eligible Executive and/or dependent. Executive and Executive’s dependents must notify the Company of any subsequent employment and provide information regarding medical and/or dental coverage available.

  • Dependent Care Assistance Plan An employee may designate an amount per calendar year, from earnings on which there will be no federal income tax withholding for dependent care assistance (as defined in Section 129 of the Internal Revenue Code as amended from time to time.)

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

  • Dental Care Plan The Welfare Plan will include a Dental Care Plan which will reimburse members for expenses incurred in respect of the coverages summarized in Appendix "1". The Plan will not duplicate benefits provided now or which may be provided in the future by any government program.

  • Health Care Benefits (a) Each regular full-time employee may elect coverage for himself and his eligible dependents* under one of the following health insurance plans:

  • Dependent Care The College will make available to employees, at their option, an Internal Revenue Service Code Section 129 Dependent Care plan. The plan will be established, administered, and communicated to employees by the State without cost to the employees.

  • Vision Care Plan The County agrees to provide a Vision Care Plan for all employees and dependents. The Plan will be the Vision Service Plan - Plan A with benefits at 12/12/24 month intervals and with twenty dollar ($20.00) deductible for examinations and twenty dollar ($20.00) deductible for materials. The County will fully pay the monthly premium for the employee and dependents and pick up inflationary costs during the term of the Agreement.

  • Vision Care Benefits (a) The Employer shall provide each regular, full-time employee (and his eligible dependents*) the Blue Cross/ Blue Shield of Michigan Vision A-80 Revised Plan, subject to such conditions, exclusions, limitations, deductibles and other provisions pertaining to coverage as stated in said plan. The Employer shall pay 95% of the illustrated premium cost of such benefit and the employee shall pay the balance.

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