HEALTH REIMBURSEMENT ARRANGEMENT - Administered by Further
January 1, 2024 - December 31, 2024
The Health Reimbursement Arrangement will work according to the chart below. As an example, if you or your dependent had to have a $50,000 surgery, this chart will show how much you and your family will pay out of pocket, and how much your employer will pay for your expenses. Once your deductible is met, insurance pays all covered charges for the rest of the calendar year.
This information is for illustrative purposes only. If there is a discrepancy between the information provided below and the contract, the contract will prevail.
Comprehensive and preventive healthcare coverage is important in protecting you and your family from the financial risks of unexpected illness and injury. A little prevention usually goes a long way—especially in healthcare.
We know the health and well-being of you and your family is important for your peace of mind. That is why it is important to us to provide a comprehensive benefit plan to our employees, combined with a health reimbursement arrangement that helps you alleviate the overall cost of your yearly healthcare expenses.
Paid Vacation
RGA offers vacation time off with pay to eligible employees. Employees in the following employment classifications are eligible for paid vacation time: * Regular full-time employees
The amount of paid vacation time you receive each year depends on how long you have been working. The “benefit year” will restart at the beginning of a calendar year. If an employee has not been employed for 90 days before the beginning of the calendar year, their “benefit year” will not restart until the next calendar year. Your benefit year may be extended for any significant leave of absence except military leave of absence. (Military leaves do not affect the benefit year calculation.) See the leave of absence policies in this handbook for information on how each type of leave affects vacation accruals. Once you enter an eligible employment classification, you begin to earn paid vacation time according to the schedule in this policy. However, before you can use vacation time, you must complete a waiting period of 90 calendar days. After the waiting period, you can request to use your earned vacation time, including the vacation time that accrued during the waiting period.
To schedule your vacation time, you should first ask for advance approval from your supervisor. Each request will be reviewed based on a number of factors, including our business needs and staffing requirements. Vacation must be used in minimum 4-hour increments. You will be paid for vacation time off at your base pay rate as of the time of the vacation. Vacation pay does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials. Employees may not take unpaid time off for vacation or other personal matters not without prior approval from HR unless required by law. We encourage you to use your available paid vacation time for rest and relaxation. If you do not use your available vacation by the end of the calendar year or before you separate employment for any reason, you will lose the unused vacation time. If you terminate your employment with appropriate notice, you will be paid for 1/2 unused vacation time you have available through your last day of work. If you are fired for any reason other than economic layoff, RGA, in its sole discretion, may not pay you for unused vacation time.