[{"data":1,"prerenderedAt":503},["ShallowReactive",2],{"document-executive-medical-reimbursement-plan-D478":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":179,"customdescription":6,"mdFm":180,"mdProseHtml":502},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":22},"EXECUTIVE MEDICAL REIMBURSEMENT PLAN This Executive Medical Reimbursement Plan (the \"EMRP\") is effective [DATE]. ELIGIBILITY To be eligible for EMRP, an employee must be an officer of the [YOUR COMPANY NAME] (the \"Company\"). The employee must elect coverage for himself/herself and any eligible dependents under the Company's [GROUP HEALTH PLAN NAME] Group Health Plan. ENROLLMENT Upon becoming eligible for the EMRP, an employee will automatically be enrolled in the plan provided he/she is currently enrolled in the [GROUP HEALTH PLAN NAME] Group Health Plan. COVERAGE Coverage will be extended by the plan for any medical expense which would be a deductible medical expense under [Federal/STATE/PROVINCIAL] Income Tax regulations. This can include expenses not reimbursed by the [GROUP HEALTH PLAN NAME] Group Health Plan due to deductibles, co-insurance, plan exclusions, eyeglasses, orthodontics, medically necessary additions and alterations to a home, or [SPECIFY]. These and other expenses would be covered by the EMRP if they qualify under applicable [IRS or YOUR COUNTRY REVENUE AGENCY] regulations. BENEFITS The EMRP does not require satisfaction of a deductible. Eligible medical expenses will be reimbursed at 100%. CLAIM FILING Bills for medical expenses should be submitted to [CLAIMS ADMINISTRATOR] in the special MRP (Medical Reimbursement Plan) envelopes provided. The administrator will first pay benefits under the [GROUP HEALTH PLAN NAME] Group Health Plan. Reimbursement for expenses not fully covered (or not covered at all) by the [GROUP HEALTH PLAN NAME] Group Health Plan will then be paid for the EMRP. 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The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[95,97,100],{"label":17,"url":96},"human-resources",{"label":98,"url":99},"Hire an Employee","hire-employee",{"label":101,"url":102},"Legal Agreements","business-legal-agreements","employment agreement executive","/template/employment-agreement-executive-D543",{"description":106,"descriptionCustom":6,"label":106,"pages":107,"size":108,"extension":109,"preview":110,"thumb":111,"svgFrame":112,"seoMetadata":113,"parents":115,"keywords":114,"url":120},"Small Business Expense Report","1",513,"xls","https://templates.business-in-a-box.com/imgs/1000px/small-business-expense-report-D13396.png","https://templates.business-in-a-box.com/imgs/250px/13396.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13396.xml",{"title":114,"description":6},"small business expense report",[116,119],{"label":117,"url":118},"Credit & Collection","credit-collection",{"label":117,"url":118},"/template/small-business-expense-report-D13396",{"description":122,"descriptionCustom":6,"label":123,"pages":124,"size":125,"extension":10,"preview":126,"thumb":127,"svgFrame":128,"seoMetadata":129,"parents":130,"keywords":135,"url":136},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. 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NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. 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Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[174],{"label":175,"url":176},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",false,{"seo":181,"reviewer":192,"quick_facts":196,"at_a_glance":198,"personas":202,"variants":227,"glossary":255,"sections":286,"how_to_fill":337,"common_mistakes":378,"faqs":403,"industries":431,"comparisons":448,"diy_vs_pro":463,"educational_modules":476,"related_template_ids_curated":479,"schema":489,"classification":491},{"meta_title":182,"meta_description":183,"primary_keyword":184,"secondary_keywords":185},"Executive Medical Reimbursement Plan Template (Free Word)","Free executive medical reimbursement plan template. Define covered expenses, benefit limits, and reimbursement procedures for senior staff. Free Word and PDF download.","executive medical reimbursement plan template",[22,186,187,188,189,190,191],"executive health reimbursement plan","medical reimbursement policy template","executive benefits plan template","health reimbursement arrangement template","executive compensation benefits template","medical expense reimbursement plan word",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":197,"legal_review_recommended":179,"signature_required":179},"advanced",{"what_it_is":199,"when_you_need_it":200,"whats_inside":201},"An Executive Medical Reimbursement Plan is a formal company policy that defines the medical, dental, vision, and related health expenses the organization will reimburse for eligible senior employees — above and beyond the standard group benefits plan. This free Word download gives you a structured, editable template you can tailor to your executive tier and export as PDF for internal distribution and HR recordkeeping.\n","Use it when onboarding a C-suite or VP-level hire whose offer package includes enhanced health benefits, when formalizing an existing informal reimbursement practice, or when your HR team needs a documented policy to support tax treatment and audit compliance.\n","Plan purpose and eligibility criteria, covered and excluded expense categories, annual benefit limits, reimbursement procedures and documentation requirements, tax treatment guidance, and plan amendment and termination provisions.\n",[203,207,211,215,219,223],{"title":204,"use_case":205,"icon_asset_id":206},"HR directors","Formalizing executive health benefit packages to support offer letters and employment contracts","persona-hr-manager",{"title":208,"use_case":209,"icon_asset_id":210},"CFOs and finance managers","Documenting reimbursement limits and tax treatment to satisfy audit and payroll requirements","persona-cfo",{"title":212,"use_case":213,"icon_asset_id":214},"CEOs and founders","Establishing a written policy for their own and co-founder medical expense reimbursements","persona-startup-founder",{"title":216,"use_case":217,"icon_asset_id":218},"Small business owners","Offering competitive health perks to key executives without expanding the group insurance plan","persona-small-business-owner",{"title":220,"use_case":221,"icon_asset_id":222},"Compensation and benefits consultants","Building a total-compensation package that includes defined executive health reimbursements","persona-operations-director",{"title":224,"use_case":225,"icon_asset_id":226},"Corporate legal counsel","Ensuring reimbursement policies comply with applicable tax rules and employment law obligations","persona-legal-counsel",[228,231,235,239,243,247,251],{"situation":229,"recommended_template":7,"slug":230},"Covering all senior employees above a defined salary band","executive-medical-reimbursement-plan-D478",{"situation":232,"recommended_template":233,"slug":234},"Setting up a broad health reimbursement arrangement for the full workforce","Health Reimbursement Arrangement (HRA) Policy","health-reimbursement-arrangement-plan-hra-D479",{"situation":236,"recommended_template":237,"slug":238},"Reimbursing a single executive under a negotiated employment agreement","Executive Employment Agreement","employment-agreement-executive-D543",{"situation":240,"recommended_template":241,"slug":242},"Documenting all executive perks including car, travel, and health in one policy","Executive Compensation Policy","compensation-and-benefits-policy-D13629",{"situation":244,"recommended_template":245,"slug":246},"Outlining annual wellness and preventive-care spending accounts","Employee Wellness Program Policy","health-and-wellness-program-policy-D13702",{"situation":248,"recommended_template":249,"slug":250},"Tracking and processing individual reimbursement submissions","Employee Expense Report","small-business-expense-report-D13396",{"situation":252,"recommended_template":253,"slug":254},"Providing a one-page benefit summary to accompany the offer letter","Executive Benefits Summary","executive-summary-template-D12531",[256,259,262,265,268,271,274,277,280,283],{"term":257,"definition":258},"Health Reimbursement Arrangement (HRA)","An employer-funded account that reimburses employees for qualified medical expenses, tax-free up to a defined annual limit under IRS rules.",{"term":260,"definition":261},"Eligible Medical Expense","A health-related cost — such as physician visits, prescription drugs, or dental work — that qualifies for reimbursement under the plan's defined scope.",{"term":263,"definition":264},"Benefit Cap","The maximum dollar amount the company will reimburse per participant per plan year, stated separately for each expense category.",{"term":266,"definition":267},"Plan Year","The 12-month period during which eligible expenses may be incurred and submitted for reimbursement, typically aligned to the calendar year or fiscal year.",{"term":269,"definition":270},"Carryover","A provision allowing unused reimbursement funds from one plan year to roll over into the following year, up to a defined maximum.",{"term":272,"definition":273},"Imputed Income","The taxable value assigned to a benefit that exceeds IRS exclusion limits, which must be reported on the employee's W-2 and subject to payroll taxes.",{"term":275,"definition":276},"Substantiation","The requirement to provide receipts, Explanation of Benefits (EOB) statements, or other documentation proving an expense was incurred and qualifies under the plan.",{"term":278,"definition":279},"Qualifying Event","A life change — such as marriage, birth of a child, or loss of other coverage — that may trigger mid-year enrollment or plan adjustments.",{"term":281,"definition":282},"Coordination of Benefits","The process of determining which plan pays first when an executive is covered by both the company plan and a spouse's or partner's insurance plan.",{"term":284,"definition":285},"Plan Administrator","The individual or department responsible for receiving reimbursement claims, verifying documentation, approving payments, and maintaining plan records.",[287,292,297,302,307,312,317,322,327,332],{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Purpose and plan overview","States why the plan exists, which employee tier it covers, and its relationship to the company's standard group benefits program.","[COMPANY NAME] (the 'Company') establishes this Executive Medical Reimbursement Plan (the 'Plan') to provide eligible executives with supplemental reimbursement for qualified medical expenses not fully covered by the Company's standard group health plan.","Writing a vague purpose statement that doesn't distinguish the plan from the standard group policy — leaving executives and payroll staff unclear on which expenses fall under each program.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Eligibility criteria","Defines which employees qualify — typically by title, compensation band, or explicit enumeration — and when coverage begins.","Eligibility is limited to employees holding the title of Vice President or above, or as otherwise designated in writing by the CEO. Coverage commences on the first day of the calendar month following the employee's start date.","Listing individual names instead of role-based criteria. Named-employee plans require amendment every time the executive roster changes, creating administrative gaps and potential disparate-treatment claims.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Covered expense categories","Lists the specific types of medical, dental, vision, and related expenses the plan will reimburse, with any per-category sub-limits.","The Plan covers: (a) medical expenses not reimbursed by the group health plan, up to $[X] per plan year; (b) dental expenses, up to $[X] per plan year; (c) vision expenses, up to $[X] per plan year; (d) prescription drug co-pays exceeding $[X] per month.","Using a catch-all 'all medical expenses' definition without sub-limits. Open-ended coverage is difficult to budget, complicates payroll tax reporting, and can result in claims the company never intended to cover.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Excluded expenses","Explicitly lists what the plan does not cover — cosmetic procedures, non-prescription items, experimental treatments, and expenses reimbursed elsewhere.","The Plan does not cover: (a) cosmetic or elective procedures not medically necessary; (b) over-the-counter items unless prescribed; (c) expenses reimbursed by a spouse's or partner's plan; (d) long-term care premiums; (e) experimental treatments not approved by a licensed physician.","Omitting an exclusions section entirely. Without explicit exclusions, every claim becomes a negotiation and the plan's cost becomes unpredictable.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Annual benefit limits and plan year","States the total annual reimbursement cap per participant, the plan year dates, and whether unused funds carry over or are forfeited.","The maximum reimbursement per eligible participant is $[ANNUAL CAP] per Plan Year (January 1 through December 31). Unused amounts do not carry over to the following Plan Year unless the Company provides written notice of a carryover provision.","Setting benefit caps that differ across executives without documenting the rationale. Inconsistent limits without a written basis expose the company to discrimination claims and erode trust.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Reimbursement procedure and documentation","Describes how executives submit claims — the form, required documentation, submission deadline, and payment timeline.","To request reimbursement, the eligible employee must submit: (a) a completed Reimbursement Request Form; (b) original receipts or an Explanation of Benefits (EOB) from the insurer; (c) a brief description of the expense and its medical necessity. Claims must be submitted within [60] days of the date the expense was incurred. Approved reimbursements will be processed within [30] days.","No stated submission deadline. Claims submitted years after the expense was incurred create accounting, tax-year attribution, and audit problems that a simple cutoff date eliminates.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Tax treatment and payroll reporting","Explains how reimbursements are treated for federal and state income tax purposes, which amounts are excludable, and how imputed income is handled.","Reimbursements for qualified medical expenses under a compliant plan are generally excludable from the employee's gross income under applicable tax rules. Any reimbursement for non-qualified expenses will be treated as imputed income, included in the employee's W-2, and subject to applicable payroll taxes. Consult your tax advisor to confirm treatment for your jurisdiction and plan structure.","Promising tax-free treatment without caveats. Reimbursements only qualify for tax exclusion when the plan meets specific IRS requirements — overstating this creates liability for the company and surprises for the executive at tax time.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Coordination with other benefits","Explains how the plan interacts with the group health plan, flexible spending accounts, and any spousal or partner coverage to prevent double-dipping.","This Plan is secondary to any other health coverage available to the eligible employee, including coverage under a spouse's or domestic partner's plan. Expenses reimbursed under any other plan or account are not eligible for reimbursement under this Plan.","Ignoring coordination rules and reimbursing expenses already covered by another plan. Double-reimbursement is a tax compliance violation and can trigger plan disqualification.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Plan administration","Identifies who administers the plan, their responsibilities, and how disputes or claim denials are handled.","The [HR Director / CFO / PLAN ADMINISTRATOR TITLE] ('Plan Administrator') is responsible for receiving and reviewing all reimbursement claims, approving or denying claims within [30] days, and maintaining plan records for a minimum of [7] years. An eligible employee may appeal a denied claim in writing within [30] days of receiving notice of denial.","No designated administrator and no appeals process. Without accountability for decisions and a path to appeal, denied claims create legal exposure and damage executive relationships.",{"name":333,"plain_english":334,"sample_language":335,"common_mistake":336},"Plan amendment and termination","Reserves the company's right to change or end the plan, states the required notice period, and clarifies that the plan does not create a contractual entitlement to continued benefits.","The Company reserves the right to amend, suspend, or terminate this Plan at any time upon [30] days' written notice to eligible participants. This Plan does not constitute a contract of employment or a guarantee of any specific level of benefits beyond the current Plan Year.","No termination clause. Without one, executives may argue the plan creates a vested entitlement — especially if it has been in place for several years without written reservation of the right to change it.",[338,343,348,353,358,363,368,373],{"step":339,"title":340,"description":341,"tip":342},1,"Define the eligible executive tier","Identify which roles or compensation levels qualify for the plan. Use title-based or grade-based criteria rather than individual names so the policy stays current as the executive team changes.","Cross-reference your job-leveling framework so eligibility automatically extends to any new role mapped to the qualifying grade.",{"step":344,"title":345,"description":346,"tip":347},2,"Set annual benefit caps by expense category","Assign a specific dollar limit to each covered category — medical, dental, vision, and any others. Keep the total annual cap aligned to your compensation benchmarking data for the executive tier.","Review peer company benchmarks (Mercer, Willis Towers Watson, or Radford surveys) before setting caps — underpriced plans erode offer competitiveness; overpriced plans create budget exposure.",{"step":349,"title":350,"description":351,"tip":352},3,"List covered and excluded expenses explicitly","Write out both categories in concrete terms. For exclusions, cover at minimum: cosmetic procedures, OTC items, double-covered expenses, and experimental treatments.","Add a general exclusion for 'any expense not specifically listed as covered' to catch edge cases you didn't anticipate.",{"step":354,"title":355,"description":356,"tip":357},4,"Establish the plan year and carryover rule","State the plan year start and end dates. Decide whether unused funds carry over or lapse, then document that decision explicitly — silence defaults to lapse in most interpretations.","Align the plan year to your fiscal year to simplify budget forecasting and year-end financial reporting.",{"step":359,"title":360,"description":361,"tip":362},5,"Document the reimbursement procedure","Define the claim form, required documentation (receipts, EOBs), the submission deadline (typically 60 days after expense), and the payment timeline (typically 30 days after approval).","Attach a blank Reimbursement Request Form as an appendix so executives have everything they need in one document.",{"step":364,"title":365,"description":366,"tip":367},6,"Add tax treatment language with appropriate caveats","State that qualified expense reimbursements are generally excludable from taxable income, and that non-qualified reimbursements will be treated as imputed income on the W-2. Always include a 'consult your tax advisor' note.","Have your payroll team review this section before the plan goes live — they are the ones who must implement the W-2 reporting correctly.",{"step":369,"title":370,"description":371,"tip":372},7,"Name the plan administrator and define the appeals process","Specify a role title (not a person's name) as plan administrator. Include a 30-day window for executives to appeal denied claims in writing, and a 30-day window for the administrator to respond.","Routing appeals to a second reviewer — such as the CFO if the HR Director is the primary administrator — prevents single-person bottlenecks and improves perceived fairness.",{"step":374,"title":375,"description":376,"tip":377},8,"Insert the amendment and termination clause","Reserve the right to amend or terminate the plan on 30 days' written notice. Explicitly state the plan is not a contractual guarantee of benefits beyond the current plan year.","Include this clause even if you never plan to change the plan — the reservation of rights is what prevents a future entitlement argument.",[379,383,387,391,395,399],{"mistake":380,"why_it_matters":381,"fix":382},"Listing individual executive names instead of role-based eligibility","Every time an executive joins, leaves, or is promoted, the plan document requires a formal amendment. Missing an update can leave a current executive uncovered or a departed one technically still eligible.","Define eligibility by title tier or compensation grade, and maintain a separate internal roster that references the plan rather than embedding names in the document itself.",{"mistake":384,"why_it_matters":385,"fix":386},"Omitting an exclusions section","Without explicit exclusions, every unusual claim — cosmetic procedures, spa treatments billed as wellness, experimental therapies — becomes a judgment call that strains the executive relationship and creates inconsistent precedents.","Draft a specific exclusions list covering at minimum: cosmetic procedures, OTC items without a prescription, expenses covered by another plan, and experimental treatments. Add a general catch-all exclusion for unlisted items.",{"mistake":388,"why_it_matters":389,"fix":390},"No claim submission deadline","A claim submitted 18 months after the expense was incurred falls in a different tax year, complicates W-2 corrections, and strains budgets that have already closed for the period.","Set a firm 60-day submission deadline after the expense date and state that late claims will not be reimbursed. Document this deadline in both the plan and the reimbursement request form.",{"mistake":392,"why_it_matters":393,"fix":394},"Overstating the tax-free status of reimbursements","Reimbursements are only excludable from income when the plan meets applicable IRS requirements. A plan that promises tax-free treatment without confirming its structural compliance creates unexpected W-2 income for executives and payroll tax liability for the company.","Use qualified language — 'generally excludable for qualified expenses under a compliant plan' — and direct both the company and executives to confirm treatment with their respective tax advisors before the plan takes effect.",{"mistake":396,"why_it_matters":397,"fix":398},"No coordination-of-benefits rule","An executive covered by both this plan and a spouse's employer plan can inadvertently receive double reimbursement for the same expense, which is a tax compliance violation and can trigger IRS scrutiny of the entire plan.","Add an explicit secondary-payer clause stating that expenses covered under any other health plan, FSA, or HSA are not eligible for reimbursement under this plan.",{"mistake":400,"why_it_matters":401,"fix":402},"No amendment or termination clause","A plan that has been in place for several years with no written termination right can be argued by executives to be a vested entitlement — making it difficult and expensive to reduce or eliminate benefits even when business conditions change.","Include a clear reservation-of-rights clause giving the company the ability to amend or terminate the plan on 30 days' notice, and state explicitly that the plan is not a guarantee of continued benefits.",[404,407,410,413,416,419,422,425,428],{"question":405,"answer":406},"What is an executive medical reimbursement plan?","An executive medical reimbursement plan is a formal company policy that supplements the standard group health insurance program by reimbursing senior employees for out-of-pocket medical, dental, vision, and related health expenses up to a defined annual limit. It is a common component of executive total-compensation packages, used to attract and retain senior talent by covering costs that fall below standard insurance deductibles or outside standard plan coverage.\n",{"question":408,"answer":409},"Who is typically eligible for an executive medical reimbursement plan?","Eligibility is typically restricted to employees at the Vice President level and above, or to a defined compensation band — for example, employees earning above $[THRESHOLD]. Some companies extend coverage to all directors and above, while smaller organizations may apply it only to the C-suite. The plan document should define eligibility by role or grade, not by individual name, to keep the policy current as the executive roster changes.\n",{"question":411,"answer":412},"Are executive medical reimbursements tax-free?","Reimbursements for qualified medical expenses under a plan that meets applicable IRS requirements are generally excludable from the executive's gross income and not subject to payroll taxes. However, reimbursements for non-qualified expenses — such as cosmetic procedures or items not prescribed by a physician — are treated as imputed income and must be reported on the employee's W-2. Companies should confirm the tax treatment of their specific plan structure with a qualified tax advisor before implementation.\n",{"question":414,"answer":415},"What is the difference between an executive medical reimbursement plan and an HRA?","A Health Reimbursement Arrangement (HRA) is a tax-advantaged account structure defined by IRS rules, available to a broader employee population and subject to specific federal requirements around design and reporting. An executive medical reimbursement plan is typically a company-specific policy for a senior subset of employees, which may or may not be structured as a formal HRA. The key difference is scope and regulatory structure — a standalone executive reimbursement policy is simpler to administer but may not qualify for the same tax treatment as a compliant HRA.\n",{"question":417,"answer":418},"How much should the annual benefit cap be?","Typical executive medical reimbursement caps range from $2,500 to $15,000 per year, depending on company size, industry, and the seniority of the eligible tier. C-suite caps are commonly set higher ($7,500–$15,000) than VP-level caps ($2,500–$5,000). Compensation surveys from firms like Mercer, Aon, and Willis Towers Watson publish benchmarks by industry and company size — reviewing these before setting limits ensures your plan is competitive without creating unexpected budget exposure.\n",{"question":420,"answer":421},"Does the plan need to be documented in writing?","Yes. A written plan document is essential for several reasons: it establishes the company's right to approve, deny, or limit claims; it supports the tax treatment of reimbursements; it provides a basis for consistent administration; and it is required if the plan is structured as an ERISA-covered benefit. Operating an undocumented executive reimbursement practice — where the company informally covers expenses on request — creates inconsistency, exposes the company to tax and discrimination claims, and makes the benefit difficult to control or terminate.\n",{"question":423,"answer":424},"Can the company change or end the plan at any time?","Yes, provided the plan document includes a clear amendment and termination clause reserving this right. Without such a clause, long- standing plans can be argued to create a vested contractual entitlement, particularly in jurisdictions where courts look at course of conduct to supplement written agreements. A 30-day written notice requirement to participants is standard. Changes that reduce benefits during an active plan year for already-incurred expenses are generally not recommended even when the plan technically permits them.\n",{"question":426,"answer":427},"What documentation should executives submit to claim reimbursement?","At minimum: original receipts showing the date, provider, and amount; an Explanation of Benefits (EOB) from the group insurer if the expense was submitted to insurance first; and a completed Reimbursement Request Form signed by the executive. For prescription expenses, a pharmacy printout showing the drug name, date, and patient name is typically sufficient. Claims without adequate substantiation should be returned for completion rather than approved on a trust basis.\n",{"question":429,"answer":430},"How does this plan interact with an executive's employment contract?","If the executive's employment contract or offer letter references medical reimbursement benefits, the plan document should be incorporated by reference and provided to the executive at signing. Any cap, eligibility rule, or covered-expense definition in the plan document governs over general benefit language in the contract. Where the contract promises a specific dollar amount, that amount should match the plan's benefit cap to avoid conflicting obligations.\n",[432,436,440,444],{"industry":433,"icon_asset_id":434,"specifics":435},"Financial services","industry-fintech","Reimbursement plans are used to close the gap between high-deductible group plans common in the sector and executive expectations, often covering specialist visits and executive health screenings.",{"industry":437,"icon_asset_id":438,"specifics":439},"Technology / SaaS","industry-saas","Fast-growing tech companies use executive medical reimbursement as a low-cost benefit add-on during early stages when full traditional benefit suites are not yet in place.",{"industry":441,"icon_asset_id":442,"specifics":443},"Professional services","industry-professional-services","Law firms, consulting practices, and accounting firms commonly include medical reimbursement in partner and senior director compensation packages as part of a broader equity-adjacent benefit structure.",{"industry":445,"icon_asset_id":446,"specifics":447},"Manufacturing","industry-manufacturing","Executive reimbursement plans complement union-negotiated group health plans by providing senior management with a separate tier of coverage without altering the collectively bargained benefit structure.",[449,453,456,460],{"vs":450,"vs_template_id":451,"summary":452},"Group Health Insurance Plan","D{GROUP_HEALTH_PLAN_ID}","A group health insurance plan covers all eligible employees through a carrier and is funded by premiums. An executive medical reimbursement plan is a supplemental company-funded policy that covers expenses not reimbursed by the group plan — deductibles, co-pays, and services outside standard coverage. The two operate in parallel, with the group plan paying first.",{"vs":257,"vs_template_id":454,"summary":455},"D{HRA_PLAN_ID}","An HRA is a specific IRS-defined benefit structure available to a broad employee population with formal regulatory requirements. An executive medical reimbursement plan is typically a narrower, company-defined policy covering only senior staff. HRAs carry stricter compliance obligations but offer clearer tax-exclusion protections; executive reimbursement plans are simpler to administer but require careful tax structuring to achieve equivalent treatment.",{"vs":457,"vs_template_id":458,"summary":459},"Flexible Spending Account (FSA) Policy","D{FSA_POLICY_ID}","An FSA is an employee-funded, pre-tax account for medical expenses with a use-it-or-lose-it annual rule. An executive reimbursement plan is employer-funded and typically structured without the IRS contribution limits that apply to FSAs. They serve complementary purposes — an executive may have both — but the reimbursement plan provides a benefit the executive does not pay for directly.",{"vs":241,"vs_template_id":461,"summary":462},"D{EXEC_COMP_POLICY_ID}","An executive compensation policy covers the full range of executive pay elements — base salary, bonus, equity, perquisites, and benefits. A medical reimbursement plan is a single component of that broader policy. Where an executive compensation policy references medical benefits at a high level, the reimbursement plan provides the operational detail governing how those benefits actually work.",{"use_template":464,"template_plus_review":468,"custom_drafted":472},{"best_for":465,"cost":466,"time":467},"Small and mid-size companies establishing a straightforward executive reimbursement policy for a defined senior tier","Free","1–2 hours",{"best_for":469,"cost":470,"time":471},"Companies with complex compensation structures, multi-state workforces, or executives at the C-suite level with significant benefit caps","$300–$800 for an HR consultant or benefits advisor review","3–5 business days",{"best_for":473,"cost":474,"time":475},"Large employers structuring an ERISA-compliant HRA, companies in regulated industries, or organizations with internationally based executives","$1,500–$5,000 for a benefits attorney or compensation consultant","2–4 weeks",[477,478],"executive-compensation-components-explained","hsa-fsa-hra-differences",[238,250,480,481,230,482,483,484,485,486,487,488],"employee-handbook-D712","job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","strategic-planning-template-D13857","how-to-review-employee-performance-D12595","trucking-company-policy-D13858","interview-guide-human-resources-manager-D11593","termination-agreement-D13291",{"emit_how_to":490,"emit_defined_term":490},true,{"primary_folder":96,"secondary_folder":492,"document_type":493,"industry":494,"business_stage":495,"tags":496,"confidence":501},"benefits-and-perks","policy","general","all-stages",[497,493,498,499,500],"benefits","hr","executive-benefits","medical-reimbursement",0.95,"\u003Ch2>What is an Executive Medical Reimbursement Plan?\u003C/h2>\n\u003Cp>An \u003Cstrong>Executive Medical Reimbursement Plan\u003C/strong> is a formal company policy that defines the medical, dental, vision, and related health expenses an organization will reimburse for eligible senior employees — typically at the Vice President level and above — beyond what the standard group health insurance program covers. The plan specifies which expense categories qualify, the annual dollar limits per participant, the documentation required to submit a claim, and how reimbursements are treated for tax purposes. Unlike informal expense approvals, a written plan creates a consistent, auditable process that protects both the company and the executive while supporting compliance with applicable payroll and benefits tax rules.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written plan, executive medical reimbursements operate on a case-by-case basis — leading to inconsistent approvals, undocumented taxable income, and benefit expectations that vary by who negotiated hardest. That informal approach creates real exposure: the IRS treats undocumented reimbursements as taxable wages, payroll teams cannot correctly report imputed income without a written policy to reference, and executives who believe they have a benefit they cannot actually rely on become dissatisfied quickly. A documented plan also protects the company when executive departures trigger benefit disputes — without a written policy, courts may treat years of consistent reimbursements as a contractual entitlement the company cannot easily reduce. This template gives your HR and finance teams a clear, editable starting point that covers eligibility, benefit caps, covered and excluded expenses, claim procedures, and tax treatment — so the benefit you offer is the benefit you can actually deliver and defend.\u003C/p>\n",1781186017881]