Application and Terms. The Booster Injection applies to the Customer’s Daily Nominal Injection Capacity for the given period. The Booster Injection does not modify the Injection Capacity Development factor applicable to this Daily Nominal Injection Capacity. In his sign up request, the Customer informs the Storage Facility Manager of the requested percentage of increase, between one (1) and thirty (30), to be applied to his Daily Nominal Injection Capacity, and the requested duration of application. The act of signing up to the Booster Injection leads to the Transport Network Manager automatically allocating the additional output capacity at the Transport/Storage Interface Point towards the Storage Facility resulting from the Customer’s request. The Booster injection is an interruptible service in accordance with the conditions mentioned in article 11.3 hereunder.
Application and Terms. 22.12.1 In order to receive any benefit provided for by this section, a bargaining unit member and his or her domestic partner shall complete, have notarized, and file with the District a Livermore Valley Joint Unified School District Affidavit of Domestic Partnership (Exhibit G).
22.12.2 The form shall also include a signed statement indicating that the bargaining unit member agrees that he or she is required to reimburse the District for any expenditures made by the District for any administrative charges or other costs on behalf of the domestic partner if any of the submitted documentation is found to be incomplete, inaccurate, or fraudulent.
22.12.3 Employer-paid health coverage for the domestic partner and dependents is considered taxable income to the bargaining unit member unless the domestic partner/dependent is a dependent as that term is defined by Section 152(a) of the Internal Revenue Code. This benefit coverage is subject to federal income tax and must be reported as imputed income on the employee’s Form W-2. The District must pay FICA and Medicare taxes on these amounts and ensure adequate withholding.
22.12.3.1 The non-bargaining unit member domestic partner does not have rights to continuing coverage under federal law through COBRA.
22.12.3.2 The District shall be indemnified by the bargaining unit member against any legal action pursued by another party under community property, contract, or family laws.
Application and Terms. In order to receive any benefit provided for by this Section, an employee and his or her domestic partner shall complete, have notarized and file with the District a Declaration of Domestic Partnership as specified. The employee shall also file with the District a signed Statement of Financial Liability indicating that the employee agrees that they may be required to reimburse the District and/or the District's designated health services plan for any expenditures made by the District and/or the District's designated health plan services for medical claims, processing fees, administrative charges, costs, and attorneys fees on behalf of the domestic partner if any of the submitted documentation is found to be incomplete, inaccurate, or fraudulent. The Statement shall further indicate that the employee agrees to indemnify the District for any loss the District suffers as a result of the employee's failure to file the Notice of Termination of the Domestic Partnership. Employer-paid health care coverage for the domestic partner and dependents is considered taxable income to the employee unless the domestic partner is a dependent as that term is defined by Section 152(a) of the Internal Revenue Code. This benefit coverage is subject to federal income tax and must be reported as imputed income on the employee's Form W-2. The District must pay FICA and FUTA taxes on these amounts and ensure adequate withholding. The non-employee domestic partner does not have rights to continuing coverage under federal law through COBRA or under any state law. The District shall be indemnified by the employee against any legal action pursued by another party under community property or contract or family laws which arises in connection with the employee's use of this provision.
Application and Terms. A domestic partner shall provide a signed statement indicating that the employee agrees that he or she is required to reimburse the District for any expenditure made by the District for any administrative charges or other costs on behalf of the domestic partner if any of the submitted documentation is found to be incomplete, inaccurate, or fraudulent. Employer-paid health care coverage for the domestic partner and dependents is considered taxable income to the employee unless the domestic partner/dependent is a dependent as that term is defined by Section 152(a) of the Internal Revenue Code. This benefit coverage is subject to federal income tax and must be reported as imputed income on the employee’s Form W-2. The District must pay FICA and Medicare taxes on these amounts and ensure adequate withholding. The non-employee domestic partner does not have rights to continuing coverage under federal law through COBRA. The District shall be indemnified by the employee against any legal action pursued by another party under community property, contract, or family laws.
Application and Terms. In order to receive any benefit provided for by this section, an employee and his or her domestic partner shall complete, have notarized, and file with the District an Albany Unified School District Domestic Partner Affidavit (Exhibit O). The form shall also include a signed statement indicating that the employee agrees that he or she is required to reimburse the District for any expenditures made by the District, for any administrative charges, and other costs on behalf of the domestic partner if any of the submitted documentation is found to be incomplete, inaccurate, or fraudulent. Employer-paid health care coverage for the domestic partner and dependents is considered taxable income to the employee unless the domestic partner/dependent is a dependent as that term is defined by Section 152(a) of the Internal Revenue Code. This benefit coverage is subject to federal income tax and must be reported as imputed income on the employee's Form W-
Application and Terms. In order to receive any benefit provided for by this Section, an employee and his or her domestic partner shall complete, have notarized, and file with the District a Vallejo City Unified School District Affidavit of Domestic Partnership (Attachment 1a). The form shall also include a signed statement indicating that the employee agrees that he or she is required to reimburse the District for any expenditure made by the District for any administrative charges or other costs on behalf of the domestic partner if any of the submitted documentation is found to be incomplete, inaccurate, or fraudulent. Employer-paid health care coverage for the domestic partner and dependents is considered taxable income to the employee unless the domestic partner/dependent is a dependent as that term is defined by Section 152(a) of the Internal Revenue Code. This benefit coverage is subject to federal income tax and must be reported as imputed income on the employee’s Form W-2. The District must pay FICA and Medicare taxes on these amounts and ensure adequate withholding. The non-employee domestic partner does not have any rights to continuing coverage under federal law through COBRA or under any state law. The District shall be indemnified by the employee against any legal action pursued by another party under community property, contract, or family laws.
Application and Terms. In order to receive any benefit provided for by this Section, an employee and his or her domestic partner shall complete, have notarized, and file with the District, a Twin Hills School District Domestic Partner Affidavit (see Appendix J). The form shall also include a signed statement indicating that the employee agrees that he/she is required to reimburse the District for any expenditures made by the District for any administrative charges and other costs on behalf of the domestic partner if any of the submitted documentation is found to be incomplete, inaccurate, or fraudulent. Employer-paid health care coverage for the domestic partner and dependents is considered taxable income to the employee unless the domestic partner is a dependent as that term is defined by Section 152(a) of the Internal Revenue Code. This benefit coverage is subject to federal income tax and must be reported as imputed income on the employee’s Form W-2. The District must pay OASDI, Medicare, and any applicable taxes on these amounts and ensure adequate withholding. The non-employee domestic partner does not have rights to continuing coverage under federal law through COBRA or under any State law. The District shall be indemnified by the employee against any legal action pursued by another party under community property, contract, or family laws.
Application and Terms. 6.10.5.1 In order to receive any benefit provided for by this Section, a unit member and their domestic partner shall complete, have notarized and file with the District a Declaration of Domestic Partnership as specified.
6.10.5.2 The unit member shall also file with the District a signed Statement of Financial Liability indicating that the unit member agrees that they may be required to reimburse the District and/or the District’s designated health services plan for any expenditures made by the District and/or the District’s designated health plan services for medical claims, processing fees, administrative charges, costs, and attorney’s fees on behalf of the domestic partner if any of the submitted documentation is found to be incomplete, inaccurate, or fraudulent. The Statement shall further indicate that the unit member agrees to indemnify the District for any loss the District suffers as a result of the unit member’s failure to file the Notice of Termination of the Domestic Partnership.
6.10.5.3 District-paid health care coverage for the domestic partner and dependents is considered taxable income to the unit member unless the domestic partner is a dependent as that term is defined by Section 152(a) of the Internal Revenue Code. This benefit coverage is subject to federal income tax and must be reported as imputed income on the employee’s Form W-2. The District must pay FICA and FUTA taxes on these amounts and ensure adequate withholding.
6.10.5.4 The non-employee domestic partner does not have rights to continuing coverage under federal law through COBRA or under any state law.
6.10.5.5 The District shall be indemnified by the unit member against any legal action pursued by another party under community property or contract or family laws which arises in connection with the unit member’s use of this provision.
Application and Terms. In order to receive any benefit provided for by this section, an employee and his or her domestic partner shall complete, have notarized, and file with the District a San Xxxxx Valley Unified School District Domestic Partner Affidavit and provide the required documentation. The affidavit shall also include a signed statement indicating that the employee agrees that he or she is required to reimburse the District for any expenditures made by the District including administrative charges and other costs on behalf of the domestic partner, if the submitted documentation is found to be incomplete, inaccurate, or fraudulent. Employer-paid health care coverage for the domestic partner and dependent children of the domestic partner is considered taxable income to the employee unless the domestic partner/dependent child/children is a dependent as defined by Section 152(A) of the Internal Revenue Code and implementing regulations. This benefit coverage is subject to federal and state income tax and must be reported as imputed income on the employee’s Form W-2. The District must pay all applicable employer taxes on these amounts and endure adequate withholding. The non-employee domestic partner and his/her dependent children will have rights to continue coverage through COBRA as allowed by federal or state law. The District shall be indemnified and held harmless by the employee against any legal action pursued by another party under applicable laws including, but not limited to, community property, contract, or family laws.
Application and Terms. In order to receive any benefit provided for by this section, an employee and his or her domestic partner shall complete, have notarized, and file with the Kentfield School District Domestic Partner Affidavit (Appendix L1). The form shall also include a signed statement indicating that the employee agrees that he or she is required to reimburse the District for any expenditures made by the District, for any administrative charges, and other costs on behalf of the domestic partner if any of the submitted documentation is found to be incomplete, inaccurate, or fraudulent. The non-employee domestic partner does not have legal rights to purchase continuing coverage in the event of the employee’s death or resignation. The District shall be indemnified by the employee against any legal action pursued by another party under community property, contract, or family laws.
