Benefits and Policies. The following benefits and policies have been negotiated by the Union and as such cannot be changed without agreement by the Union: - Pension Plan - Dental Plan - Medical Plan - Short Term Disability - Long Term Disability - Life Insurance - Accidental Death and Dismemberment - Educational Leave Policy - Parking Policy - Bus Pass Policy - Group RRSP - Vision Care
36.01 (i) There shall be a joint Union-Management Committee on Employee Benefit Plans with equal representation from ISM Canada and from Unifor Local 911, to review and make recommendations to the Company concerning the design and administration of the plans. Any recommendation to ISM Canada that would reduce employee benefits shall be subject to the prior approval of Unifor Local 911;
Benefits and Policies. The Employer will provide the Union with a copy of all new employee appointment letters.
Benefits and Policies. The Employee is eligible to participate in the benefits program offered through Uncommon Schools and available to all full-time employees, including health and dental benefits. These plans are subject to modification at the discretion of Uncommon Schools.
Benefits and Policies. ARTICLE 37 - Anti-Discrimination APPENDIX 1 - Wage Schedule APPENDIX 2 - Partial Leave of Absence APPENDIX 3 - Analyst Transfer APPENDIX 4 - Article 10 Definition APPENDIX 5 - Crown Life Site APPENDIX 6 - EFAP Description, Policy and Procedures APPENDIX 7 - Skills Enhancement APPENDIX 8 - Year 2000 Retention Bonus
Benefits and Policies. The following benefits and policies have been negotiated by the Union and as such cannot be changed without agreement by the Union: - Pension Plan - Dental Plan - Medical Plan - Short Term Disability - Long Term Disability - Life Insurance - Accidental Death and Dismemberment - Educational Leave Policy - Parking Policy - Bus Pass Policy - Group RRSP
Benefits and Policies. For each Transferred Employee who participates in any benefit plan, or is subject to any policy or pay practice, of the Employer, both the Employer and the applicable benefit, policy and pay practice (i) shall recognize the Transferred Employee’s recognized credited service amounts with Seller and other members of the BP Group for all purposes including eligibility, vesting, and benefit determination and accrual; (ii) shall not require a physical examination or other proof of insurability; (iii) shall waive all coverage exclusions and limitations relating to waiting periods or pre-existing conditions; (iv) shall provide similar levels of coverage, with respect to any of the Transferred Employees or any dependent covered by Seller’s and other members of the BP Group’s comparable benefit plan, policy or pay practice in effect as of the Closing Date; and (v) shall credit the expenses of the Transferred Employees which were credited toward 2004 deductibles or co-payments under the applicable benefit plan of Seller or other members of the BP Group against satisfaction of any 2004 deductibles or co-payments under the Employer’s benefit plan for the Transferred Employees. The Employer shall not reduce any Transferred Employee’s initial salary or wages as an employee of the Employer during the eighteen (18) month period after the Closing Date.
Benefits and Policies. The Employee is eligible to participate in the benefits program available to all full- time employees, including health and dental benefits, subject to the terms and conditions of the benefit plans. These benefits are subject to modification at the discretion of the School. It is understood that all benefits, including but not limited to, eligibility, coverage amounts, deductibles and carriers, are subject to modification or termination at the sole discretion of the school or the respective insurance carriers and that the carriers may be changed at the School’s or the Board’s. The Employee agrees to abide by the School’s current policies and guidelines, and any subsequent modifications. Such policies and guidelines taken on a standalone basis shall not be construed as a contract of employment between the School’s Board of Trustees and the Employee. During the term of this Agreement, the School will be the employer of the Employee, and Uncommon Schools will become a co-employer of the Employee solely to facilitate the provision of medical, dental and similar benefits to the Employee and as may otherwise be mandated by applicable law. The Employee acknowledges and agrees that except as set forth in the preceding sentence, Uncommon Schools shall not have, nor shall it be deemed to have, any of the duties, obligations or responsibilities as an employer of the Employee.
Benefits and Policies. The following benefits and policies have been negotiated by the Union and as such cannot be changed without agreement by the Union: - Pension Plan - Dental Plan - Medical Plan - Short Term Disability - Long Term Disability - Life Insurance - Accidental Death and Dismemberment - Educational Leave Policy - Parking Policy - Bus Pass Policy - Group RRSP Corporate Eye Glass Plan - Effective July 1, 1995, the Company and the Union agree to participate in the ISM Canada Corporate Eye Glass Plan with the Employee cost only to be borne by the Company.
37.01 ISM Canada and CEP Local 911 recognize the importance of maintaining a work environment that is safe and free of harassment. We consider it our responsibility to protect the human rights and dignity of all employees. Furthermore, ISM Canada acknowledges its duty as an employer to ensure that its employees are not exposed to harassment at their place of employment.
37.02 There shall be no discrimination or harassment of any kind, particularly with respect to age, race, religion, creed, colour, place of origin, citizenship, sex, sexual orientation, marital or family status, pregnancy, disability, nationality, ancestry, record of offenses, membership or activity in the Union or any other reason prohibited by law, subject to reasonable occupational requirements.
37.03 Nothing in this Article shall prevent an employee's right to file a grievance as per Article 7, however, once the option to have a formal investigation has been made, no grievance shall be filed until such investigation is complete and a report has been rendered. All efforts will be made to ensure that any proceeding which may include a formal investigation and subsequent report are executed within a reasonable time. Grievances filed under this Article shall commence at the last step of the grievance procedure.
37.04 Nothing in this Article is intended to discourage or prevent an employee from exercising any other legal rights pursuant to any other law. ACCEPTED BY: ACCEPTED BY: APPENDIX 1 - Wage Schedule ppe 1 ix Append 1 effective January 1, 2002 A ndix Wage Schedule - effective January 1, 2003 APPENDIX 2
Benefits and Policies. Those benefits and policies standard for all full‑time PVPA employees as indicated in the PVPA Staff Handbook, which are subject to change or discontinuation from time-to-time at the discretion of the Board of Trustees. Presently they include the following: Health Insurance coverage with the annual premium cost shared between PVPA and Employee as 70% and 30%, respectively. Dental insurance coverage with the annual premium cost shared between PVPA and Employee as 50% and 50%, respectively, for an individual plan or 50% of the cost of an individual employee plan applied to the annual cost of a family plan. Life Insurance and Accidental Death and Dismemberment Insurance coverage with a maximum benefit of $10,000.00 each. Short and Long Term Disability Insurance coverage with a benefit of 60% of weekly earnings to a maximum of $500 per week for twelve weeks for short term coverage and $5,000 per month with a benefit period based on age for long term coverage. Section 125 Plan for Health Insurance, Child Care, Dental, and 403(b). Leave: 15 days per year of leave for illness/personal business. Ten unused PTO days may be accrued per year Employee will be compensated for unused PTO days that are not eligible for accrual at the rate of $25.00 per day. Vacation: 25 days per year, subject to the terms and conditions set forth in the Staff Handbook. On June 30th, ten days may be paid out at Employee’s discretion. Professional Development: Employee will continue his/her professional development and will participate in relevant learning experiences. Employee will attend professional conferences, workshops, classes and meetings. As a condition of being reimbursed, Employee must submit a proposal for such programs, related expenses and reimbursable travel. Reimbursement is also conditioned on prior approval by the Executive Director or his/her designee. Expense and Travel: PVPA will reimburse Employee for all reasonable, necessary, work-related travel and other out-of-pocket expenses that Employee incurs during the period of this contract on the condition that such expenses have been approved in advance by Executive Director or his/her designee. As a further condition of reimbursement, Employee must obtain and furnish all receipts and proof of expenses required by PVPA policy.
Benefits and Policies. The following benefits and policies have been negotiated by the Union and as such cannot be changed without agreement by the Union: - Pension Plan - Dental Plan - Medical Plan - Short Term Disability - Long Term Disability - Life Insurance - Accidental Death and Dismemberment - Educational Leave Policy - Parking Policy - Bus Pass Policy - Group RRSP - Vision Care
(i) There shall be a joint Union Management Committee on Employee Benefit Plans with equal representation from ISM and from Unifor Local 911, to review and make recommendations to the Company concerning the design and administration of the plans. Any recommendation to ISM that would reduce employee benefits shall be subject to the prior approval of Unifor Local 911.
(ii) The Employee Benefit Plans Committee shall be composed of three (3) members appointed by Management and three (3) members appointed by the Unifor Local 911.
(iii) The Employee Benefits Plans Committee may review the plans’ performance and usage statistics and may meet with the Company and the insurance carrier(s) each year to review and approve the Renewal Reports.
