Benefits and Protection Sample Clauses

Benefits and Protection. For the duration of the leave, the Board will maintain, at the District’s expense, the teacher’s negotiated insurance benefits in place at the time of the leave, provided that the teacher contributes his/her share of the cost of premium. The use of family and/or medical leave cannot result in the loss of any employment benefit that has accrued prior to the start of the leave.
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Benefits and Protection. ⎜ For the duration of FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan.” ⎜ Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. ⎜ The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. Unlawful Acts By Employers FMLA makes it unlawful for any employer to: ⎜ interfere with, restrain, or deny the exercise of any right provided under FMLA ⎜ discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Enforcement ⎜ The U.S. Department of Labor is authorized to investigate and resolve complaints of violations. For Additional Information: Contact the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, Department of Labor. ⎜ An eligible employee may bring a civil action against an employer for violations. FMLA does not affect any Federal or State law prohibiting discrimination , or supersede any State or local law or collective bargaining agreement, which provides greater family, or medical leave rights. Information derived from: U.S. Department of Labor Employment Standards Administration Wage and Hour Division Washington D.C. 20210 WH Publication #1420 June 1993 GPO:0000-000-000 Appendix G Support Council Guidelines The joint Board and KEA Evaluation Committee recommends the following guidelines be adopted for Instructional Support Councils to use in assisting non-teaching professional staff members with identified performance problems:
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Benefits and Protection. During FMLA leave, the District must maintain the employee’s health coverage on the same terms as if the employee has continued to work. Upon return from FMLA leave, the employee must be restored to his/her original or equivalent position with equivalent pay, benefits, and other employment terms. FMLA leave does not constitute a break in service for purposes of longevity and/or seniority.
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Benefits and Protection. A. INSURANCE - The School Committee shall contribute its appropriate share of the cost of the following types of insurance coverage for Paraeducators and Administrative Assistants.
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Benefits and Protection. 23 8.3 Treatment of Time-Off Accounts and Pension Plans...................25 8.4 Letter to Employees................................................26 8.5
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Benefits and Protection. (a) Buyer hereby covenants and agrees that no Accepting Employee may be terminated by Buyer for "operational reasons" (as "operational reasons" is defined and understood under the Termination Protection Act) during the Three Year Period and all prior service with the Seller shall count as Years of Service with Buyer in every respect. In addition, each of the Accepting Employees shall receive during the Three Year Period the following benefits and protections described below with no reduction or change which would be adverse or otherwise detrimental to the Accepting Employees during such Three Year Period:
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Benefits and Protection.  For the duration of FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan.”  Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.  The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. Unlawful Acts By Employers FMLA makes it unlawful for any employer to:  interfere with, restrain, or deny the exercise of any right provided under FMLA  discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Enforcement  The U.S. Department of Labor is authorized to investigate and resolve complaints of violations. For Additional Information: Contact the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, Department of Labor.  An eligible employee may bring a civil action against an employer for violations. FMLA does not affect any Federal or State law prohibiting discrimination , or supersede any State or local law or collective bargaining agreement, which provides greater family, or medical leave rights. Information derived from: U.S. Department of Labor Employment Standards Administration Wage and Hour Division Washington D.C. 20210 WH Publication #1420 June 1993 GPO:0000-000-000 Appendix G TEACHER OVERAGE FORMULAS Elementary Teacher Sun Monday Tuesday Wednesday Thursday Friday Sat +2 for 5 Hours +2 for 5 Hours +2 for 5 Hours +2 for 5 Hours ($140.10 x students) x hours x class x (number of days w/student in semester) / days in semester ($140.10 x 2 students x 5 hours x 1 class) x 4 days) / 90 days = $62.27 Elementary Specials Teacher Sun Monday Tuesday Wednesday Thursday Friday Sat +2 for 7 Periods +2 for 7 Periods +2 for 7 Periods +2 for 7 Periods ($140.10 x students) x periods x class x (number of days w/student in semester) / days in semester ($140.10 x 2 students x 7 periods x 1 class) x 4 days) / 90 days = $87.17
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Related to Benefits and Protection

  • Benefits and Insurance The Executive shall, in accordance with Company policy and the terms of the applicable plan documents, be eligible to participate in benefits under any benefit plan or arrangement that may be in effect from time to time and made available to similarly situated Company executives (including, but not limited to, being named as an officer for purposes of the Company’s Directors & Officers insurance policy). The Company reserves the right in its sole discretion to modify, add or eliminate benefits at any time. All benefits shall be subject to the terms and conditions of the applicable plan documents, which may be amended or terminated at any time. The Executive shall be entitled to vacation each year, in addition to sick leave and observed holidays in accordance with the policies and practices of the Company. Vacation may be taken at such times and intervals as the Executive shall determine, subject to the business needs of the Company.

  • Benefits and Burdens This Agreement shall be binding upon and inure to the benefit of the Executive and his personal representatives, and the Corporation and any successor organization which shall succeed to substantially all of its assets and business.

  • In-Kind Benefits and Reimbursements Notwithstanding anything to the contrary in this Agreement, all (A) reimbursements and (B) in-kind benefits provided under this Agreement shall be made or provided in accordance with the requirements of Section 409A of the Code, including, where applicable, the requirement that (w) any reimbursement is for expenses incurred during the Executive’s lifetime (or during a shorter period of time specified in this Agreement); (x) the amount of expenses eligible for reimbursement, or in kind benefits provided, during a calendar year may not affect the expenses eligible for reimbursement, or in kind benefits to be provided, in any other calendar year; (y) the reimbursement of an eligible expense will be made no later than the last day of the calendar year following the year in which the expense is incurred; and (z) the right to reimbursement or in kind benefits is not subject to liquidation or exchange for another benefit.

  • Benefits and Vacation The Executive shall be eligible to participate in such insurance programs (health, disability or life) or such other health, dental, retirement or similar employee benefits programs as the Board may approve, on a basis comparable to that available to other officers and executive employees of the Company. The Executive shall be entitled to a minimum of three (3) weeks of paid vacation per year. Vacation time may be accumulated for up to one year beyond the year for which it is accrued and may be used any time during such year. Any vacation time not used during such additional year shall be forfeited. The value of any accrued but unused and unforfeited vacation time shall be paid in cash to the Executive upon termination of Executive's employment for any reason.

  • Employee Benefits and Labor Matters (a) Section 3.11(a) of the Company Disclosure Letter lists each material Company Plan. The Company has made available to Parent correct and complete copies of (i) each Company Plan and any amendments thereto (or if the Company Plan is not a written Company Plan, a description of the Company Plan), (ii) the most recent annual reports on Form 5500 required to be filed with the Internal Revenue Service (the “IRS”) with respect to each Company Plan (if any such report was required), (iii) the most recent summary plan description for each Company Plan for which such summary plan description is required, (iv) any related trust, agreement, insurance contract or other funding vehicle, (v) the two most recent annual financial reports, if any, (vi) any reports or summaries required under ERISA or the Code and (vii) the most recent determination letter received from the IRS with respect to each Company Plan intended to qualify under Section 401 of the Code. Each Company Plan that is a Company Stock Plan is marked with an asterisk (*) in Section 3.11(a) of the Company Disclosure Letter. Each Company Plan maintained, contributed to or required to be contributed to by the Company or any of its Subsidiaries has been administered in accordance with its terms in all material respects. The Company, its Subsidiaries and all the Company Plans are all in material compliance with the applicable provisions of ERISA, the Code and all other applicable Laws. Each Company Plan that is intended to be Tax qualified under Section 401(a) of the Code has received a favorable determination letter from the IRS, and, to the Knowledge of the Company, there are no existing circumstances or any events that could reasonably be expected to adversely affect the qualified status of any such plan. There has been no amendment to, announcement by the Company or any Subsidiary relating to, or change in employee participation or coverage under, any Company Plan that would increase materially the expense of maintaining such plan above the level of the expense incurred therefor for the most recent fiscal year, except as required by applicable Law or as provided in Section 3.11(a) of the Company Disclosure Letter. Neither the Company nor any of its Subsidiaries maintains or, within the past six (6) years, has contributed or has been obligated to contribute to an “employee benefit plan” subject to Title IV of ERISA, a multiemployer plan, as defined in Section 3(37) of ERISA, or an “employee benefit plan” subject to Sections 4063 or 4064 of ERISA.

  • Benefits and Perquisites Executive shall be entitled to participate in, to the extent Executive is otherwise eligible under the terms thereof, the benefit plans and programs, and receive the benefits and perquisites, generally provided by the Company from time to time to senior executives of the Company, including without limitation family medical insurance (subject to applicable employee contributions). Executive shall be entitled to receive four weeks of vacation, in accordance with Company policy.

  • Compensation Plans and Programs Executive shall be eligible to participate in any compensation plan or program maintained by the Company from time to time, which compensation plans and programs are intended to be comparable to those currently maintained by the Company, in which other senior executives of the Company participate on terms that are intended to be comparable to those applicable to such other senior executives.

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