Benefits Entitlement. A unit member shall continue to receive District paid health care benefits while on Military Leave for thirty (30) days or less. For Military Leave in excess of thirty (30) days he/she may elect to continue health care coverage for him/her and any eligible dependents for a maximum of eighteen (18) months at his/her expense. Additionally, any unit member on temporary Military Leave for training who has been serving the District for at least one (1) year shall continue to accrue the same vacation, Sick Leave and holiday privileges, up to a maximum period of one-hundred eighty (180) days, as if the unit member had not been on Military Leave.
Benefits Entitlement. The entitlement of a Plan participant or his or her beneficiaries to benefits under the Plan shall be determined by the Employer or such party as it shall designate under the Plan, and any claim for such benefits shall be considered and reviewed under the procedures set out in the Plan.
Benefits Entitlement. No employee shall be denied, by action of the Employer, benefits to which he/she may be otherwise legally entitled under the Worker Compensation Act or Occupational Disease Act, provided however, in the instance of any claims, an employee shall elect either benefits provided under the Contract or benefits provided by statute.
Benefits Entitlement. All unit members who work an average regular assignment of less than five and one-half (5- 1/2) hours a day (.72 FTE or less) shall be entitled to health insurance coverage and dental insurance coverage on a pro-rated basis. Pro-ration will be established by the relationship of the unit member’s average regular daily working hours (FTE) to a 7-1/2 hour day (1.00 FTE)
Benefits Entitlement. Benefits entitlement during unpaid childcare leave will be dictated by the requirements of the Family and Medical Leave Act. With the exception of concurrent Family and Medical Leave Act entitlement, Bargaining Unit Members on childcare leave shall not be considered to be active employees of District and shall not be entitled to any benefits granted other employees, including, but not limited to, the continuation of childcare leave of absence for subsequent births and/or adoptions. The Bargaining Unit Member will not receive any reimbursement from District nor will District disburse any monies on the Bargaining Unit Member’s behalf while the childcare leave of absence is in effect. However, the Bargaining Unit Member will have the option of continuing group medical and prescription drug insurance and dental and vision insurance at the Bargaining Unit Member’s expense.
Benefits Entitlement. You are entitled to benefits after you have been continuously disabled for 119 days. If disability is not continuous, the days you are disabled can be accumulated to satisfy the waiting period as long as no interruption is longer than 2 weeks and the disabilities arise from the same disease or injury. If you are receiving disability or sick leave benefits that are still being paid when the waiting period ends, the waiting period will be extended to the date the disability or sick leave benefits end, but not longer than one year after your disability starts. After the waiting period, successive disabilities are considered to be in the same disability period if they arise from the same disease or injury and the later disability starts: within 6 months after the previous disability ends; or within 24 months after the end of an approved comprehensive rehabilitation program. Rehabilitation plans are not considered under this 24-month provision. LTD benefits are payable for the first 24 months following the waiting period if injury or disease prevents you from doing your own job. You are not considered disabled if you can perform a combination of duties that regularly take at least 60% of your time at work to complete. Only the duties you regularly performed for the employer before disability started are considered. After 24 months, LTD benefits continue to be payable only if disease or injury prevents you from being gainfully employed in any job. Gainful employment is work you are medically able to perform, for which you have at least the minimum qualifications, and which provides you with an income of at least 50% of your pre- disability monthly earnings, indexed for inflation. The employment must exist either in the province or territory where you worked when you became disabled or where you now live. Whether or not employment is actually available is not considered in assessing your disability. You are entitled to LTD benefits as long as your disability continues, or for five years, whichever is less, but only until you reach age 65. Your monthly LTD benefit before reduction by other income is 66 2/3% of your pre-disability monthly earnings up to a maximum benefit of $1,500 per month. The monthly LTD benefit shall increase effective January 2018 from $1500 to $1625 per month. Your monthly LTD benefit is reduced by other income you are entitled to during disability. Your LTD benefit is first reduced by: - disability or retirement benefits you are entitled to ...
Benefits Entitlement a) Subject to hours excluded for calculation found in (c) below, in order to be eligible for benefits under the group benefit plan employees must have worked or have been scheduled to work for a minimum of 30 hours per week on a consistent period during the 3 month period prior to joining the plan.
b) To determine ongoing eligibility, the employer will conduct quarterly reviews of the hours worked versus the eligibility requirements. If an employee’s weekly average hours fall below 30 for the quarter being considered, the employee will be issued a letter advising of this and of the causes. Should the employee not increase their work hours during the next quarter such that the six month average of eligible hours do not reach the 30 hour weekly minimum, the employee’s benefits will end.
c) The following hours are excluded from group benefit eligibility calculations: Authorized absence Unscheduled day off work Requested day off Scheduled day off without pay No Show Absent , no call Dropped shift Scheduled/offered shift not accepted Suspension Suspension without pay Requested hours reduction Work hours reduced on request of employee
d) If an employee is laid off they will have their health and welfare coverage continued for a period of thirty (30) days from the date of their layoff and the premiums for such plans will continue to be paid by the Employer during that period.
Benefits Entitlement a) Subject to hours excluded for calculation found in (c) below, in order to be eligible for benefits under the group benefit plan employees must have worked a minimum average of 30 hours per week over a rolling 12-week period prior to joining the plan.
b) To determine ongoing eligibility, the employer will conduct quarterly reviews of the hours worked versus the eligibility requirements. If an employee’s weekly average hours fall below 30 for the quarter being considered, he/she will be issued a letter advising of this and of the causes. Should the employee not increase his/her work hours during the next quarter such that the three month average of eligible hours do not reach the 30 hour weekly minimum, his/ her benefits will end.
c) The following hours are excluded from group benefit eligibility calculations: Authorized absence Unscheduled day off work Requested day off Scheduled day off without pay No Show Absent , no call Dropped shift Scheduled/offered shift not accepted Suspension Suspension without pay Requested hours reduction Work hours reduced on request of employee Voluntary Early outs Work hours reduced on request of employee
Benefits Entitlement. (Continued) Additionally, any employee on temporary Military Leave for training who has been serving the District for at least one (1) year shall continue to accrue the same vacation, Sick Leave and holiday privileges, up to a maximum period of one-hundred eighty (180) days, as if the employee had not been on Military Leave.
Benefits Entitlement. (a) On January 1st and July 1st each year, the Employer will assess benefit eligibility for the purposes of Articles 23.1, 23.2 and 23.3 by examining the average hours worked in the prior six month period subject to the hours excluded for calculation in Appendix C. Benefit eligibility will be determined according to the following:
(1) Employees who have worked or have been scheduled to work an average of less than 24 hours a week during the assessment period are not eligible for benefits under this article.
(2) Employees who have worked or have been scheduled to work an average of at least 24 hours but less than 30 hours a week during the assessment period are eligible for Article 23.3 benefits.
(3) Employees who have worked or have been scheduled to work an average of 30 hours or more a week during the assessment period are eligible to participate in Article 23.1 and Article 23.2
