Benefits for Employees Hired On or After March 1, 2004 (“New Hire”) Sample Clauses

Benefits for Employees Hired On or After March 1, 2004 (“New Hire”). The Trustees are authorized and directed to modify the New Hire Plan as describe in Section 4, Paragraph (c) below. (1) New Hire employees shall be required to pay weekly premiums, deducted from their paychecks as a condition of participation in the plan as follows: employee only - seven dollars ($7.00) per week; employee plus children - ten dollars and fifty cents ($10.50) per week; and employee plus spouse and/or children - fifteen dollars ($15.00) per week. The employee premiums shall be collected in advance by the Employer and paid to the Benefit Fund coincident with the Employers’ contribution obligation for hours worked in the month preceding the month in which the Benefit Fund provides coverage.
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Benefits for Employees Hired On or After March 1, 2004 (“New Hire”). The Trustees are authorized and directed to modify the New Hire Plan as described in Section 4, Paragraph (c) below. (1) New Hire employees shall be required to pay weekly premiums, deducted from their paychecks as a condition of participation in the plan as follows: employee only - seven dollars ($7.00) per week; employee plus children - ten dollars and fifty cents ($10.50) per week; and employee plus spouse and/or children - fifteen dollars ($15.00) per week. The employee premiums shall be collected in advance by the Employer and paid to the Benefit Fund coincident with the Employers’ contribution obligation for hours worked in the month preceding the month in which the Benefit Fund provides coverage. Effective January 1, 2020, Employee premiums described above will be increased by $1.00 per week for each coverage level, as follows: employee only - eight dollars ($8.00) per week, employee plus children - eleven dollars and fifty cents ($11.50) per week, employee plus spouse, with or without children - sixteen dollars ($16.00). Such premiums shall be deducted from the paychecks of Current Employees without further authorization. The money generated by this $1.00 per week increase will be accounted for separately and used, if necessary, to maintain a 3.0 month reserve from March 6, 2022, through May 2022. Any money not used for this purpose may be used to maintain or increase the reserve or to make benefit improvements that both the co-consultants agree can be fully paid for by these additional employee contributions.
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Benefits for Employees Hired On or After March 1, 2004 (“New Hire”). The Trustees are authorized and directed to modify the New Hire Plan as described in Section 4 Paragraph (c) below. (1) New Hire employees shall be required to pay weekly premiums, deducted from their paychecks as a condition of participation in the plan as follows: employee only – seven dollars ($7.00) per week; employee plus children – ten dollars and fifty cents ($10.50) per week; and employee plus spouse with or without children – fifteen dollars ($15.00) per week. The employee premiums shall be collected in advance by the Employer and paid to the Benefit Fund coincident with the Employers' contribution obligation for hours worked in the month preceding the month in which the Benefit Fund provides coverage. Effective January 1, 2020, Employee premiums described above will be increased by $1.00 per week for each coverage level, as follows: employee only - eight dollars ($8.00) per week, employee plus children - eleven dollars and fifty cents ($11.50) per week, employee plus spouse, with or without children - sixteen dollars ($16.00). Such premiums shall be deducted from the paychecks of New Hire Employees without further authorization.
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Benefits for Employees Hired On or After March 1, 2004 (“New Hire”). The Trustees are authorized and directed to modify the New Hire Plan as described in Section 4, Paragraph
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Related to Benefits for Employees Hired On or After March 1, 2004 (“New Hire”)

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION 1. The following shall apply to employees providing instruction in adult education programs in these districts: Continuing Education employees in the Adult Education High School Completion Program (credit courses) and Adult Education Academic Upgrading Programs (Adult Basic Education, General Education Development, Pre-General Education Development, Literacy and Adult Education English Language Programs). Employees teaching Adult Education academic programs including: High School Completion Program, Pathfinder High School Completion Program, Academic Business Education Program, General Equivalency Diploma Program, Adult Basic Education Program, Adult English as a Second Language Program, and Adult Special Education Program, in the Continuing Education Division.

  • Application for Employment Employee understands and agrees that, as a condition of this Agreement, Employee shall not be entitled to any employment with the Company, and Employee hereby waives any right, or alleged right, of employment or re-employment with the Company. Employee further agrees not to apply for employment with the Company and not otherwise pursue an independent contractor or vendor relationship with the Company.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • Compensatory Time for Overtime Eligible Employees A. Compensatory Time Eligibility

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.05(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.05(a), other than those specified in sections (A) and (B) of subparagraph 17.05(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.05 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph (a)(i).

  • Maintaining Eligibility for Employer Contribution The employer's contribution continues as long as the employee remains on the payroll in an insurance eligible position. Employees who complete their regular school year assignment shall receive coverage through August 31.

  • Reporting Total Compensation of Recipient Executives 1. Applicability and what to report. You must report total compensation for each of your five most highly compensated executives for the preceding completed fiscal year, if— i. the total Federal funding authorized to date under this award is $25,000 or more; ii. in the preceding fiscal year, you received— (a) 80 percent or more of your annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and (b) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and iii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at xxxx://xxx.xxx.xxx/answers/execomp.htm.) 2. Where and when to report. You must report executive total compensation described in paragraph A.1. of this award term: i. As part of your registration profile at xxxxx://xxx.xxx.gov. ii. By the end of the month following the month in which this award is made, and annually thereafter.

  • Compensation of Employees Compensate its employees for services rendered at an hourly rate at least equal to the minimum hourly rate prescribed by any applicable federal or state law or regulation.

  • Overtime-Eligible Employees Employees who are covered by the overtime provisions of state and federal law.