CHILDCARE FUND Sample Clauses

CHILDCARE FUND. Commencing in the 1998-1999 contract year the employer will establish a Childcare Fund which will be allocated per the provisions of Article 15.13.2 and 15.13.3 in this collective agreement.
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CHILDCARE FUND. A Child Care Fund in the amount of $260,000 will be made available in each of 2018-19 and 2019-2020. Effective September 1, 2021, and every 12 months thereafter, the Employer agrees to contribute $260,000 to the Childcare Fund annually. Allocations from the Fund will be made by the Union. An Annual Report on the disbursement of monies shall be submitted in writing by the Union to the Office of Faculty Relations through the Labour/Management Committee by no later than September 30th of each year.
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CHILDCARE FUND. Employees are eligible to receive support from the CHILDCARE FUND according to the terms for this Fund in the CUPE 3903 Unit 1, Unit 2 and Unit 3 collective agreements.
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CHILDCARE FUND. Access to the highly desirable, affordable UW Children’s Centers is 17 limited. To reduce the higher financial burden of seeking childcare outside of the 18 University Centers, UW will create a fund to assist in childcare expenses, making 19 available $50,000 per year to a Resident Childcare Fund, hereafter referred to as the 20 RCF. The RFPU will be responsible for determining eligibility criteria for appropriate 21 distribution based on Resident need. The University will be responsible for distributing 22 these funds no more than twice annually. The eligibility criteria to be utilized by the RFPU 23 will be provided to the University at the beginning of each year.
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CHILDCARE FUND. The Childcare Fund will now cover eligible expenses for academic enrichment activities for kids ages 13-18, in addition to our usual childcare eligible expenses for licensed childcare centers, licensed family providers, after-school programs, summer camps or snow camps, and in-home providers. The adoption fund will also continue. For each year of this Agreement, UMass will contribute to our childcare account: Year 1: $70,000 Year 2: $77,500 Year 3: $85,000 Due to staffing shortages at the Adolescent Continuing Care Units: • we agreed that mandatory overtime is a last resort; and • we agreed to a detailed process for how mandatory overtime should be handled, including what happens if a staff member is wrongly mandated. Additionally, we have agreed on calendar year mandation limits for extended mandations of 90-minutes or more: employees may only be mandated for a maximum of 4 hours beyond their scheduled shift, and no more than 8 times per calendar year (if mandated for a full 8-hour shift, it counts as 2 mandations). If an employee is mandated beyond these limits, they will receive an additional $100 for each 4-hour period. For mandation rotation based on seniority (who’s next on the list) a mandation is defined as involuntary overtime work of 45 minutes or more. For the purposes of calendar year mandations limits and to receive compensation beyond the annual limit of 8, an extended mandation is defined as involuntary overtime work of 90 minutes of more. We have agreed to start a 3-month pilot weekend/holiday staffing program, which will then be evaluated by the Joint Working Group. The program consists of the following: • the number of weekend and holiday shifts that an ACT will be required to pick up will be based on the total number of FTEs in the department, when fully staffed, including open positions, people out on vacation or leaves of absence, new hires etc. o Required number of shifts = total number of weekend/holiday shifts divided by the total number of budgeted ACT FTEs. • Additional shifts will be offered to staff by seniority • If there are any shifts that remain open, the department may offer time/pay incentives to fill them. • If a shift remains open after the department has offered an incentive, the department will assign it to a qualified staff member (selection criteria in this case will be determined by JWG).
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CHILDCARE FUND. The parties shall recommend to the Trustees of the Fund that they provide for stipends to those who have new born children. Such stipends shall amount to two hundred dollars/week for four weeks and should be made available to a parent of a new born child after that parent has exhausted other leave benefits and continues on unpaid leave immediately thereafter.
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Related to CHILDCARE FUND

  • Childcare 8.1. One third credit shall be given where a teacher resigns or takes leave from the New Zealand teaching service in order to care for her/his own children provided that the teacher was a certificated teacher (or equivalent) at the time of resigning or taking leave, otherwise no credit will be given.

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

  • FEMA Fund Certifications Submission of this proposal is Vendor’s certification that Vendor agrees to this term. Vendor certifies that IF and when Vendor accepts a TIPS purchase paid for in full or part with FEMA funds, Vendor certifies that: (1) Vendor agrees to provide the TIPS Member, the FEMA Administrator, the Comptroller General of the United States, or any of their authorized representatives access to and rights to reproduce any books, documents, papers, and records of the Contractor which are directly pertinent to this contract for the purposes of making audits, examinations, excerpts, and transcriptions. The Vendor agrees to provide the FEMA Administrator or an authorized representatives access to construction or other work sites pertaining to the work being completed under the contract. Vendor acknowledges and agrees that no language in this contract or the contract with the TIPS Member is intended to prohibit audits or internal reviews by the FEMA Administrator or the Comptroller General of the United States.

  • Health and Welfare Fund Pursuant to provisions contained in a pre­ vious Collective Bargaining Agreement, there has been established a Health and Welfare Fund known as the “ Retail Meat Cutter Unions and Employers Joint Health and Welfare Fund For The Chicago Area” ; said Fund is hereinafter referred to as the “ Health and Welfare Fund.”

  • Hospice Individuals whose permanent residence and principal work location are outside the State of Minnesota and outside of the service areas of the health plans participating in Advantage. If these individuals use the plan administrator’s national preferred provider organization in their area, services will be covered at Benefit Level Two. If a national preferred provider is not available in their area, services will be covered at Benefit Level Two through any other provider available in their area. If the national preferred provider organization is available but not used, benefits will be paid at the POS level described in paragraph “i” below. All terms and conditions outlined in the Summary of Benefits will apply.

  • Health Care Operations “Health Care Operations” shall have the same meaning as the term “health care operations” in 45 CFR §164.501.

  • Health Spending Account contributions by the Executive will cease on the Effective Date. The Executive may submit claims against the balance accrued to the Effective Date, until the end of the calendar year in which the Effective Date occurs.

  • Childcare Leave 3.1 An employee shall be entitled to use ten (10) days of sick leave per year for childcare. 3.2 An employee who is adopting a child shall be entitled to use ten (10) days of sick leave per year for the purpose of caring for the needs of the adopted child.

  • Management Company 14 Maturity....................................................................14

  • Hospital This plan covers behavioral health services if you are inpatient at a general or specialty hospital. See Inpatient Services in Section 3 for additional information. This plan covers services at behavioral health residential treatment facilities, which provide: • clinical treatment; • medication evaluation management; and • 24-hour on site availability of health professional staff, as required by licensing regulations. This plan covers intermediate care services, which are facility-based programs that are: • more intensive than traditional outpatient services; • less intensive than 24-hour inpatient hospital or residential treatment facility services; and • used as a step down from a higher level of care; or • used a step-up from standard care level of care. Intermediate care services include the following: • Partial Hospital Program (PHP) – PHPs are structured and medically supervised day, evening, or nighttime treatment programs providing individualized treatment plans. A PHP typically runs for five hours a day, five days per week. • Intensive Outpatient Program (IOP) – An IOP provides substantial clinical support for patients who are either in transition from a higher level of care or at risk for admission to a higher level of care. An IOP typically runs for three hours per day, three days per week.

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