Compensation Program. Whenever an employee of the City is disabled, whether temporarily or permanently by injury or illness arising out of, and in the course of his/her duties, the employee will be compensated pursuant to Labor Code Section 4850.
Compensation Program. Whenever any employee of the City is disabled whether temporarily or permanently, by injury or illness arising out of, and in the course of, their duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick Leave, Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salary continuance. Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed 12 months. If the disability extends for a period beyond 14 calendar days the City will credit the employee for the first three (3) days of Sick Leave used. If hospitalization is required the first, second, and third days’ salary is paid by the City through the Workers’ Compensation program.
Compensation Program. These guidelines provide an overview of the compensation program for all CUPE Local 38 positions.
Compensation Program. When an employee suffers illness or injury that the employee believes is job-related and reports it to his or her supervisor, the Employer will make available to the employee, on request, information and counseling or directions for obtaining information and counseling, about their rights and responsibilities under the Workers’ Compensation Program including utilization of the online filing procedure.
Compensation Program. (a) ADMINISTRATION OF CLAIMS.
(i) Through the Distribution Date or such other date as REI and Resources may mutually agree, REI shall continue to be responsible for the administration of all claims that (A) are, or have been, incurred under the REI WCP before the Distribution Date by employees of the Resources Group ("Resources WCP Claims"), and (B) have been historically administered by REI or its third party administrator. However, REI will advise Resources of and secure approval for any material changes to current policy or practice with respect to the administration of Resources WCP Claims.
(ii) Effective as of the Distribution Date or such other date as REI and Resources may mutually agree, Resources shall be responsible for the administration of all Resources WCP Claims.
(iii) Each party shall fully cooperate with the other with respect to the administration and reporting of Resources WCP Claims, the payment of Resources WCP Claims determined to be payable, and the transfer of the administration of any Resources WCP Claims to the other party.
(b) SELF-INSURANCE STATUS. REI shall maintain and amend, as necessary, its certificates of self-insurance and any other applicable policies to include Resources until the Distribution Date, and Resources shall fully cooperate with REI in obtaining such amendments. REI shall use its commercially reasonable best efforts to obtain self-insurance status for workers' compensation for Resources effective as of the Distribution Date in those jurisdictions in which Resources conducts business, in which REI is self-insured, and where REI and Resources mutually agree that such status is beneficial to Resources. Resources hereby authorizes REI to take all actions necessary and appropriate on its behalf in order to obtain such self-insurance status. All costs incurred by REI in amending such certificates, including without limitation filing fees, adjustments of security and excess loss policies and amendments of safety programs, shall be shared pro rata by REI and Resources.
Compensation Program. Milwaukee County reserves the unilateral right to select the Plan Administrator 26 and/or change the Plan Administration. 27 28 2.44 CHARGE DIFFERENTIAL 29 (1) Registered Nurses employed at the Sheriff's Department, or House of Correction, who are 30 assigned Charge Nurse duties, shall receive one dollar ($1.00) per hour differential for 31 the performance of such duties:
Compensation Program. The Company's current executive compensation program involves a combination of base salary, performance-based bonuses and long-term incentive awards. Base salaries are intended to attract and retain highly-qualified executives. Bonuses to executive officers are intended to reward short-term performance of the executive officer and the Company. Grants of stock options by the Company are intended to encourage and reward executive officers based upon the Company's long-term performance and to provide executive officers with a financial interest in the success of the Company, which aligns the executive officers' interests with the interests of the Company's shareholders.
Compensation Program. The purpose of such independent medical evaluations are not to determine the degree of disability the employee has suffered, but rather as to whether illness or injuries sustained restrict the employee from performing the full range of his/her normal work assignment.
Compensation Program. (a) Agilent shall retain and be solely responsible for the administration of all claims that are, or have been, incurred under Agilent's existing workers' compensation program (the "Agilent Workers' Compensation Program") before the Distribution Date by Verigy Transferred Employees and other Verigy Employees. For purposes of this Section 5.8, a claim is deemed incurred when the event giving rise to the workers' compensation benefit occurs. Verigy Transferred Employees and other Verigy Employees shall cease active participation in the Agilent Workers' Compensation Program immediately prior to the Distribution Date.
(b) Agilent and Verigy shall use their commercially reasonable best efforts to procure at Verigy's cost and expense separate workers' compensation insurance coverage for Verigy (the "Verigy Workers' Compensation Program") to take effect as of the Distribution Date. Claims incurred by Verigy Transferred Employees and other Verigy Employees on or after the Distribution Date shall be administered under the Verigy Workers' Compensation Program.
(c) Each party shall fully cooperate with the other with respect to the administration and reporting of workers' compensation claims.
(d) Any transition services to be provided with respect to workers' compensation insurance shall be subject to and governed by the terms of the Transition Services Agreement.
Compensation Program. I. Minimum Full-Time Salary Guidelines effective October 1, 2014. FACULTY RANK ACADEMIC YEAR ANNUAL YEAR Lecturer $28,588 $34,942 Assistant Instructor $28,588 $34,942 Instructor $28,588 $34,942 Specialist $28,588 $34,942 Assistant Professor $37,318 $45,611 Associate Professor $47,334 $57,853 Professor $58,291 $71,244 Minimum Full-Time Salary Guidelines effective October 1, 2015. FACULTY RANK ACADEMIC YEAR ANNUAL YEAR Lecturer $29,160 $35,641 Assistant Instructor $29,160 $35,641 Instructor $29,160 $35,641 Specialist $29,160 $35,641 Assistant Professor $38,064 $46,523 Associate Professor $48,281 $59,010 Professor $59,457 $72,669 Minimum Full-Time Salary Guidelines effective October 1, 2016. FACULTY RANK ACADEMIC YEAR ANNUAL YEAR Lecturer $29,743 $36,354 Assistant Instructor $29,743 $36,354 Instructor $29,743 $36,354 Specialist $29,743 $36,354 Assistant Professor $38,826 $47,454 Associate Professor $49,246 $60,190 Professor $60,646 $74,122 Minimum Full-Time Salary Guidelines effective October 1, 2017. FACULTY RANK ACADEMIC YEAR ANNUAL YEAR Lecturer $30,338 $37,081 Assistant Instructor $30,338 $37,081 Instructor $30,338 $37,081 Specialist $30,338 $37,081 Assistant Professor $39,602 $48,403 Associate Professor $50,231 $61,394 Professor $61,859 $75,605 The employing unit may provide salaries in excess of the minimum salary guidelines.
