Cost of the Group Benefits Sample Clauses

Cost of the Group Benefits. Package for Employees on the Active Payroll.
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Cost of the Group Benefits. Program for Employees on the Active Payroll. For employees actively at work on their assigned shift on October 1, 2009, the Company will provide a Company-paid Health and Welfare package consisting of Life, Accidental Death and Dismemberment, Short Term Disability, Medical, Dental benefits, and Vision benefits, less employee contributions for Medical benefits. The bi-weekly employee contributions for Medical benefits will be: CURRENT PPO EPO Employee $43.35 $39.63 Employee and Spouse $80.43 $73.07 Employee and Child(ren) $80.43 $73.07 Family $111.88 $100.80 The company will maintain the existing level of medical benefits IAW attachment A for the three years of the labor agreement. Any increases in medical premiums will be shared by the company/employee on an 80/20 basis on Jan 1, 2010; 2011; and 2012. The employee share of premium increases for plan years 2010, 2011, and 2012 will be 20% of increase or $7.00 per paycheck whichever is less. The Company will provide during the life of the bargaining agreement and maintain and contribute to the cost of Group Health Insurance less employee’s premium contribution. Coverage will be provided the first day of the month following 31 days of employment. Employees shall be able to have dental only coverage. Commencing in the first pay period following January 1, 2010, employees will pay the following amounts on a bi-weekly basis: EE $2.58 EE+Spouse $5.25 EE+Child $5.25 EE+Family $8.05 The Company fringe benefit rate is defined as the minimum employer contributions towards providing Group Health Insurance, Life Insurance, Personal Paid Time, Military Duty Pay, Jury Duty Pay, Bereavement Leave Pay, Retirement Plans, and Short Term Disability Insurance under this agreement. The costing of such fringe benefits is an average rate per hour computed on the basis of total hours paid less overtime by CBA employees employed on the Contract. The rates are as follows: $8.44 per hour effective October 1, 2009. $9.64 per hour effective October 1, 2010. $10.76 per hour effective October 1, 2011. Any excess above the benefit cost will be deposited to the employees 401K account each year by April 1.
Sample 1
Cost of the Group Benefits. Program for Employees on the Active Payroll (who elect the Group Benefit coverage). The Company will pay the full cost of Life, Accidental Death and Dismemberment, Weekly Disability and Dental benefits for eligible employees on the active payroll. The Company also pays the full cost of the Dental Plan for eligible dependents. The Company and the employee share the cost of employee and dependent coverage under the medical plan (Company-sponsored Preferred Provider Organization or Health Maintenance Organization) according to the following schedule listed below not to exceed the maximum contributions as illustrated. Maximum through 2010 Effective 1/1/08 Effective 1/1/09 Effective 1/1/10 Employee $75.00 Prior year plus 20% of increase Prior year plus 20% of increase Prior year plus 20% of increase Employee and Children $150.00 Prior year plus 20% of increase Prior year plus 20% of increase Prior year plus 20% of increase Employee and Spouse $150.00 Prior year plus 20% of increase Prior year plus 20% of increase Prior year plus 20% of increase Employee and Family $225.00 Prior year plus 20% of increase Prior year plus 20% of increase Prior year plus 20% of increase
Sample 1

Related to Cost of the Group Benefits

  • Group Benefits To determine if a leave under the provisions of the Family and Medical Leave Act will be a paid or unpaid leave, contact the District’s Human Resources Department.

  • Other Group Benefits 7.4.1 Payments towards benefit plans by the Employer shall permit it to retain and not pass on to teachers, any rebates of premiums otherwise required under Canada Employment and Immigration Commission (previously Unemployment Insurance Commission) regulations.

  • Grandfathered Services Services identified in GTE Tariffs as grandfathered in any manner are available for resale only to end user customers that already have such grandfathered service. An existing end user customer may not move a grandfathered service to a new service location. Grandfathered services are subject to a resale discount.

  • Group Benefits Eligibility 7.2.1 Participation in the Plan shall be a condition of employment for all teachers commencing employment for a full school year.

  • Shift Differential Compensation Any employee in the bargaining unit whose assigned work shift commences (for unit-1) prior to 5:30 a.m. or whose work shift ends after 5:30 p.m., or (for unit-2 members) commences after 2:00 p.m. shall be paid a shift differential premium of five (5%) percent above the regular rate of pay for all hours worked.

  • Contribution Formula Health Coverage a. Faculty Member Coverage. For faculty member health coverage for the 2018 2022 and 2019 2023 plan years, the Employer contributes an amount equal to ninety-five percent (95%) of the employee- only premium of the Minnesota Advantage Health Plan (Advantage).

  • Group Benefit Plan Continuation While a Nurse is on pregnancy/birth or parental, or adoption leave, the Employer shall permit the Nurse to continue participation in eligible benefit plans. The Nurse shall be responsible to pay both the Employer and the Nurse’s shares of the premium costs for maintaining such coverage for which the Nurse is eligible during the period of leave.

  • Are My Contributions to a Traditional IRA Tax Deductible Although you may make a contribution to a Traditional IRA within the limitations described above, all or a portion of your contribution may be nondeductible. No deduction is allowed for a rollover contribution (including a “direct rollover”) or transfer. For “regular” contributions, the taxability of your contribution depends upon your tax filing status, whether you (and in some cases your spouse) are an “active participant” in an employer-sponsored retirement plan, and your income level. An employer-sponsored retirement plan includes any of the following types of retirement plans: • a qualified pension, profit-sharing, or stock bonus plan established in accordance with IRC 401(a) or 401(k); • a Simplified Employee Pension Plan (SEP) (IRC 408(k)); • a deferred compensation plan maintained by a governmental unit or agency; • tax-sheltered annuities and custodial accounts (IRC 403(b) and 403(b)(7)); • a qualified annuity plan under IRC Section 403(a); or • a Savings Incentive Match Plan for Employees of Small Employers (SIMPLE Plan). Generally, you are considered an “active participant” in a defined contribution plan if an employer contribution or forfeiture was credited to your account during the year. You are considered an “active participant” in a defined benefit plan if you are eligible to participate in a plan, even though you elect not to participate. You are also treated as an “active participant” if you make a voluntary or mandatory contribution to any type of plan, even if your employer makes no contribution to the plan. If you are not married (including a taxpayer filing under the “head of household” status), the following rules apply: • If you are not an “active participant” in an employer- sponsored retirement plan, you may make a contribution to a Traditional IRA (up to the contribution limits detailed in Section 3). • If you are single and you are an “active participant” in an employer-sponsored retirement plan, you may make a fully deductible contribution to a Traditional IRA (up to the contribution limits detailed in Section 3), but then the deductibility limits of a contribution are related to your Modified Adjusted Gross Income (AGI) as follows: Year Eligible to Make a Deductible Contribution if AGI is Less Than or Equal to: Eligible to Make a Partially Deductible Contribution if AGI is Between: Not Eligible to Make a Deductible Contribution if AGI is Over: 2020 $65,000 $65,000 - $75,000 $75,000 2021 & After - subject to COLA increases $66,000 $66,000 - $76,000 $76,000 If you are married, the following rules apply: • If you and your spouse file a joint tax return and neither you nor your spouse is an “active participant” in an employer-sponsored retirement plan, you and your spouse may make a fully deductible contribution to a Traditional IRA (up to the contribution limits detailed in Section 3). • If you and your spouse file a joint tax return and both you and your spouse are “active participants” in employer- sponsored retirement plans, you and your spouse may make fully deductible contributions to a Traditional IRA (up to the contribution limits detailed in Section 3), but then the deductibility limits of a contribution are as follows: Year Eligible to Make a Deductible Contribution if AGI is Less Than or Equal to: Eligible to Make a Partially Deductible Contribution if AGI is Between: Not Eligible to Make a Deductible Contribution if AGI is Over: 2020 $104,000 $104,000 - $124,000 $124,000 2021 & After - subject to COLA increases $105,000 $105,000 - $125,000 $125,000 • If you and your spouse file a joint tax return and only one of you is an “active participant” in an employer- sponsored retirement plan, special rules apply. If your spouse is the “active participant,” a fully deductible contribution can be made to your IRA (up to the contribution limits detailed in Section 3) if your combined modified adjusted gross income does not exceed $196,000 in 2020 or $198,000 in 2021. If your combined modified adjusted gross income is between $196,000 and $206,000 in 2020, or $198,000 and $208,000 in 2021, your deduction will be limited as described below. If your combined modified adjusted gross income exceeds $206,000 in 2020 or $208,000 in 2021, your contribution will not be deductible. Your spouse, as an “active participant” in an employer- sponsored retirement plan, may make a fully deductible contribution to a Traditional IRA if your combined modified adjusted gross income does not exceed the amounts listed in the table above. Conversely, if you are an “active” participant” and your spouse is not, a contribution to your Traditional IRA will be deductible if your combined modified adjusted gross income does not exceed the amounts listed above. • If you are married and file a separate return, and neither you nor your spouse is an “active participant” in an employer-sponsored retirement plan, you may make a fully deductible contribution to a Traditional IRA (up to the contribution limits detailed in Section 3). If you are married, filing separately, and either you or your spouse is an “active participant” in an employer-sponsored retirement plan, you may not make a fully deductible contribution to a Traditional IRA. Please note that the deduction limits are not the same as the contribution limits. You can contribute to your Traditional IRA in any amount up to the contribution limits detailed in Section 3. The amount of your contribution that is deductible for federal income tax purposes is based upon the rules described in this section. If you (or where applicable, your spouse) are an “active participant” in an employer- sponsored retirement plan, you can refer to IRS Publication 590-A: Figuring Your Modified AGI and Figuring Your Reduced IRA Deduction to calculate whether your contribution will be fully or partially deductible. Even if your income exceeds the limits described above, you may make a contribution to your IRA up to the contribution limitations described in Section 3. To the extent that your contribution exceeds the deductible limits, it will be nondeductible. However, earnings on all IRA contributions are tax deferred until distribution. You must designate on your federal income tax return the amount of your Traditional IRA contribution that is nondeductible and provide certain additional information concerning nondeductible contributions. Overstating the amount of nondeductible contributions will generally subject you to a penalty of $100 for each overstatement.

  • Overtime-Eligible Employees Unpaid Meal Periods The Employer and the Union agree to unpaid meal periods that vary from and supersede the unpaid meal period requirements required by WAC 000-000-000. Unpaid meal periods for employees working more than five (5) consecutive hours, if entitled, will be a minimum of thirty (30) minutes and will be scheduled as close to the middle of the work shift as possible, taking into account the Employer’s work requirements and the employee’s wishes. Employees working three (3) or more hours longer than a normal workday will be allowed an additional thirty (30) minute unpaid meal period. When an employee’s unpaid meal period is interrupted by work duties, the employee will be allowed to resume their unpaid meal period following the interruption, if possible, to complete the unpaid meal period. In the event an employee is unable to complete the unpaid meal period due to operational necessity, the employee will be entitled to compensation, which will be computed based on the actual number of minutes worked within the unpaid meal period. Meal periods may not be used for late arrival or early departure from work and meal and rest periods will not be combined.

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who:

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