Coverage of Staff Employees Sample Clauses

Coverage of Staff Employees. Revised November 9, 2018 (i) “Staff” employees means the permanent, common law employees (within the meaning of Section 3(6) of ERISA) of the Contributing Employer hired for an indefinite period of employment (i.e. are not employed on a freelance, project by project or temporary basis), who are normally and regularly scheduled to work at least thirty (30) hours per week. (ii) The required Contributing Employer and participant (including COBRA) monthly contribution rates to the Plan applicable for staff individual, spouse and dependent coverage shall be determined by the Trustees for a calendar or policy year based on the policy rates negotiated with the Plan’s insurance carrier(s) plus such administrative expense component, if any, as Trustees may determine in their sole judgment. (iii) The Contributing Employer shall enroll and cover all its staff employees for individual medical coverage and pay the full monthly individual contribution rate directly to the Plan via check to the Plan’s third party administrator until the Plan notifies the Contributing Employer that contributions are required to be made by ACH online transfer to the Plan’s designated bank. Staff coverage hereunder shall not be required where a staff employee otherwise eligible for coverage has medical coverage elsewhere and affirmatively declines individual medical coverage in writing in the manner that the PHBP prescribes. If the Contributing Employer requires its staff employees to reimburse it for a portion of the total monthly contribution rate it pays for individual medical coverage or medical/dental/vision coverage (if that option package is elected), the portion paid by the staff employee may not exceed fifty percent (50%) of the Contributing Employer’s total monthly contribution rate for the level of coverage that the Contributing Employer has elected. Where a higher coverage level may be elected by an eligible staff employee under the Plan of Benefits, the excess cost shall be paid 100% by the electing staff employee unless the Contributing Employer elects to pay a portion thereof as a matter of policy for all electing staff employees. Payment of medical coverage for family, spouse and dependents shall be optional on a group basis for the Contributing Employer who, as in the case of individual coverage, shall make full monthly payment of applicable carrier premium to PHBP and may require reimbursement by the staff employee in such amount as the Contributing Employer may establish ...
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Coverage of Staff Employees. Requirements for Election of Staff Coverage effective January 1, 2022: A contributing Employer that produces Covered Productions and contributes to the Plan for employees who are employed in freelance Covered Categories in accordance with Paragraph 7(a)(i), may elect to provide coverage of staff employees (as defined in Paragraph 7(b)(i)) provided:
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Coverage of Staff Employees. Requirements for Election of Staff Coverage effective January 1, 2022: A contributing Employer that produces Covered Productions and contributes to the Plan for employees who are employed in freelance Covered Categories in accordance with Paragraph 7(a)(i), may elect to provide coverage of staff employees (as defined in Paragraph 7(b)(i)) for the Plan Year 2022) provided: (A) the Contributing Employer employs and covers at least one full time common law staff employee as defined in Paragraph 7(b)(i) of this Participation Agreement (other than through a loan-out company and other than the spouse of an owner or partner of the Contributing Employer) during all months that coverage for staff is being provided by the Plan and, in addition, (B) meets (in the determination of the Plan) applicable state law insurance requirements and in addition, the Plan’s carrier’s rules or statements of policy. A Contributing Employer shall not be deemed to produce “Covered Productions” and is not eligible to become or remain a Contributing Employer with Staff Coverage unless it can demonstrate to the satisfaction of the Plan that it has produced, and continues to produce, at least one Covered Production employing freelance common law employees in Covered Categories in each year during which this Participation Agreement is in effect. For full-time employees residing outside the State of California: Where permitted by the Plan’s policy of insurance and the Plan’s governing documents, post-production (including Audio-post) and Digital Contributing Employers may elect staff coverage without also covering freelance commercial production work provided they comply with all other requirements of Paragraph 7 (b). Post-production and Digital Production Contributing Employers are required to make freelance contributions under Paragraph 7(a)(i) if they produce, or perform work on, Covered Productions.” For full-time employees residing within the State of California: No California resident, full-time employee of a Participating Employer shall be eligible for Staff coverage unless the Participating Employer also employs and makes contributions on Freelance employees employed in covered freelance job categories, in accordance with Senate Xxxx 255. Contributions to the Plan under the preceding Paragraph for owners, partners and their spouses working in freelance Covered Categories on Covered Productions for his/her own trade or business that is a Contributing Employer under Paragraph 7(a)(i) ...
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Related to Coverage of Staff Employees

  • PROTECTION OF EMPLOYEES Any Employee who in good faith reports a suspected or actual violation of law, regulation, University policy or procedure, or ethical or professional standards, will be protected from retaliation as a result of such reporting, regardless of whether or not, after investigation, a violation is found to have occurred.

  • CLASSIFICATION OF EMPLOYEES Section 1. A full-time employee shall be deemed to be any employee regularly scheduled to work forty (40) hours per week. A regular employee is one whose employment is reasonably expected to continue for longer than fifteen (15) months. Section 2. A part-time employee shall be deemed to be any employee regularly scheduled to work less than forty (40) hours per week. Section 3. The Company shall have the right to reduce employee classifications from full-time to part-time or to increase employee classifications from part-time to full-time. Should the Company deem it appropriate to reclassify full-time employees to part-time employees, it will seek volunteers from the affected group and then force in reverse order of seniority. Section 4. A temporary employee is one who is engaged for a specific project or a limited period, with the definite understanding that his/her employment is to terminate upon completion of the project or at the end of the period, and whose employment is expected to continue for more than three (3) consecutive weeks, but not more than fifteen (15) months. The termination of the employment of such temporary employees shall not be subject to the grievance or arbitration provisions of this Agreement. Section 5. Agency workers and independent contractors shall not be deemed to be employees of the Company and, as such, shall not be covered by any of the terms or conditions of this Agreement.

  • Coverage Selection Prior to Retirement An employee who retires and is eligible to continue insurance coverage as a retiree may change his/her health or dental plan during the sixty (60) calendar day period immediately preceding the date of retirement. The employee may not add dependent coverage during this period. The change takes effect on the first day of the month following the date of retirement.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable. B. It is the intent of the parties that the number of layoff notices initially issued shall be limited to the number of positions by which the work force is intended to be reduced. Additional notices shall be issued as other employees become subject to layoff as a result of employees exercising reduction rights under Section 5. C. The notice of layoff shall include the reason for the layoff, the proposed effective date of the layoff, the employee's hire date, the employee's layoff points, a list of classes in the employee's occupational series within the layoff unit, the employee's rights under Sections 5. and 6. and the right of the employee to advise the County of any objection to the content of the layoff notice prior to the proposed effective date of the layoff.

  • Reinstatement of Employees ‌ If, prior to the constitution of an Arbitration Board pursuant to Article 11, it is found that an employee was disciplined or dismissed without just and reasonable cause, or laid-off contrary to the provisions of the Collective Agreement, that employee shall be reinstated by the Employer without loss of pay with all of her/his rights, benefits and privileges which she/he would have enjoyed if the layoff, discipline or discharge had not taken place, or upon such other basis as the parties may agree.

  • Status of Employees The employees involved in a job sharing arrangement will be classified as regular part-time and will be covered by the provisions of the applicable Collective Agreement.

  • Employee Assistance Plan The District will provide an Employee Assistance Plan (EAP) which allows each employee to refer themselves confidentially to the EAP provider. To protect confidentiality, any data which the provider transmits to the District shall be summary only. The Employee Assistance Plan will include individual and/or family counseling.

  • Maternity Adoption and Parental Leave For the purposes of granting Maternity, Adoption and Parental Leave, the provisions of the Canada Labour Code and of its Regulations shall apply.

  • Termination of Employees Agent may in its discretion stop using any Retained Employee at any time during the Sale, subject to the conditions provided for herein. In the event that Agent desires to cease using any Retained Employee, Agent shall notify Merchant at least seven (7) days prior thereto, so that Merchant may coordinate the termination of such employee; provided, however, that, in the event that Agent determines to cease using an employee “for cause” (which shall consist of dishonesty, fraud or breach of employee duties), the seven (7) day notice period shall not apply, provided further, however, that Agent shall immediately notify Merchant of the basis for such “cause” so that Merchant can arrange for termination of such employee. From and after the date of this Agreement and until the Sale Termination Date, Merchant shall not transfer or dismiss Retained Employees except “for cause” without Agent’s prior consent. Notwithstanding the foregoing, Agent shall not have the right to terminate the actual employment of any Retained Employee, but rather may only cease using such employee in the Sale and paying any Expenses with respect to such employee.

  • Disability Separation A. An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. B. When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. C. The Employer will inform the employee in writing of the option to apply to return to employment prior to their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. D. A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

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