Coverage of Staff Employees Sample Clauses

Coverage of Staff Employees. Revised November 9, 2018 General application of paragraph 7 (b): For Contributing Employers that employ Freelance Production categories on Covered Productions as described in paragraph 7 (a), coverage of staff Employees is optional by the Contributing Employer and requires completion and execution of the Staff Coverage Form provided by PHBP. For other Contributing Employers, that do not employ the covered freelance categories in Covered Productions under paragraph 7(a) (e.g. Associate Member Contributing Employers, Commercial Music Employers and Working Owners), coverage under the Plan of Benefits is limited to staff coverage, is not optional and requires completion and execution of the Staff Coverage Form provided by PHBP.
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Coverage of Staff Employees. 7 (b) 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 Bill 255. Contributing Employers Not Employing Any Full-Time Staff Employees. Effective January 1, 2022, if the Contributing Employer’s trade or business does not meet the requirements to elect Staff Coverage as set forth in the preceding Paragraph, th...
Coverage of Staff Employees. 7 (b) 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:
Coverage of Staff Employees. General application of paragraph 7 (b): For Contributing Employers that employ Freelance Production categories on Covered Productions as described in paragraph 7 (a), coverage of staff Employees is optional by the Contributing Employer and requires completion and execution of the Staff Coverage Form provided by PHBP. For other Contributing Employers, Revised April 19, 2019 that do not employ the covered freelance categories in Covered Productions under paragraph 7(a) (e.g. Associate Member Contributing Employers, Commercial Music Employers and Working Owners), coverage under the Plan of Benefits is limited to staff coverage, is not optional and requires completion and execution of the Staff Coverage Form provided by PHBP.

Related to Coverage of Staff Employees

  • COVERAGE OF EMPLOYEES (a) Employees who are presently covered by a pension plan shall continue to be covered by the terms of that plan, subject to any mutual agreement to the contrary. For greater clarity, Employees shall remain in their current pension plan in the event they change positions within the NSHA.

  • CASUAL SENIORITY EMPLOYEE LIST On or before September 1, 2016, School Boards shall establish a seniority list for casual/temporary employees, where a list does not currently exist. This will be a separate list from permanent employees and shall have as its sole purpose to track length of service with the Board. Further, the list shall have no other force or effect on local collective agreements other than those that may already exist for casual/temporary employees in the 2008-12 local collective agreement.

  • Refresh Provision for Permanent Employees Permanent Employees returning from LTD or workplace insurance leave to resume their regular working hours must complete eleven (11) consecutive working days at their regular working hours to receive a new allocation of sick/short-term disability leave. If the Employee has a recurrence of the same illness or injury, s/he is required to apply to reopen the previous LTD or WSIB claim, as applicable. The Local union and Local school board agree to continue to cooperate in the implementation and administration of early intervention and safe return to work processes as a component of the Short-Term Leave and Long-Term Disability Plans. In the event the Employee exhausts his/her sick/short-term disability leave allocation from the previous year and continues to work part-time, their salary will be reduced accordingly and a pro-rated sick/short-term allocation for the employee’s working portion of the current year will be provided. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours. Any changes to hours of work during a fiscal year shall result in an adjustment to the allocation.

  • PROTECTION OF EMPLOYEES A. The Board assures bargaining unit members that it shall put its full support behind the discipline procedures and policies hereinafter recommended and adopted by the Board. It is also agreed that such policies will be enforced fairly and consistently pursuant to its anti-discrimination policy.

  • Laid Off Employees A) Should vacancies occur following layoff, those employees on layoff will be recalled to these positions in order of seniority providing they have the capabilities and the qualifications to perform the duties of the vacant position. If no employee on layoff possesses the required capabilities and qualifications, the vacant position will be posted pursuant to Article 15.01.

  • 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.

  • Long Term Disability Insurance Plan The Employer shall provide a mutually acceptable long-term disability insurance plan, a copy of which shall appear in Appendix “A” – Long-Term Disability Insurance Plan. The plan shall provide post-probationary regular employees with salary continuation as per Appendix “A” until age sixty-five (65) in the event of a disability. The cost of the plan shall be borne by the Employer.

  • 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.

  • 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.

  • Career Ladder Effective July 1, 2014, TALC and the District agreed to the 11 implementation of a Career Ladder for the advancement of instructional staff on the 12 Performance Salary Schedule. Elements of the Career Ladder are outlined and posted on 13 the District website and include detailed descriptions of Career Ladder levels and the 14 requirements for movement. All instructional staff hired on or after January 8, 2018 will 15 be placed on the Apprentice level of the Career Ladder.

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