Current Medicaid Recipients Sample Clauses

Current Medicaid Recipients. Recipients who are eligible and currently enrolled will have an opportunity to select a Centennial Care 2.0 MCO beginning in October 2018 (unless excluded from mandatory enrollment in Centennial Care). If the recipient fails to select a different MCO and his/her current MCO is also a Centennial Care 2.0 MCO, then he/she will remain enrolled with the same MCO. If the recipient fails to select a different MCO and his/her current MCO is not selected as a Centennial Care 2.0, then he/she will be auto-assigned in accordance with Section 4.2.4 of this Agreement.
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Current Medicaid Recipients. Recipients who are eligible and currently enrolled will have an opportunity to select a Turquoise Care MCO beginning in April 2024 (unless excluded from mandatory enrollment in Turquoise Care). If the recipient does not select a Turquoise Care MCO, the recipient will be auto-assigned in accordance with Section 4.2.5 of this Agreement.
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Current Medicaid Recipients. The effective date of enrollment for Recipients who are enrolled in accordance with Section 4.2.2 of this Agreement shall be Go-Live.
Sample 1Sample 2Sample 3
Current Medicaid Recipients. Recipients who are eligible for Medicaid in the State of New Mexico and enrolled as of October 1, 2018, must select a Centennial Care MCO by November 30, 2018, unless excluded from mandatory enrollment in Centennial Care. Recipients required to enroll in Centennial Care who do not select a MCO by December 1, 2018 will be auto assigned to a MCO in accordance with Section 4.2.4 of this Agreement. Recipients required to enroll in Centennial Care 2.0 who become eligible after October 1, 2018 but before January 1, 2019 must select a Centennial Care 2.0 MCO at the time of applying for Medicaid eligibility.
Sample 1
Current Medicaid Recipients. (Revised in RFP A2:) Recipients who are eligible and currently enrolled will have an opportunity to select a Centennial Care 2.0 MCO beginning in October 2018 (unless excluded from mandatory enrollment in Centennial Care). If the recipient fails to select a different MCO and his/her current MCO is also a Centennial Care 2.0 MCO then he/she will remain enrolled with the same MCO. If the recipient fails to select a different MCO and his/her current MCO is not selected as a Centennial Care 2.0 MCO then he/she will be auto-assigned in accordance with Section 4.2.4 of this Agreement. Recipients who are eligible for Medicaid in the State of New Mexico and enrolled as of October 1, 2018, must select a Centennial Care MCO by November 30, 2018, unless excluded from mandatory enrollment in Centennial Care. Recipients required to enroll in Centennial Care who do not select a MCO by December 1, 2018 will be auto assigned to a MCO in accordance with Section 4.2.4 of this Agreement. Recipients required to enroll in Centennial Care 2.0 who become eligible after October 1, 2018 but before January 1, 2019 must select a Centennial Care 2.0 MCO at the time of applying for Medicaid eligibility.
Sample 1

Related to Current Medicaid Recipients

  • Medicaid Program Parties (applicable to any Party providing services and supports paid for under Vermont’s Medicaid program and Vermont’s Global Commitment to Health Waiver):

  • Medicaid Enrollment Treatment Grantees shall enroll as a provider with Texas Medicaid and Healthcare Partnership (TMHP) and all Medicaid Managed Care organizations in Grantee’s service region within the first quarter of this procurement term and maintain through the procurement term.

  • Restricted Employment for Certain State Personnel Contractor acknowledges that, pursuant to Section 572.069 of the Texas Government Code, a former state officer or employee of a state agency who during the period of state service or employment participated on behalf of a state agency in a procurement or contract negotiation involving Contractor may not accept employment from Contractor before the second anniversary of the date the Contract is signed or the procurement is terminated or withdrawn.

  • CERTIFICATION PROHIBITING DISCRIMINATION AGAINST FIREARM AND AMMUNITION INDUSTRIES (Texas law as of September 1, 2021) By submitting a proposal to this Solicitation, you certify that you agree, when it is applicable, to the following required by Texas law as of September 1, 2021: If (a) company is not a sole proprietorship; (b) company has at least ten (10) full-time employees; (c) this contract has a value of at least $100,000 that is paid wholly or partly from public funds; (d) the contract is not excepted under Tex. Gov’t Code § 2274.003 of SB 19 (87th leg.); and (e) governmental entity has determined that company is not a sole-source provider or governmental entity has not received any bids from a company that is able to provide this written verification, the following certification shall apply; otherwise, this certification is not required. Pursuant to Tex. Gov’t Code Ch. 2274 of SB 19 (87th session), the company hereby certifies and verifies that the company, or association, corporation, partnership, joint venture, limited partnership, limited liability partnership, or limited liability company, including a wholly owned subsidiary, majority-owned subsidiary parent company, or affiliate of these entities or associations, that exists to make a profit, does not have a practice, policy, guidance, or directive that discriminates against a firearm entity or firearm trade association and will not discriminate during the term of this contract against a firearm entity or firearm trade association. For purposes of this contract, “discriminate against a firearm entity or firearm trade association” shall mean, with respect to the entity or association, to: “ (1) refuse to engage in the trade of any goods or services with the entity or association based solely on its status as a firearm entity or firearm trade association; (2) refrain from continuing an existing business relationship with the entity or association based solely on its status as a firearm entity or firearm trade association; or (3) terminate an existing business relationship with the entity or association based solely on its status as a firearm entity or firearm trade association. See Tex. Gov’t Code § 2274.001(3) of SB 19. “Discrimination against a firearm entity or firearm trade association” does not include: “ (1) the established policies of a merchant, retail seller, or platform that restrict or prohibit the listing or selling of ammunition, firearms, or firearm accessories; and (2) a company’s refusal to engage in the trade of any goods or services, decision to refrain from continuing an existing business relationship, or decision to terminate an existing business relationship to comply with federal, state, or local law, policy, or regulations or a directive by a regulatory agency, or for any traditional business reason that is specific to the customer or potential customer and not based solely on an entity’s or association’s status as a firearm entity or firearm trade association.” See Tex. Gov’t Code § 2274.001(3) of SB 19.

  • EMPLOYER AND UNION TO ACQUAINT NEW EMPLOYEES ‌ (a) At the time of hire new employees will be advised that a collective agreement is in effect and of the conditions of employment set out in the articles dealing with Union Security and Dues Check-off. (b) A new employee shall also be provided with: (1) the name, location and work telephone number of the xxxxxxx; and (2) an authorization form for union dues check-off. (c) Upon request, the xxxxxxx shall be advised of the name, location and work telephone number of the new employee. (d) The xxxxxxx will be given an opportunity to interview each new employee within regular working hours, without loss of pay, for 15 minutes sometime during the first 30 days of employment. (e) The Union will provide the Employer with an up-to-date list of stewards' names, work locations and work telephone numbers in order that the Employer may meet its obligation in (b)(1) above. (f) The Union will be provided with a copy of the completed and signed authorization form for dues check-off for all new employees.

  • Authorized Employees Contractor acknowledges that Section285.530, RSMo, prohibits any business entity or employer from knowingly employing, hiring for employment, or continuing to employ an unauthorized alien to perform work within the State of Missouri. Contractor therefore covenants that is not knowingly in violation of subsection 1 or Section 285.530, RSMo, and that it will not knowingly employ, hire for employment, or continue to employ any unauthorized aliens to perform work on the Project, and that its employees are lawfully to work in the United States.

  • File Management and Record Retention relating to CRF Eligible Persons or Households Grantee must maintain a separate file for every applicant, Eligible Person, or Household, regardless of whether the request was approved or denied. a. Contents of File: Each file must contain sufficient and legible documentation. Documents must be secured within the file and must be organized systematically.

  • Compliance with Contractor Employee Jury Service Ordinance Contractor shall comply with the County Ordinance with respect to provision of jury duty pay to employees and have and adhere to a written policy that provides that its employees shall receive from the Contractor, on an annual basis, no less than five days of regular pay for actual jury service in San Mateo County. The policy may provide that employees deposit any fees received for such jury service with the Contractor or that the Contractor deduct from the employees’ regular pay the fees received for jury service.

  • Specified Personnel ST6.1 The Grantee agrees that the following personnel (Specified Personnel) be involved in the Activity as set out below: <specified personnel>

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

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