DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES Sample Clauses

DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES. The County shall contribute the full cost of the provider's charge for a Dental Plan for less than full-time employees and their dependents, provided, however, that the employee is on paid status at least 50 percent of the normal full-time pay period for the job classification. To participate, an employee has to be scheduled at least 50% of the normal full-time pay period for the job classification. Should an employee fail to have been on paid status at least 40 hours in any biweekly pay period they will be responsible for the biweekly premium payment for the benefit.
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DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES. For coverage through the remaining term of this MOU, the County shall contribute the semi-monthly premium for a dental plan for less than full-time employees and their eligible dependents, provided the employee is on paid status at least fifty percent (50%) of the normal full-time pay period for the job classification. To participate, an employee has to be scheduled at least fifty percent (50%) of the normal full-time workweek for the job classification. Should an employee fail to have been on paid status at least fifty percent (50%) of the normal full- time biweekly pay period for the classification, the employee will be responsible for paying the entire semi-monthly premium payment for the benefit.
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DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES. For coverage through the term of this MOU, the County shall contribute the semi-monthly premium for a Dental Plan for less than full-time employees and their dependents (including domestic partners upon submission of an affidavit as defined in Appendix B), provided, however, that the employee is on paid status at least fifty percent (50%) of the normal full-time work week for the job classification. The dental plan for less than full time employees shall provide the same benefit coverage as in effect for full-time employees as described in subsection 14.B.1. above. To participate, an employee working in a classification normally subject to a forty (40)-hour work week must be on paid status at least forty (40) hours in each and every biweekly pay period. Should an employee fail to have been on paid status at least fifty percent (50%) of the normal full-time biweekly pay period for the classification for reasons other than those stated in this subsection, 14.B.2., the employee will be responsible for the entire semi- monthly premium payment for that benefit.
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DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES a. For coverage through the term of this Memorandum of Understanding, the County shall contribute the full cost of the provider's charge for a Dental Plan for less than full-time employees (including domestic partners upon submission of an affidavit as defined in Appendix B) and their dependents, provided, however, that the employee is on paid status at least 50% of the normal full-time work week for the job classification. The dental plan for less than full time employees shall provide the same benefit coverage as in effect as described in subsection 14.B.1. above. To participate, an employee working in a classification normally subject to a 40-hour work week must be on paid status at least 40 hours in each and every biweekly pay period and an employee working in a classification normally subject to a 37.5 hour work week must be on paid status at least 37.5 hours in each and every biweekly pay period. Should an employee fail to have been on paid status at least 37.5/40 hours in any biweekly pay period for reasons other than those stated in subsection 14.B.2.a., they will be responsible for the bi-weekly premium payment for that benefit.
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DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES. The County shall contribute the full cost of the provider's charge for a Dental Plan for less than full- time employees and their dependents, provided, however, that the employee is on paid status at least 50 percent of the normal full-time workweek for the job classification. The dental plan shall provide the same benefit coverage as was in effect during the 1995-96 fiscal year for full-time employees as described in subsection 14.B.1. above. To participate, an employee working in a classification normally subject to 40 hour workweek must be on paid status at least 40 hours in each and every biweekly pay period and an employee working in a classification normally subject to a 37.5 hour workweek must be on paid status at least 37.5 hours in each and every biweekly pay period. Should an employee fail to have been on paid status at least 37.5/40 hours in any biweekly pay period for reasons other than those stated in Section 14B.5 they will be responsible for the bi- weekly premium payment for that benefit.
Sample 1
DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES. The dental plan for less than full-time employees shall provide the same benefit coverage as in effect for full-time employees as described above. To participate, an employee must have a calculated FTE of .50 or higher in the prior benefit look back period.
Sample 1
DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES. For coverage through the remaining term of this MOU, the County shall contribute the semi-monthly premium for a dental plan for services-as-needed and less than full-time employees and their eligible dependents, provided, however, that the employee is on paid status at least fifty percent (50%) of the normal full-time workweek for the job classification. The dental plan for less than full-time employees shall provide the same benefit coverage as in effect for full-time employees as described in B.1. above. To participate, an employee working in a classification normally subject to a 40-hour workweek must be on paid status at least 40 hours in each and every biweekly pay period and an employee working in a classification normally subject to a 37.5 hour workweek must be on paid status at least 37.5 hours in each and every biweekly pay period. Should an employee fail to have been on paid status at least fifty percent (50%) of the normal full time biweekly pay period for the classification, the employee will be responsible for paying the entire semi-monthly premium payment for that benefit.
Sample 1
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DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES. For coverage from September 17, 2000 through the remaining term of this Memorandum of Understanding, the County shall contribute the full cost of the provider's charge for a dental plan for less than full-time employees and their dependents, provided, however, that the employee is on paid status at least 50 percent of the normal full-time workweek for the job classification. The dental plan shall provide the same benefit coverage as was in effect during the 1995-96 fiscal year for full-time employees as described in subsection 14.B.1. above. To participate, an employee working in a classification normally subject to 40 hour workweek must be on paid status at least 40 hours in each and every biweekly pay period and an employee working in a classification normally subject to a 37.5 hour workweek must be on paid status at least 37.5 hours in each and every biweekly pay period. To establish eligibility to participate an employee must have been on paid status at least 37.5/40 hours in each of seven consecutive biweekly pay periods. After eligibility to participate is achieved, should an employee fail to have been on paid status at least 37.5/40 hours in any biweekly pay period for reasons other than those stated in Section 14.B.4.b., eligibility to participate must be re-established by subsequently being on paid status at least 37.5/40 hours in each of seven consecutive biweekly pay periods. 3. DENTAL PLAN PREMIUM PAYMENT ON FINAL PAYCHECK BEFORE AUTHORIZED LEAVE WITHOUT PAY OR EMPLOYEE SEPARATION. The County shall make a dental plan premium payment on a final paycheck before an authorized leave without pay or an employee separation, provided that an employee is on paid status at least one- half of the scheduled hours for the employee's classification in the employee's last biweekly pay period. Therefore, an employee working in a classification normally subject to an 80-hour biweekly pay period must have been on paid status at least 40 hours in the last biweekly pay period, and an employee working in a classification normally subject to a 75-hour biweekly pay period must have been scheduled to work at least 37.5 hours in the last biweekly pay period.
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Related to DENTAL PLAN COVERAGE FOR LESS THAN FULL-TIME EMPLOYEES

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.05(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.05(a), other than those specified in sections (A) and (B) of subparagraph 17.05(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.05 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph (a)(i).

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • Disabled Employees If an employee becomes disabled with the result that he is unable to carry out the regular functions of his position, the Hospital may establish a special classification and salary with the hope of providing an opportunity of continued employment.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Overtime for Part-Time Employees ‌ (a) A part-time employee working less than the normal hours per day of a full-time employee, and who is required to work longer than their regular workday, shall be paid at the rate of straight-time for the hours so worked, up to and including the normal hours in the workday of a full-time employee. (b) A part-time employee working less than the normal days per week of a full-time employee, and who is required to work other than their regularly scheduled workdays, shall be paid at the rate of straight-time for the days so worked up to and including the normal workdays in the workweek of a full-time employee. (c) Overtime rates shall apply to hours worked in excess of (a) and (b) above.

  • Rehired Employees Amounts forfeited upon termination of employment because of the failure to meet the applicable vesting requirements shall not be reinstated or re-credited if an individual is subsequently rehired or re-employed by the School Corporation. However, if the board shall have approved a leave of absence of not more than one (1) fiscal year for an employee, such period of leave shall not result in forfeiture provided the employee shall promptly return to employment following the expiration of the period of leave.

  • Retired Employees An employee who retires from University service, at age 55 with five (5) years of service, age 50 with fifteen (15) years of service or at any age with thirty (30) years of service, who is eligible to maintain participation in the UPlan, may indefinitely maintain medical and dental coverage with the University at his/her own expense. Medicare coverage is primary for retirees over 65, and for totally disabled employees who qualify for Medicare, and must coordinate with the UPlan Retiree Medical plan options. If retired or totally disabled employees elect not to continue coverage in the UPlan at the time they leave employment, they may not elect to do so at a later date. (see also Section 5E.)

  • Dental Plans The District will also make available choices of dental plans, including a Managed Dental Plan and a Preferred Provider (PPO) Plan to be paid by the employee with pre-tax dollars through payroll deduction.

  • Agreement with Respect to Continuation of Group Health Plan Coverage for Former Employees of the Failed Bank (a) The Assuming Institution agrees to assist the Receiver, as provided in this Section 4.12, in offering individuals who were employees or former employees of the Failed Bank, or any of its Subsidiaries, and who, immediately prior to Bank Closing, were receiving, or were eligible to receive, health insurance coverage or health insurance continuation coverage from the Failed Bank ("Eligible Individuals"), the opportunity to obtain health insurance coverage in the Corporation's FIA Continuation Coverage Plan which provides for health insurance continuation coverage to such Eligible Individuals who are qualified beneficiaries of the Failed Bank as defined in Section 607 of the Employee Retirement Income Security Act of 1974, as amended (respectively, "qualified beneficiaries" and "ERISA"). The Assuming Institution shall consult with the Receiver and not later than five (5) Business Days after Bank Closing shall provide written notice to the Receiver of the number (if available), identity (if available) and addresses (if available) of the Eligible Individuals who are qualified beneficiaries of the Failed Bank and for whom a "qualifying event" (as defined in Section 603 of ERISA) has occurred and with respect to whom the Failed Bank's obligations under Part 6 of Subtitle B of Title I of ERISA have not been satisfied in full, and such other information as the Receiver may reasonably require. The Receiver shall cooperate with the Assuming Institution in order to permit it to prepare such notice and shall provide to the Assuming Institution such data in its possession as may be reasonably required for purposes of preparing such notice. (b) The Assuming Institution shall take such further action to assist the Receiver in offering the Eligible Individuals who are qualified beneficiaries of the Failed Bank the opportunity to obtain health insurance coverage in the Corporation's FIA Continuation Coverage Plan as the Receiver may direct. All expenses incurred and paid by the Assuming Institution (i) in connection with the obligations of the Assuming Institution under this Section 4.12, and (ii) in providing health insurance continuation coverage to any Eligible Individuals who are hired by the Assuming Institution and such employees' qualified beneficiaries shall be borne by the Assuming Institution. (c) No later than five (5) Business Days after Bank Closing, the Assuming Institution shall provide the Receiver with a list of all Failed Bank employees the Assuming Institution will not hire. Unless otherwise agreed, the Assuming Institution pays all salaries and payroll costs for all Failed Bank Employees until the list is provided to the Receiver. The Assuming Institution shall be responsible for all costs and expenses (i.e. salary, benefits, etc.) associated with all other employees not on that list from and after the date of delivery of the list to the Receiver. The Assuming Institution shall offer to the Failed Bank employees it retains employment benefits comparable to those the Assuming Institution offers its current employees. (d) This Section 4.12 is for the sole and exclusive benefit of the parties to this Agreement, and for the benefit of no other Person (including any former employee of the Failed Bank or any Subsidiary thereof or qualified beneficiary of such former employee). Nothing in this Section 4.12 is intended by the parties, or shall be construed, to give any Person (including any former employee of the Failed Bank or any Subsidiary thereof or qualified beneficiary of such former employee) other than the Corporation, the Receiver and the Assuming Institution any legal or equitable right, remedy or claim under or with respect to the provisions of this Section.

  • Overtime-Eligible Employees Employees who are covered by the overtime provisions of state and federal law.

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