DESIGNATED COVERAGE GROUPS Sample Clauses

DESIGNATED COVERAGE GROUPS. A State may extend coverage to designated absolute coverage groups of the State or a political subdivision. It may provide coverage for the governmental function as a group and for each proprietary function as separate coverage groups. When coverage is extended to these designated groups, the State must specifically identify each group as a designated absolute coverage group and furnish the effective date of coverage and any optional exclusion for each group. Where a State has provided coverage to designated absolute coverage groups, the State may, by modifying its agreement, extend that coverage to any absolute coverage group in the State. If the State extends coverage to selected absolute coverage groups and subsequently decides to cover any of the remaining absolute coverage groups of the same entity, (e.g., newly created functions or preexisting non-covered functions), each remaining absolute coverage group must be included under the agreement as a separate coverage group. It is possible for a State that provided coverage for designated coverage groups of an entity to later extend coverage to all its absolute coverage groups. In this way, the State provides automatic coverage for the non-covered current employees as well as for the future employees of the entity. To do this, the State is required to make the coverage uniform for all of the groups involved, i.e., coverage for all the groups must be made consistent with the broadest coverage of any of the groups. This "conversion" from the coverage of designated coverage groups to the coverage of all the absolute coverage groups is accomplished by an appropriate modification to the State's agreement. A retirement system coverage group consists of positions under a retirement system. Coverage can be extended to a retirement system coverage group only after a referendum has been held among the members of the retirement system. The retirement system coverage group is not a permanent grouping. It exists only for referendum and coverage purposes and is not a separate group for reporting purposes. Once coverage has been obtained, the retirement system coverage group becomes for reporting purposes part of one of the absolute coverage groups described in 20 CFR, Chapter III, §404.1205(b). Also see 20 CFR, Chapter III, §404.1206(b) and SL 30001.302.
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Related to DESIGNATED COVERAGE GROUPS

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  • COBRA Coverage Subject to Section 3(d), the Company will provide COBRA Coverage until the earliest of (A) a period of twelve (12) months from the date of the Executive’s termination of employment, (B) the date upon which the Executive (and the Executive’s eligible dependents, as applicable) becomes covered under similar plans, or (C) the date upon which the Executive ceases to be eligible for coverage under COBRA.

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  • Excluded Employees Employees excluded from the bargaining unit who work for an Employer signatory to this Agreement may participate in any of the foregoing benefits under rules and regulations established by the Trustees. The trustees shall determine the contributions required for such benefits.

  • Dependents Eligible dependents for the purposes of this Article are as follows:

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  • Benefit Coverage The Company agrees to provide pension and welfare benefits as described in the Company Booklets, benefit plan documents or policies of insurance for the duration of the Agreement.

  • Contractor Employee Conduct The Contractor’s employees shall adhere to the standards of conduct prescribed in the Customer’s personnel policy and procedure guidelines, particularly rules of conduct, security procedures, and any other applicable rules, regulations, policies and procedures of the Customer. The Contractor shall ensure that the Contractor’s employees wear attire suitable for the position, either a standard uniform or business casual dress.

  • Junior Employees The minimum rate of wages for junior employees shall be the under-mentioned percentages of the rates prescribed for the appropriate adult classification for the work performed by junior employees: Under 17 years of age 55% 17 and under 18 years of age 65% 18 and under 19 years of age 75% 19 and under 20 years of age 85% To determine the correct rate of pay, the Employer may request proof of age from the employee.

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