Eligible Aggrieved Employees Sample Clauses

Eligible Aggrieved Employees. The aggrieved employees eligible to recover the PAGA Payment that consist of all individuals employed as non-exempt employees by Defendant within California from December 4, 2019 to September 15, 2021 (“PAGA Timeframe”).
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Eligible Aggrieved Employees. The aggrieved employees eligible to recover a pro-rata share of the PAGA payment shall consist of all non-exempt employees who worked for Defendant within the State of California at any time during the PAGA Period.
Sample 1Sample 2See All (7)
Eligible Aggrieved Employees. The aggrieved employees eligible to recover the PAGA Payment that consist of all current and former hourly-paid, non- exempt employees (whether hired directly or through staffing agency People
Sample 1
Eligible Aggrieved Employees. The aggrieved employees eligible to recover settlement funds from the PAGA Payment shall consist of all current and former hourly-paid or non-exempt employees of Vaco who were assigned to work at Nihon Kohden within the State of California during the PAGA Period.
Sample 1
Eligible Aggrieved Employees. The aggrieved employees eligible to recover settlement funds from the PAGA payment shall consist of all non-exempt hourly-paid employees who worked for Defendant within the State of California from December 11, 2019 through the date of preliminary approval of the settlement (“PAGA Timeframe”).
Sample 1
Eligible Aggrieved Employees. The aggrieved employees eligible to recover the PAGA payment shall consist of all current and former non-exempt employees who worked for American Campus Communities Services, Inc. within the State of California between May 28, 2019, through August 6, 2021, or Preliminary Approval Date, whichever date is earlier (“PAGA Timeframe”). Eligible Aggrieved Employees may not object to or request to be excluded from the PAGA portion of the settlement.
Sample 1
Eligible Aggrieved Employees. The aggrieved employees eligible to recover the Private Attorneys General Act (“PAGA”) Payment that consists of all employees who are or previously were employed by Defendant within the State of California and who were classified as non-exempt employees during the period of November 2, 2019 to November 23, 2022.
Sample 1
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Eligible Aggrieved Employees. May Not Opt Out of PAGA Settlement. Notwithstanding the foregoing, the Parties agree that there is no statutory or other right for any Eligible Aggrieved Employee to opt out or otherwise exclude himself or herself from the PAGA portion of the Settlement, which releases the claims enumerated in Section I(CC) above. An Eligible Aggrieved Employee who submits a timely and valid request for exclusion shall be deemed to have excluded himself or herself from the class portion of the Settlement only and will still be mailed a check for his or her portion of the PAGA Payment and shall release the PAGA Released Claims in their entirety.
Sample 1
Eligible Aggrieved Employees. The aggrieved employees eligible to recover the PAGA payment shall consist of all individuals employed as non-exempt hourly workers by Defendant Coolsys Commercial & Industrial Solutions, Inc., formerly known as Source Refrigeration & HVAC, Inc. within the State of California from April 6, 2019 through April 1, 2021 (“PAGA Period”).
Sample 1

Related to Eligible Aggrieved Employees

  • Newly Hired Employees All employees hired to an insurance eligible position must make their benefit elections by their initial effective date of coverage as defined in this Article, Section 5C. Insurance eligible employees will automatically be enrolled in basic life coverage. If employees eligible for a full Employer Contribution do not choose a health plan administrator and a primary care clinic by their initial effective date, and do not waive medical coverage, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If an employee does not choose a health plan administrator and primary care clinic by their initial effective date, but was previously covered as a dependent immediately prior to their initial effective date, they will be defaulted to the plan administrator and primary care clinic in which they were previously enrolled.

  • Affected Employees 6.8(a) Affiliate............................................................................... 5.1(a)(iii) Agreement...............................................................................

  • 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.

  • Active Employees Active Employees who have not terminated service during the Plan Year and who meet the following requirements (select all that apply; leave blank if no exclusions): a. [ ] The Employee must be at least age (e.g., 55) b. [ ] The value of the sick and/or vacation leave must be at least $ (e.g., $2,000) c. [ ] A contribution will only be made if the total hours is over (e.g., 10) hours d. [ ] A contribution will not be made for hours in excess of (e.g., 40) hours

  • 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.

  • Covered Employees Employees with rights under this Article include permanent status employees and exclude provisional employees, employees in their original probationary periods and other employees who do not have permanent status. Employees with limited status, including employees who voluntarily accept a promotion, transfer, or demotion from a permanent position to a limited service position are also excluded; however, an employee with limited status in a limited service position has rights under this article with three (3) or more years of prior service as a Permanent status classified employee or after three (3) consecutive years in one (1) or more limited service position(s), or any combination of three

  • 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.

  • Eligible Employees Regular and probationary, full time and less than full-time employees (on a pro rata basis) are eligible to participate in this program. Sec. 903 COURSES ELIGIBLE: The following criteria will be used in determining eligibility for reimbursement:

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • 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.)

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