ELIGIBLITY. Unit Members must retire from regular service in the District and must have completed not less than 20 years of service in the District and meet other eligibility requirements for retirement under Public Employees Retirement System regulations.
ELIGIBLITY. To be eligible for family care and medical leave, on the date on which leave is to begin, an employee must have been employed by the City for a total of at least 12 months, and have been employed for at least 1,250 hours of service during the previous 12 months.
ELIGIBLITY a. The College shall grant full tuition and fees waiver for a member of the bargaining unit, the spouse or dependent child (as defined by IRS Code) accepted for enrollment in a degree program at Essex County College.
b. The College shall provide waiver assistance only to the extent that expenses are not covered by financial aid, discounts, subsidies, grants, scholarships, or other tuition support.
c. The member, spouse or dependent child shall successfully complete the course to qualify for subsequent waivers. Successful completion shall be defined as receiving a minimum grade of "C" in the course.
ELIGIBLITY. All Corporate Officers and designated Loan Officers of Mission Community Bank are eligible to participate in the Plan. Target awards are based on production and grouping. A minimum of three months continuous service with Mission Community Bank is necessary in order to be eligible for an award under the Plan. A Personnel Committee of the Board of Directors (“Committee”) administers the Plan, which approves: (1) plan participants, (2) bonus award levels, (3) bank and business unit objectives and target performance levels. The Committee also approves final incentive payouts. The President and CEO of the Bank is delegated the responsibility for the day-to day administration of the Plan, the objectives and the awards for the executives and staff. Awards under the Plan are based on achievement of annual Bank objectives and Business Unit objectives. The weighting of Bank objectives and Business Unit objectives is dependent on the position the participating employee holds within the Bank. · President & CEO 100 % 0 % · Executive Vice Presidents 100 % 0 % · SVP’s, VP’s, and AVP’s (Support) 100 % 0 % · SVP’s, VP’s, and AVP’s (Production) 20 % 80 % · Designated Loan Officers 0 % 100 % Bank and Business Unit objectives are specified in advance of the Plan year and approved by the President & CEO and the Board.
ELIGIBLITY. The InterConsultation service will be available to all Members, in the United States and globally.
ELIGIBLITY. This loan is deemed to be a private transaction between the borrower and the lender. No representations are made with regard to the eventual price of the securities being pledged.
ELIGIBLITY. To participate in the Remote Work Program, an employee must submit a written request and obtain approval from their supervisor, area Vice-President, and Vice-President of Human Resources. A manager desiring to participate in the Remote Work Program must submit a written request to their immediate supervisor. A decision to deny a request for participation in the Remote Work Program will be reviewed with the employee; however, it is not subject to a grievance procedure or appeal process. Considerations for initial approval and continuation of the ability to remote work include the following:
ELIGIBLITY. To be eligible for family care and medical leave, on the date on which leave is to begin, an employee must have been employed by the City for a total of at least 12 months, and have been employed for at least 1,250 hours of service during the previous 12 months. FAMILY CARE & MEDICAL LEAVE ENTITLEMENT Subject to the provisions of this Agreement and state and federal law, including the FMLA and CFRA, an eligible employee is entitled to a total of 12 workweeks of unpaid leave during any 12 month period for any one, or more, of the following reasons: • The birth of a child and to care for the newborn child; • The placement with the employee of a child for adoption or xxxxxx care by the employee; • To care for the employee’s child, parent, spouse, or registered domestic partner (CFRA only) who has a serious health condition; • Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions, which is covered by pregnancy disability leave (CFRA); and • Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation (FMLA). FAMILY CARE & MEDICAL LEAVE TO CARE FOR A COVERED SERVICE MEMBER WITH A SERVICE INJURY OR ILLNESS Subject to the provisions of this Agreement and state and federal law, an eligible employee is eligible to take FMLA leave to care for a covered service member with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the service member. An eligible employee’s entitlement is limited to a total of 26 workweeks of leave during a “single 12-month period” to care for a service member with a serious injury or illness. The City shall determine the “single 12-month period” in which the 26-weeks-of-leave- entitlement described in this paragraph occurs using the 12-month period measured forward from the date of the employee’s first FMLA leave to care for the covered member begins. During the “single 12-month period” described above, an eligible employee’s FMLA leave entitlement is limited to a combined total of 26 workweeks of FMLA leave for any qualifying reason. PAY STATUS AND BENEFITS DURING FAMILY CARE & MEDICAL LEAVE Except as provided in this section...
ELIGIBLITY
