Employee Opt Out Sample Clauses

The Employee Opt Out clause allows employees to voluntarily exclude themselves from participating in a specific program, benefit, or policy offered by their employer. In practice, this clause typically outlines the process by which an employee can notify the employer of their decision to opt out, such as submitting a written request or completing a designated form. Its core function is to provide employees with autonomy and flexibility, ensuring they are not compelled to participate in offerings that may not suit their needs or preferences.
Employee Opt Out. An employee covered under Article 8.04.01. may opt-out of the provisions of that article and, by indicating to the employer their preference, they agree to be scheduled in accordance with Article 8.04.02.
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Employee Opt Out. For the term of this Agreement, a Seasonal Maintenance Worker eligible for the Seasonal Worker Benefits Plan who provides proof of alternative medical coverage may choose to opt out of the City provided Seasonal Worker Benefits Plan.
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Employee Opt Out. The City shall contribute $225 per month to a HRA VEBA or HSA account for each full- time employee who opts out of all City-sponsored health benefit plans (medical, vision, and dental). Part-time career employees will receive a proration of the $225 based upon the insurance calculations for part-time employees as described in 6.3 of this contract. To be eligible for this opt out provision, all of the following conditions must be met: (a) The employee and dependents shall be enrolled in another employer’s group health plan (e.g. a spouse’s employer group plan) that provides minimum essential health coverage as required by the Affordable Care Act, and the employee shall provide documentation of such enrollment upon each annual opt- out election and upon City request; (b) The employee and dependents shall not use HRA VEBA funds to purchase a health plan in the Marketplace, a state exchange, or through the individual insurance market; (c) The employee cannot revoke the opt-out election until the next open enrollment period for the coverage in the following calendar year, unless the employee experiences and provides timely notice and documentation of a qualifying event, including loss of other employer group health insurance coverage, a qualifying status change, or the acquisition of a new dependent. (d) The employee shall sign a waiver each year agreeing to these conditions.
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Employee Opt Out. In the event an employee opts out of the County provided health coverage and provides proofofeligibility to do so, the County shall contribute $500 per month into the employee's paycheck. The opt out option can only be chosen or discontinued during the open enrollment period or other qualifying life event. 37
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Employee Opt Out. Employees may choose to opt-out and not participate in the Employee Recognition Program at any time. Opting out will result in the employee’s forfeiture of any unredeemed points, and unredeemed points will not revert to Client’s account.
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Employee Opt Out. In the event an employee opts out of the County provided health coverage and provides proof of eligibility to do so, the County shall contribute %500.00 per month into the employees HRA/HSA account. The opt out option can only be chosen or discontinued during the open enrollment period or other qualifying lie event.
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Employee Opt Out. Employees may elect to opt out of plan coverage by providing proof annually and upon request of alternative health coverage, such as other group insurance (e.g. insurance through a spouse’s or parent’s employer). By opting out, employees forgo individual and family coverage. Employees who elect to opt out of plan coverage will receive a monthly payment of five hundred dollars ($500.00) less applicable taxes and withholdings. Opt-out clause is retroactive to October 1, 2023 for employees of the Union that made this selection during open enrollment held in August of 2023.
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Employee Opt Out. The Township agrees to allow employees to opt-out of the health insurance plan in return for cash reimbursement with the amount established by the Township; with bargaining unit members reimbursed the same amount as reimbursed to all employees in the Township. This amount at the time of ratification of this contract is $3,700.00. The cash reimbursement will be paid out in an end of the year payment. Employees who wish to take advantage of this must make a request in writing along with proof of other insurance, by the first pay period in December of the year preceding the proposed election. However, employees who meet the statutory requirements will be permitted to opt-in or out during the calendar year, with any opt-out payment being prorated accordingly. Health insurance opt-out payment will be issued in a check separate from the employees normal payroll check in accordance with the employees IRS Form W-4.
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Employee Opt Out. OF MEDICAL COVERAGE Employees who eligible to receive a “cash in lieu of” of enrollment in the County’s medical plan shall receive a taxable payment of $150 monthly (pro-rated into biweekly installments of $69.23). To be eligible for the cash incentive, the employee must work a full-time schedule in an authorized full-time position and change from any level of medical plan coverage to no coverage, or if a new employee, choose no coverage. Whenever the employee changes to, or opts for, no coverage, the employee shall provide written proof of current alternate group coverage that is not an ACA or Covered California Plan and sign a waiver stating that he or she does have alternative coverage and that he or she understands that he or she will no longer receive coverage through a County-sponsored medical plan. If the employee later decides to re-enter a County sponsored medical plan, he or she must meet such requirements and conditions for approval as may be required by the health medical plan provider or enroll during the annual open enrollment period for CSAC-EIA provided medical plans. Procedures for exercising this option and for re-entering the County-sponsored medical plans shall be established by the County.
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Related to Employee Opt Out

  • Employee Options A regular employee who is subject to displacement shall have the right to select one of the following options. Upon written presentation of the options, the employee shall have 3 full working days to select an option. This time limit may be extended by the mutual agreement of the Parties: (a) accept training, if applicable; or (b) accept placement in a vacant position, either within or outside the bargaining unit, in accordance with the provisions of this Article; or (c) exercise the bumping rights referred to in this Article; or (d) accept layoff, retaining the right to recall and to severance pay in accordance with this Agreement; or (e) accept severance in accordance with Article 9.03 of this Agreement.

  • Sick Leave Separation Cash Out At the time of retirement from state service or at death, an eligible employee or the employee’s estate will receive cash for their compensable sick leave balance on a one (1) hour for four (4) hours basis. For the purposes of this Section, retirement will not include “vested out of service” employees who leave funds on deposit with the retirement system.

  • Employee Termination Regular employees other than those serving a probationary period, shall give twenty-eight (28) calendar days written notice of termination to a representative designated by the Employer with the authority to accept such written notice.

  • Re-employment Rights (1) Re-employment of Faculty Members on layoff status will be administered by the College in accordance with the then-applicable provisions of the Education Code. (2) Faculty Members on layoff who wish to be re-employed shall keep Human Resources apprised in writing of their current mailing addresses and telephone numbers, and of any changes in their qualifications. (3) When actual vacancies occur in any Faculty Service Area, the District shall notify, in seniority order, the laid-off Faculty Member(s) in such Faculty Service Area. This notice shall be sent by certified mail to the Faculty Member's current mailing address on file with Human Resources forty-five (45) days before the contemplated first day of re-employment of the Faculty Member or immediately upon the District learning of such vacancy if within forty-five (45) days of the course/assignment beginning date. The notified Faculty member shall notify the District in writing of his/her acceptance or rejection within ten (10) days of mailing by the District. Failure to do so shall mean the Faculty Member has waived his/her reappointment right to the vacancy stated in the notice from the District. Such Faculty Member shall retain the Faculty Member's seniority position on that Faculty Service Area list for the period of time provided by the Education Code. (4) As to any Faculty Member who is re-employed, the period of absence shall be treated as a leave of absence and shall not be considered as a break in the continuity of service, and such Faculty Member shall retain all rights to contract or regular status, as the case may be, in accordance with the applicable provision of the Education Code, including the requirement of four (4) years' active service for eligibility to move from a contract position to a regular position. (5) All partially or completely laid-off Faculty Members, upon any partial reinstatement, shall be paid the pro-rata salary equivalent to their step and column placement on the permanent salary schedule at the time of their layoff.

  • Provider Employee Obligation Provider shall require all of Provider’s employees and agents who have access to Student Data to comply with all applicable provisions of this DPA with respect to the Student Data shared under the Service Agreement. Provider agrees to require and maintain an appropriate confidentiality agreement from each employee or agent with access to Student Data pursuant to the Service Agreement.