Employee Pay and Pro-ration of Benefits Sample Clauses

Employee Pay and Pro-ration of Benefits. All bargaining unit members are entitled to participate in 49 the benefits provided herein on a pro-rated basis determined as outlined below. For the purpose of unit 50 definition, a full-time employee is defined as an employee regularly employed for 52 weeks per year and 51 working 35 or more hours per week. All other employees within the bargaining unit are classified as 52 part-time employees and they are paid at their normal rate and for the hours worked.
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Employee Pay and Pro-ration of Benefits. 30 All bargaining unit members are entitled to participate in the benefits provided herein on a pro-rated 31 basis determined as outlined below. For the purposes of a unit definition, a full-time employee is 32 defined as an employee regularly employed for 52 weeks per year and working 35 or more hours per
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Employee Pay and Pro-ration of Benefits. (Para-Professionals) 48 All eligible Para-Professionals are entitled to participate in the benefits provided herein on a pro-rated 49 basis determined as outlined below. For the purposes of a unit definition, a full-time employee is 50 defined as an employee regularly employed for 52 weeks per year and working 35 or more hours per 51 week. All other employees are classified as part-time employees and they are paid at their normal rate 52 and for the hours worked.
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Employee Pay and Pro-ration of Benefits. 45 All bargaining unit members are entitled to participate in the benefits provided herein on a pro-rated 46 basis determined as outlined below. For the purposes of a unit definition, a full-time employee is 47 defined as an employee regularly employed for 52 weeks per year and working 35 or more hours 48 per week. All other employees within the bargaining unit are classified as part-time employees and 49 they are paid at their normal rate and for the hours worked. 52 Week Personnel 35 or more hours per week All benefits 52 Week Personnel More than 28 but less than All benefits but proration of 75% of 35 hours per week hospitalization insurance, sick leave, vacations and holidays. 48 week personnel 35 or more hours per week All benefits but prorated at 92% 38 weeks but less 30 hours or more per week All benefits except vacation, but proration less than 52 weeks of 75% of hospitalization insurance and sick leave 38 Weeks but less 20 hours or more per week All benefits except vacations and than 52 weeks holidays, and proration of 50% of hospitalization insurance and sick leave All other personnel No Benefits 50 51 52 53 54 55 56 57 58 59 60 61 1 Pro-rationing, pursuant to paragraphs above, shall apply to unit members hired after July 1, 1977.
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Employee Pay and Pro-ration of Benefits. (Para-Professionals) 53 All eligible Para-Professionals are entitled to participate in the benefits provided herein on a pro-rated 54 basis determined as outlined below. For the purposes of a unit definition, a full-time employee is 55 defined as an employee regularly employed for 52 weeks per year and working 35 or more hours per 56 week. All other employees are classified as part-time employees and they are paid at their normal rate 57 and for the hours worked. 58 38 Weeks but less than 52 weeks 30 hours or more per week 59 All benefits and 92.5% for Blue Point Health 60 Insurance. 90% of Blue Point Health effective 61 10/1/06.
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Employee Pay and Pro-ration of Benefits. 20 All bargaining unit members are entitled to participate in the benefits provided herein on a pro-rated 21 basis determined as outlined below. For the purposes of a unit definition, a full-time employee is
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Related to Employee Pay and Pro-ration of Benefits

  • Retention of Benefits Union leave under the following four (4) sections will be unpaid. The Employer will maintain regular pay and xxxx the Union for the costs of the employee’s salary and benefits. If the Union member is part-time or casual, and the leave is greater than their normal work hours, the Employer will pay the employee for the full length of the leave requested by the Union. The Employer will xxxx the Union for these days as noted above. The Union will pay these invoices within twenty-eight (28) days. Union leave is not unpaid leave for the purposes of Article 22.02 [i.e. such leave will not affect the employee’s benefits, seniority or increment anniversary date].

  • Cessation of Benefits An employee shall cease to be eligible for benefits of this Plan at the earliest of the following dates: (a) at the end of the month in which the employee reaches his/her sixty-fifth (65th) birthday; (b) on the date of commencement of paid absence prior to retirement; (c) on the date of termination of employment with the Employer. Benefits will not be paid when an employee is serving a prison sentence. Cessation of active employment as a regular employee shall be considered termination of employment except when an employee is on authorized leave of absence with or without pay.

  • Termination of Benefits Except as provided in Section 2 above or as may be required by law, Executive’s participation in all employee benefit (pension and welfare) and compensation plans of the Company shall cease as of the Termination Date. Nothing contained herein shall limit or otherwise impair Executive’s right to receive pension or similar benefit payments that are vested as of the Termination Date under any applicable tax-qualified pension or other plans, pursuant to the terms of the applicable plan.

  • Duration of Benefits Eligibility for Income Protection benefits will cease upon the earliest of the following dates: 1.09.01 the date the member is no longer disabled from performing the duties of their regular position, or any alternative employment made available to the member by the City. 1.09.02 the date the member's Income Protection benefits have been expended. 1.09.03 the date the member dies.

  • Suspension of benefits 1. The complaining Party may, at any time thereafter, communicate in writing to the Party complained against its intention to suspend the application of benefits in 30 days upon reception of such communication,if: (a) the disputing Parties are unable to agree on a compensation within 30 days after the period for establishing such compensation has begun, or the Party complained against has failed to observe the terms of the agreed compensation within 30 days following such agreement; (b) the Panel under the Article 187 (Examination of the Implementation) finds that the Party complained against fails to bring the measure found to be inconsistent with this Agreement into compliance with the recommendations of the Panel within the period of time established; or (c) the Party complained against expresses in writing that it will not implement the recommendations. 2. The complaining Party may initiate the suspension of benefits within 30 days following the latest date between the date of the communication pursuant to paragraph 1 of this Article and the date when the Panel issued its report pursuant to Article 190 (Examination of Benefit Suspension Level). 3. The level of benefits to be suspended shall have an equivalent effect to the benefits not being received. 4. In considering what benefits to suspend pursuant to paragraph 1: (a) the complaining Party should first seek to suspend benefits in the same sector or sectors affected by the measure; and (b) if the complaining Party considers that it is not practicable or effective to suspend benefits in the same sector or sectors, it may suspend benefits in other sectors. The communication in which it announces such a decision shall indicate the reasons on which it is based.

  • Transition to Retirement 24.1 An Employee may advise their Employer in writing of their intention to retire within the next five years and participate in a retirement transition arrangement. 24.2 Transition to retirement arrangements may be proposed and, where agreed, implemented as: (a) a flexible working arrangement (see clause 16 (Flexible Working Arrangements)); (b) in writing between the parties; or (c) any combination of the above. 24.3 A transition to retirement arrangement may include but is not limited to: (a) a reduction in their EFT; (b) a job share arrangement; or (c) working in a position at a lower classification or rate of pay. 24.4 The Employer will consider, and not unreasonably refuse, a request by an Employee who wishes to transition to retirement: (a) to use accrued Long Service Leave (LSL) or Annual Leave for the purpose of reducing the number of days worked per week while retaining their previous employment status; or (b) to be appointed to a role which that has a lower hourly rate of pay or hours (post transition role), in which case: (i) the Employer will preserve the accrual of LSL at the time of reduction in salary or hours; and (ii) where LSL is taken or paid out in lieu on termination, the Employee will be paid LSL hours at the applicable classification and grade, and at the preserved hours, prior to the post transition role until the preserved LSL hours are exhausted.

  • Effective Date of Benefit Termination Medical, dental and life coverage termination will take effect on the first of the month following the loss of eligible employee or dependent status. Disability benefit coverage terminations will take effect on the day following loss of eligible employee status.

  • Forfeiture of Benefits This Agreement is subject to termination by Company at any time and without stated cause prior to the date the Executive attains age 65, or such earlier date as the Executive and Company may mutually agree (the “Vesting Date”). In the event Company shall terminate this Agreement prior to the Vesting Date, Executive shall forfeit all rights to receive any payment provided for herein. Likewise, in the event Executive’s employment is terminated prior to his Vesting Date, either voluntarily or involuntarily, for reasons other than his death, Executive shall forfeit all rights to receive any payment provided for herein. Executive acknowledges and agrees that, prior to the earlier of his death or Vesting Date, nothing contained herein shall be construed as conferring upon Executive any vested benefits or any vested rights to receive any payment provided for herein.

  • Payment of Benefits All or part of the contract benefits may be paid under one or more of the following: - a variable payment plan; - a fixed payment plan; or - in cash. The provisions and rate for variable and fixed payment plans are described in Section 11. Contract benefits may not be placed under a payment plan unless the plan would provide to each beneficiary a monthly income the initial amount of which is at least the minimum payment amount shown on page 4. A Withdrawal Charge will be deducted from contract benefits before their payment under certain conditions described in Section 7.3.

  • Distribution of Benefits Members of this unit with at least one year of the service to the District may apply for a number of days consistent with a one-for-one match of their individual sick leave accumulation as of the end of the previous contract year brought forward to the year of the onset of disability. The combined benefit of accumulated personal sick leave and disability bank leave may not exceed one hundred-eighty days and may carry over from one contract year to another. Employees with less than one full year of service in the District will not be require to contribute one of their individual accumulated sick leave days to the disability bank. The Board reviews the right to request re-application and documentation from anyone requesting more than forty (40) days from the pool. Any benefits will be minus other insurance coverage (i.e. worker’s compensation, social security, etc.).

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