Employee Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA Sample Clauses

Employee Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA. Employees going on a military leave of absence to perform “service in the United States uniformed services” (as that term is defined under USERRA) may elect to continue coverage under this Benefit Plan for up to 24 months from the date that the employee leaves for service. Only a covered employee may elect continuation coverage under USERRA for himself/herself and for those eligible Dependents that were covered under the Plan immediately before him/her leaving for military service. Dependents do not have any independent right to elect USERRA continuation coverage. To claim USERRA continuation coverage, the employee must properly notify the employer that he/she is leaving to perform “service in the uniformed services” and apply for continuation coverage as required by the employer. An employee who elects USERRA continuation coverage may be required to pay a premium. If the leave of absence lasts thirty (30) days or less, the person may be required to pay the employee’s required contribution for coverage. However, if the military leave of absence lasts more than thirty (30) days, the person may be required to pay up to 102% of the full contribution under the Plan (including both, the employer’s and the employee’s contribution for coverage). USERRA continuation coverage may be terminated before the maximum 24 month period if: The employee fails to pay the required premiums timely, or The day after the date on which the employee is required under the law to apply for or return to a position of employment and fails to do so. Employers subject to the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) may choose to provide USERRA continuation coverage rights concurrently with COBRA continuation coverage, as allowed by law. Each employer acts independently in choosing how to apply this provision and is not reflective of any guidelines issued from BCBSLA. In all cases, the employer should be consulted on how this provision applies to their employer group sponsored plan. Please contact your employer to ask for more details on how USERRA and other continuation coverage rights apply to You.
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Employee Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA. Employees going on a military leave of absence to perform “service in the United States uniformed services” (as that term is defined under USERRA) may elect to continue coverage under this Benefit Plan for up to 24 months from the date that the employee leaves for service. Only a covered employee may elect continuation coverage under USERRA for himself/herself and for those eligible Dependents that were covered under the Plan immediately before him/her leaving for military service. Dependents do not have any independent right to elect USERRA continuation coverage. To claim USERRA continuation coverage, the employee must properly notify the employer that he/she is leaving to perform “service in the uniformed services” and apply for continuation coverage as required by the employer. An employee who elects USERRA continuation coverage may be required to pay a premium. If the leave of absence lasts thirty (30) days or less, the person may be required to pay the employee’s required contribution for coverage. However, if the military leave of absence lasts more than thirty (30) days, the person may be required to pay up to 102% of the full contribution under the Plan (including both, the employer’s and the employee’s contribution for coverage). USERRA continuation coverage may be terminated before the maximum 24 month period if:
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Employee Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA. Employees going on a military leave of absence to perform “service in the United States uniformed services” (as that term is defined under USERRA) may elect to continue coverage under this Benefit Plan for up to 24 months from the date that the Employee leaves for service. Only a covered Employee may elect continuation coverage under USERRA for himself/herself and for those eligible Dependents that were covered under the Plan immediately before him/her leaving for military service. Dependents do not have any independent right to elect USERRA continuation coverage. To claim USERRA continuation coverage, the Employee must properly notify the Employer that he/she is leaving to perform “service in the uniformed services” and apply for continuation coverage as required by the Employer. An Employee who elects USERRA continuation coverage may be required to pay a premium. If the leave of absence lasts thirty (30) days or less, the Employee may be required to pay the Employee’s required contribution for coverage. However, if the military leave of absence lasts more than thirty (30) days, the Employee may be required to pay up to 102% of the full contribution under the Plan (including both, the Employer’s and the Employee’s contribution for coverage). USERRA continuation coverage may be terminated before the maximum 24 month period if:
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Related to Employee Rights Under the Uniformed Services Employment and Reemployment Rights Act (USERRA

  • Cyclic Employment Leave Leave without pay will be granted to cyclic year employees during their off season.

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  • TTOC Employment Melding Exercise 145 LETTER OF UNDERSTANDING NO. 16(B) 146

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Employment of Disabled Workers The Union and the Employer acknowledge their obligations to accommodate certain individuals under the Human Rights Code of Ontario and agrees that this Collective Agreement will be interpreted in such a way as to permit those obligations to be discharged.

  • Non-Discrimination in Employment 9.3.1 CONTRACTOR shall comply with Executive Order 11246, entitled “Equal Employment Opportunity,” as amended by Executive Order 11375, and as supplemented in Department of Labor regulations (Title 41 CFR Part 60).

  • Reemployment Rights a. Laid-off employees are eligible for reemployment in the classification from which laid off for a thirty-nine (39) month period from the effective date of layoff and shall be reemployed in the reverse order of layoff, as vacancies become available.

  • EMPLOYMENT DISCRIMINATION BY CONTRACTOR PROHIBITED During the performance of this Contract, the Contractor agrees as follows:

  • Summer Employment 26.1 In selecting teaching staffs for summer programs, employment shall be offered to teachers who are certified and “Highly Qualified” in the subject area(s).

  • in Employment If the total value of this contract is in excess of $10,000, Pur- chaser agrees during its performance as follows:

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