Employee R.R.S.P Sample Clauses

Employee R.R.S.P. Contribution: The Employer will deduct from each Employee five percent (5%) of gross earnings as Employee Savings Plan Deductions and remit the same to the Union.
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Employee R.R.S.P. The Employer will provide an employee RRSP Contribution Plan as follows:
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Employee R.R.S.P. 38.01 Effective January 1, 2008 and subject to continued employment as set out in paragraph 2, the Company will contribute to an individual registered retirement savings plan (“RRSP”) in respect of each employee who has completed at least 2 years of continuous service prior to January 1 of any calendar year (an “Eligible Employee”), as follows: The Company will contribute one percent (1%) of the Eligible Employee’s wages, bonus and commission income earned in the previous calendar year; and, the Company will contribute an additional one percent (1%) of the Eligible Employee’s wages, bonus and commission income earned in the previous calendar year, if the Eligible Employee has completed three (3) or more years of continuous service prior to January 1. The Company will make the RRSP contribution in twelve (12) equal monthly installments starting no later than the last day of January in each year. Notwithstanding anything to the contrary, all contribution instalments made with respect to any particular Eligible Employee will cease immediately on the date of termination or permanent layoff of that particular Eligible Employee and the Company will have no further obligation to the Eligible Employee whether monetary or otherwise. The RRSP will initially be provided through and administered by the Investors Group, but the provider and administrator of the RRSP may be changed at the Company’s sole discretion. Except for disputes over eligibility and contributions, no action respecting this section of the RRSP or any disputes relating to the RRSP, including any disputes with respect to the administration of the RRSP or any investment decisions made by any Eligible Employee or the RRSP will be the subject of any grievance or arbitration under this Agreement. All disputes will be resolved by the procedure specified in the RRSP or by applicable law and the Union and each Eligible Employee waives (and each Eligible Employee will execute such waiver in favour of the Company) any claim against the Company in respect of the RRSP, except claims relating to eligibility and the contributions required to be made by the Company pursuant to paragraphs 1 and 2.
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Related to Employee R.R.S.P

  • EMPLOYEE RIGHTS The County shall not hinder or discipline an employee for exercising any rights or benefits provided in the Memorandum of Understanding.

  • EMPLOYEE RELATIONS Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • Returning Employee Rights Employees returning from authorized leave without pay will be employed in the same position or in another position in the same job classification, as determined by the Employer, provided that such reemployment is not in conflict with other articles in this Agreement. The employee and the Employer may enter into a written agreement regarding return rights at the commencement of the leave.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Employee Resignation (a) Unless otherwise agreed by the Employer and an Employee, an Employee other than a probationary Employee may resign at any time by giving a minimum of four weeks' written notice to the Employer.

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.

  • Sick Leave Benefit Plan The Sick Leave Benefit Plan will provide sick leave days and short term disability days for reasons of personal illness, personal injury, including personal medical appointments and personal dental appointments.

  • Employee Eligibility For purposes of this section, “eligible employee” shall be defined by the Public Employees’ Medical and Hospital Care Act.

  • Employee Only 214. For medically single employees (Employee Only) who enroll in any health plan offered through the Health Services System, the City shall contribute ninety-three percent (93%) of the total health insurance premium, provided however, that the City’s contribution shall be capped at ninety-three percent (93%) of the Employee Only premium of the second-highest-cost plan.

  • Long-Term Disability (Employee Paid Plans)

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