Employer Mandate Sample Clauses

Employer Mandate. What is the total count of full-time employees including full-time equivalent employees? NOTE: If the answer to this Question is LESS THAN 50 and the client does NOT want to comply early, then nothing further is required to be answered in this section. How are you determining your standard hours for full-time? 30 hours per week or 130 hours per month? Are seasonal employees eligible for coverage if they meet the full-time employee status? Yes No What is the employee payroll period? Weekly Bi-weekly Semi-monthly Other: Select which methodology is used in determining the hours of service credited. Measurement Period begins with the first day of the pay period that includes the first day of the Measurement Period and ends with the last day of the last pay period that ends on or before the last day of that Measurement Period. OR Measurement Period begins with the first day of the pay period that follows the first day of the Measurement Period and ends with the last day of the last pay period that includes the last day of that Measurement Period. In determining eligibility for full-time and full-time equivalent employee status, are you using a measurement period (also referred to as a look-back period)? If yes, the next 2 questions must be answered Yes No For determining full-time employee status for ongoing employees, the length for all three periods must be defined. Standard Measurement Period: Standard Stability Period: Administrative Period: For determining full-time employee status for new variable hour, seasonal or part-time employees, the length of all three periods must be defined. Initial Measurement Period: Initial Stability Period: Administrative Period:
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Related to Employer Mandate

  • Employer Rules The Employer may establish reasonable work rules necessary to regulate employees’ conduct at work. Work rules shall be reviewed with new employees, conspicuously posted and made available to all employees. The Employer may require new employees to sign a form provided by that Employer to confirm their understanding of the work rules. The Employer will advise the Union of any proposed changes to the work rules thirty (30) days in advance. If the rule is a mandatory subject of bargaining, the Union reserves the right to demand to bargain.

  • Employer The term “Employer” means the Company and/or any subsidiary of the Company that employed the Executive immediately prior to the Effective Date.

  • The Employer This Agreement shall inure to the benefit of and be binding upon the Employer and its successors and assigns. The Bancorp and the Bank will each require any successor to it (whether direct or indirect, by stock or asset purchase, merger, consolidation or otherwise) or to all or substantially all of its business or assets to assume expressly and agree to perform this Agreement in the same manner and to the same extent it would be required to perform it if no such succession had taken place.

  • EMPLOYER AUTHORITY 5.1 The Employer retains the full and unrestricted right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure; to select, direct and determine the number of personnel; to establish work schedules; and to perform any inherent managerial function not specifically limited by this Agreement.

  • Prohibited Employment Consultant will not employ any regular employee of City while this Agreement is in effect.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Employer Union Relations 7.1 Representation at Meetings with the Employer No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. To implement this, the Union shall supply the Employer with the names of its officers and, similarly, the Employer shall supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

  • Amount of Employer Contribution The Employer Contribution amounts and rules in effect on June 30, 2017 will continue through December 31, 2017.

  • EMPLOYER RIGHTS 3.1 The Employer retains the right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure; to select, direct, and determine the number of personnel; and to perform any inherent managerial function not specifically limited by this Agreement.

  • Employee Termination A) 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.

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