Extended Benefits Program Sample Clauses

Extended Benefits Program. Under the University’s Extended Benefits Program, and pursuant to further terms identified below, the University will: (1) place Transitioned Employees on Leave Without Pay (LWOP) following their notice period; (2) pay both the employer and employee share of the Transitioned Employees’ health care benefit contributions; and, (3) either return the Transitioned Employees to their former positions without loss of seniority by June 30, 2021 or provide notice of layoff.
Sample 1
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Extended Benefits Program. Alternatively, OSU may place employees into the Extended Benefits Program. Such “Extended Benefits Employees” shall be on Leave Without Pay (LWOP) status. Extended Benefits Employees who are enrolled in the University‐provided health care coverage shall be provided continued core health care benefits coverage for the Extended Benefits period. OSU will pay both the employer and employee portion of the Extended Benefit Employee’s health care benefit premium contribution during this period. Optional insurance plans and flexible spending accounts will continue to be the responsibility of the Extended Benefits Employee, but the employee may cancel these benefits during the Extended Benefits period. Should the University be unable to return Extended Benefits Employees to work by December 31, 2020 due to a lack of work or for financial reasons, the Extended Benefits Employees shall be separated from employment and granted all layoff rights, pursuant to Article 44 of the parties’ CBA. Extended Benefits Employees who are eligible to retire by end of fiscal year 2021 shall be allowed to choose layoff under Article 44 of the parties’ CBA instead of participation in the Extended Benefits Program. Employees then displaced under the layoff procedure as a result of the employee’s choice shall be placed in the Extended Benefits Program.
Sample 1
Extended Benefits Program. Employees who choose to participate in the new program will have the following rights/benefits: • Extended leave without pay: Following their notice period, employees will be placed on a period of leave without pay until such time as revenue and work returns to their unit. For 12 month employees, such period of leave shall not extend beyond August 31, 2020. For 9 month employees such period of leave shall not extend beyond September 15, 2020. • Health insurance: Employees who are enrolled in the University benefit program shall be provided continued health care coverage for the period of leave without pay. During the leave without pay period, employees will be required to continue to pay their healthcare benefit contribution match and any optional benefits. For most employees this will be 5%. The University will pay its required contribution. • Return to work: When work returns to the units, employees will be returned to work by seniority order with the goal of returning as many employees to full pay status as possible before the end of the summer. • Layoff rights: Should the University be unable to return an employee to work by August 31, 2020 (for 12 month employees) or September 15th, 2020 (for 9 month employees) due to a lack of work or for financial reasons, the employee shall be separated from employment and granted all layoff rights, explained below. Layoff notice will be provided thirty days before the separation date. Please note that employees in Trial Service do not have layoff rights provided for in the SEIU collective bargaining agreement.
Sample 1
Extended Benefits Program. The terms of the PSU Extended Benefits Program is described in the Extended Benefits LOA dated April 29, 2020, and is hereby incorporated by reference into this Work Share LOA.
Sample 1

Related to Extended Benefits Program

  • Extended Benefits If you are disabled on the date your healthcare coverage ends, your benefits will be temporarily extended for any continuous loss, which commenced while your coverage was in force. The services provided under this benefit are subject to all terms, conditions, limitations and exclusions listed in this agreement, and the care you receive must relate to or arise out of the disability you had on the day your healthcare coverage ended. Extended benefits apply only to the subscriber who is disabled. If you want to receive coverage for continued care when your coverage ends, you must provide us with proof that you are disabled. We will make a determination whether your condition constitutes a disability and you will have the right to appeal our determination or to take legal action. The extension of benefits will end upon the earliest of the following events: • the continuous disability ends; or • twelve (12) months from the termination date; or • payment of the benefit limits under this plan.

  • Program Benefits Under the Probation Status, the Participating Contractor will be eligible for all contractor incentives, its customers will have access to financing offered through the Program, and income- eligible households will be eligible to receive Program incentives.

  • Retirement Plans In connection with the individual retirement accounts, simplified employee pension plans, rollover individual retirement plans, educational IRAs and XXXX individual retirement accounts (“XXX Plans”), 403(b) Plans and money purchase and profit sharing plans (collectively, the “Retirement Plans”) within the meaning of Section 408 of the Internal Revenue Code of 1986, as amended (the “Code”) sponsored by a Fund for which contributions of the Fund’s shareholders (the “Participants”) are invested solely in Shares of the Fund, JHSS shall provide the following administrative services:

  • Retiree Medical Benefits If Executive is or would become fifty-five (55) or older and Executive's age and service equal sixty-five (65) and Executive has at least five (5) years of service with the Company within two (2) years of Change in Control, Executive is eligible for retiree medical benefits (as such are determined immediately prior to Change in Control). Executive is eligible to commence receiving such retiree medical benefits based on the terms and conditions of the applicable plans in effect immediately prior to the Change in Control.

  • Retirement Program Any employee employed prior to October 1, 1977, working at least seventy (70) hours per month shall by law be a member of the Washington Public Employees Retirement system (PERS) Plan One. Any employee working at least seventy (70) hours per month, entering employment on or after October 1, 1977, shall by law be a member of the School Employees Retirement System, Plan Two or Three. The District shall provide each new employee information concerning PERS or SERS membership benefits.

  • Dependent Care Salary Reduction Plan The Employer agrees to maintain the current dependent care salary reduction plan that allows eligible employees, covered by this Agreement, the option to participate in a dependent care reimbursement program for work-related dependent care expenses on a pretax basis as permitted by federal tax law or regulation.

  • Retiree Health Benefits 1. There is currently in effect a retiree health benefit program for retired members of LACERS under LAAC Division 4, Chapter 11. All covered employees who are members of LACERS, regardless of retirement tier, shall contribute to LACERS four percent (4%) of their pre-tax compensation earnable toward vested retiree health benefits as provided by this program. The retiree health benefit available under this program is a vested benefit for all covered employees who make this contribution, including employees enrolled in LACERS Tier 3.

  • Deferred Compensation Program ‌ Unit members shall continue to be eligible to join the County’s Deferred Compensation Plan. Said employees will be bound by the same Plan, rules and participation agreements as are generally applicable to other County employees. DSA acknowledges that County retains the right to alter, amend, or repeal the current plan, rules, and participation agreements, at any time. The County shall not charge an administrative fee to participating employees.

  • COBRA/Rhode Island Extended Benefits (XXXX) If this plan is provided to you under COBRA or XXXX, and you are covered under another plan as an employee, retiree, or dependent of an employee or retiree, the plan covering you as an employee, retiree or dependent of an employee or retiree will be primary and the COBRA or XXXX plan will be the secondary plan.

  • Workplace Safety Insurance Benefits (WSIB) Top Up Benefits If the employee is in a class of employees that, on August 31, 2012, was entitled to use unused sick leave credits for the purpose of topping up benefits received under the Workplace Safety and Insurance Act, 1997;

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