family policy. If the Board receives a holiday pay from the plan provider, the unit member will receive the holiday pay. Unit members will be reimbursed their share in the subsequent pay period. Per ORC 9.833, the Board shall have an actuary review its reserves. If the actuarial review identifies that levels of reserves in the self-insurance fund exceeds the threshold deemed necessary by the actuarial report, any excess funds attributed to unit members of PEA who subscribe to the insurance shall be applied as a premium holiday. In the event of a premium holiday, a premium credit will be made by March 31st of the plan year. Such holiday shall be split between PEA and the Board commensurate with insurance splits (i.e. 20%/80%).
family policy. Twenty percent (20%) of the premium rate of whichever health insurance plan is selected by the employee.
family policy. 73. The partners hereby agree that a balanced social and economic development can be more easily achieved if the possibility for the successful combining of private or family and professional life is ensured in a society. We are aware that in addition to the measures for protecting the family and children, it is necessary, in order to provide equitable conditions and ensure social security, to encourage those activities which represent better organisation of services for families with children. We shall take that into account in preparing national plans as well as in encouraging companies to follow a family-friendly employment policy.
74. Tasks of the partners:
a) The Government shall: In order to address the needs of different generations, take numerous measures, including fiscal measures, to improve the possibilities for combining professional life with family obligations. It shall develop the policies, programmes and measures that will ensure and promote combining professional and family obligations of women and men. The activities should be oriented towards: − providing town planning solutions which will encompass the needs of young families and the elderly and establishing a network of services for all generations, − adjusting child care to the evolving needs of the family stemming from changes of working and business timetables, − offering services to facilitate the obligations of parenthood, − introducing more flexible forms of employment for young families with children up to three years of age, − encouraging companies to pay special attention to families with dependant family members in home care via the action "Family-Friendly Company".
b) The employers shall: encourage their members to have a more active attitude towards combining family and professional life in companies. They shall promote the appropriate standard of workers in view of the development of the company. With appropriate informing and warning of violations prevent discrimination by employers in hiring and employment practices (rejecting young women who haven't yet begun raising families etc.).
c) The trade unions shall: offer their members the necessary support for resolving problems related to combining family and professional obligations and propose possible solutions to employers for the resolution of those problems of workers in their companies.
family policy. A husband and wife are considered one IMR. A husband and wife may not enlist each other nor have different upline leaders. Any child living with them that meets the minimum age requirement may only become an IMR if not a dependent of anyone else in The Capella Group. An IMR may not sell a Capella Group membership to him/herself or to an entity that he or she owns or controls. No IMR may pay for a membership of an individual member that is not an employee of the IMR’s company or an immediate family member (IRS dependent, parent or grandparent over the age of 60 living with the IMR).
family policy. A husband and wife are considered one Independent Direct Seller. A husband and wife may not enlist each other.
family policy. The central organisations will seek a parental leave scheme that promotes equality. The central organisations will seek a family policy that balances family and working life considerations. Joint measures for the follow-up of individual elements in the Equal Pay 106 Commission's report and any measures initiated in collective wage bargaining. The parties will seek to gather knowledge of the parties' wishes and needs locally, and increase awareness and attitudes on women's relationship to working life. The central organisations will initiate a survey of and/or research on barriers in relation to job changes from the public to the private sectors and from the private to the public sectors. - Measures in relation to the training offices and advisory services. - Recruit more women to managerial positions – Female Future - Make HF projects such as “Jenter i bil og elektro [Girls in cars and electrical trades]” more visible and challenge several industries to gather experience and launch similar initiatives. - Motivate untraditional career choices.
family policy. The central organisations will seek a parental leave scheme that promotes equality. The central organisations will seek a family policy that balances family and working life considerations. Joint measures for the follow-up of individual elements in the Equal Pay Commission's report and any measures initiated in collective wage bargaining. The parties will seek to gather knowledge of the parties' wishes and needs locally, and increase awareness and attitudes on women's relationship to working life. The central organisations will initiate a survey of and/or research on barriers in relation to job changes from the public to the private sectors and from the private to the public sectors. 4 Measures in relation to the training offices and advisory services. 5 Recruit more women to managerial positions – Female Future 6 Make HF projects such as "Jenter i bil og elektro [Girls in cars and electrical trades]" more visible and challenge more industries to gather experience and launch similar initiatives.
family policy. Twenty per cent (20%) of the premium rate of whichever health insurance plan is selected by the employee. For the purposes of this section any employee moving into this Supervisory Unit from the Wyoming County Employees Unit shall be considered to have been hired by the County on the date first hired into the General Unit.
