Farm Employment and Income Sample Clauses

Farm Employment and Income. In 2002, there were 1,035 farm workers on 1,319 farms within the region accounting for a payroll of $6,603,000 million (USDA 2004). Table 3.4 lists the hired farm and contract labor costs per county within the ROI and labor costs as a percentage of total production costs. In 2002, 1,282 farms within the ROI had sales less than $250,000 classifying them as small farms, while 37 large farms had sales greater than $250,000 (USDA 2004). Realized net farm losses were in excess of $3.08 million in 2002 (USDA 2004). Total government payments to farms within the ROI were $718,000 in 2002, an increase of $266,000 (58 percent) over the 1997 government payments to farms within the ROI (USDA 1999). Table 3.4 - Farm Labor as a Percentage of Total Production Expenses Area 2002 1997 Hired Farm Labor ($000) Contract Labor ($000) Total Production Expenses ($000) Labor as a Percent of Total Production Expenses Hired Farm Labor ($000) Contract Labor ($000) Total Production Expenses ($000) Labor as a Percent of Total Production Expenses Deer Lodge 474 88 4,813 11.68% 560 37 4,128 14.46% Granite 1,534 621 11,644 18.51% 1,045 92 8,235 13.81% Missoula 1,025 145 11,029 10.61% 1,055 112 11,160 10.46% Xxxxxx 3,327 262 20,685 17.35% 2,387 161 13,850 18.40% Butte – Silver Bow 243 15 3,229 7.99% 309 17 2,402 13.57% Total 6,603 1,131 51,400 15.05% 5,356 419 39,775 14.52% Source: USDA 2004
AutoNDA by SimpleDocs
Farm Employment and Income. In 2002, there were 4,007 farm workers on 4,907 farms within the region accounting for a payroll of $21,701,000 (USDA 2002). Table 3.6-1 lists the hired farm and contract labor costs per county within the region and labor costs as a percentage of total production costs. Realized net cash farm income of operations was in excess of $14,185,000 in 2002 (USDA 2002). Total government payments to farms within the region exceeded $37.6 million in 2002, an increase of over $19 million (49 percent) over the 1997 government payments to farms within the region (USDA 1997). Table 3.6-1 Farm Labor as a Percentage of Total Production Expenses 2002 1997 Labor as a Labor as a Hired Total Percent of Hired Total Percent of Farm Contract Production Total Farm Contract Production Total Labor Labor Expenses Production Labor Labor Expenses Production ($000) ($000) ($000) Expenses ($000) ($000) ($000) Expenses Acadia 4,024 323 39,048 11.13% 3,332 275 41,113 8.77% Xxxxx 967 27 10,380 9.58% 376 61 10,312 4.24% Calcasieu 1,729 347 19,993 10.38% 1,243 171 18,329 7.71% Xxxxxxx 510 (D) 7,297 NA 698 30 9,873 7.37% Xxxxxxxxxx 2,753 200 27,833 10.61% 2,835 293 29,272 10.69% Xxxxxxxxx Xxxxx 2,519 497 41,155 7.33% 1,800 349 35,022 6.14% St. Xxxxxx 9,199 348 59,552 16.03% 5,048 304 54,342 9.85% Total 21,701 1,742 205,258 11.42% 15,332 1,483 198,263 8.48% Source: USDA 2002

Related to Farm Employment and Income

  • INCOME FROM EMPLOYMENT 1. Subject to the provisions of Articles 15, 17 and 18, salaries, wages and other similar remuneration derived by a resident of a Contracting State in respect of an employment shall be taxable only in that State unless the employment is exercised in the other Contracting State. If the employment is so exercised, such remuneration as is derived therefrom may be taxed in that other State.

  • Deductions from Sick Leave A deduction shall be made from accumulated sick leave of all normal working days (exclusive of holidays) absent for sick leave.

  • Sick Leave Credit-Based Retirement Gratuities 1) A Teacher is not eligible to receive a sick leave credit gratuity after August 31, 2012, except a sick leave credit gratuity that the Teacher had accumulated and was eligible to receive as of that day.

  • Separation from Employment Employees who leave the District with a vacation balance shall have their vacation balance cashed out. If vacation is loaded on July 1st, the vacation balance shall be pro-rated prior to cash out.

  • Re-employment List An employee who is reduced in position, or who is laid off by reason of a reduction in force accomplished pursuant to this Section, shall automatically have his/her name placed on a re- employment list for the position which he/she formerly held. The ranking of names upon such re- employment list shall be in accordance with the employee’s length of service with the City in that position. Such re-employment lists shall have priority for a period of two (2) years over any other eligibility list for such affected position, providing, however, that employees not reinstated within six (6) months after being laid off must pass a pre-employment physical examination prior to reinstatement.

  • Fixed Term Employment 25.1 A fixed term Employee is an Employee who is employed for a specified period of time, which period is known at the commencement of the contract, or for a specified task such as a project or replacement of an absent employee.

  • Deduction from Sick Leave A deduction shall be made from accumulated sick leave of all normal working days absent for sick leave.

  • Other Group Benefits 7.4.1 Payments towards benefit plans by the Employer shall permit it to retain and not pass on to teachers, any rebates of premiums otherwise required under Canada Employment and Immigration Commission (previously Unemployment Insurance Commission) regulations.

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

  • Post-Retirement Employment Unit members who retire from the University during the term of this Agreement may propose a post-retirement appointment of up to three years duration. During this post-retirement appointment, the total of retirement benefits and post-retirement salary paid by the University shall not exceed the salary paid at the time of retirement. The annual compensation received from the University for the post-retirement appointment shall not exceed fifty (50) percent of the annual salary at the time of retirement. The duties for a post-retirement appointment shall be defined and agreed to in writing by the bargaining unit member and the Employer/University Administration prior to the bargaining unit member's retirement. Such appointments are at the discretion of the Employer/University Administration and are subject to existing law and all rules and regulations of the State Retirement Board. The decision of the Employer/University Administration not to approve a proposal for a post-retirement appointment shall not be grievable under the Grievance and Arbitration Procedure, Article 7.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!