Financial Compensation. 3-6.01 The resource is entitled, in accordance with section 34 of the Act respecting the representation of resources to the following financial compensation:
a) financial compensation to offset the difference between the rate of the premium or contribution applicable to the resource, as such, under the plans established by the Act respecting parental insurance (CQLR, c. A-29.011) and the Act respecting the Québec Pension Plan (CQLR, c. R-9), and the rates applicable to an employee or a salaried worker, whatever the case may be, under those plans;
b) financial compensation so that a resource may enjoy coverage under the Act respecting industrial accidents and occupational diseases (CQLR, c. A-3.001).
3-6.02 Tthe resource must take part in the Québec Pension Plan (QPP) and the Québec Parental Insurance Plan (QPIP), and, for example, the following financial compensation applies in 2015:
a) For the QPP The lesser of $53,600 (maximum pensionable earnings) and the resource’s annual remuneration, obtained in application of articles 3-3.00 and 3-4.00, minus $3,500 (basic exemption), and multiplied by (10.5% - 5.25%) (rate for a self-employed worker – rate of an employee), which is applicable in the case of a single person responsible. When there are two persons responsible, the calculation scale is applied by dividing up the resource’s annual remuneration, obtained by application of articles 3-3.00 and 3-4.00, equally between the persons responsible.
b) For the QPIP The lesser of $70,000 (maximum insurable earnings) and the resource’s annual remuneration, obtained in application of articles 3-3.00 and 3-4.00, multiplied by (0.993%-0.559%) (rate for a self-employed worker – rate for an employee), which is applicable in the case of a single person responsible. When there are two persons responsible, the calculation scale is applied by dividing up the resource’s annual remuneration, obtained by application of articles 3-3.00 and 3-4.00, equally between the persons responsible.
c) The financial compensation for the QPP and the QPIP is paid annually on 15 December of each year.
3-6.03 Optional Plan of the Commission de la santé et de la sécurité du travail (CSST)
3-6.04 On the request of a resource that provides the required documents, the institution issues a cheque made out to the CSST and to the resource to serve as financial compensation.
3-6.05 A resource that ends its personal coverage within the optional plan of the CSST during a fiscal year consents to the CSST...
Financial Compensation. 3-6.01 The resource is entitled, in accordance with section 34 of the Act respecting the representation of resources, to the following financial compensation:
a) financial compensation to offset the difference between the rate of the premium or contribution applicable to the resource, as a self-employed worker, under the plans established by the Act respecting parental insurance (CQLR, c. A-29.011) and the Act respecting the Québec Pension Plan (CQLR, c. R-9), and the rates applicable to an employee or a salaried worker, whichever the case may be, under those plans;
b) financial compensation so that a resource may enjoy coverage under the Act respecting industrial accidents and occupational diseases (CQLR, c. A-3.001).
3-6.02 The resource must take part in the Québec Pension Plan (QPP) and the Québec Parental Insurance Plan (QPIP), and, as an example, the following financial compensation applied in 2021:
a) For the QPP The lesser of $61,600 (maximum pensionable earnings) and the resource’s annual remuneration, obtained in application of articles 3-3.00 and 3-4.00, minus $3,500 (basic exemption), and multiplied by (11.80% - 5.90%) (rate for a self-employed worker – rate of an employee), which is applicable in the case of a single person responsible. When there are two persons responsible, the calculation scale is applied by dividing up the resource’s annual remuneration, obtained by application of articles 3-3.00 and 3-4.00, equally between the persons responsible.
b) For the QPIP The lesser of $83,500 (maximum insurable earnings) and the resource’s annual remuneration, obtained in application of articles 3-3.00 and 3-4.00, multiplied by (0.878%- 0.494%) (rate for a self-employed worker – rate for an employee), which is applicable in the case of a single person responsible. When there are two persons responsible, the calculation scale is applied by dividing up the resource’s annual remuneration, obtained by application of articles 3-3.00 and 3-4.00, equally between the persons responsible.
c) The financial compensation to which the resource is entitled under the QPP and QPIP is paid once per year on December 15. For the resource that wishes to take part in the optional plan of the CNESST, the financial compensation allowing him or her to enjoy the coverage granted by the Act respecting industrial accidents and occupational diseases (CQLR, c. A-3.001) is equivalent to the reimbursement of the billing issued by the CNESST to a resource that has taken out pers...
Financial Compensation. 21.1 All stipends exclude vacation pay. Vacation pay will be paid in accordance with the Employment Standards Act.
21.2 Course Instructor stipends for undergraduate and graduate courses:
Financial Compensation. NA61/SHINE shall transfer 80’000 CHF (the “Amount”) to the CERN account No XXXX. In case a dedicated production of partially functional XX Xxxxxx results to be necessary at the end of the SPhenix construction, an additional cost of 6600 CHF per each Stave shall be transferred. A staged payment over two years could be accepted upon NA61/SHINE request.
Financial Compensation. Prior to Equipment delivery, NA61/SHINE shall transfer to a CERN account the following amounts:
Financial Compensation. Each institution is entitled to the financial compensation to which a doctoral degree gives rise in the home country.
Financial Compensation. If an employee resigns pursuant to section 6.2, the Company shall pay economic compensation to employee in according to the relevant legal provisions.
Financial Compensation. ▪ In derogation from the law on this matter, the employer does not pay wages or salary for days on which the employee takes leave as described in clauses 3.6.1, 3.6.2 and 3.6.3. In compensation, the employee receives 24 hours’ equivalent pay per calendar year via his or her personal budget. If the employee works part time, the number of hours of leave is calculated in proportion to the employee’s contracted working hours. The compensation does not depend on the number of hours of leave the employee actually takes. ▪ Exception: if the employee is seriously ill or has had a serious accident and, as a result, it appears that the employee will need to take more than 24 hours’ leave in a year, the employer and the employee will, together, endeavour to find a suitable solution for this situation. If the employee concerned is being treated by a doctor or therapist, the following applies in any case. From the 25th hour that the employee needs to take leave for his or her treatment, the employer pays at least 50% of the fixed agreed wage or salary.
Financial Compensation. ▪ In the situations described in sections 3.6.1, 3.6.2, and 3.6.3, the employer does not pay wages or salary. This in derogation of the law. In compensation, the employee will, via their individual budget, receive the cash value of 24 hours per calendar year. If the employee works part-time, they are entitled to a number of leave days in proportion to their working hours. The number of hours of unpaid leave the employee actually takes is irrelevant. ▪ Exception: if the employee is chronically ill or has suffered a serious accident and it is likely that they will have to take more than 24 hours of unpaid leave in a year as a consequence thereof, the employer and the employee will jointly agree on a suitable solution. If the employee concerned is receiving treatment from a doctor or therapist, the following will at any rate apply. Starting from the 25th hour they is required to take leave for treatment, the employer will pay at least 50% of the agreed fixed wage or salary.
Financial Compensation. The faculty exchange would not impose any financial obligation upon the Host Institution. However, if visiting faculty members are invited to do some teaching as part of their stay, such actions will be open to discussion between both Institutions regarding financial compensation.
