Fringe Benefits Costs Sample Clauses

Fringe Benefits Costs. The Parties reaffirm their commitment to continue the past practice of exploring cost containment initiatives through the Fringe Benefits Review Committee process, subject to the Collective Agreement. Dated this 20th day of March, 2009. For the Association: For the University: APPENDIX A‌ GROUP INSURANCE BENEFITS The Group Insurance Policies described below, and the New Brunswick Public Service Superannuation Plan described in Clause 28.01, form the core of the UNB Fringe Benefits Program. All regular full-time employees become members of these policies upon completion of their probationary periods, and retain the protection of these policies for themselves and their families so long as they are employed by the University. Fringe Benefits Policy at the University of New Brunswick is developed and controlled by the Fringe Benefits Review Committee. This committee, upon which UNB Employees Association has representation, reports directly to the President and is composed of University administrators and representatives of each employee group at the University. The Vice-President (Finance & Corporate Services) is Chairman of this Committee. The day-to-day administration of fringe benefits policies is the responsibility of the HR Consultant (Benefits and Pensions) in the Department of Human Resources & Organizational Development, to whom all inquiries concerning fringe benefits should be directed.
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Fringe Benefits Costs. The Parties reaffirm their commitment to continue the past practice of exploring cost containment initiatives through the Fringe Benefits Review Committee process, subject to the Collective Agreement. MEMORANDUM OF AGREEMENT #7 between University of New Brunswick and Unifor Local 4504 Contracting Out The Employer agrees that for the duration of this Agreement no Employees shall be laid off or have their normal hours of work reduced because of the contracting out of the work of the bargaining unit. MEMORANDUM OF AGREEMENT #8 between University of New Brunswick and Unifor Local 4504 Workplace Discrimination and Harassment University of New Brunswick and Unifor share a vision of a safe, healthy, and rewarding work environment at the University of New Brunswick. Both parties are in agreement with the purpose and practices set out in UNB’s Discrimination, Sexual Harassment and Harassment Policy and we are committed to the effective implementation and administration of the Policy. We commit to working in concert with the Policy to produce a workplace that is free of harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome”, that denies individual dignity and respect on the basis of grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the New Brunswick Human Rights Act or other legislative enactment. All Employees are expected to treat others with courtesy and consideration to discourage harassment. The workplace is defined as any University of New Brunswick (Fredericton campus) facility and function including but not limited to areas such as offices, shop floor, restrooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: • Unwelcome remarks, jokes, innuendos, gestures or taunting about a person’s body, disability, attire or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; • Practical jokes, pushing, shoving, etc. which cause awkwardness or embarrassment; • Posting or circulation of offensive photos or visual materials; • Refusal to work or converse with an Employee because of their racial background or gend...
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Fringe Benefits Costs. The Parties reaffirm their commitment to continue the past practice of exploring cost containment initiatives through the Fringe Benefits Review Committee process, subject to the Collective Agreement. <.. image(Graphical user interface, application Description automatically generated with medium confidence) removed ..> Contracting Out‌ MEMORANDUM OF AGREEMENT #7 between University of New Brunswick and Unifor Local 4504 The Employer agrees that for the duration of this Agreement no Employees shall be laid off or have their normal hours of work reduced because of the contracting out of the work of the bargaining unit.
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Fringe Benefits Costs. The Parties acknowledge that group benefits are an important component of an employee's total compensation and that it is in the interests of both the University and its employees for benefits plans to be affordable and financially sustainable. The Parties reaffirm their commitment to the past practice of reviewing initiatives through the Fringe Benefits Review Committee process. Dated this 26th day of June, 2009. For the Union For the University MEMORANDUM OF AGREEMENT # 10‌ between University of New Brunswick and Canadian Union of Public Employees Local 3339 Subject: Article 25A The Parties agree that for the duration of the current collective agreement (July 1, 2008 - June 30, 2012), employees with five (5) or more years of seniority as of the date of ratification will be covered by Article 25A.01. Dated this 26th day of June, 2009. For the Union For the University APPENDIX A‌ GROUP INSURANCE BENEFITS The Group Insurance Policies described below, and the New Brunswick Public Service Superannuation Plan described in Clause 28.01, form the core of the UNB Fringe Benefits Program. All regular full-time employees become members of these policies upon completion of their probationary periods, and retain the protection of these policies for themselves and their families so long as they are employed by the University. Fringe Benefits Policy at the University of New Brunswick is developed and controlled by the Fringe Benefits Review Committee. This committee, upon which CUPE Local 3339 has representation, reports directly to the President and is composed of University administrators and representatives of each employee group at the University. The Vice-President (Finance and Administration) is Chairman of this Committee. The day-to-day administration of fringe benefits policies is the responsibility of the HR Consultant (Benefits and Pensions) in the Department of Human Resources & Organizational Development, to whom all inquiries concerning fringe benefits should be directed.
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Fringe Benefits Costs. The Parties reaffirm their commitment to continue the past practice of exploring cost containment initiatives through the Fringe Benefits Review Committee process, subject to the Collective Agreement. Dated this 29th day of August, 2012. MEMORANDUM OF AGREEMENT # 12 between University of New Brunswick and University of New Brunswick Employees Association Changes to Rates of Pay The Parties acknowledge that the duties and responsibilities as well as the technical/educational qualifications required for existing classifications in the bargaining unit can be changed by the Employer. In cases where there has been substantial change, the Parties will meet within 30 days to discuss where a revised rate of pay should be implemented to maintain appropriate pay relativities within the bargaining unit. The revised rate of pay will be effective the date that the parties agree to the changes. If the Parties disagree on whether there has been a substantial change or on a revised rate of pay then the matter will be referred to an appeal committee consisting of two (2) Employer appointees and two (2) Union appointees. A change to the rate of pay will require a majority of the four
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Fringe Benefits Costs. The Parties acknowledge that group benefits are an important component of an employee's total compensation and that it is in the interests of both the University and its employees for benefits plans to be affordable and financially sustainable. The Parties reaffirm their commitment to the past practice of reviewing initiatives through the Fringe Benefits Review Committee process. Dated this 21st day of November, 2012. For the Union For the University MEMORANDUM OF AGREEMENT # 10 between University of New Brunswick and Canadian Union of Public Employees Local 3339 Subject: Article 25A The Parties agree that for the duration of the current collective agreement (July 1, 2012 - June 30, 2016), employees with five
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Fringe Benefits Costs. List of all individuals supporting the contract and their fringe benefits costs (use fringe benefits rates or actual costs per individual). 3.
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Related to Fringe Benefits Costs

  • Fringe Benefits During the Employment Period, the Executive shall be entitled to fringe benefits, including, without limitation, tax and financial planning services, payment of club dues, and, if applicable, use of an automobile and payment of related expenses, in accordance with the most favorable plans, practices, programs and policies of the Company and its affiliated companies in effect for the Executive at any time during the 120-day period immediately preceding the Effective Date or, if more favorable to the Executive, as in effect generally at any time thereafter with respect to other peer executives of the Company and its affiliated companies.

  • Compensation and Fringe Benefits (a) The Company shall, during the Term of Employment, pay to the Executive as compensation for the performance of his duties and obligations a salary of $240,000 per annum. This compensation is subject to annual review and adjustment, as appropriate in the judgment of the Company. The compensation payable pursuant to this Section 5(a) shall be payable in equal semi-monthly installments on the last day of each such pay period.

  • Salary and Fringe Benefits The employee shall be paid a salary which is the pro- rata share of the salary which the employee would have earned had he or she not elected to exercise the option of reduced workload. The employee shall retain all other rights and benefits enjoyed by full-time members of the unit.

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

  • DEPENDENT CARE REIMBURSEMENT ACCOUNT During the term of this MOU, Management agrees to maintain a Dependent Care Reimbursement Account (DCRA), qualified under Section 129 of the Internal Revenue Code, for active employees who are members of LACERS, provided that sufficient enrollment is maintained to continue to make the account available. Enrollment in the DCRA is at the discretion of each employee. All contributions into the DCRA and related administrative fees shall be paid by employees who are enrolled in the plan. As a qualified Section 129 Plan, the DCRA shall be administered according to the rules and regulations specified for such plans by the Internal Revenue Service.

  • COMPENSATION COVERAGE (a) When an employee is injured at work and goes on Compensation, he or she shall, when the Compensation Board signifies that the employee may go to work, be returned to the payroll at his or her previous job and rate of pay for a period of one (1) week, to see if he or she is able to do the job he or she held at the time of the injury.

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