Full Benefits Sample Clauses

Full Benefits. Employees who work an averaged 35 hour work week or more in a calendar year shall receive full benefits as listed in this agreement for full-time employment.
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Full Benefits. All teachers on sabbatical leaves shall be entitled to all insurance benefits provided by the board at the expense of the board.
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Full Benefits. The Employer may pay a higher rate at its option. However, the apprentice must meet his or her commitments to the JATC regardless of compensation. Landscape Laborer Wage Rate “A” $28.14 (Marin, Mendocino, San Francisco & Sonoma Counties) 1st Period (65%) 1 – 800 hours $18.29 2ndPeriod (70%) 801 – 1600 hours $19.70 3rd Period (75%) 1601 – 2400 hours $21.11 4th Period (80%) 2401 – 3200 hours $22.51 5th Period (85%) 3201 – 4000 hours $23.92 Area A - Per Master Agreement Apprenticeship Fringe Benefit Rates Wage Rate “B” $27.75 (All other counties) 1st Period (50%) 1 – 800 hours $13.88 2ndPeriod (55%) 801 – 1600 hours $15.26 3rd Period (60%) 1601 – 2400 hours $16.65 4th Period (70%) 2401 – 3200 hours $19.43 5th Period (80%) 3201 – 4000 hours $22.20 Area B – As Follows: 1 – 2400 hours 2401 – 4000 hours Health & Welfare $6.25 $6.25 Pension $0.00 $2.16 Vac/Hol/Dues Supp. $1.21 $1.70 Training $0.45 $0.45 Other $0.09 $0.09 Total $8.00 $10.65 Work Day:
Sample 1
Full Benefits. Teachers meeting the twelve years of full time employment will qualify for full benefits under this article.
Sample 1
Full Benefits. For cafeteria, custodial, maintenance, mechanic, supervisory aide, library aide/tech, delivery and grounds, and utility employees working twenty (20) or more hours per week in a single position and bus drivers with the equivalent of a double run, the Employer agrees to provide Employee, and family, the following MESSA PAK Plan A or Plan B, under the rules as listed in Article XXI. Each bargaining unit member must elect to be covered by either Plan A or Plan B, as specified below: PLAN A (For Employees Electing Health Insurance)‌ MESSA Choices II $10/$20 Rx Co-pay $100/$200 Deductible In-Network, $250/$500 Deductible Out-of- Network (Effective November 1, 2009) Immunization Rider (effective November 1, 2009) $10 office visit/$25 urgent care/$50 emergency room co-payments (effective July 1, 2010) Employee will pay first $500/1,000 of $10/20 co-payment stop loss each plan year (January – December) and the District will pay second $500/1,000 of co-payment stop loss each plan year (January – December). The District will not pay cost difference between brand name and generic if brand name is not medically necessary. 66 2/3%, 90 calendar day modified fill, $2,500 mo. max., Freeze on offsets Alcoholism/Drug Addiction and Mental/Nervous same as any other illnesses. MESSA/DELTA Dental 80/80/80: $1,000 annual max for Class I, II, III; $1,200 annual max effective July 1, 2010 75% $750 for Ortho lifetime max; $950 lifetime max effective July 1, 2010 COB PLAN B (For Such Employees Not Electing Plan A)‌ 80/80/80: $1,000 annual max for Class I, II, III; $1,200 annual max effective July 1, 2010 80% $1,300 Ortho lifetime max; $1,500 lifetime max effective July 1, 2010 COB
Sample 1

Related to Full Benefits

  • General Benefits During the Term of Employment, the Executive shall be entitled to participate in such employee pension and welfare benefit plans and programs of the Company as are made available to the Company's senior-level executives or to its employees generally, as such plans or programs may be in effect from time to time, including, without limitation, health, medical, dental, long-term disability, travel accident and life insurance plans.

  • Separation Benefits If this Agreement is terminated either by the Company without Cause in accordance with Section 6(c) (including the Company’s non-renewal of this Agreement) or by Employee resigning his employment for Good Reason in accordance with Section 6(d), the Company shall have no further obligation to Employee under this Agreement, except the Company shall provide the Accrued Obligations to Employee in accordance with Section 7(a) plus the following payments and benefits (collectively, the “Separation Benefits”) to Employee: (i) an amount equal to one times the sum of the Base Salary in effect immediately before the Termination Date plus the Annual Bonus received by Employee for the fiscal year preceding the Termination Date (or if Employee was employed for less than one full fiscal year prior to the Termination Date, the Annual Bonus for purposes of this Section 7 shall be the Annual Bonus payable during the current fiscal year at the target amount provided above) (together, the “Separation Pay”); and (ii) during the six-month period commencing on the Termination Date that Employee is eligible to elect and elects to continue coverage for himself and his eligible dependents under the Company’s group heath insurance plan pursuant to the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”), or similar state law, the Company shall reimburse Employee on a monthly basis for the difference between the amount Employee pays to effect and continue such coverage under COBRA and the employee contribution amount that active employees of the Company pay for the same or similar coverage; provided, however, that Employee shall notify the Company in writing within five days after he becomes eligible after the Termination Date for group health insurance coverage, if any, through subsequent employment or otherwise and the Company shall have no further reimbursement obligation after Employee becomes eligible for group health insurance coverage due to subsequent employment or otherwise. The Separation Pay shall be paid to Employee in a lump sum within 60 days of the Termination Date; provided, however, that no Separation Pay shall be paid to Employee unless the Company receives, on or within 55 days after the Termination Date, an executed and fully effective copy of the Release (as defined below). Any COBRA reimbursements due under this Section shall be made by the last day of the month following the month in which the applicable premiums were paid by Employee. For the avoidance of doubt, Employee shall not be entitled to the Separation Benefits if this Agreement is terminated (i) due to Employee’s death; (ii) by the Company due to Employee’s Inability to Perform; (iii) by the Company for Cause; (iv) by Employee without Good Reason; or (v) by non-renewal by Employee in accordance with Sections 4(b) and 6(f).

  • Dental Benefits The County offers dental and orthodontic benefits to full and part-time regular employees and their eligible dependent(s). Benefit provisions, co­ payments and deductibles are outlined in the Evidence of Coverage. The employee contribution is $13 per pay period ($28.26 per month). The County shall contribute to part-time eligible employees on a pro-rated basis, in accordance with Section 10.2.6.

  • Death Benefits Upon the Executive’s death during the Contract Period, the Executive’s estate shall not be entitled to any further benefits under this Agreement.

  • Standard Benefits During the Employment Period, Executive shall be entitled to participate in all employee benefit plans and programs, including paid vacations, generally available to other similarly situated Company executives, subject to the terms and conditions of the applicable plans.

  • Optional Benefits Optional Group Life Insurance

  • Vacation Benefits During the Term, the Executive shall be eligible for 20 vacation days annually, which shall be accrued and used in accordance with the applicable policies of the Company. During the Term, the Executive shall be eligible to participate in such medical, dental and life insurance, retirement and other plans as the Company may have or establish from time to time on terms and conditions applicable to other senior executives of the Company generally. The foregoing, however, shall not be construed to require the Company to establish any such plans or to prevent the modification or termination of such plans once established.

  • Plan Benefits Each year, prior to the annual enrollment period, EMPLOYEES will receive Enrollment information that will outline the benefits offered next calendar year. Information relative to specific health insurance benefits and limitations will be updated regularly and contained in the SPD. In the event there is a conflict between the provisions of the collective bargaining agreement and the SPD, the District's SPD shall control.

  • Medical Benefits The Company shall reimburse the Employee for the cost of the Employee's group health, vision and dental plan coverage in effect until the end of the Termination Period. The Employee may use this payment, as well as any other payment made under this Section 6, for such continuation coverage or for any other purpose. To the extent the Employee pays the cost of such coverage, and the cost of such coverage is not deductible as a medical expense by the Employee, the Company shall "gross-up" the amount of such reimbursement for all taxes payable by the Employee on the amount of such reimbursement and the amount of such gross-up.

  • Severance Pay and Benefits Upon Termination by the Company without Cause or by the Executive for

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