Income Protection Policy Sample Clauses

Income Protection Policy. The District provides cumulative sick leave and an income protection policy as follows: Directors who have been employed for six (6) years in the District will have sixty-five (65) consecutive working days (90 calendar days) of illness, at which time the income benefit plan takes effect. The cost of this income protection insurance plan is provided by the District. Briefly, this protection provides two-thirds (2/3) of the Director’s base salary when the Director is unable to work due to disability with the exception of the exclusions listed in the master policy. Subject to the approval of the Director’s application, benefits begin ninety (90) consecutive calendar days or at the end of the Director’s accrued sick leave, whichever is greater, after the first day of the Director’s disability. The money benefit is integrated with other income benefits as outlined in the master policy. From and after the expiration of nine (9) months from the date on which the income protection plan begins to provide compensation to an individual or upon the expiration of the current contract year, whichever is later, all other fringe benefits provided by the District shall terminate.
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Income Protection Policy. 27.1 Employees when accessing income protection shall be considered to be on leave with no pay and no leave entitlements will accrue while absent. The period of time absent on income protection will not break service, but shall not count towards service. 27.2 Council will provide 24 hours accident and illness insurance for all employees as per the CPA Income Protection Policy. CLAUSE 28 SUPERANNUATION AND SALARY SACRIFICE Choice of fund will apply from 1 January 2012 with all new employees to be provided with a standard choice form to enable them to select a fund in accordance with relevant legislation. For any employee that does not provide a choice form within an appropriate period, as determined by the employer, all contributions will be paid to StatewideSuper's MySuper. The amount of the employer superannuation contribution will be: (a) For each employee who is making "Salarylink Contributions" to StatewideSuper: (i) 3% of the employee's salary; and (ii) any additional contributions which the employer is required to pay in respect of the employee pursuant to the Trust Deed of StatewideSuper as advised by the Trustee from time to time to finance the Salarylink benefit for the employee; and
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Income Protection Policy a) CS Energy has introduced an Income Protection Policy, which is managed by an external party (Windsor Income Protection Pty Ltd) in consultation with the Unions a party to this Agreement. This policy ensures consistent coverage for Employees, guaranteeing that benefits and services remain unchanged and will not diminish regardless of the service provider. b) This policy provides Employees with access to benefits and services that can help them recover and return to work.
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Income Protection Policy. An Income Protection Policy will be purchased for retrenched employees at the date of termination. Terms of the policy are as follows and are subject to accessibility in the insurance market.
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Income Protection Policy. The District provides cumulative sick leave and an income protection policy as follows: Principals who have been employed for six (6) years in the District will have sixty (60) days sick leave per disability. The District provides compensation up to the first sixty (60) consecutive working days (90 calendar days) of illness, at which time the income benefit plan takes effect. The cost of this plan is provided by the District. Briefly, this protection provides two-thirds (2/3) of a principal's basic salary when unable to work due to injury or illness, with the exception of the exclusions listed in the master policy. The benefits begin sixty-five (65) consecutive working days (90 calendar days) after the date of the illness or injury and may continue until age seventy (70). The maximum benefit is $3,000 per month and is integrated with Social Security. From and after the expiration of nine (9) months from the date on which the income protection plan begins to provide compensation to an individual or upon the expiration of the current contract year, whichever is later, all other benefits provided by the District shall terminate.
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Related to Income Protection Policy

  • Income Protection All workers will be covered by the extended Incolink Leisure Time Insurance and Income protection Scheme which provides defined weekly payments ($500 per week to workers with dependants, $400 per week to workers without dependants) for up to a maximum 104 weeks in the event of an extended work absence arising from any personal illness or injury (whether or not work related). The costs of this benefit will be shared between Incolink and the company on a 30/70 basis. Agreed premium costs will be: Incolink - $2.10 per week/worker Employer - $4.90 per week/worker It is a condition of the company’s agreement to provide this benefit that premium costs be maintained at not more than the February 1998 equivalent. In the event of premium costs escalating, the parties are agreed that the benefits table will be revised downwards so as to contain premium costs within the agreed limits. To maintain this cover the company agrees to pay the amounts every week for each employee. In the event the company does not maintain the above policy, the company will be liable in full to pay equivalent benefits to an employee who meets eligibility criteria as set out in the policy document.

  • Certain Policies Prior to the Effective Time, each of Hxxxxx United and its Subsidiaries shall, consistent with U.S. GAAP, the rules and regulations of the SEC and applicable banking laws and regulations, modify or change its loan, OREO, accrual, reserve, tax, litigation and real estate valuation policies and practices (including loan classifications and levels of reserves) so as to be applied on a basis that is consistent with that of TD Banknorth, provided, however, that no such modifications or changes need be made prior to the satisfaction of the conditions set forth in Sections 8.1(a) and 8.1(b); and provided further that in any event, no accrual or reserve made by Hxxxxx United or any of its Subsidiaries pursuant to this Section 7.15 shall constitute or be deemed to be a breach, violation of or failure to satisfy any representation, warranty, covenant, agreement, condition or other provision of this Agreement or otherwise be considered in determining whether any such breach, violation or failure to satisfy shall have occurred. The recording of any such adjustments shall not be deemed to imply any misstatement of previously furnished financial statements or information and shall not be construed as concurrence of Hxxxxx United or its management with any such adjustments.

  • Vacation Policy The Executive shall be entitled to a paid vacation of four weeks during each year of the Term.

  • NO LEMON POLICY This Agreement provides that following the expiration of the term of the Covered Product’s manufacturer’s warranty, and subject to Our Limit of Liability, after three (3) service repairs have been completed for the Covered Product for the same problem, as determined in Our sole discretion, in lieu of performing a fourth (4th) repair on the Covered Product, We may replace it with a product of like kind or similar features, or issue a check to You in an amount not to exceed the remaining limit of liability as determined in accordance with the section titled “LIMIT OF LIABILITY.” If We replace the Covered Product, all Our obligations for the Covered Product under this Agreement terminate.

  • – DISABILITY INCOME PROTECTION PLAN i) The Disability Income Protection Plan of the designated employer will be in accordance with the collective agreement. ii) There will be no break in coverage and/or waiting period prior to being able to receive the Disability Income Protection Plan so long as the waiting period has already been served.

  • Union Policy Grievance The Union may institute a grievance consisting of an allegation of a general misinterpretation or a violation by the Employer of this Agreement in writing at Step Number 2 of the grievance procedure, providing that it is presented within ten (10) working days after the circumstances giving rise to the grievance have originated or occurred. However, it is expressly understood that the provisions of this clause may not be used to institute a grievance directly affecting an employee or employees which such employee or employees could themselves initiate as an individual or group grievance and the regular grievance procedure shall not be thereby bypassed.

  • Distribution Policy Notwithstanding any other provision of this Agreement, distributions will be made only to Member(s) with positive Adjusted Capital Account Balances (calculated following all allocations for the period ending immediately prior to the distribution) and then to each such Member only to the extent of such Member’s positive Adjusted Capital Account Balance.

  • Competition Policy 1. The Parties recognize the importance of cooperation and technical assistance between their national competition authorities, including inter alia, the exchange of information and experiences, and the improvement of technical capacities in order to reinforce their competition policies. 2. In this sense, cooperation shall be conducted in accordance with their respective domestic laws and through their national competition authorities, who may sign a cooperation agreement.

  • Non-Discrimination Policy PBA Membership

  • Cancellation Policy In the event that you must cancel your reservation, please be aware that cancellations must occur at least 30 days prior to the arrival date. If cancellation occurs 30 days or more prior to arrival date all monies will be refunded with the exception of a $100.00 administrative fee.

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