Integrated Plan. Maximum Benefit Period – For any one period of total disability, benefits will be payable until the end of the 26-week period following the elimination period, but not beyond the date you are retired. However, no Weekly Disability Benefits will be payable during the 15-week period when disability benefits would normally be paid under the Employment Insurance Act of Canada. Payment of Weekly Disability Benefits begins following completion of the elimination period of 1st day Accident or hospitalization, all other disabilities 14 days. If you become totally disabled, you must apply to (EI) for sickness benefits. Payment will be made under the Weekly Disability Benefit for the first two weeks of disability. If you meet EI eligibility requirements, you will receive up to a maximum of fifteen weeks of benefit payments for EI. Weekly Disability Benefits commence after the termination of EI disability benefits and are payable up to your 26th week of disability. If you do not qualify for any EI benefits, or your disability benefits are terminated through EI prior to receiving 15 weeks of payments, you must submit proof to the Plan Administrator indicating the date of your last payment or that you are not eligible for disability benefits through EI. The Weekly Disability Benefit terminates on your 70th birthday or the date you retire, if earlier.
Integrated Plan. Subject to the overall permitted disparity limits, Employer discretionary or formula contributions will be allocated on the basis of Compensation as follows:
Integrated Plan. If the Employer has elected in Item 24 of the Adoption Agreement that allocation of Employer Profit Sharing Contributions and Forfeitures shall be integrated with Social Security, then Employer Profit Sharing Contributions for the Plan Year plus any Forfeitures which may be allocated in accordance with section 6.04(d) will be allocated to the Employer Profit Sharing Contribution Account of each Participant entitled to share in them for that Plan Year as follows:
(1) In a year which is not a Top-Heavy Plan Year:
(A) First, Employer Profit Sharing Contributions and Forfeitures will be allocated simultaneously as follows so that the allocation percentage for each allocation will be equal:
(i) In the ratio that each Participant's Compensation bears to the Compensation of all Participants; and
(ii) In the ratio that each Participant's Excess Compensation bears to Excess Compensation of all Participants. The allocation percentage shall not exceed the Excess Compensation Percentage set out in Item 24 of the Adoption Agreement.
(B) Finally, any remaining Employer Profit Sharing Contributions will be allocated in the ratio that each Participant's Compensation bears to total Compensation of all Participants.
(2) In a Top-Heavy Plan Year:
(A) First, Employer Profit Sharing Contributions and Forfeitures will be allocated to all Participants who are not Key Employees in the ratio that each such Participant's Compensation bears to all such Participants' Compensation, but not in excess of the minimum allocation amount described in section 8.
Integrated Plan. Subject to the overall permitted disparity limits, Employer discretionary or formula contributions will be allocated on the basis of Compensation as follows (select one): [X] a. TAXABLE WAGE BASE INTEGRATION LEVEL OPTION: The integration level is the taxable wage base in effect on the first day of the Plan Year.
Integrated Plan. The CARE Council works with the recipient to develop a written integrated plan for HIV service delivery and improving the system of care within the EMA. The CARE Council should take a lead role in plan development while coordinating closely with the Recipient. The plan should include long-term and short- term goals and should address each stage of the HIV care continuum.
