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Life and AD&D Sample Clauses

Life and AD&D. All current employees will be immediately covered by the Life and AD&D plans in effect immediately prior to the effective date of this agreement. Effective January 1, 2006, Life will be increased to $50,000; $25,000 for employees hired on or after the effective date of this Agreement and until they have 5 years of service (reduces to $20,000 at age 65). Accidental Death will be double the life amount. New employees will become eligible upon attaining seniority. Employees must be on active status to be covered unless entitled to coverage under Provincial Law. Active status increased to an additional six calendar months following the date the employee became inactive due to a leave of absence or a layoff.
Life and AD&D. Commencing the first (lst) full pay period beginning on or after the effective date of this Agreement, the Employer will provide all eligible employees fully paid term life insurance ($15,000) and accidental death and dismemberment insurance ($10,000). Term life insurance and AD&D shall be furnished by the County effective from date of hire. An employee who dies while actively employed with the County shall have paid to his/her beneficiary the following payments: (1) All accumulated and unused sick leave (see Article XI, Section 5) (2) All accumulated and unused vacation and personal leave (3) All accumulated and unused compensatory time.
Life and AD&D. (a) Effective the first of the month following ratification, the Employer will make available to eligible employees who have successfully completed their probationary period and are in the active employ of the Employer and all employees who have successfully completed their probationary period and are not in the active employ of the Employer as of the date of ratification, group life and AD&D insurance coverage equal to seventy five thousand ($75,000) as if they were actively at work. Employees off work on Weekly Indemnity, Long Term Disability and WSIB shall be considered eligible active employees for the purpose of this clause (b) The Employer will make available to eligible employees dependent life insurance, the premium to be fully paid by the employee.
Life and AD&DThe Company shall provide Basic Life insurance to all employees at (1) times the employee’s base annual earnings, minimum $80,000, and maximum $150,000. The Company shall also provide Basic Accidental Death and Dismemberment (AD&D) insurance to all employees at (1) times the employee’s base annual earnings, minimum $80,000, and maximum $150,000. Employees shall have an opportunity to purchase an Individual Life Insurance supplement for themselves and eligible dependents in addition to the current base coverage, but any additional cost for the supplement will be borne by the employee.
Life and AD&D. All current employees will be immediately covered by the Life and AD&D plans in effect immediately prior to the effective date of this agreement. Effective June 1, 1999, Life will be increased to $41,000. (reduces to $15,000 at age 65) Effective June 1, 2000, Life will be increased to $42,000. (reduces to $15,000 at age 65) Effective June 1, 2001, Life will be increased to $43,000. (reduces to $15,000 at age 65) Accidental Death will be double the life amount. New employees will be eligible upon attaining seniority. Employees must be on active status to be covered unless entitled to coverage under Provincial Law.
Life and AD&D. For each regular, full-time employee on the active payroll of the Company who has completed his eligibility requirements as specified in the insurance contract, there will be provided at no cost the sum of $10,000.00 for life insurance and an additional $10,000.00 in the event of accidental death. In the event of dismemberment, the amounts paid will be in accordance with the schedule included in the policy up to a maximum of $10,000.00. Any employee who retires on or after January 1, 2009 and before July 1, 2009, will be given the opportunity to purchase up to a maximum policy limit of $3,000.00, provided they pay 100% of the premium.
Life and AD&D. ❑ Yes ❑ No (No minimum employee participation requirement) Short Term Disability: ❑ Yes (salary info required) ❑ 26-week duration ❑ 13-week duration ❑ No 100% employee participation: 60% of weekly salary. All plans Non-Contributory. ❑ STD Plan 1: $2500 wkly benefit; 0/7 Day Elimination Period ❑ STD Plan 2: $2000 wkly benefit; 7/7 Day Elimination Period ❑ STD Plan 3: $ 1750 wkly benefit; 7/7 Day Elimination Period ❑ STD Plan 4: $1250 wkly benefit; 14/14 Day Elimination Period Long Term Disability: ❑ Yes (salary information required) ❑ 180-day EP ❑ 90-day EP ❑ No 100% employee participation: 60% of weekly salary; 180-day EP, 90-day EP Option if Stand-alone. All plans Non-Contributory. ❑ LTD Plan 1: $10,000 max; Benefit to SSNRA ❑ LTD Plan 2: $8,000 max; Benefit to SSNRA ❑ LTD Plan 3: $6,000 max; Benefit to SSNRA ❑ LTD Plan 4: $5,000 max; 5-Year Benefit Duration 3 visits included in medical plan
Life and AD&D. Benefit Amount: 3x annual earnings Benefit Maximum: $400,000.00 Non-evidence Limit: 140.000.00 Qualifying Period for Waiver Of Premium: 6 months Reductions: Reduces by 50% at age 65 Termination Age: Earlier of age 71 or retirement Benefit Amount: Increments of 10,000 Benefit Maximum: $200,000.00 Qualifying Period for Waiver Of Premium: 6 months Termination Age: Earlier of age 65 or retirement Spouse: $5,000.00 Each child: $2,500.00 from birth Benefit Amount: Increments of $10,000 – Spouse (child not eligible) Benefit Maximum: $200,000.00 Termination Age: Earlier of age 65 or retirement Benefit Amount: 75% of weekly basis earnings Benefit Maximum: $1,384.00 Non-evidence Limit: $650.00 Waiting Period: Accident – 0 days Illness – 8 days Maximum Benefit Period: 26 weeks Termination Age: Earlier of age 65 of retirement Benefit Amount: 66.67% Definition of Disability: 24 months own job Benefit Maximum: $6,000.00 Non-evidence Limit: $2,900.00 Elimination Period: 180 days Pre-existing Condition Exclusion Coverage Terminates: Earlier of age 65 or retirement Deductible: Nil Provincial Fee Guide: Current Recall: 6 months Level 1: Basic Service Annual Max – unlimited Reimbursement Percentage – 90% Level 2: Major Restorative Service (includes dentures) Annual Max - $2,500.00 Reimbursement Percentage – 80% Level 3: Orthodontics Maximum - $2,000.00 per lifetime Reimbursement Percentage – 50%

Related to Life and AD&D

  • Birth Father and Adoptive Parent An employee who is the birth father, the adoptive father or the adoptive mother shall be entitled to up to thirty-seven (37) consecutive weeks of parental leave without pay. The employee shall take the leave within fifty-two (52) weeks of the child's birth or date the child comes within the care and custody of the employee.

  • Immediate family or household (1) The entitlement to use carer’s leave and compassionate leave in accordance with this clause is subject to the person being either: (a) a member of the employee’s immediate family; or (b) a member of the employee’s household.

  • Parental and Adoption Leave Allowance (a) An Employee entitled to parental or adoption leave under the provisions of this Agreement, who provides the Employer with proof that she/he has applied for and is eligible to receive employment insurance (E. I.) benefits pursuant to the Employment Insurance Act, 1996, shall be paid an allowance in accordance with the Supplementary Employment Benefit (S.E.B.) Plan. (b) In respect to the period of parental or adoption leave, payments made according to the S.E.

  • Director and Officer Insurance As of the Closing, the Company will have obtained director and officer insurance in an aggregate coverage amount of not less than $5,000,000, to be effective as of the Closing, under a form of insurance policy that is reasonably acceptable to the Underwriter.

  • Minor and Administrative Errors A Competent Authority shall notify the Competent Authority of the other Party when the first-mentioned Competent Authority has reason to believe that administrative errors or other minor errors may have led to incorrect or incomplete information reporting or resulted in other infringements of this Agreement. The Competent Authority of such other Party shall apply its domestic law (including applicable penalties) to obtain corrected and/or complete information or to resolve other infringements of this Agreement.

  • How to Add or Remove Coverage for Family Members If your plan offers family coverage, you must notify your employer if you want to add or remove family members according to the Special Enrollment provisions described above. When adding or removing a family member, inform your employer in advance of the requested effective date and your employer will notify us. All requests must be made through your employer. We cannot directly add or remove coverage for you or your family members.

  • Life and Disability Insurance The Company will provide term life and disability insurance payable to the Employee, in each case in an amount up to a maximum of one times the Employee’s base salary in effect from time to time, provided however, that such amount will be reduced by the amount of any life insurance or death or disability benefit coverage, as applicable, that is provided to the Employee under any other benefit plans or arrangements of the Company. Such policies will be in accordance with the Company’s standard policies from time to time with respect to such insurance and the rules established for individual participation in such plans and under applicable law.

  • Insurance and Fingerprint Requirements Information Insurance If applicable and your staff will be on TIPS member premises for delivery, training or installation etc. and/or with an automobile, you must carry automobile insurance as required by law. You may be asked to provide proof of insurance. Fingerprint It is possible that a vendor may be subject to Chapter 22 of the Texas Education Code. The Texas Education Code, Chapter 22, Section 22.0834. Statutory language may be found at: xxxx://xxx.xxxxxxxx.xxxxx.xxxxx.xx.xx/ If the vendor has staff that meet both of these criterion: (1) will have continuing duties related to the contracted services; and (2) has or will have direct contact with students Then you have ”covered” employees for purposes of completing the attached form. TIPS recommends all vendors consult their legal counsel for guidance in compliance with this law. If you have questions on how to comply, see below. If you have questions on compliance with this code section, contact the Texas Department of Public Safety Non-Criminal Justice Unit, Access and Dissemination Bureau, FAST-FACT at XXXX@xxxxx.xxxxx.xx.xx and you should send an email identifying you as a contractor to a Texas Independent School District or ESC Region 8 and TIPS. Texas DPS phone number is (000) 000-0000. See form in the next attribute to complete entitled: Texas Education Code Chapter 22 Contractor Certification for Contractor Employees

  • Individual Flexibility Arrangement 12.1 The Employer and an Employee covered by this Agreement, may agree to make an Individual Flexibility Arrangement to vary the following terms of this Agreement if: (a) the arrangement deals with one or more of the following matters: (i) arrangements about where and when work is performed; (ii) overtime rates; (iii) penalty rates; (iv) allowances; or (v) annual leave loading; (b) the arrangement must meet the genuine needs of the Employer and Employee in relation to one or more of the matters mentioned in subclause 14.1 (a); and (c) the arrangement is genuinely agreed to by the Employer and the Employee. 12.2 The Employer must ensure that the terms of the Individual Flexibility Arrangement: (a) are about permitted matters under section 172 of the Act; (b) are not unlawful terms under section 194 of the Act; (c) result in the Employee being better off overall than the Employee would be if no agreement was made. 12.3 The Employer must ensure that the Individual Flexibility Arrangement: (a) is in writing; (b) includes the name of the Employer and the Employee; (c) is signed by the Employer and the Employee, and if the Employee is under 18 years of age, signed by a parent or guardian of the Employee; (d) Includes details of: (i) the terms of the Agreement that will be varied by the arrangement; (ii) how the arrangement will vary the effect of the terms; (iii) how the Employee will be better off overall in relation to the terms and conditions of their employment as a result of the arrangement; and (e) states the day on which the arrangement commences; 12.4 The Employer must give the Employee a copy of the Individual Flexibility Arrangement within 14 days after it is agreed to. 12.5 The Employer or Employee may terminate the Individual Flexibility Arrangement; (a) by giving no more than 28 days written notice to the other party to the arrangement; or (b) if the Employer and the Employee agree in writing – at any time.

  • Individual Flexibility Arrangements 38.1 Where the Employer wants to enter into a individual flexibility arrangement (IFA) it must provide a written proposal to the Employee. Where the Employee’s understanding of written English is limited, the Employer must take measures, including translation into an appropriate language, to ensure the Employee understands the proposal. 38.2 The Employer and an Employee covered by this Agreement may agree to make an IFA to vary the effect of terms of the Agreement if: (a) it deals with one or more of the following matters: (i) Time between which ordinary hours are worked; (ii) Salary sacrifice Agreements; (iii) Reduction in ordinary hours; (iv) Increase in annual leave accrual each year; (v) Increase in rate of accrual of Rostered days off; (vi) Increase in wages; (vii) Increase in training leave (Union or otherwise); (b) The IFA meets the genuine needs of the Employer and the Employee covered by this Agreement in relation to one or more of the matters mentioned in paragraph (a) above; and (c) The IFA is genuinely agreed to by the Employer and the Employee. 38.3 The Employer must ensure that the terms of the IFA: (a) are about permitted matters under section 172 of the FW Act; and (b) are not unlawful terms under section 194 of the FW Act; and (c) result in the Employee being better off overall than the Employee would be if no IFA was made. 38.4 The Employer must also ensure that any such IFA is: (a) in writing (including details of the terms that will be varied, how the IFA will vary the effect of the Enterprise Agreement terms, how the Employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the IFA, and the day on which the IFA commences); (b) includes the name of the Employer and Employee; (c) signed by the Employer and the Employee, and if the Employee is under 18, by a parent or guardian of the Employee; and (d) provided to the Employee within 14 days after it is agreed to. 38.5 The Employer or Employee may terminate the IFA by either the Employer or Employee giving written notice of not more than 28 days, or at any time by both parties agreeing in writing. 38.6 Where any of the requirements of ss 202 and 203 of the FW Act are not met, the IFA is of no effect.