Payment Guidelines. All SIP cash payments will be made following the employee’s retirement date from City service. If an employee is approved to take advantage of the SIP, he/she will receive two cash payments. The first SIP payment will be in the gross amount of ten thousand dollars ($10,000). This payment shall be made no later than eight weeks after an employee’s actual retirement date from City service. The second SIP payment will be in the gross amount of the remainder of the total amount of cash to which the SIP participant is entitled pursuant to the calculated total as discussed in item 1 (Separation Incentive Program Description) of this Letter of Agreement. For example, if an employee is entitled to an $80,000 SIP payment, the second SIP payment would be in the gross amount of $70,000 ($80,000 minus $10,000). This second SIP payment will be paid to the employee twelve months after the employee’s retirement date. 06/19/2020 Separation Incentive Plan LOA (SEIU) Payments shall be in compliance with all required tax withholdings calculated by the Controller’s Office. The CAO does not have any role in calculating or determining tax requirements of the lump-sum SIP payments. Employees who participate in the SIP are solely liable for all tax consequences. A tax consultant should be consulted if an employee has related questions.
Payment Guidelines.
A. Employees hired prior to June 30, 2007, who regularly work less than three (3) hours per day, are eligible for health benefits at no cost to the district.
B. All benefits in the contract will be based upon a seven (7) hour work day. Employees scheduled to work less than seven (7) hours will have their benefits prorated.
C. Employees hired after July 1, 2007, must work a minimum of thirty (30) hours per week to qualify for health benefits
D. For the monthly health care premiums employees working 35 hours and above are responsible for any portion of the premium payment which exceeds the 80/20 or hard cap guidelines.
X. Xxxxxxxxx hired after July 1, 2007, who work less than 35 hours per week but more than thirty (30) hours per week will have their premium prorated. Employees are responsible for any portion of the premium payment which exceeds the 80/20 or hard cap guidelines as well as the prorated amount.
F. In calculating the number of hours worked, only those hours that are earned by employees recognized by this agreement as listed in Article I shall count toward being eligible for health benefits. Hours accrued by recognized Steelworker members in Article I from other non- Steelworker positions may not be counted. Only those employees receiving benefits as of June 30, 2012, by combining hours in this manner will be allowed to continue this practice and will be grandfathered in.
Payment Guidelines. (a) Any payment to be made pursuant to this Agreement by Purchaser shall be made to Supplier’s Bank Account in the Currency, without any deduction of transmission fees, bank charges or early payment discounts or rebates (unless otherwise agreed by the Parties in writing).
(b) Payment under Section 5.03(a) shall be in immediately available funds by electronic transfer by the due date for payment. Receipt of the amount due shall be an effective discharge of the relevant payment obligation.
(c) If any sum due for payment in accordance with this Agreement is not paid by the due date for payment (and such payment is not the subject of a good faith dispute), the Party in default shall pay Default Interest on that sum from but excluding the due date to and including the date of actual payment calculated on a daily basis until such payment is settled.
Payment Guidelines. Xxx XXX cash payments will be made following the employee’s retirement date from City service. If an employee is approved to take advantage of the SIP, he/she will receive two cash payments. The first SIP payment will be in the gross amount of ten thousand dollars ($10,000). This payment shall be made no later than eight weeks after an employee’s actual retirement date from City service. The second SIP payment will be in the gross amount of the remainder of the total amount of cash to which the SIP participant is entitled pursuant to the calculated total as discussed in item 1 (Separation Incentive Program Description) of this Letter of Agreement. For example, if an employee is entitled to an $80,000 SIP payment, the second SIP payment would be in the gross amount of $70,000 ($80,000 minus $10,000). This second SIP payment will be paid to the employee twelve months after the employee’s retirement date. Payments shall be in compiiance with ail required tax withholdings calculated by the Controller’s Office, The CAO does not have any role in calculating or determining tax requirements of the lump-sum SIP payments. Employees who participate in the SIP are solely liable for all tax consequences. A tax consultant should be consulted if an employee has related questions.
Payment Guidelines i. PPO or Premier Providers are not paid any incentive as an inducement to deny, reduce, limit or delay any appropriate service.
ii. If you or your Provider files a claim for services more than 12 months after the date you received the services, payment may be denied. If the services were received from a Non-Delta Dental Provider, you are still responsible for the full cost. If the payment is denied because your PPO or Premier Provider failed to submit the claim on time, you may not be responsible for that payment. However, if you did not tell your PPO or Premier Provider that you were covered under this dental plan at the time you received the service, you may be responsible for the cost of that service.
iii. This dental coverage is arranged by XxXxx and administered by Delta Dental. If Delta Dental is unable to pay a dental claim for covered services, AvMed remains responsible for payment of such claim consistent with the terms and conditions of this Contract.
iv. If you have any questions about any dental charges, processing policies or how your claim is paid, please contact Delta Dental.
Payment Guidelines. (a) Payments from a non-Federal source, other than payments in kind, shall be by check or similar instrument made payable to Eximbank. Payments from a non-Federal source, including payments in kind, are subject to the maximum per diem or actual subsist- ence expense rates and transportation class of service limitations prescribed in 41 CFR chapter 301.
(b) If Eximbank determines in ad- xxxxx of the travel that a payment cov- ers some but not all of the per diem costs to be incurred by the employee, Eximbank shall authorize a reduced per diem rate, in accordance with 41 CFR part 301–7.12.
Payment Guidelines. All invoices are to paid via a Direct Debit agreement with the dance movement therapist, (add name/business name). Direct debit details and service items will be clearly outlined on invoices. The dance movement therapist, name/business name, will supply the participant or their representative with fortnightly invoices for services provided. Payment is due within one working week of invoice submission. I acknowledge and agree that whilst I have nominated a third person to pay, I will be liable to pay if that person does not. Failure to pay invoices on time will result in a suspension of the service.
Payment Guidelines. If an employee is eligible for base pay continuation due to his/her active duty (unrelated to training), the following guidelines apply:
Payment Guidelines. The Payment Guidelines issued by the Rehabilitator dated June 12, 2014 and the LVM Payment Guidelines issued by the Rehabilitator dated June 12, 2014.
Payment Guidelines. A. Regularly works less than three (3) hours per day: district pays zero cost.
B. All benefits in the contract will be based upon a seven (7) hour work day. Employees scheduled to work less than seven (7) hours will have their benefits prorated.
C. Employees hired after July 1, 2007 must work a minimum of thirty (30) hours per week to qualify for health benefits with a co-pay of 50% of premium pro-rated up to 35 hours. Employees working thirty five hours and above shall have their health benefits fully paid by the Board.
