Retention/Recognition Incentive Sample Clauses

Retention/Recognition Incentive. Unit employees hired prior to November 1, 2005 who are fifty-five (55) or more years old and retire from City of Gilroy service with a minimum of fifteen (15) years of service with the City of Gilroy and begin collecting a CalPERS service or disability pension within ninety (90) days after separation from City of Gilroy service shall be eligible to receive the following post- retirement benefit until reaching the age of sixty-five (65). The former employee (a CalPERS annuitant) shall receive $15 per month per year of City of Gilroy service not to exceed two hundred ($200) dollars per month. Unit employees hired after November 1, 2005 who are fifty-five (55) or more years old and retire from City of Gilroy service with a minimum of (20) years of service with the City of Gilroy and begin collecting a CalPERS service or disability pension within ninety (90) days after separation from City of Gilroy service shall be eligible to receive the following post-retirement benefit until reaching the age of sixty-five (65). The former employee (a CalPERS annuitant) shall receive $15 per month per year of City of Gilroy service not to exceed two hundred ($200) dollars per month. Effective June 30, 2007, unit employees who are fifty-five (55) or more years old and retire from City of Gilroy service with a minimum of twenty-five (25) years of service with the City of Gilroy and begin collecting a CalPERS service or disability pension within ninety (90) days after separation from City of Gilroy service shall be eligible to receive the following post-retirement benefit until reaching the age of sixty-five (65). The former employee (a CalPERS annuitant) shall receive $15 per month per year of City of Gilroy service not to exceed three hundred ($300) dollars per month. Should an employee qualify for a Retention/Recognition Incentive benefit, the benefit payment will begin after one full calendar month following retirement from city of Gilroy employment. For example, if an employee retires on July 10, 2013 and qualifies for a Retention/Recognition Incentive benefit, that benefit will begin in the month of September.
Sample 1
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Related to Retention/Recognition Incentive

  • Education Incentive A. The following monthly education incentive pay will be paid to each employee upon completing the listed degree and providing proof of completion to the Agency. Associate Degree Two percent (2%) Bachelor Degree Four percent (4%)

  • Performance Incentive 4.9.1 If the Seller delivers Coal to the Purchaser in excess of ninety percent (90%) of the ACQ in a particular Year, the Purchaser shall pay the Seller an incentive (“Performance Incentive”/ “PI”), to be determined as follows: PI = P x Additional Deliveries x Multiplier Where: PI = The Performance Incentive payable by the Purchaser to the Seller P = The Base Price of Highest Grade, as shown in Schedule II Additional Deliveries = Quantity [in tonnes] of Coal delivered by the Seller in the relevant Year in excess of 90% of the ACQ. Multiplier shall be 0.15 for Additional Deliveries between 90%-95% of ACQ and 0.30 for Additional Deliveries in excess of 95% of ACQ.

  • Productivity Incentive In addition to the Minimum Milk Price, you will be paid a Productivity Incentive based on the total number of milk solids in your milk that you supply to DFMC each Month during the Term that complies with the Quality Standards. The Productivity Incentive will be paid at the rates set out in Item 5 of the Details.

  • Physician Incentive Plans In the event Provider participates in a physician incentive plan (“PIP”) under the Agreement, Provider agrees that such PIPs must comply with 42 CFR 417.479, 42 CFR 438.3, 42 CFR 422.208, and 42 CFR 422.210, as may be amended from time to time. Neither United nor Provider may make a specific payment directly or indirectly under a PIP to a physician or physician group as an inducement to reduce or limit Medically Necessary services furnished to an individual Covered Person. PIPs must not contain provisions that provide incentives, monetary or otherwise, for the withholding of services that meet the definition of Medical Necessity.

  • Health Promotion Incentives The Joint Labor-Management Committee on Health Plans shall develop a program which provides incentives for employees who participate in a health promotion program. The health promotion program shall emphasize the adoption and maintenance of more healthy lifestyle behaviors and shall encourage wiser usage of the health care system.

  • Performance Incentives Provided that sufficient funds are available from athletics revenue or gifts for the unrestricted use of the Department of Athletics, Athletics Director shall be entitled to receive additional non-salary compensation from the University in the form of the following stated bonuses for increased responsibilities, provided that all varsity sports are in compliance with all Governing Athletics Rules and University Rules, and there are no pending or active NCAA or __________ Conference investigations or major violations of which Athletics Director knew or should have known. [Insert Incentives – See examples below

  • Sick Leave Incentive Program MSUAASF and Minnesota State may develop a sick leave incentive program through the establishment of a joint committee.

  • Education Incentive Pay An employee shall be entitled to receive educational incentive pay as follows:

  • Compensation for Loss of Employee Tools The Employer will replace all employee tools lost or stolen while stored in a room, building, premises, job, workshop, Employer vehicle or in a lock, up to a value as specified in Appendix A. Where evidence is produced by the employee that they have suffered a greater loss, the Employer shall pay the additional amount.

  • Provision for Generation Compensation Grid unavailability in a contract year as defined in the PPA: (only period from 8 am to 6 pm to be counted): Generation Loss = [(Average Generation per hour during the Contract Year) × (number of hours of grid unavailability during the Contract Year)] Where, Average Generation per hour during the Contract Year (kWh) = Total generation in the Contract Year (kWh) ÷ Total hours of generation in the Contract Year. The excess generation by the SPD equal to this generation loss shall be procured by the Buying Utility at the PSA tariff so as to offset this loss in the succeeding 3 (three) Contract Years.

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