Separation Incentives Clause Samples

Separation Incentives. If employment is terminated for any reason other than retirement or death, members of the bargaining unit shall receive one-half (1/2) the percentage of all accumulated sick leave as stipulated in the schedule in Article X, Section G, paragraphs 1a, 1b, 1c, 1d, 1e, and 1f. This language shall not apply to employees who choose to transfer their accumulated sick leave to another Florida school district.
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Separation Incentives. FP may in its discretion offer separation and/or retirement incentives to all or a group of unit employees to secure their voluntary agreement to resign or retire from employment in return for enhanced retirement or separation benefits that exceed what they would receive under this Agreement. As part of such program, FP may require employees who resign to sign a general release of claims in a form to be provided by FP. Before offering such an incentive program, FP will provide the Guild with ten (10) business days’ notice and will, upon request, bargain with the Guild on the terms of the incentive program during the ten (10) day notice period. If no agreement is reached at the end of this ten (10) day period (which may be extended by mutual agreement), FP may implement its last proposal and offer the incentive program to employees, and such actions shall not be subject to arbitration or further bargaining.
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Separation Incentives. If employment is terminated for any reason other than retirement or death, members of the bargaining unit shall receive one-half (1/2) the percentage of all accumulated sick leave as stipulated in the schedule in Article X, Section G, paragraphs 1a, 1b, 1c, 1d, 1e, and 1f. This language shall not apply to employees who choose to transfer their accumulated sick leave to another Florida school district. Plan. 1. The cash incentive paid to an insured employee who discovers an overcharge on a medical bill for that employee or his/her dependent and paid as an allowable charge by the School Board group medical benefits carrier/administrator shall be fifty percent (50%) of the amount of the over-charge that is recovered by the group medical benefits carrier/administrator as a result of direct negotiations between the employee and the provider and shall be limited to a maximum of 1,000 dollars for each overcharge. No refund shall be made to the insured employee until the group medical benefits carrier/administrator receives the actual refund from the provider of service. 2. For purposes of the cash incentive, only hospital expenses, clinical laboratory charges, physician fees, and other eligible medical expenses covered by the Group Medical Benefits Plan shall be considered in determining the amount payable to insured employees under this program. 3. The employee shall contact the Union to obtain a Request for Reimbursement form and procedures. After the overcharge has been recovered, the group medical benefits carrier/administrator shall disburse a check to the employee in the amount of the cash incentive. Cash incentives are considered income to employees for tax purposes and subject to being reported on their federal income tax return. 4. The Board shall not get involved in resolving any differences between the employee and the medical providers of service with respect to disputed charges. Insured employees shall be solely responsible for handling such disputes. SECTION I Employee Assistance Program (EAP) END OF ARTICLE X
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Separation Incentives. ▇. ▇▇▇▇/VSIP: A ▇▇▇▇/VSIP window will be opened in the competitive area in order to lessen the impact of the RIF. When the Agency offers separation incentives, such notice will be provided in advance to the Council and affected Local Presidents. B. VSIP II: Employees in receipt of a RIF separation notice will be automatically registered for VSIP II when they are registered in PPP. This means that when an employee facing involuntary separation is registered in the PPP system, they are matched against not only vacant positions, but also encumbered positions in their commuting area where the current employee has made him or herself available for VSIP.
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Separation Incentives. Before conducting involuntary layoffs, INDG may in its discretion first offer a separation incentive program to all or a group of unit employees to secure their voluntary agreement to resign or retire from employment. The benefits offered to employees under such a group separation incentive program will exceed the benefits that they would have received under this Article if they were involuntarily laid off. As part of such a program, employees who resign under the program must sign a release of claims. Before offering such an incentive program, INDG will provide the Guild with two (2) weeks’ notice and will, upon request, meet and confer with the Guild on the terms of the incentive program during the two (2) week notice period (unless extended by mutual agreement).
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Related to Separation Incentives

  • 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%) B. The above percentages will be based upon the employee’s base rate of pay. C. An employee will be entitled to one (1) education incentive pay only. D. Degrees must be from an accredited institution of higher education.

  • Severance Compensation In the event (i) Employee terminates this Agreement for Good Reason in accordance with Paragraph 11.3 hereof; (ii) Employee is terminated for any reason (except death or disability) upon, or within six months following, a "Change in Management or Control (as such term is defined in Paragraph 11.5 hereof);" or (iii) Employee is terminated without Cause, the Company shall be obligated to pay severance compensation to Employee in an amount equal to his salary compensation (at the rate payable at the time of such termination) for a period of six (6) months from the date of termination. Notwithstanding the foregoing, if Employee is employed by a new employer, or as a consultant after the termination of this Agreement, the severance compensation payable to Employee hereunder shall be reduced by the amount of compensation that Employee actually receives from the new employer, or as a consultant. However, Employee shall have a duty to inform the Company that he has obtained such new employment, and the failure to do so is a material breach of this Agreement. In such event, the Company shall be entitled to (i) cease all payments to Employee under this Paragraph 11.4; and (ii) recover any unauthorized payments to Employee in an action for breach of contract. Notwithstanding anything else in this Agreement to the contrary, solely in the event of a termination upon or following a Change in Management or Control, the amount of severance compensation paid to Employee hereunder shall not include any amount that the Company is prohibited from deducting for federal income tax purposes by virtue of Section 280G of the Internal Revenue Code of 1986, as amended, or any successor provision. In addition to the foregoing severance compensation, the Company shall pay Employee (i) all compensation for services rendered hereunder and not previously paid; (ii) accrued vacation pay; and (iii) any appropriate business expenses incurred by Employee in connection with his duties hereunder and approved pursuant to Section 4 hereof, all through the date of termination. Employee shall not be entitled to any bonus compensation, whether vested or unvested; or any other compensation, benefits or reimbursement of any kind.