Supplemental Benefits Plan. The District shall provide as a supplemental benefit plan for full time employees an amount equal to the difference between the basic medical plan and the total cost of a medical, dental, and vision insurance care plan selected by the employee for the employee and his/her dependents. Effective January 1, 2013, the District’s contribution for medical insurance shall not exceed the cost of the highest non-PERSCare plan offered by PERS to District employees. If the faculty member selects the PERSCare Coverage plan, the faculty member shall pay the difference between the PERSCare premium and the premium for the highest non-PERSCare Coverage plan.
Supplemental Benefits Plan. Effective January 1, 1993, the District shall provide as a supplemental benefit plan for full time employees an amount equal to the difference between the basic medical plan and the total cost of a medical, dental, and vision insurance care plan selected by the employee for the employee and his/her dependents. Effective January 1, 2012, for any employee with the PERSCare insurance plan, the District’s contribution for medical insurance shall not exceed the cost of the highest non-PERSCare plan offered by the District (PERS Choice, Blue Shield Access Plus, Blue Shield Net Value or Xxxxxx Permanente plan). If the employee has PERSCare Coverage plan, the employee shall pay the difference between the PERSCare premium and the premium for the highest non-PERSCare plan for like coverage.
Supplemental Benefits Plan. The Executive shall be entitled to participate in the Company's Supplemental Benefits Plan (the "Plan") as a Level I Executive with full vesting in the Company's match under the Plan after five (5) years of participation in the Plan.
Supplemental Benefits Plan. After twelve (12) months of continuous service at the university, a member who qualifies for a leave as defined under Article 20.7.1, 20.7.2, 20.7.3, or 20.7.4 and is in receipt of Employment Insurance (EI) benefits is eligible to receive supplemental benefits. The Employer will provide a supplemental benefit of 95% (inclusive of EI) of weekly earnings (based on his/her pre-leave earnings) for a period of up to twenty-one (21) weeks (including the one (1) week waiting period). In no case will the total amount of supplemental benefits, employment gross benefits, and any other employment earnings received by the member exceed 95% of the member’s regular weekly earnings (based on his/her pre-leave earnings).
Supplemental Benefits Plan. The District shall provide as a supplemental benefit plan for full-time employees an amount equal to the difference between the basic medical plan and the total cost of a medical, dental, and vision insurance care plan selected by the employee for the employee and his/her dependents.
Supplemental Benefits Plan. (a) On an annual basis (first week of September), the University will provide $275,000 for the supplemental benefits plan for employees covered by the terms of the Unit 1 and 2 Agreements. (Clarification note: the amount noted above is the combined total for both the Unit 1 and Unit 2 Agreements). Members apply through the Union to receive benefits.
Supplemental Benefits Plan. It is understood by both parties to this Collective Agreement that the Plan set out herein is based upon and is subject to Employment Insurance Regulations and procedures. In the event of amendment to those Regulations and procedures, these provisions will be reopened and renegotiated by the parties, as required, to ensure ongoing acceptance by authorities. The object of this Plan is to supplement the benefits from the Canada Employment and Immigration Commission for temporary unemployment caused by pregnancy leave or parental leave for the purpose of adoption. This Plan covers the employees covered by the Collective Agreement between Local (Educational Assistants) and the Durham District School Board. The other requirements for receipt of are:
Supplemental Benefits Plan. The calculation of this benefit includes your lump sum Severance Payment and credit for the period between your Termination Date and Separation Date. You specifically acknowledge that upon receipt of payment for your lump sure benefit the Company's obligation to pay a non-tax qualified defined benefit payment shall have been satisfied. Your lump sum Severance Payment is compensation subject to elective contributions to CIP. If your compensation for 1999 exceeds $160,000, a non-qualified Company matching payment will be made to you in accordance with your elected deferral percentage and will be distributed to you as soon as possible following your Termination Date, less withholding taxes and other applicable deductions, unless otherwise deferred by you under a deferral plan provided by the Company and/or its affiliates. Following your Termination Date, you may elect to receive a distribution of your CIP account balance in accordance with the terms of CIP. If you elect to leave your account balance in CIP, you will retain all rights under the Plan as a terminated employee, including the right to transfer investments between funds and to request a distribution from CIP. You are fully vested in your CIP account.
Supplemental Benefits Plan. Effective January 1, 1993, the District shall provide as a supplemental benefit plan for full time employees an amount equal to the difference between the basic medical plan and the total cost of a medical, dental, and vision insurance care plan selected by the employee for the employee and his/her dependents.
Supplemental Benefits Plan. The object of this Plan is to supplement employment insurance benefits received by Teachers from the Canada Employment and Immigration Commission for temporary unemployment caused by Pregnancy or Adoption Leaves. Only Teachers granted a Pregnancy Leave or an Adoption Leave are covered by this Plan. The other requirements for receipt of a are: the Teacher must be eligible to receive pregnancy or adoption benefits from the Canada Employment and Immigration Commission; an application for must be made by the Teacher on a form to be provided by the Board and the Teacher shall provide verification of the approval of the claim indicating the weekly amount to be paid by the Canada Employment and Immigration Commission. the Teacher shall sign an agreement with the Board indicating: that the Teacher will return to work (prior to submitting any resignation) and remain in the service of the Board (in accordance with the terms of the Teacher's Contract) after returning from the Teacher's Pregnancy Leave or Adoption Leave (and any subsequent additional leave granted by the Board under this Agreement); and payable. that should the Teacher not comply with above the Teacher shall reimburse the Board any monies paid to the Teacher under this Plan. A Teacher must have applied for benefits before a becomes
