Tier 2. If, during any Trading Hour, the metered demand within an EIM Entity Balancing Authority Area exceeds the base schedule of supply submitted by the EIM Entity by more than 10% and by at least 2 MW, the CAISO shall charge the entire imbalance energy at the EIM Entity Load Aggregation Point a price that is 200% of the hourly real-time Load Aggregation Point price.
Tier 2. Settlement Class Members who elect to fill out the Claim Form for Tier 2 and do have valid Proof of Purchase may recover $0.40 per Unit for up to one hundred (100) Units or $40.00 per Household, subject to adjustments based upon, among other things, the number of Valid Claims submitted.
Tier 2. Tier 1 covers Safety Members hired on or after March 1, 2015. Overtime shall be computed based upon FLSA standards using a fourteen (14) day “work period” pursuant to Section 7K of the FLSA, with overtime to be paid for all hours worked over eighty-six (86) in the work period. The following shall not be counted as hours worked for purposes of computing overtime: holidays, vacation time, sick time and Compensatory Time Off.
Tier 2. Superior Environmental Performance
3.1.2.1 Overview The second tier for the evaluation for Superior Environmental Performance requires that the applicant demonstrate that the proposed project will result in an environmental performance that exceeds the levels of equivalence established for Tier
1. In the remainder of this section, quantitative and qualitative factors are described to demonstrate that the project represents a level of environmental performance beyond the standard for equivalence presented in Section 3.1.1.
Tier 2. This contest is open to all Members not entered in Tier 1 and shall be for teams of 4 players. The format for each renewal of the event will be determined by the Event Host and the WCF during the bidding process. The format will include both singles and doubles matches in a Best of 3 format. This contest is open to all Members not entered in Tiers 1 or 2 and shall be for teams of 4 players. The format for each renewal of the event will be determined by the Event Host and WCF during the bidding process. The format will include singles and doubles matches in a single game format. Tier 3 will be shorter in duration than Tier 2. Title WCF Association Croquet World Team Championship – Tiers 2 and 3 Abbreviation AC WTC Frequency 4 yearly Type Premier team event Introduction The MacRobertson Shield is the top tier of the ACWTC, which is governed by the separate MacRobertson Shield Regulations. Duration 6 days (Tier 2), 4 days (Tier 3) No. entrants Any non-MacRobertson Shield Member wishing to enter. Entrants to Tier 2 will be divided into Divisions of 4 teams; the remaining teams will compete in Tier 3. Team Size Teams of 4 players in both Tiers 2 and 3 Min. Courts 4 per Division in Tier 2.4 for Tier 3 but more may be required according to entry. Format All play all, Best of 7 test matches in Tier 2.Tier 3 according to entry. License fee £0 Typical entry fee £10 per player per day formula will be used to calculate team entry fee Tournament officials TD, TM and TR and Managers and Referee for each individual Tier / Division / location. Recommended to have a dedicated Results Manager. Notes Bids may be made for the whole event, for individual Tiers, or individual Divisions of a particular Tier. Golf Croquet World Team Championship (GC WTC) The format for each renewal of the event will be determined by the Event Host and the WCF during the bidding process. The format will include both singles and doubles matches in a Best of 3 format. Teams may be split into one or more divisions according to playing strength.
Tier 2. The City shall maintain California Public Employees’ Retirement System (CalPERS) benefits for Unit employees who are deemed to be “classic members” and who are employed with the City in a miscellaneous classification after March 2, 2012, and prior to January 1, 2013.The CalPERS benefit shall be based upon the 2% @ 60 retirement benefit formula, calculated using the three year average final compensation period (Govt. Code 20037).
Tier 2. Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), employees hired on or after January 1, 2013, will be covered by the 2.0% at age 62 retirement formula with the 36 highest consecutive months final compensation provision as a “New CalPERS Member” if the employee 1) has not been a member of a California Public Retirement System, or 2) had prior CalPERS/reciprocity service with a break in service of six months or longer. Employees will be covered by the Indexed level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4) Survivor Continuance allowance; credit for unused sick leave; and military service credit buy back option. Also pursuant to PEPRA, New CalPERS Members will be responsible for paying one-half of the total normal cost rate for the retirement benefit on a bi-weekly pre-tax basis. Employees hired on or after August 7, 2011, will not be eligible for the Public Agency Retirement System (PARS) 0.7% at age 55 supplemental retirement benefit formula.
Tier 2. Non-Sworn Employees Hired On or After July 1, 2011 (Exclusive of employees who become "new members" of CalPERS on or after January 1 2013 as defined by XXXXX): Non-sworn safety employees hired on or after July 1, 2011, not including employees who become ·. “new members”; of CalPERS on or after January 1, 20l3 as defined by XXXXX, will be covered under the 2% at 60 formula as provided under Government Code section 21353, calculated using the average of three highest years, and will pay the full CalPERS: employee contribution. Tier 2 sworn employees shall pay the full member contribution required by XxxXXXX.
Tier 2. Sworn Employees Hired On or After July 1, 2011(Exclusive of employees who become "new members" of CalPERS on or after January 1, 2013 as defined by XXXXX): ,, - Sworn safety employees hired on or after July 1, 2011, not including employees who become "new members" of CalPERS on or after January 1, 2013 as defined by XXXXX, will receive a CalPERS retirement benefits based on the 2% at 50 formula, as provided under Government Code section 21362, calculated on average income of the three highest years, and will pay the full CalPERS employee contribution. · ·
Tier 2. Benefits for unit employees with less than fifteen (15) years of fulltime service to the City on or before May 1, 2014.
a. Monthly stipend for medical premiums: Upon retirement from the City, the City shall pay on behalf of each Tier 2 retiree the actual cost of the retiree and dependents’ health insurance, not to exceed five hundred dollars ($500) per month, beginning the first month after retirement from the City and continuing for one hundred eighty (180) months.
b. Effective upon the adoption of the new Salary Ordinance, the monthly stipend for medical premiums shall increase from five hundred dollars ($500) to seven hundred dollars ($700). The stipend is paid directly to the City’s medical benefit provider. The retiree/dependents shall be responsible for any difference in the medical premium.
c. Upon retirement, a Tier 2 retiree may, in lieu of the one hundred eighty (180) stipend payments, elect to receive forty percent (40%) of the value these stipends (e.g., $700 x 180 months x .40 = $50,400.00) as a one-time, lump sum payment deposited into his or her RHS Plan.
d. The retiree medical stipend will terminate forever, if at any time the retiree/dependent(s) fails to pay the difference between the stipend and the cost of the monthly medical insurance premium, after reasonable notice of such failure to pay is received by the retiree/dependent(s).
e. The dependents of a deceased Tier 2 retiree who was receiving a stipend shall continue to receive the balance of such stipend payments provided said dependent(s) maintain(s) the City’s medical coverage.
f. All unit employees in Tier 2 shall make an annual contribution of two percent (2%) of his/her base salary to his/her RHS plan. Effective July 1, 2019, for unit employees in Tier 2, the matching contribution by the City and every unit employee in Tier 2 shall increase from two (2%) to three percent (3%).
g. This contribution will be made in twenty-four (24) increments to coincide with each “non-free” pay period (e.g., there are twenty-six [26] pay periods per year, however, two [2] of them do not have voluntary deductions taken from them). The employee contribution shall begin the first pay period after the RHS Plan has been implemented. This amount may be modified from time to time by IPMA, in which case the parties shall amend this provision of the MOU.
