Tier 3. For employees hired on or after January 1, 2013, who meet the definition of new member under Gov’t Code 7522.04(f), the Town will provide Tier 3 benefits to include the 2% at 62 retirement benefit. Employees in Tier 3 shall: - Contribute an amount that is equal to one half (1/2) the normal cost of his/her CalPERS pension, or the current contribution rate of similarly situated employees, whichever is greater (Gov’t Code 7522.30(c)). - Use the 36-month final average compensation (Gov’t Code 20037). - Be eligible for PERS Fourth Level of 1959 Survivor benefits.
Tier 3. 4.3.1 Tier 3 describes those services that currently are provided for via homecare or might form part of a hospital at home solution where such services are being devised. Medicines and regimens in this tier would be those that require a significant level of pharmaceutical care beyond that traditionally provided by community pharmacy teams. This tier would provide an alternative to traditional homecare routes of supply for medicines that require, for example, direct cold chain supply to patients supplemented by administration of injectable medicines and follow up monitoring in the patient's home or training the patient to self-administer. Often medicines in this tier will require the input of non-pharmacy staff or very specialist pharmacy input and requires multiagency
Tier 3. Certain current or former Class Representatives or Plaintiffs who produced documents to Defendants in the Action—Xxxxx Xxxxxxx, Xxxxx Xxxxxxx, and Xxxxx Xxxx—shall each be paid $1,000 as an Incentive Award.
Tier 3. (1) Roche represents and warrants that at the Amendment Date all existing quantities of Program Compound API for the Tier 3 Program directed to IP antagonists (together with associated supporting documentation that is required for quality assessment or regulatory filings) have been transferred to Synosia. Roche represents and warrants that Exhibit G hereto contains a true and complete list of all existing (as of the Amendment Date) quantities of analytical markers and process intermediates for such Program Compound API. Within thirty (30) days after the Amendment Date, Roche shall supply all of such analytical markers and process intermediates (together with associated supporting documentation) to Synosia at no cost.
(2) Roche represents and warrants that at the Amendment Date all existing quantities of Program Compound API and intermediates of such API for the Tier 3 Program directed to mGluR1 agonists (together with associated supporting documentation that is required for quality assessment or regulatory filings) have been transferred to Synosia.
(3) Roche represents and warrants that at the Amendment Date all existing quantities of Program Compound API and intermediates of such API for the Tier 3 Program directed to DbetaH inhibitors (together with associated supporting documentation that is required for quality assessment or regulatory filings) have been transferred to Synosia.
Tier 3. Direct measurements of CH4 diffusion and ebullition fluxes across the reservoir surface provide the most accurate alternative to the Tier 1 and Tier 2 approaches. It is good practice to undertake measurements at sufficient different locations and sufficient different times of year to capture both the spatial and temporal variability of CH4 emissions from a reservoir (see UNESCO/IHA GHG Measurement Guidelines for Freshwater Reservoirs 2010 (Goldenfum 2010) for additional guidance). CH4 emissions are often highly spatially variable, with 50-90 percent of total reservoir emissions emanating from 10-30 percent of a reservoir’s surface (typically in areas subject to high organic matter deposition such as the distal arms receiving significant catchment inflows (Xxxxxxx et al. 2012)).
Tier 3. Employees will be paid a Tier 3 Premium of six percent (6%) of the hourly rate of pay per hour for all pay periods in which they meet all of the following conditions:
a. All requirements of Tiers 1 and 2; b. No fit for duty infractions as defined in sections 2.6 and 2.28 of the SFMTA Rules and Instructions Handbook, as may be amended from time to time, in the previous twelve (12) month period;
Tier 3. The main intervention funded at Tier 3 by ABPs was full-time alternative provision. In Figure 4, we summarise what we were told about the positives and negatives of alternative provision as a Tier 3 intervention.
Tier 3. Supplemental nurses at Tier 3 must offer to make themselves available to work at least ten (10) shifts in a four (4) week period (two of which must be evening shifts or one of which must be a night shift; and three of which mustbe weekend shifts as defined in Section 7.5) and at least three holidays per year (one of which must be Thanksgiving or Christmas, and one on which must be Memorial Day, July 4th or Labor Day). The Employer will choose among the shifts offered or negotiate some other mutually acceptable shifts with the supplemental nurse and then designate six (6)shifts as the Tier 3 supplemental nurse's available shifts for the four (4) week period. Tier 3supplemental nurses will receive a wage differential of sixteen percent (16%) above their longevity increment.
Tier 3. Employees will be paid a Tier 3 Premium of six percent (6%) of the hourly rate of pay per hour for all pay periods in which they meet all of the following conditions:
Tier 3. Full-Time Employees hired on or after January 1, 2013
a. Shall receive the CalPERS retirement benefits formula based on 2.0% at age 62.
b. The final retirement compensation level shall be calculated using the average of the highest consecutive 36-month earnings, per the California Government Code.
c. Employees shall contribute 50% of the total normal cost for their CalPERS retirement benefit or that which similarly situated employees are contributing, whichever is greater.
d. The City offers retiree medical through CalPERS medical. The City pays the minimum contribution required by the Public Employees Medical and Hospital Care Act (PEMHCA) toward the retiree’s CalPERS medical insurance premium.
