To the LWDA and Aggrieved Employees Sample Clauses

To the LWDA and Aggrieved Employees. PAGA Penalties in the amount of $10,000.00 to be paid from the Gross Settlement Amount, with 75% ($7,500.00) allocated to the LWDA PAGA Payment and 25% ($2,500.00) allocated to the Individual PAGA Payments.
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To the LWDA and Aggrieved Employees. PAGA Penalties in the amount of sixteen thousand eight hundred and seventy-five dollars ($16,875.00) to be paid from the Gross Settlement Amount, with seventy-five percent (75%) twelve thousand six hundred and fifty-six dollars and twenty-five cents ($12,656.25) allocated to the LWDA PAGA Payment and twenty-five percent (25%) four thousand two hundred and nineteen dollars and seventy-five cents ($4,219.75) allocated to the Individual PAGA Payments.
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To the LWDA and Aggrieved Employees. PAGA Penalties in the amount of $10,000 (Ten Thousand Dollars) to be paid from the Gross Settlement Amount, with 75% ($7,500) allocated to the LWDA PAGA Payment and 25% ($2,500) allocated to the Individual PAGA Payments. (a) dividing the amount of the Aggrieved Employees’ 25% share of PAGA Penalties $2,500 by the total number of PAGA Period Pay Periods worked by all Aggrieved Employees during the PAGA Period and (b) multiplying the result by each Aggrieved Employee’s PAGA Period Pay Periods. Aggrieved Employees assume full responsibility and liability for any taxes owed on their Individual PAGA Payment.
Sample 1Sample 2
To the LWDA and Aggrieved Employees. The PAGA Settlement Amount of $5,000.00 is to be paid from the Gross Settlement Amount, with 75% ($3,750.00) allocated to the LWDA PAGA Payment and 25% ($1,250.00) allocated to the Individual PAGA Payments. Defendant’s payment of the PAGA Settlement Amount does not constitute the payment of any actual civil penalties imposed on Defendant, but rather constitutes a payment made by Defendant to settle a disputed claim for civil penalties.
Sample 1
To the LWDA and Aggrieved Employees. PAGA Penalties in the amount of $100,000 to be paid from the Gross Settlement Amount, with seventy- five (75%) percent ($75,000) allocated to the LWDA PAGA Payment and twenty-five (25%) percent ($25,000) allocated to the Individual PAGA Payments. The Administrator will calculate each Individual PAGA Payment by (1) dividing $25,000 (the Aggrieved Employees’ 25 percent share of PAGA Penalties) by the total number of PAGA Period Pay Periods worked by all Aggrieved Employees during the PAGA Period, and (2) multiplying the result by the particular Aggrieved Employee’s PAGA Period Pay Period(s). The Administrator will report the Individual PAGA Payments on IRS 1099 Forms. Aggrieved Employees assume full responsibility and liability for any taxes owed on their Individual PAGA Payment. If the Court approves PAGA Penalties of less than the amount requested, the Administrator will allocate the remainder to the Net Settlement Amount.
Sample 1
To the LWDA and Aggrieved Employees. PAGA Penalties in the 27 amount of $50,000.00 of the Net Settlement Amount, with 75% 28 1 allocated to the LWDA PAGA Payment and 25% allocated to the 2 Individual PAGA Payments. 3 3.2.5.1.The Administrator will calculate each Individual PAGA 4 Payment by (a) dividing the Aggrieved Employees’ share of the 5 25% of PAGA Penalties by the total number of PAGA Period 6 Pay Periods worked by all Aggrieved Employees during the 7 PAGA Period and (b) multiplying the result by each Aggrieved 8 Employee’s PAGA Period Pay Periods. Aggrieved Employees 10 their Individual PAGA Payment. 12 the amount requested, the Administrator will allocate the 13 remainder to the Net Settlement Amount. The Administrator 14 will report the Individual PAGA Payments on IRS 1099 Forms.
Sample 1
To the LWDA and Aggrieved Employees. The Settlement Administrator will pay $30,000 of the PAGA Payment to the LWDA. This is 75% of the $40,000 allocated to satisfy the PAGA penalties claim. The remaining 25% of the PAGA Payment (which equates to $10,000) shall become part of the Net PAGA Settlement Amount payable to Aggrieved Employees
Sample 1
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To the LWDA and Aggrieved Employees. The PAGA Amount of $50,000 is to be paid from the Gross Settlement Amount, with 75% ($37,500) allocated to the LWDA PAGA Payment and 25% ($12,500) allocated to the Individual PAGA Payments.
Sample 1

Related to To the LWDA and Aggrieved Employees

  • Permanent Part-Time Employees (1) Pay and benefits will be computed on a prorated monthly or pay period basis, such as one-half (½) monthly or pay period pay for a half-time employee, or pay will be computed on an hourly basis, and pay and benefits will be normally prorated on a pay period, pay status basis. Permanent part-time employees in permanent full-time positions will be treated as permanent part-time for purposes of this Article.

  • CONTRACT EMPLOYEES Contained in Annexure D.

  • Part-Time Employees (a) A part-time employee is an employee who is engaged to work less than an average of 38 ordinary hours per week and whose hours of work are reasonably predictable.

  • Project Employees Project employees who have not held permanent civil service status within the job classification, will not volunteer for or be assigned overtime work outside of the project. Required overtime within a project may first be assigned to qualified employees within the project by seniority. The process for assigning the overtime will follow the procedures outlined in this Article.

  • Transferred Employees Effective as of the Closing Date, Purchaser or one of its Affiliates shall make an offer of employment to each Applicable Employee. Notwithstanding anything herein to the contrary and except as provided in an individual employment Contract with any Applicable Employee or as required by the terms of an Assumed Plan, offers of employment to Applicable Employees whose employment rights are subject to the UAW Collective Bargaining Agreement as of the Closing Date, shall be made in accordance with the applicable terms and conditions of the UAW Collective Bargaining Agreement and Purchaser’s obligations under the Labor Management Relations Act of 1974, as amended. Each offer of employment to an Applicable Employee who is not covered by the UAW Collective Bargaining Agreement shall provide, until at least the first anniversary of the Closing Date, for (i) base salary or hourly wage rates initially at least equal to such Applicable Employee’s base salary or hourly wage rate in effect as of immediately prior to the Closing Date and (ii) employee pension and welfare benefits, Contracts and arrangements that are not less favorable in the aggregate than those listed on Section 4.10 of the Sellers’ Disclosure Schedule, but not including any Retained Plan, equity or equity-based compensation plans or any Benefit Plan that does not comply in all respects with TARP. For the avoidance of doubt, each Applicable Employee on layoff status, leave status or with recall rights as of the Closing Date, shall continue in such status and/or retain such rights after Closing in the Ordinary Course of Business. Each Applicable Employee who accepts employment with Purchaser or one of its Affiliates and commences working for Purchaser or one of its Affiliates shall become a “Transferred Employee.” To the extent such offer of employment by Purchaser or its Affiliates is not accepted, Sellers shall, as soon as practicable following the Closing Date, terminate the employment of all such Applicable Employees. Nothing in this Section 6.17(a) shall prohibit Purchaser or any of its Affiliates from terminating the employment of any Transferred Employee after the Closing Date, subject to the terms and conditions of the UAW Collective Bargaining Agreement. It is understood that the intent of this Section 6.17(a) is to provide a seamless transition from Sellers to Purchaser of any Applicable Employee subject to the UAW Collective Bargaining Agreement. Except for Applicable Employees with non- standard individual agreements providing for severance benefits, until at least the first anniversary of the Closing Date, Purchaser further agrees and acknowledges that it shall provide to each Transferred Employee who is not covered by the UAW Collective Bargaining Agreement and whose employment is involuntarily terminated by Purchaser or its Affiliates on or prior to the first anniversary of the Closing Date, severance benefits that are not less favorable than the severance benefits such Transferred Employee would have received under the applicable Benefit Plans listed on Section 4.10 of the Sellers’ Disclosure Schedule. Purchaser or one of its Affiliates shall take all actions necessary such that Transferred Employees shall be credited for their actual and credited service with Sellers and each of their respective Affiliates, for purposes of eligibility, vesting and benefit accrual (except in the case of a defined benefit pension plan sponsored by Purchaser or any of its Affiliates in which Transferred Employees may commence participation after the Closing that is not an Assumed Plan), in any employee benefit plans (excluding equity compensation plans or programs) covering Transferred Employees after the Closing to the same extent as such Transferred Employee was entitled as of immediately prior to the Closing Date to credit for such service under any similar employee benefit plans, programs or arrangements of any of Sellers or any Affiliate of Sellers; provided, however, that such crediting of service shall not operate to duplicate any benefit to any such Transferred Employee or the funding for any such benefit. Such benefits shall not be subject to any exclusion for any pre-existing conditions to the extent such conditions were satisfied by such Transferred Employees under a Parent Employee Benefit Plan as of the Closing Date, and credit shall be provided for any deductible or out-of-pocket amounts paid by such Transferred Employee during the plan year in which the Closing Date occurs.

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