Uniformed Services Employment and Reemployment Rights Act. Notwithstanding anything to the contrary herein, this Medical Expense Reimbursement Plan shall comply with the applicable provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (Public Law 103-353).
Uniformed Services Employment and Reemployment Rights Act. Notwithstanding anything to the contrary herein, the Group Medical Insurance Benefit Plan shall comply with the applicable provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (Public Law 103-353).
Uniformed Services Employment and Reemployment Rights Act. Notwithstanding any provision of this Plan to the contrary, contributions, benefits and service credit with respect to qualified military service shall be provided in accordance with USERRA and the regulations thereunder.
Uniformed Services Employment and Reemployment Rights Act. Certain persons who serve in the armed forces have a right to reemployment with the employer they were with when they entered the service. • Consumer Credit Protection Act (CPCA) Garnishment of employee wages by employers is regulated under the CPCA which is administered by the Wage and Hour Division. • Equal Opportunity Commission (EEOC) Enforcing federal laws for the following: • Title VII of the Civil Rights Act of 1964 • The Pregnancy Discrimination Act • The Equal Pay Act of 1963 (EPA) • The Age Discrimination in Employment Act of 1967 (ADEA) • Sections 102 and 103 of the Civil Rights Act of 1991 • Sections 501 and 505 of the Rehabilitation Act of 1973 • The American with Disabilities Act Amendment Act 2008 • The Genetic Information Nondiscrimination Act of 2008 (XXXX) • Bureau of Labor and Industries (BOLI) The four principal duties of the Bureau of Labor and Industries (BOLI) are to: (1) protect the rights of workers and citizens to equal, non-discriminatory treatment through the enforcement of anti-discrimination laws that apply to workplaces, housing and public accommodations; (2) encourage and enforce compliance with state laws relating to wages, hours, terms and conditions of employment; (3) educate and train employers to understand and comply with both wage and hour and civil rights law; and (4) promote the development of a highly skilled, competitive workforce in Oregon through the apprenticeship program and through partnerships with government, labor, business, and educational institutions. • Collective Bargaining Agreements (SEIU and AFSCME) • Chief Human Resources Office Rules and Policies (xxxx://xxx.xxxxxx.xxx/DAS/CHRO/pages/rules.aspx)
Uniformed Services Employment and Reemployment Rights Act. Solely to the extent required by the Uniformed Services Employment and Reemployment Rights Act (hereinafter the “Uniformed Services Act”), an Employee who is a Covered Employee and who enters military service shall have the right to continue coverage under the Plan for the period prescribed under the Uniformed Services Act. Continuation of coverage shall be conditioned upon payment of the required premiums. This Section shall be interpreted and applied to give an Employee only those rights as are prescribed under the Uniformed Services Act and rulings and regulations issued thereunder.
Uniformed Services Employment and Reemployment Rights Act. Section 1. Recognition
Uniformed Services Employment and Reemployment Rights Act. USERRA") USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the Natural Disaster Medical System. USERRA also prohibits employers, and insurers, from discriminating against past and present members of the uniformed services, and applicants to the uniformed services. If an eligible employee leaves their job to perform military service, the eligible employee has the right to elect to continue their Group coverage including any Dependents for up to 24 months while in the military. Even if continuation of coverage was not elected during the eligible employee's military service, the eligible employee has the right to be reinstated in their Group coverage when re-employed, without any waiting periods or pre-existing condition exclusions except for service connected illnesses or injuries. If an eligible employee has any questions regarding USERRA, the eligible employee should contact the Plan administrator. The plan administrator determines eligible employees and provides that information to CareFirst BlueChoice.
Uniformed Services Employment and Reemployment Rights Act. Any employee who is called upon to participate in military service of our country shall, at the time such services have been honorably completed, shall be returned to their position without . 15 loss of seniority, time in service to be counted as accumulated seniority. The employee must report for work within time specified by Federal Law, i.e. USERRA after completing service. An employee called for National Guard duty or training shall be compensated for the difference between their regular pay and the gross amount received for the performance of such obligation. The employee shall present a signed statement from their commanding officer or the officer's designee stating the gross amount paid for this service to the Executive Director of Human Resources and Labor Relations Administration. Reimbursement under this paragraph shall be limited to thirty (30) calendar days.
Uniformed Services Employment and Reemployment Rights Act the Maryland Fair Employment Practices Act; the Maryland Human Relations Law; the Maryland Equal Pay For Equal Work Law; the Maryland False Claims Act; and the Maryland Parental Leave Act;
