WGA contribution Sample Clauses
The WGA contribution clause defines the obligation of a party, typically an employer or producer, to make payments to the Writers Guild of America (WGA) on behalf of writers covered by a collective bargaining agreement. In practice, this clause specifies the percentage or amount of compensation that must be contributed to the WGA's pension and health funds, and outlines the timing and method of these payments. Its core function is to ensure that writers receive the negotiated benefits and protections provided by the WGA, thereby supporting their long-term financial and health security.
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WGA contribution. The employer may recover part of the contribution component WGA-fixed under the Dutch Return to Work (Partially Disabled Persons) Regulations (Regeling Werkhervatting Gedeeltelijk Arbeidsgeschikten, WGA) from the employee. This recourse is subject to a maximum of 50% of the break-even contribution in the higher professional education sector. Under no circumstances will more be withheld than half the university’s own contribution. Article T-9 Life-course savings scheme for universities of applied sciences The regulations for the life-course savings scheme for universities of applied sciences was cancelled starting from 2012. The life-course savings scheme dating back to before that date is only open to employees who are covered by the transitional arrangements life-course savings. These arrangements can be found on the website of the Association of Universities of Applied Sciences (▇▇▇.▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇). The transitional arrangements distinguishes between participants who have saved more than € 3,000 or less than € 3,000. The text of the transitional arrangements has been published on the website of the Netherlands Tax Authorities.
WGA contribution. The employer may recover part of the contribution component WGA-fixed under the Dutch Return to Work (Partially Disabled Persons) Regulations (Regeling Werkhervatting Gedeeltelijk Arbeidsgeschikten, WGA) from the employee. This recourse is subject to a maximum of 50% of the break-even contribution in the higher professional education sector. Under no circumstances will more be withheld than half the university’s own contribution. Article T-9 Life-course savings scheme for universities of applied sciences The employee may participate in the life-course savings scheme for universities of applied sciences. The scheme can be found on the website of the Association of Universities of Applied Sciences (▇▇▇.▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇).
WGA contribution. The employer may recover part of the contribution component WGA-fixed under the Dutch Return to Work (Partially Disabled Persons) Regulations (Regeling Werkhervatting Gedeeltelijk Arbeidsgeschikten, WGA) from the employee. This recourse is subject to a maximum of 50% of the break-even contribution in the higher professional education sector. Under no circumstances will more be withheld than half the university’s own contribution.
WGA contribution. The employer may recover part of the contribution under the Dutch Return to Work (Partially Disabled Persons) Regulations (Regeling Werkhervatting Gedeeltelijk Arbeidsgeschikten, WGA) from the employee. This recourse is subject to a maximum of 50% of the break-even contribution in the higher professional education sector. Under no circumstances will more be withheld than half the university’s own contribution. Article T-9 Life-course savings scheme for universities of applied sciences The employee may participate in the life-course savings scheme for universities of applied sciences. The scheme can be found on the website of the HBO council, ▇▇▇.▇▇▇-▇▇▇▇.▇▇. Chapter U-1 Sexual harassment and aggression regulations The employer will draw up regulations concerning sexual harassment and aggression, regarding which agreement must be reached with the PMR. These regulations will in any case contain the following: · the purpose of the regulations and the policy regarding sexual harassment and aggression; · the manner in which counsellors will be appointed, as well as the tasks and powers of these counsellors; · the manner in which undesired behaviour can be made known to a counsellor; · regulations for the handling of a submitted complaint regarding sexual harassment and aggression, including the manner in which decisions will be given, by a committee to be established by the employer for that purpose; · the stipulation that the employer will decide on the measures to be taken, including disciplinary measures, based on the decision of the aforementioned complaints committee. In the event that circumstances arise which, in the opinion of the employer, do not permit any delay, the employer may take measures before the complaints committee has given a decision; · the manner in which the privacy of those involved will be protected.