XXXX Pregnancy Top-up Sample Clauses

XXXX Pregnancy Top-up a. An Employee who is on pregnancy leave as provided under this Agreement, and who has applied for, and is in receipt of Employment Insurance Pregnancy Benefits, pursuant to the Employment Insurance Act, will be paid a supplemental employment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her weekly earnings and the sum of her weekly Employment Insurance Bene fits and paid to the Employee on a bi-weekly basis.
Sample 1
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XXXX Pregnancy Top-up. An employee who is on pregnancy leave as provided under this Agreement, and who has applied for, and is in receipt of Employment Insurance Pregnancy Benefits, pursuant to the Employment Insurance Act, shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her weekly earnings and the sum of her weekly Employment Insurance Benefits and paid to the employee on a bi-weekly basis. Such payment shall commence following completion of the two (2) week Employment Insurance waiting period, and receipt by the Employer of the employee’s Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of fifteen (15) weeks. The employee’s regular weekly earnings shall be determined by multiplying the regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. For part-time employees, “normal weekly hours” will be determined by calculating the average number of hours in the twenty-six (26) weeks worked prior to the commencement of the leave. Employees do not have a right to XXXX top-up payments except for supplementation of EI benefits during the period of unemployment specified as Pregnancy Benefits. Example: An employee makes 24.98/hour. Her gross wages = $999.20 for a 40 hour week. 75% of $999.20 = $749.40 Less EI $413.00 Employer top-up $336.40 less applicable taxes Benefits for Employees on lay-off
Sample 1

Related to XXXX Pregnancy Top-up

  • Pregnancy Leave Notice (a) A pregnant Nurse shall provide the Employer with at least four (4) weeks notice of the date the Nurse intends to begin pregnancy leave. Such notice and start date of the leave may be amended:

  • Random Drug Testing All employees covered by this Agreement shall be subject to random drug testing in accordance with Appendix D.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

  • STATEWIDE ACHIEVEMENT TESTING When CONTRACTOR is an NPS, per implementation of Senate Bill 484, CONTRACTOR shall administer all Statewide assessments within the California Assessment of Student Performance and Progress (“CAASP”), Desired Results Developmental Profile (“DRDP”), California Alternative Assessment (“CAA”), achievement and abilities tests (using LEA-authorized assessment instruments), the Fitness Gram with the exception of the English Language Proficiency Assessments for California (“ELPAC”) to be completed by the LEA, and as appropriate to the student, and mandated by XXX xxxxxxxx to LEA and state and federal guidelines. CONTRACTOR is subject to the alternative accountability system developed pursuant to Education Code section 52052, in the same manner as public schools. Each LEA student placed with CONTRACTOR by the LEA shall be tested by qualified staff of CONTRACTOR in accordance with that accountability program. XXX shall provide test administration training to CONTRACTOR’S qualified staff. CONTRACTOR shall attend LEA test training and comply with completion of all coding requirements as required by XXX.

  • Human Leukocyte Antigen Testing This plan covers human leukocyte antigen testing for A, B, and DR antigens once per member per lifetime to establish a member’s bone marrow transplantation donor suitability in accordance with R.I. General Law §27-20-36. The testing must be performed in a facility that is: • accredited by the American Association of Blood Banks or its successors; and • licensed under the Clinical Laboratory Improvement Act as it may be amended from time to time. At the time of testing, the person being tested must complete and sign an informed consent form that also authorizes the results of the test to be used for participation in the National Marrow Donor program.

  • Pregnancy Sick Leave Leave for illness of a Nurse arising out of or associated with a Nurse’s pregnancy prior to the commencement of, or the ending of, pregnancy leave granted in accordance with Article 13.00, may be granted sick leave in accordance with the provisions of the Collective Agreement.

  • Drug-Free Workplace Certification As required by Executive Order No. 90-5 dated April 12, 1990, issued by the Governor of Indiana, the Contractor hereby covenants and agrees to make a good faith effort to provide and maintain a drug-free workplace. The Contractor will give written notice to the State within ten (10) days after receiving actual notice that the Contractor, or an employee of the Contractor in the State of Indiana, has been convicted of a criminal drug violation occurring in the workplace. False certification or violation of this certification may result in sanctions including, but not limited to, suspension of contract payments, termination of this Contract and/or debarment of contracting opportunities with the State for up to three (3) years. In addition to the provisions of the above paragraph, if the total amount set forth in this Contract is in excess of $25,000.00, the Contractor certifies and agrees that it will provide a drug-free workplace by:

  • Background and Narrative of Budget Reductions 2. Assumptions Used in the Deficit Reduction Plan: - EBF and Estimated New Tier Funding: - Equal Assessed Valuation and Tax Rates: - Employee Salaries and Benefits: - Short and Long Term Borrowing: - Educational Impact: - Other Assumptions: - Has the district considered shared services or outsourcing (Ex: Transportation, Insurance) If yes please explain: ESTIMATED LIMITATION OF ADMINISTRATIVE COSTS (School Districts Only) (For Local Use Only)

  • Optional Xactimate Response Attachment (Part 2)

  • Staffing Levels to deal with Potential Violence The Employer agrees that, where there is a risk of violence, an adequate level of trained employees should be present. The Employer recognizes that workloads can lead to fatigue and a diminished ability both to identify and to subsequently deal with potentially violent situations.

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