Compensation Administration. 7.1 Physicians providing Specialist Services who are registered to provide Specialist Services with the College of Physicians and Surgeons of British Columbia but who do not hold certification or fellowship with the Royal College of Physicians and Surgeons of Canada, will, subject to agreement of the Physician Services Committee, be paid at the appropriate Sessional Contract Rate or on the appropriate Salary Agreement Range or Service Contract Range for the practice category for such Specialist Services. Pending that agreement of the Physician Services Committee, the Physician may be so paid for a period of up to six months. A Physician being paid under a Service Contract or a Salary Agreement pursuant to this section 7.1 will normally be placed at the minimum rate on the appropriate range unless the Physician Services Committee approves placement elsewhere on the range.
Compensation Administration. A salary range consisting of five steps shall be assigned to all classifications.
Compensation Administration. If the employee has notified the Personnel Office in writing prior to a job injury/illness, the employee's own physician may be used if said physician can attest that they previously directed treatment for them and has their medical records including their medical history. After thirty days, an employee has the right to select his or her own physician provided the employee notifies the Workers' Compensation Administrator in writing of the doctor's name and address prior to the first appointment. The employee must also be disabled from and unable to perform any work regularly performed by a City employee that the City makes available with priority being in the employee's department and light duty availability.
Compensation Administration. Secure and maintain applicable coverage through either (a) a multiple coordinated policy arrangement wherein we secure an endorsement wherein we name you as client, (b) a policy issued to us as the Administrative Employer and naming you as the client on an Alternate Employer Endorsement, or (c) a policy written directly between you and the insurer, in which instance you appoint us to assist you with the responsibilities set forth below-in each instance as required by and subject to applicable law and consistent with our internal administrative policies. · Premium remittances · Claim reporting · Claim tracking · Assist with premium audits Employment Practices Liability Insurance: Provided that coverage can be secured at commercially reasonable rates, secure and maintain Employment Practices Liability Insurance coverage with regard to the Worksite Employees (coverage defined by terms of policy; limitations and exclusions will impact scope of such coverage; currently, a $25,000 per claim deductible applies). Client Service Agreement - ShiftableHR - 2017-02-07 State Regulatory Requirements Anticipated to Apply The following state regulatory requirements may apply to you and us in connection with this Agreement but only to the extent that our services are performed within or that Worksite Employees provide services in employment within such jurisdictions. These rules and regulations will supersede the Terms and Conditions of this Agreement to the extent that such rules and regulations conflict with the Terms and Conditions of this Agreement. The state regulatory requirements of different states may change from time to time, and as such changes become applicable law, the terms of these “State Regulatory Requirements” will also be deemed to be changed to conform to the requirements of applicable law, and the same will thereupon be deemed to be incorporated into and made a part of this Agreement. We will endeavor to update these “State Regulatory Requirements” from time to time as we become aware of changes in the law or the application of existing law as a means to facilitate our mutual understanding of the state of applicable law. Note that simply because we reserve, as required by law in any particular state, a right of direction and control, a right to hire and fire, or any other right in order to meet the requirements imposed upon organizations providing workforce administration services in such states, it does not imply that we exercised such rights in a par...
Compensation Administration. Supplier will be responsible for performing compensation administration. The Responsibility Matrix set forth below indicates who is accountable for certain listed processes, activities and tasks as part of the compensation administration Services. No. Process Steps Supplier LS&Co. [**** **** ****]* [**** **** ****]*
Compensation Administration. (a) Spinco will use commercially reasonable efforts to obtain the release, effective as of the Business Transfer Time, of the Parent Group, and any letter of credit, bond or other instrument or collateral provided by any of them to any Governmental Authority, with respect to the Spinco Workers Compensation Claims in each jurisdiction in which the Parent Group is self-insured with respect to the Spinco Workers Compensation Claims (the “Spinco Self-Insured Workers Compensation Liabilities”). If Spinco fails to obtain any such release with respect to any of the Spinco Self-Insured Workers Compensation Liabilities, then within six months after the Business Transfer Time, Spinco will either: (i) use commercially reasonable efforts to effectuate a loss portfolio transfer with respect to all unreleased Spinco Self-Insured Workers Compensation Liabilities and, after such transfer, obtain a release of the Parent Group, and any letter of credit, bond or other instrument or collateral provided by any of them to any Governmental Authority, with respect to the Spinco Self-Insured Workers Compensation Liabilities, or (ii) if Spinco fails to obtain a release of the Parent in accordance with clause (i) above, deliver to Parent a one-year irrevocable letter of credit naming Parent as the beneficiary and securing Spinco’s indemnification obligations under this Agreement with respect to the Spinco Self-Insured Workers Compensation Liabilities and Spinco’s reimbursement obligations to Parent under this Section 1.11. Any letter of credit delivered by Spinco pursuant to the preceding sentence: (A) will have a face amount equal to the aggregate amount of the unreleased Spinco Self-Insured Workers Compensation Liabilities (calculated by adding the amount of the case reserves with respect to the unreleased Spinco Self-Insured Workers Compensation Liabilities at the Business Transfer Time, as reasonably determined by Spinco’s third party claims administrator and the amount of the incurred but not reported claims with respect to the unreleased Spinco Self-Insured Workers Compensation Liabilities at the Business Transfer Time, as reasonably determined by Spinco’s actuary, (B) will be adjusted annually thereafter to reflect any changes in the amount of the unreleased Spinco Self-Insured Workers Compensation Liabilities, as so calculated, (C) will be renewed effective with each annual expiration, and (D) will provide that it may be drawn by Parent only to the extent: (x) the Parent Gro...
Compensation Administration. Supplier will be responsible for performing compensation administration. The Responsibility Matrix set forth below indicates who is accountable for certain listed processes, activities and tasks as part of the compensation administration Services. No. Process Steps Supplier LS&Co. LSA LSE AMA LSA LSE AMA 7.1 Building compensation strategy & plan
Compensation Administration. Secure and maintain applicable coverage through either (a) a multiple coordinated policy arrangement wherein we secure an endorsement naming you as the client, or (b) a policy issued to us as the Administrative Employer and naming you as the client on an Alternate Employer Endorsement, in each instance as required by applicable law. · Premium remittances · Claim reporting · Claim tracking · Assist with premium audits
Compensation Administration. Labor Relations . Expatriate Administration The monthly per person rate for providing these tasks to USI will be $120.32. SOUTH AND CENTRAL AMERICA ------------------------- The pricing methodology in the South and Central America region is based on two components. The first component is the plan costs (as opposed to the administrative costs to run the plans). These costs are IB Services and will be billed directly through the local financial or human resource systems to the FIDs that have employees. The costs include governmental taxes and benefits including pension benefits. The second component of the South and Central America regional pricing methodology is the administrative costs of the Human Resource departments in each country. This will be billed as a monthly rate per person. Each country will provide the following services to the extent offered to other EDS employees in that country.
Compensation Administration. Country Specific Education . Payroll Services . English as a Second Language Training . Leadership Training . Labor Relations . Expatriate Administration The monthly per person rate for providing these tasks to USI is $79.14. The pricing methodology for Canada is based on two components. The first component is the plan costs (as opposed to the administrative costs to run the plans). These costs are IB Services and will be billed directly through the local financial or human resource systems to the FIDs that have employees. The costs include governmental taxes and benefits including pension benefits. The second component of the Canada pricing methodology is the administrative costs of the Human Resource department in Canada. This will be billed as a monthly rate per person. Canada Human Resources will provide the following services to the extent offered to other EDS employees within Canada:
