Incapacity for work. The present Company policy for Executive Committee members with regard to incapacity for work or sickness is that for a maximum period of three years from the start of disablement, but at the very latest up to the end of the Contract, the balance between your Annual Base Compensation at the start of the total disability and the aggregate amount of any statutory allowance distributed to you on account of the total disablement together with possible allowances distributed for the same reason by the Philips Pension Fund will - subject to your compliance with the Company’s directives - be paid by the Company. The Company shall not be bound by the aforesaid obligation if you have a claim against third parties in respect of your disablement. Upon surrender to the Company of such claim - in so far as it relates to loss of Annual Base Compensation - an amount equal to the aforesaid balance shall - but for no longer than the period stated in the foregoing clause - be paid by the Company in advance. This policy is subject to change at the discretion of the Company. No compensation will be paid in case the new policy is less favorable than the present policy.
Incapacity for work. In the event of incapacity for work, the employee returns to the Netherlands. A decision on this is taken based on the advice provided by the attending doctor. The employer bears the costs for the return journey unless the incapacity for work arose from the employee’s intent. In the event of incapacity for work due to illness, for a maximum of 52 weeks the employee receives from the employer the average wage over the previous 52 weeks prior to the first day of sickness. ‘Wage’ is hereby intended to mean the total salary when working abroad and, insofar as work was performed over the previous 13 weeks, the agreed set wage earned in the Netherlands, including the applicable supplements and overtime payment. This wage amounts to a maximum of 1.3 times the maximum wage in the sense of the Social Security Financing Act, plus the pension premium and Invalidity Pension premium. During the second period of 52 weeks, 70% of the set agreed daily wage is paid, including the recently applicable average supplements when working, and the average payment on account of overtime over the previous thirteen weeks of employment. In the event that a successful reintegration, the employee is eligible for a one-off reintegration bonus of 30% of the set agreed wage over the period from the first day of the second year of sickness up to and including the time of successful reintegration. Notwithstanding the above, the second period of 52 weeks can be extended up to a maximum of 104 weeks. There may be an extension of the second period of 52 weeks in the following two specific cases: - in the event that the UWV benefit payment body believes that the employer has made insufficient effort to reintegrate the sick employee, and based on this the UWV benefit payment body refuses to proceed to starting the WAO or WIA procedure of the employee in question; - in the event that the employee in question and the employer jointly decide that there are reasons to not yet initiate the WAO or WIA request, since the end of the incapacity for work is predicted within a foreseeable time.
Incapacity for work. 10.1 If the employee is unfit for work, the employee must inform the direct manager accordingly without delay on the first day of employee's incapacity for work. When reporting sick, the employee shall also provide the employer with the information that the employer requires to determine whether it must continue to pay the employee's wages.
Incapacity for work. The present Company policy for executives of your level with regard to incapacity for work or sickness is that for a maximum period of three years from the start of disablement, but at the very latest up to the end of the Contract, the balance between the Annual Base Compensation at the start of the total disability and the aggregate amount of any statutory allowance distributed to the Director on account of the total disablement together with possible allowances distributed for the same reason by the Philips Pension Fund will - subject to the Director's compliance with the Company’s directives - be paid by the Company. The Company shall not be bound by the above obligation if the Director has a claim against third parties in respect of his disablement. Upon surrender to the Company of such claim - in so far as it relates to loss of Annual Base Compensation - an amount equal to the above balance shall - but for no longer than the period stated in the foregoing paragraph - be paid by the Company in advance. This policy is subject to change at the discretion of the Company. No compensation will be paid in case the new policy is less favorable than the present policy.
Incapacity for work. 9.3.1 Year-end bonus ▪ A person receiving benefits under the Work and Income (Capacity for Work) Act (WIA) or the Disability Insurance Act (WAO) is entitled to receive a year-end bonus via Aanvullingsfonds Bouw & Infra on the condition that this person: - was also entitled to receive this bonus via this fund in the previous calendar year; and - meets the requirements set out in the foundation’s regulations for supplements and other payments [Reglement aanvullingen en uitkeringen]. This scheme is part of the Collective agreement on industry-wide schemes for the construction & infrastructure sectors [cao BTER Bouw & Infra].
Incapacity for work. In the event of incapacity for work as the result of illness or accident, also during the holiday period, the employee will inform the employer of this immediately, in compliance with the company regulations and/or the standing rules of the organisation concerned. The employer and employee are also obliged, in accordance with the legal provisions, to promote reintegration as soon as possible.
Incapacity for work. 11.1. Notwithstanding the provisions of article 7:629 paragraph 3 up to and including 5 Dutch Civil Code, Employee will receive in case of incapacity for work during the first year of illness, however ultimately until the end of this Employment Agreement (in case that is earlier), to be calculated from the first day of the incapacity, 100% of the Annual Fixed Salary after deduction of any benefits or payments received by Employee pursuant to relevant state-provided social security or insurance arrangements taken out by Darling BV.
Incapacity for work. If a senior salaried employee is incapacitated for work due to an illness or accident and has not caused such incapacity for work wilfully or through gross negligence, the senior salaried employee shall be entitled to the monthly salary including benefits in kind but excluding salary supplements as follows while the said inca- pacity for work continues: If the senior salaried employee has been continuously employed for a period of at least ‐ one month but less than one year for four weeks ‐ one year but less than five years for five weeks ‐ five years or longer for three months. A senior salaried employee who has become incapacitated for work due to an illness shall be required to notify the employer without delay thereof and of the estimated date on which the said incapac- ity is expected to end and to present an acceptable account of the said incapacity on request. Should a senior salaried employee fall ill with the same illness within 30 calendar days of returning to work, the period of the employer’s liability for sick pay shall be reckoned as for a single uninterrupted period of illness. Should the same illness recur in the foregoing manner, sick pay shall nevertheless be paid for not less than the waiting period referred to in chapter 8, section 7, subsection 2 of the Finnish Health Insurance Act.
Incapacity for work. 1. In the event of incapacity for work as the result of illness or accident, including during the holiday period, the employee informs the employer immediately. In the case of company closure, the employee will report directly to the VACI or to the company doctor.
Incapacity for work. For the first three days of absence, the employee must provide the employer with a statement on his/her incapacity for work written by a health-care professional. At the latest on the fourth day of absence the employee must provide the employer with a doctor’s note. The employer may issue written guidelines that differ from the above. The employer has the right, however, to demand that the employee produce a doctor’s note as of the first day of absence. Sick leave certificates and accounts must be given directly to the employer without delay. Application instructions: Municipalities have different policies concerning whether a sick leave certificate is required for the payment of wages. For the time being, it has been held that the municipality compensating the wage costs can demand that a certificate of absence for the days of sick leave be submitted to the municipality. The municipality’s policy must be confirmed directly with the municipality. Application instructions: Sick leave certificates and accounts are strictly confidential information and contain sensitive personal data. The employer must ensure that the Personal Data Act and laws on the protection of privacy in working life are complied with when such data is processed. The storage, disclosure and disposal of sick leave certificates and accounts must take place in the manner prescribed by law. Application instructions: In situations where it has been agreed with the employee that he/she may be away from work for the first three days with a written statement by a health-care professional, those three days start on the first sick day that would have been the employee’s workday.
