CHANGE IN EMPLOYEE STATUS. If a Participant has not incurred a Separation from Service but ceases to be eligible to participate in the Plan, by reason of employment within an employment classification excluded by the Employer under Adoption Agreement Section 1.07, the Advisory Committee must treat the Participant as an Excluded Employee during the period such a Participant is subject to the Adoption Agreement exclusion. The Advisory Committee determines a Participant's sharing in the allocation of Employer contributions and Participant forfeitures, if applicable, by disregarding his Compensation paid by the Employer for services rendered in his capacity as an Excluded Employee. However, during such period of exclusion, the Participant, without regard to employment classification, continues to receive credit for vesting under Article V for each included Year of Service and the Participant's Account continues to share fully in Trust Fund allocations under Section 9.11. If an Excluded Employee who is not a Participant becomes eligible to participate in the Plan by reason of a change in employment classification, he will participate in the Plan immediately if he has satisfied the eligibility conditions of Section 2.01 and would have been a Participant had he not been an Excluded Employee during his period of Service. Furthermore, the Plan takes into account all of the Participant's included Years of Service with the Employer as an Excluded Employee for purposes of vesting credit under Article V.
CHANGE IN EMPLOYEE STATUS. It is understood that certain employees may be required to change from an operating employee to a non-operating employee for varying periods of time. Subject to clause 16.03(e)2(iii) no change in such an employee's status will be made unless the requirement to change is consistent for thirty (30) consecutive calendar days or more. Advance notice of such requirement which will involve a change in the employee's status should be no less than fifteen (15) calendar days prior to the earliest date that the changed circumstances may commence. If notice of the change is less than fifteen (15) calendar days, the employee shall be paid a premium of four (4) hours' pay at the straight-time hourly rate for each shift or day worked during the period of the change for which he or she had not received fifteen (15) calendar days' notice. Such notice shall not be required nor is the premium payable when the employee concerned is promoted or is acting in a higher level position or the change is in response to the employee's request. This clause does not apply to an Air Traffic Controller-in-Training prior to the completion of his or her ab-initio training at NCTI.
CHANGE IN EMPLOYEE STATUS. Employees hired on a temporary basis will become a regular employee after three (3) years of continuous service.
CHANGE IN EMPLOYEE STATUS. If a Participant does not terminate employment, but is not an Employee or ceases to be an Employee by reason of employment within an employment classification, then during the period such Participant is not an Employee, the Committee shall not allocate any Employer contributions or forfeitures to the Participant's Accounts except to the extent the Participant rendered services for the Employer as an Employee. However, during such period, the Participant, without regard to employment classification, shall continue to receive credit for vesting under Article 5 for each included Year of Service and the Participant's Accounts shall continue to share fully in Trust Fund allocations under Section 4.6. A Participant who is no longer an Employee will participate immediately upon becoming an Employee. An Employee who is not an Employee shall participate immediately upon becoming an Employee if the Employee has satisfied the requirements of Section 2.1 other than being an Employee. ***End of Article 2***
CHANGE IN EMPLOYEE STATUS. The Board agrees that any recommendation or matters considered by the Board relating to rates of pay, promotions, hiring or discharge of all temporary, casual and regular employees covered by the terms of this Agreement shall be communicated, in writing, to the Union at the time of their consideration and decision by the Board.
CHANGE IN EMPLOYEE STATUS. The Plan Administrator shall notify the Trustee in the event a Participant's status with respect to the Plan shall change, and shall furnish the Trustee with such additional information relative to the Plan as the Trustee may from time to time request.
CHANGE IN EMPLOYEE STATUS. If a Participant does not have a severance from employment, but is not an Employee or ceases to be an Employee by reason of an employment classification, then during the period such Participant is not an Employee, the Committee shall not allocate Employer Contributions or forfeitures to the Participant’s Account except to the extent the Participant rendered services for the Employer as an Employee. A Participant who is no longer an Employee shall participate immediately upon again becoming an Employee. An Employee who satisfied the eligibility requirements of Section 2.1, but who ceased to be an Employee prior to becoming a Participant, shall become a Participant on the later of the Plan Entry Date on which the Employee would have entered the Plan had he or she not ceased to be an Employee or the Plan Entry Date following the date on which he or she again becomes an Employee.
CHANGE IN EMPLOYEE STATUS. In addition to providing the monthly report and payment set forth in Paragraph A of this Section, the Employer must report to the Fund, no later than by 10am on the last business day of the month of the change, any changes in the status of an employee that affects that employee’s coverage (new hires, newly eligible, terminations, layoffs, FMLA leave, disability). If the Employer fails to timely report such change, the Employer must pay the entire contribution for that employee, including any co-premium normally paid by the employee, for the subsequent month and each additional month until the status change is reported to the Fund.
CHANGE IN EMPLOYEE STATUS. If you cease to be a regular, full-time employee (i.e., you cease to be assigned to a position in which you are regularly scheduled to work at least 17.5 hours a week), then the coverage for you and your dependents will ordinarily end on the last day of the month in which your transfer of position occurs. However, you will need to work with your employer and Plan Sponsor to determine coverage changes. Termination of Group Samaritan Health Plans must receive written notice of termination from the Group. Samaritan Health Plans must receive the notice at least 30 days in advance of the proposed termination date. Group must provide in writing whether Samaritan Health Plans is being replaced by another group policy. Group shall continue to be liable for Plan premiums for all Members enrolled in Plan through Group through the end of the first full month requested and agreed upon termination date.
CHANGE IN EMPLOYEE STATUS. If a Participant has not incurred a Separation from Service but ceases to be eligible to participate in the Plan, by reason of employment within an employment classification excluded by the Employer under Adoption Agreement Section 1.07, the Advisory Committee must treat the Participant as an Excluded Employee during the period such a Participant is subject to the Adoption Agreement exclusion. The Advisory Committee determines a Participant's sharing in the allocation of Employer contributions and Participant forfeitures, if applicable, by disregarding his Compensation paid by
