CHILD CARE SUBSIDY PROGRAM Sample Clauses

CHILD CARE SUBSIDY PROGRAM. Section 1. The Employer will establish a Child Care Subsidy Program (Program) in accordance with Public Law 106-554 and the terms of this Agreement, subject to budgetary considerations. The intent of the Program will be to make child care more affordable for lower income employees whose children are, or will be, enrolled in licensed child care facilities.
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CHILD CARE SUBSIDY PROGRAM. Employees holding classifications represented by the American Federation of State, County and Municipal Employees are eligible to participate in the Child Care Subsidy Program subject to the guidelines and parameters established by the City. Subsequent changes, if any, to the Program and/or benefit levels may be made at the discretion of the City, following notice and the opportunity to meet and confer being provided to the Union.
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CHILD CARE SUBSIDY PROGRAM. Employees represented by this Unit are eligible to participate in the City's Child Care Subsidy Program subject to the guidelines and parameters established by the City. Subsequent changes, if any, to the Program and/or benefit levels, are at the discretion of the City. EXHIBIT I SEIU Salary Schedule Effective February 8, 2016‌ Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Solid Waste Truck Operator I $17.6570 $18.0984 $18.5509 $19.0147 $19.4900 $19.9773 $20.4767 $20.9886 $21.5133 $22.0512 Solid Waste Truck Operator II $21.6271 $22.1678 $22.7220 $23.2900 $23.8723 $24.4691 $25.0808 $25.7078 $26.3505 $27.0093 EXHIBIT I SEIU Salary Schedule Effective July 1, 2016 Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Solid Waste Truck Operator I $18.0102 $18.4605 $18.9220 $19.3950 $19.8799 $20.3769 $20.8863 $21.4085 $21.9437 $22.4923 Solid Waste Truck Operator II $21.6271 $22.1678 $22.7220 $23.2900 $23.8723 $24.4691 $25.0808 $25.7078 $26.3505 $27.0093 EXHIBIT I SEIU Salary Schedule Effective July 1, 2017 Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Solid Waste Truck Operator I $ 18.3704 $18.8297 $19.3004 $19.7829 $20.2775 $20.7844 $21.3040 $21.8366 $22.3826 $22.9421 Solid Waste Truck Operator II $ 22.0596 $22.6111 $23.1764 $23.7558 $24.3497 $24.9585 $25.5824 $26.2220 $26.8775 $27.5495 EXHIBIT II
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CHILD CARE SUBSIDY PROGRAM. The goal of this program is to ensure the delivery of quality child care service to our participating student parent families. The University must require that all funds are appropriately spent and monitored.
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CHILD CARE SUBSIDY PROGRAM 
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Related to CHILD CARE SUBSIDY PROGRAM

  • Dental Care Plan The Welfare Plan will include a Dental Care Plan which will reimburse members for expenses incurred in respect of the coverages summarized in Appendix "1". The Plan will not duplicate benefits provided now or which may be provided in the future by any government program.

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

  • Primary Care Clinic Employees and each of their covered dependents must individually elect a primary care clinic within the network of providers offered by the plan administrator chosen by the employee. Employees and their dependents may elect to change clinics within their clinic’s Benefit Level as often as the plan administrator permits and as outlined above.

  • HEALTH CARE PLANS ‌ Notwithstanding the references to the Pacific Blue Cross Plans in this article, the parties agree that Employers, who are not currently providing benefits under the Pacific Blue Cross Plans may continue to provide the benefits through another carrier providing that the overall level of benefits is comparable to the level of benefits under the Pacific Blue Cross Plans.

  • HEALTH PROGRAM 3701 Health examinations required by the Employer shall be provided by the Employer and shall be at the expense of the Employer. 3702 Time off without loss of regular pay shall be allowed at a time determined by the Employer for such medical examinations and laboratory tests, provided that these are performed on the Employer’s premises, or at a facility designated by the Employer. 3703 With the approval of the Employer, a nurse may choose to be examined by a physician of her/his own choice, at her/his own expense, as long as the Employer receives a statement as to the fitness of the nurse from the physician. 3704 Time off for medical and dental examinations and/or treatments may be granted and such time off, including necessary travel time, shall be chargeable against accumulated income protection benefits.

  • Vision Care Plan The County agrees to provide a Vision Care Plan for all employees and dependents. The Plan will be the Vision Service Plan - Plan A with benefits at 12/12/24 month intervals and with twenty dollar ($20.00) deductible for examinations and twenty dollar ($20.00) deductible for materials. The County will fully pay the monthly premium for the employee and dependents and pick up inflationary costs during the term of the Agreement.

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

  • Health Care Compliance Neither the Company nor any Affiliate has, prior to the Effective Time and in any material respect, violated any of the health care continuation requirements of COBRA, the requirements of FMLA, the requirements of the Health Insurance Portability and Accountability Act of 1996, the requirements of the Women's Health and Cancer Rights Act of 1998, the requirements of the Newborns' and Mothers' Health Protection Act of 1996, or any amendment to each such act, or any similar provisions of state law applicable to its Employees.

  • Health Care Insurance While a faculty member is on an approved leave of this type, the faculty member will be advised regarding the right to continue health care benefits in accordance with COBRA during the period of unpaid absence.

  • Medicaid Program Parties (applicable to any Party providing services and supports paid for under Vermont’s Medicaid program and Vermont’s Global Commitment to Health Waiver):

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