EMPLOYEE AND DEPENDENTS Sample Clauses

EMPLOYEE AND DEPENDENTS. ‌ Each employee will be given transportation privileges at the time of employment; and his/her spouse will receive these privileges after completion of the employee’s probationary period. Employee’s dependent children will be given school transportation privileges after completion of employee’s probationary period. Retired employees, in the application of this rule, are considered employees. Upon the death of the retiree, the spouse and dependent children will continue to be granted free transportation for life or until remarriage of the spouse.
Sample 1Sample 2
AutoNDA by SimpleDocs
EMPLOYEE AND DEPENDENTS. ‌ Employees will be given transportation privileges at time of employment. A spouse or registered domestic partner and dependent children will be given transportation privileges after completion of employee's probationary period. Retired employees, in the application of this rule, are considered employees. Upon the death of the retiree, the spouse or registered domestic partner and dependent children will continue to be granted free transportation for life or until remarriage of the spouse or the re-register of a new domestic partnership. A transportation pass subsidy of up to $102 is allowed for the employee only. It will be administered in accordance with the current LACMTA Ride Share program. If the LACMTA Ride Share program increases the amount of the subsidy above $102, the amount listed above will be increased to the same amount.
Sample 1
EMPLOYEE AND DEPENDENTS. The District shall contribute, per eligible unit member per month to CVT, ninety percent (90%) of the amount established by CVT to provide the following dental coverage: No annual maximum on basic coverage, including crowns and cast restorations Four cleanings per patient per year Prosthodontics cost sharing 50/50 Nitrous oxide at no additional cost $2,000 lifetime maximum orthodontia cost sharing 50/50 Life Insurance: Unum Provident Life ($50,000) Employee Only The District shall contribute, per eligible unit member per month to CVT, ninety percent (90%) of the amount established by CVT to provide Life Insurance. Appendix C. Grievance Form Cotati-Rohnert Park Unified School District Grievance Form If more space is required in any section, please attach additional sheets. Name: Job Classification: School: Employee Organization: This form is not completed if the grievance is resolved at Level I. Level I: INFORMAL DISCUSSION WITH SUPERVISOR Supervisor’s Name: Title: Informal Conference Date: Date of Supervisor’s Response: Decision rendered at informal conference:
Sample 1
EMPLOYEE AND DEPENDENTS. Frames, lenses and the fitting of prescription glasses, including prescription sunglasses and contact lenses, up to a maximum of in any two consecutive calendar years. Payment will be exempt from the plan deductible. Effective January the current benefit rate will increase to The vision care benefit will be once every twenty-four (24) months for employees and dependents age eighteen (16) and over, and once every twelve (12) months for dependents under age eighteen An optometric benefit (eye examination) of once every twenty-four (24) months will be extended to employees and dependents age eighteen (18) and over and once every twelve (12) months for dependents under age eighteen (18).
Sample 1
EMPLOYEE AND DEPENDENTS. ‌ Each employee will be given transportation privileges at the time of employment; and his/her spouse will receive these privileges after completion of the employee’s probationary period. Employee’s dependent children will be given school transportation privileges after completion of employee’s probationary period. Retired employees, in the application of this rule, are considered employees. Upon the death of the retiree, the spouse and dependent children will continue to be granted free transportation for life or until remarriage of the spouse. 15.2 EMPLOYEES TAKING CASH SEVERANCE IN LIEU OF RETIREMENT‌ Employees eligible for retirement but electing to take cash severance benefits in lieu of retirement benefits under the Retirement Income Plan will, retroactive to May 29, 1969, be considered in the same category as retired employees, in the application of this transportation privileges rule. 15.3 REPORTING OF LOST PASSES‌ Lost passes must be immediately reported to the employee’s Division or Department. Failure to report loss of pass, allowing an unauthorized person to use said pass, defacing, or destroying or vandalizing LACMTA property will result in cancellation of the pass privilege. 15.4 REPLACEMENT OF LOST PASSES‌ A fifteen dollar ($15.00) administrative fee will be levied for replacement of lost or stolen employee or dependent passes. This administrative fee shall be three dollars ($3.00) for retired employees or their dependents. Only one lost or stolen pass will be replaced for each employee or dependent each year. 15.5
Sample 1

Related to EMPLOYEE AND DEPENDENTS

  • Employee and Labor Matters; Benefit Plans (a) Section 3.17(a) of the Parent Disclosure Schedule is a list of all material Parent Benefit Plans, including, without limitation, each Parent Benefit Plan that provides for retirement, change in control, stay or retention deferred compensation, incentive compensation, severance or retiree medical or life insurance benefits. “

  • Employee and Family Assistance Plan The CODC PRO Care Plan is an industry-funded employee and family assistance plan for employees and their eligible family members according to the participation of sponsoring organizations and employers as well as Plan eligibility rules. Employees must be enrolled in the Plan by their employer to become eligible for Plan benefits, subject to the Plan eligibility rules. An individual employee cannot self-enroll in the Plan. Remittances and Reports

  • Employee and Labor Matters There is (i) no unfair labor practice complaint pending or, to the knowledge of Borrower, threatened against Borrower or its Subsidiaries before any Governmental Authority and no grievance or arbitration proceeding pending or threatened against Borrower or its Subsidiaries which arises out of or under any collective bargaining agreement and that could reasonably be expected to result in a material liability, (ii) no strike, labor dispute, slowdown, stoppage or similar action or grievance pending or threatened in writing against Borrower or its Subsidiaries that could reasonably be expected to result in a material liability, or (iii) to the knowledge of Borrower, after due inquiry, no union representation question existing with respect to the employees of Borrower or its Subsidiaries and no union organizing activity taking place with respect to any of the employees of Borrower or its Subsidiaries. None of Borrower or its Subsidiaries has incurred any liability or obligation under the Worker Adjustment and Retraining Notification Act or similar state law, which remains unpaid or unsatisfied. The hours worked and payments made to employees of Borrower or its Subsidiaries have not been in violation of the Fair Labor Standards Act or any other applicable legal requirements, except to the extent such violations could not, individually or in the aggregate, reasonably be expected to result in a Material Adverse Effect. All material payments due from Borrower or its Subsidiaries on account of wages and employee health and welfare insurance and other benefits have been paid or accrued as a liability on the books of Borrower, except where the failure to do so could not, individually or in the aggregate, reasonably be expected to result in a Material Adverse Effect.

  • Project Employment 1. The Employer may appoint employees into project positions for which employment is contingent upon state, federal, local, grant, or other special funding of specific and of time-limited duration. The Employer will notify the employees, in writing, of the expected ending date of the project employment.

  • In-Training Employment 1. The Employer may designate specific positions, groups of positions, or all positions in a job classification or series as in-training. The Employer will document the training program, including a description and length of the program.

  • Employment and Labor Matters None of the employees of Allied or any of the Allied Subsidiaries is represented in his or her capacity as an employee of Allied or any of the Allied Subsidiaries by any labor organization. Neither Allied nor any of the Allied Subsidiaries has recognized any labor organization, nor has any labor organization been elected as the collective bargaining agent of any employees of Allied or any of the Allied Subsidiaries, nor has Allied or any of the Allied Subsidiaries entered into any agreement recognizing any labor organization as the bargaining agent of any employees of Allied or any of the Allied Subsidiaries. Neither Allied nor any Allied Subsidiary has entered into or is in the process of negotiating any neutrality agreement or agreement with similar effect with any labor organization. There is no union organization activity involving any of the employees of Allied or any of the Allied Subsidiaries pending or, to the Knowledge of Allied, threatened, that, individually or in the aggregate, has had or would reasonably be expected to have a Material Adverse Effect on Allied. There is no picketing pending or, to the Knowledge of Allied, threatened, and there are no strikes, slowdowns, work stoppages, other job actions, lockouts, arbitrations, grievances or other labor disputes involving any of the employees of Allied or any of the Allied Subsidiaries pending or, to the Knowledge of Allied, threatened that, individually or in the aggregate, have had or would reasonably be expected to have a Material Adverse Effect on Allied. There are no complaints, charges or claims against Allied or any of the Allied Subsidiaries pending or, to the Knowledge of Allied, threatened that could be brought or filed with any Governmental Entity or arbitrator based on, arising out of, in connection with, or otherwise relating to employment Laws or to the employment or termination of employment or failure to employ by Allied or any of the Allied Subsidiaries, of any individual that, individually or in the aggregate, have had or would reasonably be expected to have a Material Adverse Effect on Allied. Except for those matters that, individually or in the aggregate, have not had or would not reasonably be expected to have a Material Adverse Effect on Allied, Allied and the Allied Subsidiaries are in compliance with all Laws relating to the employment of labor, including all such Laws relating to wages, hours, the WARN Act, collective bargaining, discrimination, civil rights, safety and health, whistleblower statutes, workers’ compensation and the collection and payment of withholding and/or social security taxes and any similar tax. Since December 31, 2005, there has been no “mass layoff” or “plant closing” (as defined by the WARN Act or similar state or local Laws) with respect to Allied or any of the Allied Subsidiaries.

  • Employee and Family Assistance Program (a) A province-wide Employee and Family Assistance Program for employees and members of their immediate family, with whom the employee normally resides, shall be provided.

  • CALIFORNIA FAIR EMPLOYMENT AND HOUSING ACT CERTIFICATION Pursuant to Public Contract Code (PCC) section 2010, the following certifications must be provided when (i) submitting a bid or proposal to the JBE for a solicitation of goods or services of $100,000 or more, or (ii) entering into or renewing a contract with the JBE for the purchase of goods or services of $100,000 or more. CERTIFICATIONS:

  • Scope of Employment (a) During the Employment, Executive will serve as President and Chief Executive Officer of the Company. In that connection, Executive will (i) devote his full-time attention and energies to the business of the Company and will diligently and to the best of his ability perform all duties incident to his employment hereunder; (ii) use his best efforts to promote the interests and goodwill of the Company; and (iii) perform such other duties commensurate with his office as the Board of Directors of the Company may from time-to-time assign to him.

  • Employment of Employee (a) Except as provided in Sections 2(b), 2(c) and 2(d), nothing in this Agreement shall affect any right which Employee may otherwise have to terminate Employee’s employment, nor shall anything in this Agreement affect any right which the Company may have to terminate Employee’s employment at any time in any lawful manner.

Time is Money Join Law Insider Premium to draft better contracts faster.