Family Compensation Act Sample Clauses

Family Compensation Act. When considering Family Compensation Act claims, the Public Guardian and Trustee will require counsel to break down the minor’s claim as to the various heads of damage and provide information in support of his or her assessment. For example: • Loss of love, guidance and affection - information regarding the relationship between the minor and the deceased parent. • Loss of household services - details of the services provided by the deceased parent, including household chores, maintenance and childcare. Actuarial reports quantifying same should be included. • Loss of financial support - employment history and actuarial reports should be provided. • Loss of inheritance – historical pattern of saving. Courts have made nominal awards even in cases of low income earners with no savings; therefore counsel should provide a rationale if no settlement under this head of damage is proposed. While the loss of financial support is often made available to the surviving parent for the support of the minor during the years of his or her dependency, the Public Guardian and Trustee takes the position that compensation for loss of guidance and loss of inheritance should not be utilized for maintenance of the minor, and therefore, should be paid to the “Public Guardian and Trustee in trust for [the minor] ” until the minor reaches age nineteen.
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Related to Family Compensation Act

  • Compensation Act The Committee shall be as between the Employer and the Union, with equal representation, and with each party appointing its own representatives.

  • ’ Compensation Leave If such determination cannot readily be made and all healthcare leave or annual leave subject to 100% payoff has been applied to the absence, the employee shall be placed on Official Leave until a final determination is made.

  • Extra Compensation 1. CTSO Advisors will be paid twenty-five ($25) per hour (capped at eight (8) hours per day) for non-discretionary CTSO activities (e.g., conferences, conventions, and competitions) involving students on days not scheduled as part of the regular school year calendar.

  • Holiday Compensation 1. Those employees working a five-day per week schedule with Saturdays and Sundays as normal days off shall receive cash payment for eight (8) hours per holiday subject to the conditions of this article.

  • Employees Not Eligible for Holiday Compensation 366. Persons employed for holiday work only, or persons employed on a part-time work schedule which is less than twenty (20) hours in a bi-weekly pay period, or persons employed on an intermittent part-time work schedule (not regularly scheduled), or persons employed on as-needed, seasonal or project basis for less than six (6) months continuous service, or persons on leave without pay status immediately preceding or immediately following the legal holiday shall not receive holiday pay.

  • Overtime Eligibility and Compensation Employees are eligible for overtime compensation under the following circumstances:

  • Employees' Compensation The Consultant shall be solely responsible for the following:

  • ' COMPENSATION BENEFITS In accordance with Section 142 of the State Finance Law, this contract shall be void and of no force and effect unless the Contractor shall provide and maintain coverage during the life of this contract for the benefit of such employees as are required to be covered by the provisions of the Workers' Compensation Law.

  • Special Compensation The Company shall pay to the Executive a lump sum equal to three times the sum of (a) the highest per annum base rate of salary in effect with respect to the Executive during the three-year period immediately prior to the termination of employment plus (b) the Highest Bonus Amount. Such lump sum shall be paid by the Company to the Executive within ten business days after the Executive's termination of employment, unless the provisions of Section 3(e) below apply. The amount of the aggregate lump sum provided by this Section 3(c), whether paid immediately or deferred, shall not be counted as compensation for purposes of any other benefit plan or program applicable to the Executive.

  • Final Compensation Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment. Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

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