Option A. For each week of leave up to the 13th week, inclusive, the University will pay 95% of the base salary the employee otherwise would have received, less the maximum amount of weekly pay any individual is eligible to receive in accordance with the EIA (the “EI Max”), regardless of whether or not such amount is actually received by the employee. If the employee provides proof that their EIA entitlement is less than the EI Max, their weekly payment from the University will be 95% of base salary they otherwise would have received less the amount of their EIA entitlement. OR
Option A. 65.4.3.1 Upon rehire into the program, the participating employee will hold the rank of Police Officer and will be eligible for assignment only to patrol, SCT, or NRT.
Option A. For each week of leave up to the 19th week, inclusive, the University will pay 90% of regular earnings, less the maximum amount of weekly pay any individual is eligible to receive in accordance with the Employment Insurance Act, (the “EI Max”), regardless of whether or not such amount is actually received by the Employee. If the Employee provides proof that his or her Employment Insurance Act entitlement is less than the EI Max, his or her weekly payment from the University will be 90% of regular earnings less the amount of his or her Employment Insurance Act entitlement. OR
Option A. Private or public Attaching Entity not providing Communications Services with ≤ 300 total Attachments installed on CPS Energy Poles.
Option A. Lease Months Annual Rent Monthly Rent 1 - 8 $ 95,000.00 $ 7,916.67 9 - 14 $ 142,500.00 $ 11,875.00 15 - 24 $ 194,750.00 $ 16,229.17 25 - 60 $ 205,000.00 $ 17,083.33
Option A. A faculty member, who retires from the District under STRS or PERS guidelines, after fifteen (15) or more years of service, qualifies for District-paid hospital/medical benefits according to the following schedule: Age at Years of Terms of Retirement Service Coverage Under 65 15 to age 67 65 or over 15-22 2 years past retirement 65 or over 23-29 3 years past retirement 65 or over 30 or more 4 years past retirement
Option A. MESSA Choices II with $1,000/$2,000 Deductible, $20 Office Visit Copay, and Saver Rx Program.
Option A. A. For all Billable MWh Delivered after the Counted MWh for the Contract Year equals the Maximum Annual MWh, the Counted Service Hours equals the Maximum Annual Service Hours or, for hydroelectric Units, the Counted MWh for the Month equals the Maximum Monthly MWh (“Schedule G Billable MWh”): Fossil Fuel Units In addition to the Variable Cost Payment computed in accordance with Schedule C, the CAISO shall pay the Option A Variable Cost Payment, which shall be calculated in accordance with Equation G-1: Equation G-1 Option A Variable Cost Payment = 0.5 (Variable Cost Payment for the Billing Month) Schedule G Billable MWh Billable MWh for the Billing Month Pumped Storage Hydroelectric Facilities In addition to the Variable Cost Payment computed in accordance with Schedule C, CAISO shall pay the product of (a) the Schedule G Billable MWh, (b) 0.5, and (c) YTD Pumping Costs divided by YTD Energy Produced as computed in accordance with Equation C4-2 in Schedule C. Conventional Hydroelectric Facilities In addition to the Variable Cost Payment computed in accordance with Schedule C, CAISO shall pay the sum of the products for each hour in the Billing Month of (a) the Hourly Fuel Price for natural gas for the hour calculated in accordance with Equation C1-8 of Schedule C, (b) 12,000 Btu/kWh, (c) the Schedule G Billable MWh for that hour, and (d) 0.5.
Option A i. Without any additional strategic planning beyond the meeting described in Section E.4 above, Local Governments may spend Opioid Settlement Funds from the list of High-Impact Opioid Abatement Strategies attached as Exhibit A. This list is a subset of the initial opioid remediation strategies listed in the National Settlement Agreement.
Option A. Upon an employee becoming eligible for Medicare the District shall contribute to the employee's medical benefits at a flat rate of $75 per month. This coverage shall continue until the employee reaches 75 years of age at which time the employee shall have the option of participating in the District medical plan at his/her own expense. The employee shall be responsible for paying the total administrative fee charged by the third party vendor. Option B Upon an employee becoming eligible for Medicare, the District will contribute to the employee's medical benefits at a flat rate of $100 per month. This coverage shall continue for a period of time equal to the number of years of service in the District. Employees must notify the District in writing of their retirement of their election of Option B by February 15 of the school year. When District payments stop, the employee shall have the option of participating in the District medical plan at his/her own expense. The employee shall be responsible for paying the total administrative fee charged by the third party vendor.
