Uniformed Services Employment and Reemployment Rights Act Sample Clauses

Uniformed Services Employment and Reemployment Rights Act. Notwithstanding anything to the contrary herein, this Medical Expense Reimbursement Plan shall comply with the applicable provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (Public Law 103-353).
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Uniformed Services Employment and Reemployment Rights Act. Notwithstanding anything to the contrary herein, the Group Medical Insurance Benefit Plan shall comply with the applicable provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (Public Law 103-353).
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Uniformed Services Employment and Reemployment Rights Act. Notwithstanding any provision of this Plan to the contrary, contributions, benefits and service credit with respect to qualified military service shall be provided in accordance with USERRA and the regulations thereunder.
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Uniformed Services Employment and Reemployment Rights Act. Certain persons who serve in the armed forces have a right to reemployment with the employer they were with when they entered the service.  Consumer Credit Protection Act (CPCA) Garnishment of employee wages by employers is regulated under the CPCA which is administered by the Wage and Hour Division.  Equal Opportunity Commission (EEOC) Enforcing federal laws for the following:  Title VII of the Civil Rights Act of 1964  The Pregnancy Discrimination Act  The Equal Pay Act of 1963 (EPA)  The Age Discrimination in Employment Act of 1967 (ADEA)  Sections 102 and 103 of the Civil Rights Act of 1991  Sections 501 and 505 of the Rehabilitation Act of 1973  The American with Disabilities Act Amendment Act 2008  The Genetic Information Nondiscrimination Act of 2008 (XXXX)  Bureau of Labor and Industries (BOLI) The four principal duties of the Bureau of Labor and Industries (BOLI) are to: (1) protect the rights of workers and citizens to equal, non-discriminatory treatment through the enforcement of anti-discrimination laws that apply to workplaces, housing and public accommodations; (2) encourage and enforce compliance with state laws relating to wages, hours, terms and conditions of employment; (3) educate and train employers to understand and comply with both wage and hour and civil rights law; and (4) promote the development of a highly skilled, competitive workforce in Oregon through the apprenticeship program and through partnerships with government, labor, business, and educational institutions.  Collective Bargaining Agreements (SEIU and AFSCME)  Chief Human Resources Office Rules and Policies (xxxx://xxx.xxxxxx.xxx/DAS/CHRO/pages/rules.aspx)
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Uniformed Services Employment and Reemployment Rights Act. Any employee who is called upon to participate in military service of our country shall, at the time such services have been honorably completed, shall be returned to their position without . 15 loss of seniority, time in service to be counted as accumulated seniority. The employee must report for work within time specified by Federal Law, i.e. USERRA after completing service. An employee called for National Guard duty or training shall be compensated for the difference between their regular pay and the gross amount received for the performance of such obligation. The employee shall present a signed statement from their commanding officer or the officer's designee stating the gross amount paid for this service to the Executive Director of Human Resources and Labor Relations Administration. Reimbursement under this paragraph shall be limited to thirty (30) calendar days.
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Uniformed Services Employment and Reemployment Rights Act. Section 1. Recognition‌
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Uniformed Services Employment and Reemployment Rights Act the Maryland Fair Employment Practices Act; the Maryland Human Relations Law; the Maryland Equal Pay For Equal Work Law; the Maryland False Claims Act; and the Maryland Parental Leave Act;
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Uniformed Services Employment and Reemployment Rights Act. USERRA") USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the Natural Disaster Medical System. USERRA also prohibits employers, and insurers, from discriminating against past and present members of the uniformed services, and applicants to the uniformed services. If an eligible employee leaves their job to perform military service, the eligible employee has the right to elect to continue their Group coverage including any Dependents for up to 24 months while in the military. Even if continuation of coverage was not elected during the eligible employee's military service, the eligible employee has the right to be reinstated in their Group coverage when re-employed, without any waiting periods or pre-existing condition exclusions except for service connected illnesses or injuries. If an eligible employee has any questions regarding USERRA, the eligible employee should contact the Plan administrator. The plan administrator determines eligible employees and provides that information to CareFirst BlueChoice.
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Uniformed Services Employment and Reemployment Rights Act. Solely to the extent required by the Uniformed Services Employment and Reemployment Rights Act (hereinafter the “Uniformed Services Act”), an Employee who is a Covered Employee and who enters military service shall have the right to continue coverage under the Plan for the period prescribed under the Uniformed Services Act. Continuation of coverage shall be conditioned upon payment of the required premiums. This Section shall be interpreted and applied to give an Employee only those rights as are prescribed under the Uniformed Services Act and rulings and regulations issued thereunder.
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Related to Uniformed Services Employment and Reemployment Rights Act

  • Re-employment Rights (1) Re-employment of Faculty Members on layoff status will be administered by the College in accordance with the then-applicable provisions of the Education Code.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Reemployment Rights a. Laid-off employees are eligible for reemployment in the classification from which laid off for a thirty-nine (39) month period from the effective date of layoff and shall be reemployed in the reverse order of layoff, as vacancies become available.

  • Equal Employment Opportunity (EEO) - The School Board of Broward County, Florida, prohibits any policy or procedure which results in discrimination on the basis of age, color, disability, gender identity, gender expression, national origin, marital status, race, religion, sex or sexual orientation. Individuals who wish to file a discrimination and/or harassment complaint may call the Executive Director, Benefits & EEO Compliance at 754-321-2150 or Teletype Machine (TTY) 000-000-0000.

  • Re-employment An employee who resigns her position and within sixty (60) days is re-employed, shall be granted a leave of absence without pay covering those days absent and shall retain all previous rights in relation to seniority and other fringe benefits subject to any benefit plan eligibility requirements.

  • TEACHER EMPLOYMENT 8.1. The Board agrees to employ only those teachers who hold at least a bachelors degree from an accredited college or university and are certifiable by the New Hampshire State Department of Education. This provision shall not apply in the instance where the availability of personnel is critical and an appropriate waiver is granted by the New Hampshire State Department of Education.

  • Summer Employment 26.1 In selecting teaching staffs for summer programs, employment shall be offered to teachers who are certified and “Highly Qualified” in the subject area(s).

  • in Employment If the total value of this contract is in excess of $10,000, Pur- chaser agrees during its performance as follows:

  • Casual Employment (a) A casual employee is an employee engaged as such on an hourly basis.

  • Layoff and Reemployment A. Application Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/or probationary employees (hereinafter known as "employees") in any State agency, the State may lay off employees pursuant to this Section.

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