Value Plan Sample Clauses

Value Plan. The medical Value Plan shall continue to follow the guidelines, outlined per the Affordable Care Act, to provide essential benefits at least equal in value to the bronze level benefit available on the healthcare exchange. This includes the annual deductible, annual out-of-pocket maximum, copayments, and coinsurance. Employee only contributions will continue to follow safe harbor provisions, not to exceed the applicable percentage of the Federal Poverty Level as defined by the IRS annually.
Sample 1
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Value Plan. The employee shall pay the difference in premium for any other plan selected by the employee beyond the cost of the Blue Point 2 Value.
Sample 1
Value Plan. For employees who choose the Value Plan, the employer shall deposit 50 percent of the difference in the monthly premium cost between the Core Plan and the Value Plan in an I.R.S. Section 105-h account. Monies deposited in such account shall roll over year to year until expended or until the employee’s death at which time any unexpended funds shall revert to the County.
Sample 1
Value Plan. The employee shall pay the difference in premium for any other plan selected by the employee beyond the cost of Blue Point 2 Value. The District contribution will not exceed 100% of the Simply Blue HDHP plan. For members hired on or after July 1, 2015: The District shall pay 85% of the premium costs of the Blue Point 2 Value Plan. The employee shall pay the difference in premium for any other plan selected by the employee beyond the cost of Blue Point 2 Value. The District contribution will not exceed 100% of the Simply Blue HDHP plan. Unit members who elect not to take health insurance (other than a single plan) from the District will be eligible for an annual stipend of $5,000 ($2,500 in January and $2,500 in June) with proof that the member is enrolled in another health insurance plan. In the event the unit member, due to unforeseen circumstances and provided the unit member meets reenrollment eligibility requirements, requests to rejoin the District’s health insurance plan, the stipend will be prorated accordingly and the unit member will be reenrolled. In the event the unit member ceases to be enrolled during the year the stipend will be prorated accordingly.
Sample 1
Value Plan. The employee shall pay the difference in premium for any other plan selected by the employee beyond the cost of Blue Point 2 Value. Unit members who elect not to take health insurance (other than a single plan) from the District will be eligible for an annual stipend of $5,000 ($2,500 in January and $2,500 in June) with proof that the member is enrolled in another health insurance plan. In the event the unit member, due to unforeseen circumstances and provided the unit member meets reenrollment eligibility requirements, requests to rejoin the District’s health insurance plan, the stipend will be prorated accordingly and the unit member will be reenrolled. In the event the unit member ceases to be enrolled during the year the stipend will be prorated accordingly.
Sample 1
Value Plan. A unit member with a spouse who is also a unit member and or employed by the district will not be able to enroll in two separate health insurance plans. Employees who are covered by a medical plan provided by any other employer may elect in writing to accept a Waiver Option Plan as detailed below.
Sample 1

Related to Value Plan

  • Stock Incentive Plan Executive shall be eligible for awards under the Employer’s Stock Incentive Plan. The type, timing and size of awards will be at the discretion of the Board of Directors.

  • Incentive Program Members who are rated as either Level I, Level II or Level III in every phase of the Physical Fitness Test are eligible to participate in the Incentive Program.

  • Stock Option Plan The Executive shall be eligible to participate in the Company's Stock Option Plan in accordance with the terms and conditions thereof.

  • Equity Incentive Plan Employee will continue to be eligible to receive equity incentives pursuant to the Executive Compensation Plan. All awards pursuant to the Executive Compensation Plan shall be subject to the terms and provisions of the 1999 Stock Option and Incentive Plan, or any similar plan, and any award agreement with respect to such award. The vesting, exercisability and termination provisions regarding such awards shall be subject to the terms and provisions of the 1999 Stock Option and Incentive Plan, or other similar plan pursuant to which the award was made, and the corresponding award agreement.

  • Long Term Incentive Plan The Executive shall be entitled to participate in the Company’s long-term incentive plan in accordance with its terms that may be in effect from time to time and subject to such other terms as the Board, in its sole discretion, may approve.

  • Incentive Programs During the Term of Employment, the ------------------ Executive shall be entitled to participate in any annual and long-term incentive programs adopted by the Company and which cover employees in positions comparable to that of the Executive.

  • Stock Incentive Plans Nothing in this Agreement shall be construed or applied to preclude or restrain the General Partner from adopting, modifying or terminating stock incentive plans for the benefit of employees, directors or other business associates of the General Partner, the Partnership or any of their Affiliates or from issuing REIT Shares, Capital Shares or New Securities pursuant to any such plans. The General Partner may implement such plans and any actions taken under such plans (such as the grant or exercise of options to acquire REIT Shares, or the issuance of restricted REIT Shares), whether taken with respect to or by an employee or other service provider of the General Partner, the Partnership or its Subsidiaries, in a manner determined by the General Partner, which may be set forth in plan implementation guidelines that the General Partner may establish or amend from time to time. The Partners acknowledge and agree that, in the event that any such plan is adopted, modified or terminated by the General Partner, amendments to this Agreement may become necessary or advisable and that any approval or Consent to any such amendments requested by the General Partner shall be deemed granted by the Limited Partners. The Partnership is expressly authorized to issue Partnership Units (i) in accordance with the terms of any such stock incentive plans, or (ii) in an amount equal to the number of REIT Shares, Capital Shares or New Securities issued pursuant to any such stock incentive plans, without any further act, approval or vote of any Partner or any other Persons.

  • Management Incentive Plan “Management Incentive Plan” shall mean the Company’s bonus program, as implemented by the Company’s board of directors from time to time and pursuant to which the Executive may receive incentive-based compensation at fiscal year end.

  • Incentive Plan 23:01 Effective January 1, 2003, the basis on which any Incentive Plan payment is calculated will be modified. The modified plan will be based upon a 100% target payout of 2.5%, comprised of 1.75% District / Departmental targets and 0.75% Spectra Energy Earnings Per Share (EPS). Any Incentive Plan payout will be based upon the employee’s incentive eligible earnings which includes straight-time earnings, STD, vacation pay, holiday pay, paid personal days, overtime pay, and shift premiums. For clarity, any other forms of payment will not be included in the employee’s incentive eligible earnings. The rules and administration and payout formula of the Company’s Short Term Incentive Plan will apply to this Incentive Plan. The Incentive Plan for employees will be calculated on: ⮚ Operations District/Departmental targets - a sliding scale based on the achievement of the targets. The sliding scale starts at an achievement level of fifty (50%) percent each calendar year. Achievement below fifty percent (50%) in any calendar year results in no payout under this component of the Incentive Plan. At one hundred percent (100%) achievement level in a calendar year, the District / Department component of the Incentive Plan payment will be: • One and three-quarters percent (1.75%) of the employee’s incentive eligible earnings in each calendar year, or At the achievement level of one hundred and fifty percent (150%) or more in a calendar year, the maximum District / Department component of the Incentive Plan payment will be: • Two and five-eighths percent (2.625%) of the employee’s incentive eligible earnings in each calendar year. ⮚ Spectra Energy Earnings Per Share (EPS) - a sliding scale based on the achievement of the target EPS. The sliding scale starts at an achievement level of fifty (50%) percent each calendar year. Achievement below fifty percent (50%) in any calendar year results in no payout under this component of the Incentive Plan. At one hundred percent (100%) achievement level in a calendar year, the EPS component of the Incentive Plan payment will be: • Three-quarters percent (0.75%) of the employee’s incentive eligible earnings in each calendar year, or At the achievement level of two hundred percent (200%) or more in a calendar year, the maximum EPS component of the Incentive Plan payment will be: • One and one-half percent (1.50%) of the employee’s incentive eligible earnings in each calendar year. The District / Department and Spectra Energy Earnings Per Share targets will be established annually by the Company. Any applicable payment under this Incentive Plan will be paid by March 31, of the following calendar year.

  • Long-Term Incentive Program During the Term, the Employee shall participate in all long-term incentive plans and programs of the Group that are applicable to its senior executives in accordance with their terms and in a manner consistent with his position with the Company.

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