Vocational rehabilitation bonus Sample Clauses

Vocational rehabilitation bonus. ▪ Clause 9.2.2 only applies if the first day of sickness absence is before 1 January 2022. ▪ If, during the second year of sickness absence the vocational rehabilitation is successful and the employee starts working again – whether in his or her original job or at a new job in the company or at another company – the original employer will pay this employee a vocational rehabilitation bonus. ▪ Vocational rehabilitation is deemed to be successful if the employee: - works without interruption during at least two consecutive pay periods; and - per pay period earns at least 50% of the contracted fixed wage or the salary he or she earned before he or she went on sick leave. If a period of annual leave falls in the period of two pay periods, this period is extended by the duration of the period of annual leave. ▪ The vocational rehabilitation bonus, which is a one-off payment, amounts to a supplement to bring the employee’s pay up to 100% of his or her original contracted wages or salary over the following period: - return to work with the original employer: from the first day of the second year of sickness absence up to and including the last day of the second pay period of the return to work; - return to work with a different employer: from the first day of the second year of sickness absence up to and including the last day before starting work with the other employer. ▪ Where an employer pays a vocational rehabilitation bonus to an employee, the employer is entitled to receive a vocational rehabilitation bonus via Aanvullingsfonds Bouw & Infra on the condition that the employer meets the requirements set out in the foundation’s vocational rehabilitation regulations. This scheme is part of the Collective agreement on industry-wide schemes for the construction & infrastructure sectors [cao BTER Bouw & Infra].
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Vocational rehabilitation bonus. ▪ If, during the second year of sickness absence the vocational rehabilitation is successful and the employee starts working again – whether in his or her original job or at a new job in the company or at another company – the original employer will pay this employee a vocational rehabilitation bonus. ▪ Vocational rehabilitation is deemed to be successful if the employee: - works without interruption during at least two consecutive pay periods; and - per pay period earns at least 50% of the contracted fixed wage or the salary he or she earned before he or she went on sick leave. If a period of annual leave falls in the period of two pay periods, this period is extended by the duration of the period of annual leave. ▪ The vocational rehabilitation bonus, which is a one-off payment, amounts to a supplement to bring the employee’s pay up to 100% of his or her original contracted wages or salary over the following period: - return to work with the original employer: from the first day of the second year of sickness absence up to and including the last day of the second pay period of the return to work; - return to work with a different employer: from the first day of the second year of sickness absence up to and including the last day before starting work with the other employer. ▪ Where an employer pays a vocational rehabilitation bonus to an employee, the employer is entitled to receive a vocational rehabilitation bonus via Aanvullingsfonds Bouw & Infra on the condition that the employer meets the requirements set out in the foundation’s vocational rehabilitation regulations. This scheme is part of the Collective agreement on industry-wide schemes for the construction & infrastructure sectors [cao BTER Bouw & Infra].
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Related to Vocational rehabilitation bonus

  • Rehabilitative Employment (a) During a period of total disability under this plan, a disabled employee may engage in rehabilitative employment in which case the benefit from this plan will be reduced by 50% of the employee's rehabilitative employment income that exceeds $50 per month. The benefit from this plan will be further reduced by the amount that remuneration from rehabilitative employment plus the benefit from the L.T.D. plan exceeds 75% of the employee's basic wage at date of disability.

  • Rehabilitation Program The company agrees to the implementation of an agreed worker’s compensation rehabilitation policy. The operation of this policy shall be reviewed on a regular basis. The parties commit to ensuring that the rehabilitation of injured workers is an accepted practice, and that suitable duties are provided when available. No employee will be terminated whilst on workers compensation during the first 12 months without prior consultation with the union. The parties agree that the person responsible for the management of rehabilitation cases must be adequately trained to do the job. If such a person is not available within the company, then the services of an agreed building industry rehabilitation coordination service will be used. The parties to this Agreement shall ensure that any employee who sustains a work related injury, illness or disease, will be afforded every assistance in utilising a rehabilitation program aimed at returning that employee to meaningful employment within the industry.

  • Cardiac Rehabilitation This plan covers services provided in a cardiac rehabilitation program up to the benefit limit shown in the Summary of Medical Benefits.

  • Rehabilitation The Employer may use the results of the drug and alcohol test to require the employee to successfully complete a rehabilitation plan.

  • Educational Allowance Special Preparation Bonuses Per Month Per Shift (Full-time) (Part-time)

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who:

  • Compensation/Benefit Programs During the Term of Employment, the Executive shall be entitled to participate in all medical, dental, hospitalization, accidental death and dismemberment, disability, travel and life insurance plans, and any and all other plans as are presently and hereinafter offered by the Company to its executive personnel, including savings, pension, profit-sharing and deferred compensation plans, subject to the general eligibility and participation provisions set forth in such plans.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who:

  • Educational Reimbursement SECTION 1. The purpose of this Article is to xxxxxx a learning environment and provide educational opportunities that are mutually beneficial to the employees and the County and will encourage eligible employees to participate in education programs which will further their skills and knowledge for use in their current position or for use in a possible future position of greater responsibility. The Educational Reimbursement Program shall be a plan as provided for in Section 127 of the Internal Revenue Code of 1986, as amended (the “Code”) and shall be construed consistently with the requirements of Section 127. Amounts paid for tuition reimbursement meeting the requirements of Section 127 of the IRS Tax Code are not included in an Employee’s income or subject to income tax withholding up to a maximum of $5,250 annually. If subsequent tax law changes fail to continue the tax-free treatment, or in any way modify its treatment, appropriate adjustments in tax withholding will be made from the effective date of the change. This Article does not apply to training seminars, conferences, workshops, etc.

  • Educational Benefits a. A full-time employee may enroll for credit at the University for a maximum of two courses, or six credit hours, whichever is greater, in any one academic term with exemption from the payment of tuition and fees.

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