Employee status means the Full-time, Part-time, Temporary or Casual capacity that an Employee is employed in.
Employee status the status of all employees covered by this Agreement shall be defined under one of the preceding three definitions. If a dispute arises over the proper allocation of employee status, such dispute shall be resolved through the Grievance Procedure. Attaining a temporary vacancy/position will not change the status of the employee. “Common-Law Spouse” is, for the purpose of the following Articles a person with whom the employee has been living for at least one (1) year, and who is publicly represented as the spouse of the employee. Article 30 – Compassionate Leave Article 38.02 – Medical Article 38.03 – Extended Health Article 38.04 – Dental
Employee status means an Employee employed on a Full-time, Part-time, or Casual capacity.
Examples of Employee status in a sentence
In order to retain their Qualified Bilingual Employee status and stipend, an employee must comply with the following post MIT requirements: • Attend a minimum of one (1) workshop annually from the Interpreter & Language Services (ILS) Workshop Series posted in Learning Central.
In order to retain their Qualified Dual Role Medical Interpreter Employee status and stipend, an employee must comply with the following post MIT requirements: • Attend a minimum of one (1) workshop annually from the Interpreter & Language Services (ILS) Workshop Series posted in Learning Central.
Determination of full-time Employee status will be made by the Plan Administrator, in its sole and absolute discretion, in accordance with the Plan and the Employer Shared Responsibility provisions of the ACA.
Employee status and the legal regime that is applicable to training-related actions will be conditioned by resources and systems to be mobilised accordingly.
Full-time Employee status does not include any temporary employee who is eligible for group health plan coverage through a leasing organization, unless otherwise required by the ACA and the Employer.
More Definitions of Employee status
Employee status means an employee who has been given probationary, regular, or exempt status.
Employee status means a designation based on the most recent of the following types of appointments: probationary, permanent, extra help, emergency, provisional, or student intern. (County Code, sec. 2-6.0l(af).)
Employee status means the individual’s performance of services for the Corporation or any Participating Subsidiary as a regular full-time employee.
Employee status. [employee] shall be on detail to the receiving agency and be solely responsible to that agency for the performance of [his or her] responsibilities. The sending agency shall complete the required performance evaluation reports after consulting with the receiving agency. [employee] is subject to the Code of Ethics provisions of Chapter ER-MRS 24, Wisconsin Administrative Code. [employee] will remain an employee of the sending agency and will receive the salary and benefits to which [he or she] is entitled. The sending agency will provide for the payment of [his or her] salary, including any subsequent increases resulting from compensation plan or contract agreements such as economic adjustments, within range pay increases, exceptional performance awards, and equity awards, and for all employee benefit costs including (but not limited to) group insurance benefits, retirement, worker’s compensation, etc. [employee] will also be eligible to compete in promotional opportunities of the sending agency or service wide opportunities. Expenses: All travel expenses incurred in connection with [employee]’s assignments and any other maintenance allowance provided will be paid by the receiving agency on the same basis as if [he or she] were a permanent employee of the receiving agency. Supplemental Pay and Benefits: [employee] will receive supplemental [salary and/or benefit] which will be paid directly to [him or her, or to the sending agency], in the amount of [$-----.--] annual (or prorata) . DOA-15327 (C07/2015) CONTINUED Reimbursement: The receiving agency will reimburse the sending agency for salary and employee benefit expenditures, including any subsequent salary increases as follows: reimbursement will be made on [date/time period] in the amount of [$-----.— annual (or prorata)] . Payment will be made upon receipt of invoice from the sending agency. Invoices should be sent to [name], [address]. Receiving agency agrees that any losses or expenses, by reason of liability imposed by law involving worker’s compensation benefits, caused by [employee] for injuries incurred by [employee] in connection with [his or her] assignment under this agreement will be charged to the receiving agency. If [employee] suffers a disability or death as a result of a personal injury arising out of and in the course of the interchange or sustained in performance of duties in connection therewith, [employee] is, for the purpose of Ch. 102, Wis. Stats., an employee of the sending agency....
Employee status allows you to tell us whether the plan is primary for the individual because of “1. – Current Employment Status” or “2. – Another Reason.” Non-working ESRD beneficiaries would be entered as “2.”
Employee status allows you to tell us whether the plan is primary for the individual because of “1. – Current Employment Status” or “2. – Another Reason.” Non-working ESRD beneficiaries would be entered as “2.” Q4: Although the VDSA asks for Active Covered Individuals at least 55 years of age, we provide family coverage to one of our active workers who is only 39 years old and we are fairly certain that his wife, who is also 39 years old, has Medicare due to disability. Can we include these individuals on the MSP Input File? A4: Yes. Although the minimum data set we require on the MSP Input File is for all Active Covered Individuals and their covered spouses and dependents aged 55 and over, we encourage VDSA partners to include Active Covered Individuals younger that 55 where they are fairly certain MSP status applies. Q5: Since there can be MSP situations for workers younger than 55, why do you only require information about beneficiaries who are at least 55? A5: CMS has found that 97% of MSP situations occur in the Medicare beneficiary population aged 55 and older. To reduce the processing burden on our VDSA partners, some of which have a generally younger enrollee population, CMS does not require a full file of all Active Covered Individuals on the MSP Input File. VDSA partners can include younger that 55 year old Active Covered Individuals on their MSP Input File if they wish, but the minimum requirement is that they include all Active Covered Individuals aged 55 and over. Q6: We are an existing VDSA partner and we send you data on plan membership for people age 40 and over. Can we add to that and send additional membership under age 40 where we have identified ESRD diagnosis on claims and identified possible disability? If we do this, do we have to have the agreement formally changed? A6: That is not a problem, and in fact if you suspect younger people might be entitled to Medicare we encourage you to include them on your file. The VDSA does not need to be changed formally if you add these individuals who you suspect may have Medicare. We will follow normal processing procedures in order to determine a match for the records that you submit and will pass back a response letting you know whether any individual was in fact matched to Medicare entitlement.
Employee status means a designation of the employee’s status by his or her department head as one of the following; probationary, permanent, or extra help.