Management of benefits Sample Clauses

Management of benefits. The Occupancy agreement gives the Owner access to certain levels of benefits as specified in Appendix 3 based on their status. The nature of the benefits available can be seen on xxx.xxxxxxxxx.xxx as well as the conditions and the period during which the offer is available. This list is regularly updated by Tignes Développement. Each Owner partner can manage his or her benefits at xxx.xxxxxxxxx.xxx in the Owners’ section. Ordering a benefit MUST be carried out online via the benefit management platform. All benefits must be ordered at least 2 weeks in advance (LIST OF BENEFITS IN APPENDIX 3).
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Management of benefits. How and by whom community benefits are managed in practice can be a contentious issue. Large sums of money over a long timescale can be involved, and issues of fairness and accountability are important. Some researchers (see for example Xxxx and Xxxxxxxxxx 2013) have drawn attention to a distinction in approach which applies not only to the management of benefits, but also to the scale and types involved. A legally imposed approach is one where the scale, type and preconditions of benefits are largely determined beforehand in legislation; in contrast, a locally-negotiated approach involves negotiation between the key players at the local level without a legislative framework, followed by some form of formal agreement between the negotiating parties. Much of the guidance and the toolkits already noted, support a strong role for local negotiation, with developers encouraged to engage openly with local communities to assess their needs, benefits models and potential beneficiary communities. In practice there may also be some combination of approaches, with a framework set by national legislation or guidance, but still with some scope for local negotiation. A framework approach may also be set at a more regional level. It may also be set by the industry itself, as exemplified by the protocol on community benefits developed by Renewable UK (‘the voice of wind and marine energy’) in 2013 in relation to on-shore wind farms in England of 5MW and above. Local negotiation does raise the issue of who represents the community, and the role of local government and local politicians. In practice this can lead to a choice between either working through existing local councils or setting up new organisations, such as a Community Trust Fund, to manage the CBA process. Important here is the degree of community confidence in local politicians and officers to operate impartially, representing all the community and not just the decision making authorities. Xxxxxx et al (2011), from their research in Wales, highlight examples of considerable scepticism of local people with regard to the capacity of local authorities to manage the process in the best interests of the relevant communities. There are pros and cons to the various management models, as set out in Table 3 which relates to a toolkit for wind energy development in the UK (CSE 2009). Where a CBA is managed through the local authority, there may be merit in the use of a role such as a local authority Developer Contributi...

Related to Management of benefits

  • Payment of Benefits Any amounts due under this Agreement shall be paid in one (1) lump sum payment as soon as administratively practicable following the later of: (i) Xx. Xxxxxx'x Termination Date, or (ii) upon Xx. Xxxxxx'x tender of an effective Waiver and Release to the Company in the form of Exhibit A attached hereto and the expiration of any applicable revocation period for such waiver. In the event of a dispute with respect to liability or amount of any benefit due hereunder, an effective Waiver and Release shall be tendered at the time of final resolution of any such dispute when payment is tendered by the Company.

  • Commencement of Benefits The benefits commence six (6) months from the date that disability began, which shall include the period of payment under the terms of the Short Term Income Protection Plan. Proof of disability must be submitted within six (6) months following the Qualifying Period.

  • Retention of Benefits Union leave under the following four (4) sections will be unpaid. The Employer will maintain regular pay and xxxx the Union for the costs of the employee’s salary and benefits. If the Union member is part-time or casual, and the leave is greater than their normal work hours, the Employer will pay the employee for the full length of the leave requested by the Union. The Employer will xxxx the Union for these days as noted above. The Union will pay these invoices within twenty-eight (28) days. Union leave is not unpaid leave for the purposes of Article 22.02 [i.e. such leave will not affect the employee’s benefits, seniority or increment anniversary date].

  • Coordination of Benefits The coordination of benefits (COB) provision applies when a Member has health care coverage under more than one plan. Plan is defined below. The order of benefit determination rules govern the order in which each plan will pay a claim for benefits. The plan that pays first is called the primary plan. The primary plan must pay benefits according to its policy terms without regard to the possibility that another plan may cover some expenses. The plan that pays after the primary plan is the secondary plan. In no event will a secondary plan be required to pay an amount in excess of its maximum benefit plus accrued savings. If the Member is covered by more than one health benefit plan, and the Member does not know which is the primary plan, the Member or the Member’s provider should contact any one of the health plans to verify which plan is primary. The health plan the Member contacts is responsible for working with the other plan to determine which is primary and will let the Member know within 30 calendar days. All health plans have timely claim filing requirements. If the Member or the Member’s provider fails to submit the Member’s claim to a secondary health plan within that plan’s claim filing time limit, the plan can deny the claim. If the Member experiences delays in the processing of the claim by the primary health plan, the Member or the Member’s provider will need to submit the claim to the secondary health plan within its claim filing time limit to prevent a denial of the claim. If the Member is covered by more than one health benefit plan, the Member or the Member’s provider should file all the Member’s claims with each plan at the same time. If Medicare is the Member’s primary plan, Medicare may submit the Member’s claims to the Member’s secondary carrier.

  • Termination of Benefits Except as provided in Section 2 above or as may be required by law, Executive’s participation in all employee benefit (pension and welfare) and compensation plans of the Company shall cease as of the Termination Date. Nothing contained herein shall limit or otherwise impair Executive’s right to receive pension or similar benefit payments that are vested as of the Termination Date under any applicable tax-qualified pension or other plans, pursuant to the terms of the applicable plan.

  • STAFF BENEFITS 7.1.1 The present staff benefits consisting of the University of Manitoba Pension Plan (1993), Group Term Life Insurance Plan, Group Term Dependent Insurance Plan, Accidental Death and Dismemberment (Basic), Accidental Death and Dismemberment (Voluntary), University of Manitoba Long-Term Disability Income Plan, Group Health Insurance Policy 20778 GH (including the Health Care Spending Account), Group Dental Plan Policy 67000, and the University Employee Assistance Program shall continue to cover eligible Members for the duration of this Agreement.

  • Restoration of Benefits The correction method should restore the plan to the position it would have been in had the failure not occurred, including restoration of current and former participants and beneficiaries to the benefits and rights they would have had if the failure had not occurred.

  • Duration of Benefits Eligibility for Income Protection benefits will cease upon the earliest of the following dates:

  • Assignment of Benefits All rights of the Member to receive benefits hereunder are personal to the Member and may not be assigned.

  • Integration of Benefits If you are disabled, the monthly payments under this plan will be reduced by the amount of any Periodic Payments you are entitled to apply for and receive with respect to the disability under any Workplace Safety & Insurance Act, the Canada Pension Plan or the Quebec Pension Plan. The amounts deducted will not include any additional benefits payable for children or subsequent cost of living increases.

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