Married Employees Sample Clauses

Married Employees. If both spouses are employed by the County Office, the aggregate leave for both employees is limited to eighteen (18) weeks of the care of a newly arrived child. For other purposes, each employee is entitled to twelve (12) weeks of leave.
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Married Employees. An employee married to another City employee or retiree who is currently enrolled in a City-sponsored health care plan that includes coverage of the employee’s or retiree’s spouse is not eligible for an additional City health care enrollment and will be covered under the spouse’s plan (i.e. double coverage is not permitted). For purposes of this Subsection, City employee or retiree includes all City units or groups and not only bargaining unit member employees.
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Married Employees. 15 Married employees will pay 10% without participating in the wellness plan or 8% if participating in 16 the wellness plan of the monthly cost of single coverage for their family coverage of the medical 17 program as listed below:
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Married Employees. 1. In cases where a married couple is employed by the County, the two spouses together may take a combined total of 12 weeks' leave during any 12-month period for reasons a and b, or to care for the same individual pursuant to reason c.
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Married Employees. When both husband and wife work for the County, the aggregate amount of leave that can be taken by the husband and wife is 26 weeks in a single 12 month period for serviceperson caregiver leave, or a combination of active duty leave and serviceperson caregiver leave. The aggregate number of workweeks of leave to which both that husband and wife can take for only active duty leave is 12 weeks.
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Married Employees. Employees who work for the Village who are married shall only be entitled to one family plan. Married employees of the Village shall not be eligible for two (2) family plans or two (2) single plans.
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Married Employees. For married employees who are both employed by the Board of Education, one spouse shall be designated by the couple to receive family coverage and the single premium of the other spouse shall be applied toward the family premium of the spouse receiving the family coverage.
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Married Employees. ‌ When both an employee and his/her spouse are employed by the Board in any capacity, only one (1) family or two (2) single insurance plans may be used for all insurance coverage except life insurance.
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Related to Married Employees

  • Salaried Employees 1. Employees in this unit who qualify for exemption from the FLSA overtime provisions based upon duties and who are assigned to a class or pay grade, if the class has multiple pay grades, with a top step regular biweekly rate, without bonuses, above the top step regular biweekly rate for the class of Shift Superintendent Wastewater Treatment I shall be treated as salaried employees, in accordance with the provisions of the FLSA as identified in Los Angeles Administrative Code section 4.113(b). Salaried employees may be assigned 5/40, 4/10, 9/80 or other schedules at the discretion of Management. Notwithstanding any LAAC and MOU provisions, or other City department rules and regulations to the contrary, these employees shall not be required to record specific hours of work for compensation purposes, although hours may be recorded for other purposes. These employees will be paid the predetermined salary for each biweekly pay period, as indicated in the appropriate salary appendices, and shall not receive overtime compensation. Salaried employees shall not be subject to deductions from salary or any leave banks for absence from work for less than a full workday. This provision applies to occasional partial day absences from work which is authorized by the appropriate supervisor designated by management. This provision does not apply to long-term or recurring partial day absences (e.g., intermittent leave/reduced work schedule for purposes of Family/Medical Leave). Salaried employees shall not be subject to disciplinary suspension for a period of less than a workweek (seven days; half of the biweekly pay) unless based on violations of a safety rule of major significance. This requirement shall be superseded by the revised Department of Labor FLSA regulations pertaining to disciplinary suspensions of FLSA-exempt employees on the operative date of the FLSA regulations. The appointing authority of each City department may grant time off for hours worked due to unusual situations.

  • Disabled Employees If an employee becomes disabled with the result that he is unable to carry out the regular functions of his position, the Hospital may establish a special classification and salary with the hope of providing an opportunity of continued employment.

  • Deceased Employees The employer may approve a cash payment equivalent to the two lots of two weeks' salary to the widow, widower or if no surviving spouse exists, to dependent child(ren) or to the estate, of a deceased employee who had qualified for long service leave but who had neither taken nor forfeited it under these rules. This payment will be in addition to any grant made under the Retirement Gratuity Provisions specified in this Agreement.

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

  • Public Employees Retirement System “PERS”) Members. For purposes of this Section 1, “employee” means an employee who is employed by the State on August 28, 2003 and who is eligible to receive benefits under ORS Chapter 238 for service with the State pursuant to Section 2 of Chapter 733, Oregon Laws 2003.

  • REGISTERED RETIREMENT SAVINGS PLAN 1. In this Article:

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

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