Supplemental Benefits Plan. The Executive shall be entitled to participate in the Company's Supplemental Benefits Plan (the "Plan") as a Level I Executive with full vesting in the Company's match under the Plan after five (5) years of participation in the Plan.
Supplemental Benefits Plan. The District shall provide as a supplemental benefit plan for full time employees an amount equal to the difference between the basic medical plan and the total cost of a medical, dental, and vision insurance care plan selected by the employee for the employee and his/her dependents. Effective January 1, 2013, the District’s contribution for medical insurance shall not exceed the cost of the highest non-PERSCare plan offered by PERS to District employees. If the faculty member selects the PERSCare Coverage plan, the faculty member shall pay the difference between the PERSCare premium and the premium for the highest non-PERSCare Coverage plan.
Supplemental Benefits Plan. Effective January 1, 1993, the District shall provide as a supplemental benefit plan for full time employees an amount equal to the difference between the basic medical plan and the total cost of a medical, dental, and vision insurance care plan selected by the employee for the employee and his/her dependents. Effective January 1, 2013, for any employee with the PERSCare insurance plan, the District’s contribution for medical insurance shall not exceed the cost of the highest non-PERSCare plan offered by the District (PERS Choice, Blue Shield Access Plus, Blue Shield Net Value or Xxxxxx Permanente plan). If the employee has PERSCare Coverage plan, the employee shall pay the difference between the PERSCare premium and the premium for the highest non-PERSCare plan for like coverage.
Supplemental Benefits Plan. After twelve (12) months of continuous service at the university, a member who qualifies for a leave as defined under Article 20.7.1, 20.7.2, 20.7.3, or 20.7.4 and is in receipt of Employment Insurance (EI) benefits is eligible to receive supplemental benefits. The Employer will provide a supplemental benefit of 95% (inclusive of EI) of weekly earnings (based on his/her pre-leave earnings) for a period of up to twenty-one (21) weeks (including the one (1) week waiting period). In no case will the total amount of supplemental benefits, employment gross benefits, and any other employment earnings received by the member exceed 95% of the member’s regular weekly earnings (based on his/her pre-leave earnings).
Supplemental Benefits Plan. The District shall provide as a supplemental benefit plan for full-time employees an amount equal to the difference between the basic medical plan and the total cost of a medical, dental, and vision insurance care plan selected by the employee for the employee and his/her dependents.
Supplemental Benefits Plan. It is understood by both parties to this Collective Agreement that the Plan set out herein is based upon and is subject to Employment Insurance Regulations and procedures. In the event of amendment to those Regulations and procedures, these provisions will be reopened and renegotiated by the parties, as required, to ensure ongoing acceptance by authorities. The object of this Plan is to supplement the benefits from the Canada Employment and Immigration Commission for temporary unemployment caused by pregnancy leave or parental leave for the purpose of adoption. This Plan covers the employees covered by the Collective Agreement between Local (Educational Assistants) and the Durham District School Board. The other requirements for receipt of are:
Supplemental Benefits Plan. The calculation of this benefit includes your lump sum Severance Payment and credit for the period between your Termination Date and Separation Date. You specifically acknowledge that upon receipt of payment for your lump sure benefit the Company's obligation to pay a non-tax qualified defined benefit payment shall have been satisfied. Your lump sum Severance Payment is compensation subject to elective contributions to CIP. If your compensation for 1999 exceeds $160,000, a non-qualified Company matching payment will be made to you in accordance with your elected deferral percentage and will be distributed to you as soon as possible following your Termination Date, less withholding taxes and other applicable deductions, unless otherwise deferred by you under a deferral plan provided by the Company and/or its affiliates. Following your Termination Date, you may elect to receive a distribution of your CIP account balance in accordance with the terms of CIP. If you elect to leave your account balance in CIP, you will retain all rights under the Plan as a terminated employee, including the right to transfer investments between funds and to request a distribution from CIP. You are fully vested in your CIP account.
Supplemental Benefits Plan. Effective January 1, 1993, the District shall provide as a supplemental benefit plan for full time employees an amount equal to the difference between the basic medical plan and the total cost of a medical, dental, and vision insurance care plan selected by the employee for the employee and his/her dependents.
Supplemental Benefits Plan. The object of this Plan is to supplement the Employment Insurance benefits received by employees from Service Canada for temporary unemployment caused by pregnancy or parental leave. Only permanent employees granted a pregnancy or parental leave are covered by this Plan. The other requirements for receipt of a are: The employee must be eligible to receive pregnancy or parental benefits from Service Canada. Eligibility for the benefits is to be a result of work done for the County District School Board immediately prior to the pregnancy or parental leave; An application for must be made by the employee on a form to be provided by the Board and the employee shall provide verification of the approval of the claim indicating the weekly amount to be paid by Service Canada; The employee shall sign an agreement with the Board indicating: that the employee will return to work and remain in the service of the Board for at least six (6) months after returning from the employee’s pregnancy or parental leave (and any subsequent additional leave granted by the Board under this Agreement), and; that should the employee not comply with above, the employee shall reimburse the Board any monies paid to the employee under this plan. An employee must have applied for benefits before a becomes payable. An employee disentitled or disqualified from receiving benefits shall not be eligible for a A payment shall be made only when it has been verified that the employee has applied and qualified for An employee shall not have the right to a payment except for supplementation of benefits for the unemployment period as specified by this Plan. It is understood that in any week, the total amount of the gross benefits and any other earnings received by the employee, shall not exceed of the employee’s normal weekly earnings consistent with Service Canada regulations. The two week waiting period before benefits commence is the maximum number of weeks for which a is payable, and applies only toward time missed when the employee would otherwise be scheduled to be at work.
Supplemental Benefits Plan. After twelve (12) months of continuous service, a member who qualifies for a leave as defined under Articles 20.7.1, 20.7.2, 20.7.3, or 20.7.4 and who is required to serve a two (2) week Employment Insurance waiting period, will be paid 95% of normal weekly earnings in effect immediately preceding commencement of the leave during the waiting period (providing they will be receiving Employment Insurance benefits).
