Value Plan Sample Clauses

Value Plan. The medical Value Plan shall continue to follow the guidelines, outlined per the Affordable Care Act, to provide essential benefits at least equal in value to the bronze level benefit available on the healthcare exchange. This includes the annual deductible, annual out-of- pocket maximum, copayments and coinsurance. Employee only contributions will continue to follow safe harbor provisions, not to exceed the applicable percentage of the Federal Poverty Level as defined by the IRS annually.
Sample 1
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Value Plan. A unit member with a spouse who is also a unit member and or employed by the district will not be able to enroll in two separate health insurance plans. Employees who are covered by a medical plan provided by any other employer may elect in writing to accept a Waiver Option Plan as detailed below.
Sample 1
Value Plan. The employee shall pay the difference in premium for any other plan selected by the employee beyond the cost of Blue Point 2 Value. Unit members who elect not to take health insurance (other than a single plan) from the District will be eligible for an annual stipend of $5,000 ($2,500 in January and $2,500 in June) with proof that the member is enrolled in another health insurance plan. In the event the unit member, due to unforeseen circumstances and provided the unit member meets reenrollment eligibility requirements, requests to rejoin the District’s health insurance plan, the stipend will be prorated accordingly and the unit member will be reenrolled. In the event the unit member ceases to be enrolled during the year the stipend will be prorated accordingly.
Sample 1
Value Plan. The employee shall pay the difference in premium for any other plan selected by the employee beyond the cost of Blue Point 2 Value. The District contribution will not exceed 100% of the Simply Blue HDHP plan. For members hired on or after July 1, 2015: The District shall pay 85% of the premium costs of the Blue Point 2 Value Plan. The employee shall pay the difference in premium for any other plan selected by the employee beyond the cost of Blue Point 2 Value. The District contribution will not exceed 100% of the Simply Blue HDHP plan. Unit members who elect not to take health insurance (other than a single plan) from the District will be eligible for an annual stipend of $5,000 ($2,500 in January and $2,500 in June) with proof that the member is enrolled in another health insurance plan. In the event the unit member, due to unforeseen circumstances and provided the unit member meets reenrollment eligibility requirements, requests to rejoin the District’s health insurance plan, the stipend will be prorated accordingly and the unit member will be reenrolled. In the event the unit member ceases to be enrolled during the year the stipend will be prorated accordingly.
Sample 1
Value Plan. The employee shall pay the difference in premium for any other plan selected by the employee beyond the cost of the Blue Point 2 Value.
Sample 1
Value Plan. For employees who choose the Value Plan, the employer shall deposit 50 percent of the difference in the monthly premium cost between the Core Plan and the Value Plan in an I.R.S. Section 105-h account. Monies deposited in such account shall roll over year to year until expended or until the employee’s death at which time any unexpended funds shall revert to the County.
Sample 1

Related to Value Plan

  • Incentive Program Members who are rated as either Level I, Level II or Level III in every phase of the Physical Fitness Test are eligible to participate in the Incentive Program.

  • Incentive Plan 23:01 Effective January 1, 2003, the basis on which any Incentive Plan payment is calculated will be modified. The modified plan will be based upon a 100% target payout of 2.5%, comprised of 1.75% District / Departmental targets and 0.75% Spectra Energy Earnings Per Share (EPS). Any Incentive Plan payout will be based upon the employee’s incentive eligible earnings which includes straight-time earnings, STD, vacation pay, holiday pay, paid personal days, overtime pay, and shift premiums. For clarity, any other forms of payment will not be included in the employee’s incentive eligible earnings. The rules and administration and payout formula of the Company’s Short Term Incentive Plan will apply to this Incentive Plan. The Incentive Plan for employees will be calculated on: ⮚ Operations District/Departmental targets - a sliding scale based on the achievement of the targets. The sliding scale starts at an achievement level of fifty (50%) percent each calendar year. Achievement below fifty percent (50%) in any calendar year results in no payout under this component of the Incentive Plan. At one hundred percent (100%) achievement level in a calendar year, the District / Department component of the Incentive Plan payment will be: • One and three-quarters percent (1.75%) of the employee’s incentive eligible earnings in each calendar year, or At the achievement level of one hundred and fifty percent (150%) or more in a calendar year, the maximum District / Department component of the Incentive Plan payment will be: • Two and five-eighths percent (2.625%) of the employee’s incentive eligible earnings in each calendar year. ⮚ Spectra Energy Earnings Per Share (EPS) - a sliding scale based on the achievement of the target EPS. The sliding scale starts at an achievement level of fifty (50%) percent each calendar year. Achievement below fifty percent (50%) in any calendar year results in no payout under this component of the Incentive Plan. At one hundred percent (100%) achievement level in a calendar year, the EPS component of the Incentive Plan payment will be: • Three-quarters percent (0.75%) of the employee’s incentive eligible earnings in each calendar year, or At the achievement level of two hundred percent (200%) or more in a calendar year, the maximum EPS component of the Incentive Plan payment will be: • One and one-half percent (1.50%) of the employee’s incentive eligible earnings in each calendar year. The District / Department and Spectra Energy Earnings Per Share targets will be established annually by the Company. Any applicable payment under this Incentive Plan will be paid by March 31, of the following calendar year.

  • The Plan This Plan is the Fund's written distribution and service plan for Class N shares of the Fund (the "Shares"), contemplated by Rule 12b-1 as it may be amended from time to time (the "Rule") under the Investment Company Act of 1940 (the "1940 Act"), pursuant to which the Fund will compensate the Distributor for its services in connection with the distribution of Shares, and the personal service and maintenance of shareholder accounts that hold Shares ("Accounts"). The Fund may act as distributor of securities of which it is the issuer, pursuant to the Rule, according to the terms of this Plan. The terms and provisions of this Plan shall be interpreted and defined in a manner consistent with the provisions and definitions contained in (i) the 1940 Act, (ii) the Rule, (iii) Rule 2830 of the Conduct Rules of the National Association of Securities Dealers, Inc., or any applicable amendment or successor to such rule (the "NASD Conduct Rules") and (iv) any conditions pertaining either to distribution-related expenses or to a plan of distribution to which the Fund is subject under any order on which the Fund relies, issued at any time by the U.S. Securities and Exchange Commission ("SEC").

  • Evaluation Plan The systematic blueprint detailing the evaluation aspects of the project.

  • Award Criteria 40.1 The Procuring Entity shall award the Contract to the successful tenderer whose tender has been determined to be the Lowest Evaluated Tender in accordance with procedures in Section 3: Evaluation and Qualification Criteria.

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