Compensation Program Clause Samples

Compensation Program. Whenever an employee of the City is disabled, whether temporarily or permanently by injury or illness arising out of, and in the course of his/her duties, the employee will be compensated pursuant to Labor Code Section 4850.

Compensation Program. Whenever any employee of the City is disabled whether temporarily or permanently, by injury or illness arising out of, and in the course of, their duties the employee will be compensated as follows: On the first, second, and third day of the injury employees will use accrued Sick Leave, Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salary continuance. Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of 66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, health insurance coverage), for a period not to exceed 12 months. If the disability extends for a period beyond 14 calendar days the City will credit the employee for the first three (3) days of Sick Leave used. If hospitalization is required the first, second, and third days’ salary is paid by the City through the Workers’ Compensation program.

Compensation Program. When an employee suffers illness or injury that the employee believes is job-related and reports it to his or her supervisor, the Employer will make available to the employee, on request, information and counseling or directions for obtaining information and counseling, about their rights and responsibilities under the Workers’ Compensation Program including utilization of the online filing procedure.

Compensation Program. The purpose of such independent medical evaluations are not to determine the degree of disability the employee has suffered, but rather as to whether illness or injuries sustained restrict the employee from performing the full range of his/her normal work assignment.

Compensation Program. Milwaukee County reserves the unilateral right to select the Plan Administrator 26 and/or change the Plan Administration. 27 28 2.44 CHARGE DIFFERENTIAL 29 (1) Registered Nurses employed at the Sheriff's Department, or House of Correction, who are 30 assigned Charge Nurse duties, shall receive one dollar ($1.00) per hour differential for 31 the performance of such duties:

Compensation Program. The Company's current executive compensation program involves a combination of base salary, performance-based bonuses and long-term incentive awards. Base salaries are intended to attract and retain highly-qualified executives. Bonuses to executive officers are intended to reward short-term performance of the executive officer and the Company. Grants of stock options by the Company are intended to encourage and reward executive officers based upon the Company's long-term performance and to provide executive officers with a financial interest in the success of the Company, which aligns the executive officers' interests with the interests of the Company's shareholders.

Compensation Program. (a) ADMINISTRATION OF CLAIMS. (i) Through the Distribution Date or such other date as REI and Resources may mutually agree, REI shall continue to be responsible for the administration of all claims that (A) are, or have been, incurred under the REI WCP before the Distribution Date by employees of the Resources Group ("Resources WCP Claims"), and (B) have been historically administered by REI or its third party administrator. However, REI will advise Resources of and secure approval for any material changes to current policy or practice with respect to the administration of Resources WCP Claims. (ii) Effective as of the Distribution Date or such other date as REI and Resources may mutually agree, Resources shall be responsible for the administration of all Resources WCP Claims. (iii) Each party shall fully cooperate with the other with respect to the administration and reporting of Resources WCP Claims, the payment of Resources WCP Claims determined to be payable, and the transfer of the administration of any Resources WCP Claims to the other party. (b) SELF-INSURANCE STATUS. REI shall maintain and amend, as necessary, its certificates of self-insurance and any other applicable policies to include Resources until the Distribution Date, and Resources shall fully cooperate with REI in obtaining such amendments. REI shall use its commercially reasonable best efforts to obtain self-insurance status for workers' compensation for Resources effective as of the Distribution Date in those jurisdictions in which Resources conducts business, in which REI is self-insured, and where REI and Resources mutually agree that such status is beneficial to Resources. Resources hereby authorizes REI to take all actions necessary and appropriate on its behalf in order to obtain such self-insurance status. All costs incurred by REI in amending such certificates, including without limitation filing fees, adjustments of security and excess loss policies and amendments of safety programs, shall be shared pro rata by REI and Resources.

Compensation Program. (a) Agilent shall retain and be solely responsible for the administration of all claims that are, or have been, incurred under Agilent's existing workers' compensation program (the "Agilent Workers' Compensation Program") before the Distribution Date by Verigy Transferred Employees and other Verigy Employees. For purposes of this Section 5.8, a claim is deemed incurred when the event giving rise to the workers' compensation benefit occurs. Verigy Transferred Employees and other Verigy Employees shall cease active participation in the Agilent Workers' Compensation Program immediately prior to the Distribution Date. (b) Agilent and Verigy shall use their commercially reasonable best efforts to procure at Verigy's cost and expense separate workers' compensation insurance coverage for Verigy (the "Verigy Workers' Compensation Program") to take effect as of the Distribution Date. Claims incurred by Verigy Transferred Employees and other Verigy Employees on or after the Distribution Date shall be administered under the Verigy Workers' Compensation Program. (c) Each party shall fully cooperate with the other with respect to the administration and reporting of workers' compensation claims. (d) Any transition services to be provided with respect to workers' compensation insurance shall be subject to and governed by the terms of the Transition Services Agreement.

Compensation Program. When an Employee is injured on the job, or has an exposure to any potentially contagious, infectious, or debilitating disease, he or she will report the injury or exposure to his or her immediate supervisor as soon as possible following the injury or exposure, but no later than the end of the work period. Immediate medical attention is required for all claims of work-related injury. Following the injury, the Employee must be evaluated by Beavercreek Township Fire Department’s Paramedics or EMT’s. Upon completion of this care, the Employee will be transported to an appropriate medical facility in accordance with the patient’s wishes and EMS Protocols (currently the Greater Miami Valley EMS Protocols). In the event of a disease exposure, the Employee will follow the hospital destination path of the person from whom they were exposed. The injured Employee will not be permitted to return to safety sensitive duties until the Human Resources Manager or a supervisor has communicated the results of all drug/alcohol tests to the Employee. These results are usually received within twenty-four to seventy-two (24-72) hours. The Employee will be placed on paid administrative leave during this time. The injured Employee must communicate with their supervisor and the Human Resource Manager regarding any ongoing treatment and/or restrictions they receive. In the event that the Employee is released to transitional work duties, the Employee must report to work. If the release occurs outside the Employee’s shift the Employee must report on the Employee’s next regularly scheduled shift following the release. Failure to do so may result in disciplinary action. Upon release by the treating physician the injured Employee must contact Human Resources in order to schedule a return-to-work exam with the Employer’s occupational healthcare provider. The injured worker will not be permitted to return to work until the Employers occupational healthcare provider has cleared the Employee to return to full duty. The Employee will be placed on paid administrative leave unless the claim is reasonably disputed by the Employer, in which case the Employee will be placed on sick leave. All sick leave used will be reimbursed to the Employee if the claim is approved by the BWC, Industrial Commission, or other terminal level that hears the case. A company officer, other than the injured Employee’s supervisor will complete a preliminary investigation of the injury and submit specifics thereof to th...