The benefits under this rider are payable over and above
the base plan benefits.
The benefits under this rider are payable along with
the base plan benefit (s).
Not exact matches
Typical defined -
benefits plans calculate
benefits based on the average of the employee's last five years of employment, usually his or her peak earning years.
Yet long - term
plans like CPP calculate their
benefits on the
basis of earnings over the course of a worker's career, indexed for inflation, which may be quite a bit lower.
For Zenefits, the cloud -
based human resources provider, that opportunity surfaced amid the slow - moving world of employee
benefits, where sales of health care
plans via brokers have played a critical role for decades.
Steve Seelig, senior regulatory advisor at
benefits consulting firm Willis Towers Watson, said that, of three changes related to executive compensation in the tax reform
plan — the other two involve stock options and performance -
based pay — it's the hit on tax - exempt executive compensation that is the most significant.
Jack Raudenbush, vice president of the $ 4.6 million company, which is
based in Middletown, Pennsylvania, estimates that the change costs a few thousand dollars per year but calls it money well spent: «This was the type of
plan our competitors had, and we needed to offer competitive
benefits.»
Pierlot wrote a paper for the CD Howe Institute in 2011 showing that a person with a salary of $ 75,000 at the end of a 35 - year career would accumulate more than $ 1.4 million in savings through a defined -
benefit plan (wherein the pensioner is paid a set income based on past earnings and years of service, mostly confined to the public sector these days) compared to $ 674,711 for someone with no pension but a maxed - out Registered Retirement Savings P
plan (wherein the pensioner is paid a set income
based on past earnings and years of service, mostly confined to the public sector these days) compared to $ 674,711 for someone with no pension but a maxed - out Registered Retirement Savings
PlanPlan.
Such risks, uncertainties and other factors include, without limitation: (1) the effect of economic conditions in the industries and markets in which United Technologies and Rockwell Collins operate in the U.S. and globally and any changes therein, including financial market conditions, fluctuations in commodity prices, interest rates and foreign currency exchange rates, levels of end market demand in construction and in both the commercial and defense segments of the aerospace industry, levels of air travel, financial condition of commercial airlines, the impact of weather conditions and natural disasters and the financial condition of our customers and suppliers; (2) challenges in the development, production, delivery, support, performance and realization of the anticipated
benefits of advanced technologies and new products and services; (3) the scope, nature, impact or timing of acquisition and divestiture or restructuring activity, including the pending acquisition of Rockwell Collins, including among other things integration of acquired businesses into United Technologies» existing businesses and realization of synergies and opportunities for growth and innovation; (4) future timing and levels of indebtedness, including indebtedness expected to be incurred by United Technologies in connection with the pending Rockwell Collins acquisition, and capital spending and research and development spending, including in connection with the pending Rockwell Collins acquisition; (5) future availability of credit and factors that may affect such availability, including credit market conditions and our capital structure; (6) the timing and scope of future repurchases of United Technologies» common stock, which may be suspended at any time due to various factors, including market conditions and the level of other investing activities and uses of cash, including in connection with the proposed acquisition of Rockwell; (7) delays and disruption in delivery of materials and services from suppliers; (8) company and customer - directed cost reduction efforts and restructuring costs and savings and other consequences thereof; (9) new business and investment opportunities; (10) our ability to realize the intended
benefits of organizational changes; (11) the anticipated
benefits of diversification and balance of operations across product lines, regions and industries; (12) the outcome of legal proceedings, investigations and other contingencies; (13) pension
plan assumptions and future contributions; (14) the impact of the negotiation of collective bargaining agreements and labor disputes; (15) the effect of changes in political conditions in the U.S. and other countries in which United Technologies and Rockwell Collins operate, including the effect of changes in U.S. trade policies or the U.K.'s pending withdrawal from the EU, on general market conditions, global trade policies and currency exchange rates in the near term and beyond; (16) the effect of changes in tax (including U.S. tax reform enacted on December 22, 2017, which is commonly referred to as the Tax Cuts and Jobs Act of 2017), environmental, regulatory (including among other things import / export) and other laws and regulations in the U.S. and other countries in which United Technologies and Rockwell Collins operate; (17) the ability of United Technologies and Rockwell Collins to receive the required regulatory approvals (and the risk that such approvals may result in the imposition of conditions that could adversely affect the combined company or the expected
benefits of the merger) and to satisfy the other conditions to the closing of the pending acquisition on a timely
basis or at all; (18) the occurrence of events that may give rise to a right of one or both of United Technologies or Rockwell Collins to terminate the merger agreement, including in circumstances that might require Rockwell Collins to pay a termination fee of $ 695 million to United Technologies or $ 50 million of expense reimbursement; (19) negative effects of the announcement or the completion of the merger on the market price of United Technologies» and / or Rockwell Collins» common stock and / or on their respective financial performance; (20) risks related to Rockwell Collins and United Technologies being restricted in their operation of their businesses while the merger agreement is in effect; (21) risks relating to the value of the United Technologies» shares to be issued in connection with the pending Rockwell acquisition, significant merger costs and / or unknown liabilities; (22) risks associated with third party contracts containing consent and / or other provisions that may be triggered by the Rockwell merger agreement; (23) risks associated with merger - related litigation or appraisal proceedings; and (24) the ability of United Technologies and Rockwell Collins, or the combined company, to retain and hire key personnel.
Carrie Espinosa, owner of Waukegan, Illinois -
based insurance agency Horizon
Benefit Services, encourages employers to provide a number of
plans and have their workers contact her directly for advice on
benefits packages.
Defined
benefit plans typically are financed entirely by the employer, with the
benefit based on a formula involving salary and length of employment.
• Ascensus, a portfolio company of Genstar Capital and Aquiline Capital Partners, agreed to buy
Benefit Planning Consultants Inc, a Champaign, Ill. -
based provider of employee
benefits and retirement administration services.
Take advantage of Public Service Loan Forgiveness: If you're eligible for Public Service Loan Forgiveness, enrolling in Income -
Based Repayment or a similar income - driven
plan can lower payments and help you maximize the
benefits of this program.
Mark C. Oman has a supplemental retirement arrangement with the Company that provides him with an additional retirement
benefit based on an alternative
benefit calculation provided in our Cash Balance and Supplemental Cash Balance
Plans.
Other specific duties and responsibilities of the HR and Compensation Committee include reviewing senior management selection and overseeing succession
planning, including reviewing the leadership development process; reviewing and approving objectives relevant to executive officer compensation, evaluating performance and determining the compensation of executive officers in accordance with those objectives; approving severance arrangements and other applicable agreements for executive officers; overseeing HP's equity and incentive compensation
plans; overseeing non-equity
based benefit plans and approving any changes to such
plans involving a material financial commitment by HP;
Data shows that while participants in larger
plans clearly
benefit from scale, some small
plans managed to pay significantly less in costs than others: costs for
plans in the $ 1 million to $ 10 million segment ranged widely, from 68
basis points to 153
basis points.
As described beginning on page 20 of this proxy statement, the employment agreements generally define the executive's position, specify a minimum
base salary, and provide for participation in our annual and long - term incentive
plans, as well as other
benefits.
The compensation committee is responsible for developing, reviewing and adhering to our compensation philosophy and program, as well as reviewing and making recommendations to the Board with respect to our employee
benefit plans, compensation and equity -
based plans and compensation of directors.
Flume Health uses concierges to connect employees with the best healthcare at the lowest price
based on their
benefits plan, reducing healthcare costs by 20 percent to 60 percent.
San Francisco -
based Zenefits is a program for human - resource professionals to manage and administer employee health
benefits, payroll, 401 (k)
plans, stock options, maternity leave and vacation time.
The most significant
benefit of consolidating is the ability to streamline repayment; instead of paying for multiple loans each month, borrowers have a single monthly fixed payment,
based on the repayment
plan selected.
Twitter executives, including the Named Executive Officers, participate in the same
benefits plans and programs that all other Twitter employees in the same geographies they are
based.
• Equity and performance
based plans (e.g., annual and long - term incentive
plans, stock option, restricted stock, performance share and broad -
based equity
plans); • Executive
plans (e.g., deferred compensation, supplemental retirement, severance and change - in - control
plans); • Retirement
plans (e.g., 401 (k)
plans, traditional defined
benefit pension
plans and ESOPs); and • Health and welfare
plans (including COBRA and HIPAA compliance), and other fringe
benefit programs.
That's because many of the
benefits of bond ladders — such as an income
plan and managing interest rate and credit risk — are
based on the idea that you keep your bonds in your portfolio until they mature.
However, the Company's Condensed Combined Balance Sheets do not include any net
benefit plan obligations unless the
benefit plan only includes active, retired and other former Company employees or any equity related to stock -
based compensation
plans.
See Note 4 and Note 5 for a further description of the accounting for
benefit plans and stock -
based compensation
plans, respectively.
Even so, every administration and Congress continued to support Internal Revenue Code 162 (m)'s super-deductions for top executive forms of stock ownership and profit sharing while each of these administrations cut or did not expand support for broad -
based profit sharing and employee share ownership
plans that could
benefit the middle class.
We maintain broad -
based benefits that are provided to all employees, including our 401 (k), flexible spending accounts, medical, dental and vision care
plans, life and accidental death and dismemberment insurance policies and long - term and short - term disability
plans.
The current number of shares remaining available for grant under the 2003
Plan is expected to last until approximately the end of 2014,
based on the recent historical rate of award grants under the 2003
Plan noted under «Specific
Benefits» below, and taking into account the 2:1 premium share counting rule, discussed below, for certain equity awards.
Specifically,
benefits subject to the HP Severance Policy include: (a) separation payments
based on a multiplier of salary plus target bonus, or cash amounts payable for the uncompleted portion of employment agreements; (b) any gross - up payments made in connection with severance, retirement or similar payments, including any gross - up payments with respect to excess parachute payments under Section 280G of the Code; (c) the value of any service period credited to a Section 16 officer in excess of the period of service actually provided by such Section 16 officer for purposes of any employee
benefit plan; (d) the value of
benefits and perquisites that are inconsistent with HP Co.'s practices applicable to one or more groups of HP Co. employees in addition to, or other than, the Section 16 officers («Company Practices»); and (e) the value of any accelerated vesting of any stock options, stock appreciation rights, restricted stock or long - term cash incentives that is inconsistent with Company Practices.
While there are different types of federal loans, they often offer specific
benefits over private loans, such as income -
based repayment
plans (which we will cover later) and fixed interest rates.
See Notes 5 and 6 for a further description of the accounting for
benefit plans and stock -
based compensation, respectively.
If you've decided that an income - driven repayment
plan is right for you, you'll want to choose the
plan that provides the most
benefit to you
based on your individual circumstances.
The main
benefit of being a Toronto -
based distributor meant that I could
plan a few unforgettable evenings.
If you end up getting divorced during your lifetime, you are eligible to receive Social Security retirement
benefits based on your ex-spouse's earnings history, said David Freitag, a financial
planning consultant with MassMutual.
Mark's primary areas of expertise include: assisting clients with substantial private businesses manage the growth from a financial and strategic perspective advising high net worth clients on succession and estate
planning issues helping clients achieve the optimal value for their business upon disposal on an after tax
basis analysis of business performance assisting clients with debt raising issues structuring client's affairs for maximum tax
benefits.
Some folks have no pensions; some have a defined contribution
plan, which depends on the market; others, including most public employees and more than half of the private - sector ones have a defined
benefits plan — you get a guaranteed pension
based upon years of service.
GFI sees value in market research, and may conduct some themselves; they have already conducted a short survey to identify the most appealing name for cultured meat.96 They would also be interested in research done to identify other factors important in promoting plant -
based and cultured meat, such as whether consumers are more likely to respond well to promotion related to health
benefits or to animal welfare.97 They
plan to conduct such research and will encourage its use by companies.
Most of it would come from rolling back corporate subsidies and the George W. Bush tax cuts, taxing employer -
based health
benefits that exceed the average
plan, and imposing a hefty (60 cents per gallon) gasoline tax.
Notable presentations included: an extensive breakdown of international sales
planning by Jim Ryan of Constellation; an in - depth market analysis from Danny Brager of Nielsen, and a study regarding the
benefits and challenges of establishing a resilient employee
base from Josh Wand, of BevForce.
Of course, these ingredients aren't new, but they're definitely having a wellness moment as more people turn to plant -
based meal
plans and diet experts praise them for their countless health
benefits.
In addition to our ESOP, employee - owners may choose to participate in King Arthur Flour's 401 (k)
plan on both a pre-tax and / or post-tax
basis (Roth) with a company - matching
benefit.
«The MDBA are continuing on their merry way, preparing the basin
plan with incomplete socio - economic analysis
based on the presumption that the
benefits... outweigh the costs.»
GFI sees value in market research, and may conduct some themselves; they have already conducted a short survey to identify the most appealing name for cultured meat.96 They would also be interested in research done to identify other factors important in promoting plant -
based and cultured meat, such as whether consumers are more likely to respond well to promotion related to health
benefits or to animal welfare.97 They
plan to conduct such research and will encourage its use by companies.
Our franchise partners enjoy the
benefits of customized marketing
plans designed to support successful restaurant openings and maintain awareness, as well as dedicated field marketing managers who work alongside franchisees on a regular
basis to coordinate and execute local marketing initiatives.
The book is broken down in to 4 key areas: the introduction which explains the
benefits and the basics of adopting a plant -
based lifestyle, the recipe section with over 100 vegan recipes the whole family will love, a solutions guide to help you deal with any challenges that a plant -
based lifestyle may prevent, and a support section with cooking guides, meal
plans, and nutrient charts!
This is an incredibly difficult question to answer for a variety of reasons, most importantly because over the years our once vaunted «beautiful» style of play has become a shadow of it's former self, only to be replaced by a less than stellar «plug and play» mentality where players play out of position and adjustments / substitutions are rarely forthcoming before the 75th minute... if you look at our current players, very few would make sense in the traditional Wengerian system... at present, we don't have the personnel to move the ball quickly from deep - lying position, efficient one touch midfielders that can make the necessary through balls or the disciplined and pacey forwards to stretch defences into wide positions, without the aid of the backs coming up into the final 3rd, so that we can attack the defensive lanes in the same clinical fashion we did years ago... on this current squad, we have only 1 central defender on staf, Mustafi, who seems to have any prowess in the offensive zone or who can even pass two zones through so that we can advance play quickly out of our own end (I have seen some inklings that suggest Holding might have some offensive qualities but too early to tell)... unfortunately Mustafi has a tendency to get himself in trouble when he gets overly aggressive on the ball... from our backs out wide, we've seen pace from the likes of Bellerin and Gibbs and the spirited albeit offensively stunted play of Monreal, but none of these players possess the skill - set required in the offensive zone for the new Wenger scheme which requires deft touches, timely runs to the baseline and consistent crossing, especially when Giroud was playing and his ratio of scored goals per clear chances was relatively low (better last year though)... obviously I like Bellerin's future prospects, as you can't teach pace, but I do worry that he regressed last season, which was obvious to Wenger because there was no way he would have used Ox as the right side wing - back so often knowing that Barcelona could come calling in the off - season, if he thought otherwise... as for our midfielders, not a single one, minus the more confident Xhaka I watched played for the Swiss national team a couple years ago, who truly makes sense under the traditional Wenger model... Ramsey holds onto the ball too long, gives the ball away cheaply far too often and abandons his defensive responsibilities on a regular
basis (doesn't score enough recently to justify): that being said, I've always thought he does possess a little something special, unfortunately he thinks so too... Xhaka is a little too slow to ever boss the midfield and he tends to telegraph his one true strength, his long ball play: although I must admit he did get a bit better during some points in the latter part of last season... it always made me wonder why whenever he played with Coq Wenger always seemed to play Francis in a more advanced role on the pitch... as for Coq, he is way too reckless at the wrong times and has exhibited little offensive prowess yet finds himself in and around the box far too often... let's face it Wenger was ready to throw him in the trash heap when injuries forced him to use Francis and then he had the nerve to act like this was all part of a bigger Wenger constructed
plan... he like Ramsey, Xhaka and Elneny don't offer the skills necessary to satisfy the quick transitory nature of our old offensive scheme or the stout defensive mindset needed to protect the defensive zone so that our offensive players can remain aggressive in the final third... on the front end, we have Ozil, a player of immense skill but stunted by his physical demeanor that tends to offend, the fact that he's been played out of position far too many times since arriving and that the players in front of him, minus Sanchez, make little to no sense considering what he has to offer (especially Giroud); just think about the quick counter-attack offence in Real or the space and protection he receives in the German National team's midfield, where teams couldn't afford to focus too heavily on one individual... this player was a passing «specialist» long before he arrived in North London, so only an arrogant or ignorant individual would try to reinvent the wheel and / or not surround such a talent with the necessary components... in regards to Ox, Walcott and Welbeck, although they all possess serious talents I see them in large part as headless chickens who are on the injury table too much, lack the necessary first - touch and / or lack the finishing flair to warrant their inclusion in a regular starting eleven; I would say that, of the 3, Ox showed the most upside once we went to a back 3, but even he became a bit too consumed by his pending contract talks before the season ended and that concerned me a bit... if I had to choose one of those 3 players to stay on it would be Ox due to his potential as a plausible alternative to Bellerin in that wing - back position should we continue to use that formation... in Sanchez, we get one of the most committed skill players we've seen on this squad for some years but that could all change soon, if it hasn't already of course... strangely enough, even he doesn't make sense given the constructs of the original Wenger offensive model because he holds onto the ball too long and he will give the ball up a little too often in the offensive zone... a fact that is largely forgotten due to his infectious energy and the fact that the numbers he has achieved seem to justify the means... finally, and in many ways most crucially, Giroud, there is nothing about this team or the offensive system that Wenger has traditionally employed that would even suggest such a player would make sense as a starter... too slow, too inefficient and way too easily dispossessed... once again, I think he has some special skills and, at times, has showed some world - class qualities but he's lack of mobility is an albatross around the necks of our offence... so when you ask who would be our best starting 11, I don't have a clue because of the 5 or 6 players that truly deserve a place in this side, 1 just arrived, 3 aren't under contract beyond 2018 and the other was just sold to Juve... man, this is theraputic because following this team is like an addiction to heroin without the
benefits
They're also
planning May 19 rally at the Wake County Commons Building, located at 4011 Carya Drive, in Raleigh, for the public to learn about the
benefits of school -
based health centers.
The American College of Obstetricians & Gynecologists emphasized the results of the Wax study in its official statement on homebirth, siting that «Women inquiring about
planned home birth should be informed of its risks and
benefits based on recent evidence.
Significant Evidence -
Based Research Findings of Infant Massage: • Supports parent - infant interaction • Facilitates weight gain in preterm infants1 • Lowers levels of cortisol, the stress hormone • Increases muscle tone • Improves sleep and awake patterns • Shortens lengths of stay in hospitals • Improves cognitive and motor development at eight months of age • Infant massage is an inexpensive tool • Can be used as part of the developmental care
plan of preterm infants • Recent research shows there are significant
benefits to infant massage that out weigh over-stimulation • Properly applied techniques produce increased
benefits, such as improved developmental scores and earlier discharge2