Sentences with phrase «current pay plan»

Not exact matches

Donald Trump's plan calling for six weeks of mandatory paid leave for new moms is a step toward wooing women voters and a step up from current federal law — which doesn't require companies to provide any paid leave — but it's still behind the times for the business world.

The CPPIB, one of the world's largest pension funds, invests money not needed by the Canada Pension Plan to pay benefits for some 18 million current and retired contributors.

«What I've made clear to my EU counterparts in relation to financial contribution is what I set out in my Florence (Italy) speech, which is that I've said nobody need be concerned for the current budget plan that they would have to pay more or receive less as a result of the U.K. leaving and that we will honor the commitments we have made during our membership,» May told reporters.

With no current plans to accept Apple Pay (though down the line it, and other mobile wallets, could well be a payment option within Walmart Pay), and no set launch date for MCX (never mind that as the product of consortium, that mobile app will not be set up to meet Walmart's specific needs), Walmart could wait no longer without risking missing out on a major shift in customer behavior.

If you're paying your current loans under an income - driven repayment plan, or if you've made qualifying payments toward Public Service Loan Forgiveness, consolidating your current loans will cause you to lose credit for any payments made toward income - driven repayment plan forgiveness or Public Service Loan Forgiveness.

Under current law, taxpayers can put a specified amount in 401 (k) retirement savings plans without paying taxes upfront.

Under current rules, investors are allowed to put up to $ 125,000 from a traditional IRA or employer - sponsored retirement plan into a longevity annuity that pays out at a much later date, anywhere from age 70 1/2 years until age 85 (with payments increasing the longer you wait).

Even if you plan to keep your company in the family, it pays to keep its valuation current.

The Republican tax plan unveiled last month calls for slashing the corporate income tax rate to 20 percent from the current level of 35 percent, which many multinationals already avoid paying by taking advantage of abundant tax loopholes.

These plans are exactly what they sound like: They allow you to pay for portions of your child's college tuition now, locking in current prices — protecting you from exponential tuition hikes if your child is still years away from attending college.

In the 23rd Actuarial Report on the Canada Pension Plan (OCA, 2007), the Office of the Chief Actuary (OCA) certified that, in spite of the substantial increase in CPP benefit payments that would result from the retirement of the baby boom generation, the current legislated contribution rate of 9.9 per cent for employers and employees combined would be more than enough to pay for benefits through 2075.

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

Look into income - based repayment plans, which calculate the monthly amount you owe on your student loans based on your current take - home pay.

We will continue to pay our net contributions under the current EU budget plan.

The credits can be used to pay for the monthly recurring charge, current charges for monthly add - ons, roaming, international calling and messaging, or the Phone Protection Plan.

Actual results may vary materially from those expressed or implied by forward - looking statements based on a number of factors, including, without limitation: (1) risks related to the consummation of the Merger, including the risks that (a) the Merger may not be consummated within the anticipated time period, or at all, (b) the parties may fail to obtain shareholder approval of the Merger Agreement, (c) the parties may fail to secure the termination or expiration of any waiting period applicable under the HSR Act, (d) other conditions to the consummation of the Merger under the Merger Agreement may not be satisfied, (e) all or part of Arby's financing may not become available, and (f) the significant limitations on remedies contained in the Merger Agreement may limit or entirely prevent BWW from specifically enforcing Arby's obligations under the Merger Agreement or recovering damages for any breach by Arby's; (2) the effects that any termination of the Merger Agreement may have on BWW or its business, including the risks that (a) BWW's stock price may decline significantly if the Merger is not completed, (b) the Merger Agreement may be terminated in circumstances requiring BWW to pay Arby's a termination fee of $ 74 million, or (c) the circumstances of the termination, including the possible imposition of a 12 - month tail period during which the termination fee could be payable upon certain subsequent transactions, may have a chilling effect on alternatives to the Merger; (3) the effects that the announcement or pendency of the Merger may have on BWW and its business, including the risks that as a result (a) BWW's business, operating results or stock price may suffer, (b) BWW's current plans and operations may be disrupted, (c) BWW's ability to retain or recruit key employees may be adversely affected, (d) BWW's business relationships (including, customers, franchisees and suppliers) may be adversely affected, or (e) BWW's management's or employees» attention may be diverted from other important matters; (4) the effect of limitations that the Merger Agreement places on BWW's ability to operate its business, return capital to shareholders or engage in alternative transactions; (5) the nature, cost and outcome of pending and future litigation and other legal proceedings, including any such proceedings related to the Merger and instituted against BWW and others; (6) the risk that the Merger and related transactions may involve unexpected costs, liabilities or delays; (7) other economic, business, competitive, legal, regulatory, and / or tax factors; and (8) other factors described under the heading «Risk Factors» in Part I, Item 1A of BWW's Annual Report on Form 10 - K for the fiscal year ended December 25, 2016, as updated or supplemented by subsequent reports that BWW has filed or files with the SEC.

On the one hand, Minsky said, this could benefit undergraduate students whose debt would be paid off after 15 years on an income - driven repayment plan, rather than having to wait 20 or 25 years under the current system.

The current mortgage interest deduction rules remain intact in the Senate plan: Americans would still be able to deduct the interest they pay on the first $ 1 million of mortgage debt.

However, GOOGL's current exec comp plan has not led to executives getting paid while destroying shareholder value.

Under Greenlight's plan, the dividend shares would pay GM's current quarterly dividend at an annual rate of $ 1.52 per share, while the capital appreciation shares would be entitled to the remainder of GM's earnings in excess of current dividends, including all future growth.

Under current policy, if you choose to leave the IBR plan, you will be required to pay under the standard repayment plan.

Most importantly though, SNA's current exec comp plan has not led to executives getting paid while destroying shareholder value.

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So according to a Daily Mail report, Wenger is planning to break the current salary record to make Alexis the highest paid player at the club and tie him to a new long term deal.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

If you plan on requesting tickets for multiple persons, each person must be a paid member of Arsenal NYC of the current season as well.

Anyone paying attention to the current controversy over the $ 606 million plan to renovate Soldier Field will recognize Tranter's purposeful stare and easily tousled black hair.

The renovation plan, paid for with bonds, is expected to enlarge the current 38,000 - square - foot building to 53,000 - square feet, Hamilton said.

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The economic case for the new line just isn't credible and ministers still aren't being honest about the hidden costs, or the consequences for towns getting a worse service and passengers paying higher fares under their current plans.

The chancellor announced plans to cap public sector pay at one per cent for two years, after the current pay freeze ends, and take steps to «rebalance» pay levels across the country.

That means that (at the current poverty level), the highest cost of a plan is $ 4,244 (cheaper than what you would currently pay for health care).

If the NHS has to absorb higher pay from within the current spending plans, the funding choices are hardly going to be vote - winners — will the government cut staff numbers, ration more new drugs, allow for even longer waiting times?

But Labour asked if the policy was paid for by «non-doms» then why were the Tories using the current economic problems as an excuse to ditch the plans?

«The Senate Republicans advanced a strong overall plan that would give back STAR rebate checks, while also providing a new avenue to address high property taxes related to homeowners» ability to pay and a cap on tax rates for all Enhanced STAR recipients at their current level,» said Senator LaValle.

Still I do not want our partners to fear that they will need to pay more or receive less over the remainder of the current budget plan as a result of our decision to leave.

At an Environmental Appeals Board in Washington Thursday, General Electric disputed the EPA's current plan that calls for the company to pay to remove PCBs from the Housatonic River in Western Massachusetts.

Chancellor Georg e Osborne had triggered outrage in his 2011 Budget by confirming plans to cap public sector pay at one per cent for two years, after the current pay freeze ends, and take steps to «rebalance» pay levels across the country.

He disagrees with President Obama's political plan that hurts current seniors just so he can pay for more wasteful spending.»

Delaware North plans to add 65 employees to its current Buffalo roster of 350 staffers, with the new positions paying an average of $ 70,000 annually.

My major criticism of the 2014 budget involves the county executive's plan to borrow from the state to pay for $ 8.6 million of our current pension costs.

Akeredolu urged the people of the state to support the current administration by paying their taxes for the government to be able to carry out all the planned projects successfully.

The current debt, and the plan to pay it down, are simply staggering.

This means that contributions include both the «normal cost» of pension liabilities accruing to current employees and the legacy costs of amortizing unfunded liabilities accrued previously (due to a variety of reasons, including the original pay - as - you go nature of most plans, as well as unfunded benefit enhancements over the years).

The effect of the planned changes is expected to grow direct funding to universities for teaching, learning and research from $ 10.7 billion in 2017 by 8 per cent to $ 11.5 billion in 2021, and taxpayer - backed student loans paid to universities from $ 6.4 billion to $ 7.4 billion, meaning a total funding increase of 11 per cent, if universities maintained their current enrolment patterns.

In a prepared statement at the time of the vote, Taylor said the outcome was not a condemnation of performance pay, but a rejection of the current plan.

Unlike Social Security, where current workers pay for current retirees, defined benefit pension plans are supposed to be pre-funded.

Either this discordant plan is a front for public school expansionism, bent on adding another grade or two to its current thirteen, and adding the staff (and dues - paying union members) that would accompany such growth, or it's a cynical calculation: only by appealing to the middle - class desire for taxpayers to underwrite the routine child - care needs of working parents will any movement occur on the pre-K front, and the heck with the truly disadvantaged youngsters who need more than that strategy will yield.

Deasy's presentation did include a three - year plan, of sorts, his own spending recommendations for the next three years, which included pay raises for current LA Unified employees and allowing school sites to make their own spending decisions, a contentious issue.

With debate in the Legislature set to begin in earnest on plans for restructuring the way the state pays for public school services, a new report released by The Education Trust - West shows just how inequitable the current system has become.