Changing the public
employee pension program would clearly be a bold action.
Albert Teichman, Chief Assistant to Rice in her former position as Nassau County District Attorney, was accused of double - dipping in the state's public
employee pension program.
Traditional public
employee pension programs in New York State have become unaffordable for taxpayers — while denying workers the ability to choose more flexible approaches to retirement planning.
Not exact matches
Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing
programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development
programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787
program; 4) margin pressures and the potential for additional forward losses on new and maturing
programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on
pension plan assets and the impact of future discount rate changes on
pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled
employees and our relationships with the unions representing many of our
employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging
programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing
program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.
The Ontario
pension fund has a
program that invites
employees to lobby for backing (financial or otherwise) of a volunteer assignment in Canada or abroad.
(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 obl
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 obl
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 obl
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 obl
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 obl
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 obl
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.
Direct
program expenses were up $ 1.0 billion (5.5 %), primarily due to the timing of payments as well as an increase in federal government
employee pension and other future benefit liabilities, reflecting the impact of lower interest rates.
This non-traditional,
employee first approach has made AGNORA a bit of a manufacturing anomaly, where in traditional industrial environment, workers come to work, are paid fairly, contribute to a
pension or retirement
program and then retire.
Under
Pension Fund Capitalism,
employees are encouraged to think of themselves as capitalists in miniature — and provide for their retirement by
employee stock ownership
programs rather than saving up their wages themselves or having
pensions financed on a pay - as - you - go basis out of future production.
DOL is proposing to update the
Employee Retirement Income Security Act by instituting a safe harbor describing circumstances in which a payroll deduction savings program, including one with automatic enrollment, would not be considered an employee pension benefit plan unde
Employee Retirement Income Security Act by instituting a safe harbor describing circumstances in which a payroll deduction savings
program, including one with automatic enrollment, would not be considered an
employee pension benefit plan unde
employee pension benefit plan under ERISA.
Other direct
program spending, consisting of operating expenses for Crown corporation, defence and all other departments and agencies, increased $ 2.3 billion (4.2 %), primarily reflecting increases in federal government
employee pension and other future benefit liabilities, reflecting the impact of lower interest rates.
$ 4 million on «Grants and assistance» $ 5 million on Direct
Program $ 29 million on salaries $ 9 million on
pension plans, payroll taxes, and other
employee benefits $ 4 million on accounting, fundraising, legal, and investment management $ 4 million on advertising, information technology, and office expenses $ 5 million on rent $ 7 million on travel $ 12 million on conventions, conferences, and meetings $ 9 million on «other fees»
Cuomo has long sought to consolidate and scale back the size of local governments in New York, which he has blamed for the state's high property taxes — an assertion budget watchdogs say is more tied to the cost of
programs like Medicaid or
employee pensions.
It includes a wave of cuts to benefit
programs such as Medicaid, federal
employee pensions, welfare benefits and farm subsidies.
Governor Cuomo implemented a number of cost - saving
programs early in his tenure, including the Global Medicaid Cap, a new
pension tier, and a negotiated increase in
employee health insurance contributions.
The
program is different and less expensive than an early retirement
program that would credit
employees» extra years to their service and increase their
pensions.
The governor will likely also reveal details of a proposed new
pension program for new public
employees, another person familiar with plans said.
This reduced funding, argued proponents of the bill, could be offset at the district level by
employee contributions to health - care and
pension programs as well as savings gained by local school districts exercising greater autonomy over spending.
The paper cited the «decision to sweeten an already lucrative
pension program in 1998 [as] a classic example of how public
employee benefits are enhanced, often with privileged insiders pushing for the deal, and little study in advance.»
While the plan called for a cut of 5.5 percent to education, dropping per - pupil funding by $ 550, funding limits could be offset at the district level by increased
employee contributions to health care and
pension programs, and by giving local school districts other tools such as wage freezes and adjustments in salary schedules.
The Teacher Retirement System of Texas administers the TRS
pension fund and health insurance
programs for active and retired school
employees.
This 4 - module
program helps
employees gain context and comfort with their
pensions and benefits.
On April 6, the minimum contribution rate for workers automatically enrolled in qualified workplace
pension plans under the auto - enrollment (AE)
program increased from 2 percent (split equally among employers and
employees) to 5 percent of covered earnings (2 percent is paid by employers and 3 percent by
employees).
The Individual
Pension Plan or IPP is an employer - provided
program that replaces RRSP savings by an
employee, says Stephen Cheng, managing director of Vancouver - based Westcoast Actuaries Inc..
Instead of
pension plans, some workplaces may offer group RRSP or Tax - Free Savings Account (TFSA)
programs, in which employers match contributions made by
employees up to a set limit.
CPPIB took in $ 2.3 billion in net income after all costs, less $ 600 million in net
pension plan outflows to the Canada Pension Plan — a national program funded by contributions from employers and emp
pension plan outflows to the Canada
Pension Plan — a national program funded by contributions from employers and emp
Pension Plan — a national
program funded by contributions from employers and
employees.
We support defined benefit
pension programs that provide a stable and secure retirement for all government
employees.
Pension Plan - Generally, any plan, fund, or
program that an employer and / or
employee organization establishes or maintains to provide retirement income to
employees.
Our research
program focuses on the role and value of defined benefit
pension plans for employers,
employees, and the public at large.
The Canada
Pension Plan is a social insurance
program based on equal contributions by
employees and employers.
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Employee Representations Management Representation Occupational Health and Safety
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Those Terms of Use state: «Job Bank will not post jobs: if the employer expects the
employee to remit his / her own tax deductions; if the employer expects the worker to arrange other employment coverage for
programs such as income tax, the Canada
Pension Plan (CPP), employment insurance (EI), and workers» compensation;» In our experience, this is precisely what is expected of fee - for - service physicians; they are generally paid directly by the provincial health insurer, pay their own staff and remit their own tax (including income tax) deductions.
Those
programs may include 401k retirement plans with matching contributions,
employee stock purchase plans, and, although this is becoming more rare, defined benefit
pension plans.
His primary duty is to handle the
employees» compensation
program which shall cover areas like salary, incentives, benefits, reimbursements, compensation, retirement and
pension plans.
Flexible benefits
program includes: Paid Holidays, Retirement / Pension Plans, Medical, Dental and Vision, Life Insurance, Vacation / paid time off, Mobile Phone Discount, Subsidised Commuting, Stock Options, Performance bonus, Maternity / Paternity Paid Leave, Childcare, Employee Referral Program, Gym Memberships, Generous bonuses and Commission
program includes: Paid Holidays, Retirement /
Pension Plans, Medical, Dental and Vision, Life Insurance, Vacation / paid time off, Mobile Phone Discount, Subsidised Commuting, Stock Options, Performance bonus, Maternity / Paternity Paid Leave, Childcare,
Employee Referral
Program, Gym Memberships, Generous bonuses and Commission
Program, Gym Memberships, Generous bonuses and Commission plans.
Human Resources Partner November 1995 - January 2001 Assisted the Association of 500
employees with staffing and recruitment processes; administered pre-employment test, screened resumes, scheduled interviews, employment verifications, completed background and reference checks Processed personnel actions that included salary adjustments, merit increases, transfers, leave of absence,
pension Calculations, metro check deductions and benefits
programs Coordinated new
employee orientation and ensure that new hires paperwork is completed accurately Updated the vacancy announcements, bulletin board, ABA web pages, job line and external web sites Composed and submitted job ads to various recruitment sources and tracked monthly advertisement expenses Managed the internal temporary staffing pool and youth employment
programs for various internship positions Scheduled and interviewed candidates for administrative positions Formulated and assembled personnel policies and procedures to various department in the Association Scheduled and coordinated blood drives and influenza shot
programs for the Association