Sentences with phrase «employees under your insurance plan»

Make sure your company communicates what's available to the employees under your insurance plan.

Not exact matches

(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 oblemployee 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 oblemployee 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 oblEmployee 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 oblemployee 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 oblemployee 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 oblemployee, 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.

In very rare instances, companies offer their employees an option under their retirement plan to purchase life insurance.

Under this policy, companies could offer insurance plans of any size, but employees would pay income tax on any cost above $ 9,500 ($ 23,900 for families) just as they would on cash wages.

to take any action otherwise prohibited under subsections (a), (b), (c), or (e) of this section where age is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business, or where differentiation is based on reasonable factors other than age; to observe the terms of a bona fide seniority system or any bona fide employee benefit plan such as a retirement, pension, or insurance plan, which is not a subterfuge to evade the purposes of this Act, except that no such employee benefit plan shall excuse the failure to hire any individual; or to discharge or otherwise discipline an individual for good cause

Direct Monthly Payments: Under the LTD Insurance plan the employees will receive a portion of their monthly salary paid directly every month.

The main focus of this question is on health insurance were I am afraid of paying thousands to continue under my employers plan (cobra) if I was to become a full time employee and then quit to chase my own dreams.

This law provides employees and their families the right to remain temporarily covered under an employer's health insurance plan at the group rate after termination of employment, provided the individual takes over payment of premiums.

Generally, wage - loss replacement benefits payable on a periodic basis under a group sickness or accident insurance plan to which an employer has contributed are included in an employee's income for tax purposes when those benefits are received.

While all business have to fulfill some requirements under the new law, only those with more than 50 employees will have to offer health insurance plans.

If you're presented with a claim or receive a letter from a lawyer representing a current or former employee, you will be covered under our employment insurance plan.

Only people who have purchased their own long — term insurance policies or those covered under an employee benefits plan are eligible to receive these benefits.

When he reached the maximum under such insurance plan, he sought coverage under the insurance plan provided to unionized employees in the elevator sector (the «Welfare Plan&raquplan, he sought coverage under the insurance plan provided to unionized employees in the elevator sector (the «Welfare Plan&raquplan provided to unionized employees in the elevator sector (the «Welfare Plan&raquPlan»).

(2) The right under section 5 to equal treatment with respect to employment without discrimination because of sex, marital status or family status is not infringed by an employee superannuation or pension plan or fund or a contract of group insurance between an insurer and an employer that complies with the Employment Standards Act, 2000 and the regulations thereunder.

A unionized employee who has been denied benefits or coverage under an employer - sponsored plan may face a deceptively difficult decision: whether to grieve the denial against the employer, or to sue the insurance company.

(2.1) The right under section 5 to equal treatment with respect to employment without discrimination because of age is not infringed by an employee benefit, pension, superannuation or group insurance plan or fund that complies with the Employment Standards Act, 2000 and the regulations thereunder.

Under ERISA, plans that provide «through the purchase of insurance or otherwise * * * medical, surgical, or hospital care or benefits, or benefits in the event of sickness, accident, disability, [or] death» are defined as employee welfare benefit plans.

Transmission of applicant or employee health information by the employer's management to the group health plan may be permitted under the ADA standards as the use of medical information for insurance purposes.

Bajaj Allianz Group Employee Care is provided by Bajaj Allianz Life Insurance under Group Life Insurance Plan and Reliance Smart Pension Plan is provided by Reliance Life Insurance under Pension Plan.

LIC New Jeevan Nidhi is provided by Life Insurance Corporation of India under Pension Plan and Bajaj Allianz Group Employee Care is provided by Bajaj Allianz Life Insurance under Group Life Insurance Plan.

IndiaFirst Employee Benefit Plan is provided by IndiaFirst Life Insurance Company under Group Life Insurance Plan and Birla Sun Life Vision Money Back Plus Plan is provided by Birla Sun Life Insurance under Money Back Life Insurance Plan.

HDFC Life Young Star Udaan is provided by HDFC Standard Life Insurance Company Limited under Endowment Plan and IndiaFirst Employee Benefit Plan is provided by IndiaFirst Life Insurance Company under Group Life Insurance Plan.

Kotak Saral Suraksha is provided by Kotak Life Insurance under Whole Life Insurance Plan and IndiaFirst Employee Benefit Plan is provided by IndiaFirst Life Insurance Company under Group Life Insurance Plan.

MET Pension (Par) is provided by Max Life Insurance under Pension Plan and Metlife Traditional Employee Benefits Plan is provided by PNB Metlife India Insurance under Group Life Insurance Plan.

IndiaFirst Employee Benefit Plan is provided by IndiaFirst Life Insurance Company under Group Life Insurance Plan and Future Generali Bima Advantage Plus is provided by Future Generali India Life Insurance Company Ltd. under ULIP.

Metlife Unit Linked Employee Benefit Plan is provided by PNB Metlife India Insurance under Group Life Insurance Plan and Bajaj Allianz Group Annuity Plan is provided by Bajaj Allianz Life Insurance under Group Life Insurance Plan.

Some employers also allow employees to purchase additional life insurance coverage under their group benefit coverage plan.

Note: if you are covered under an employee benefit plan from work then you probably do not need to purchase personal health insurance.

These hybrid funding health insurance plans go under several trade names and are offered by all the health insurance giants in North Carolina — to small employers — with as few as 26 employees!

Under this type of plan, the employee purchases a permanent life insurance policy on his or her life.

Will an Insurance Carrier Deny Certain Employees Coverage under a Group Health Insurance Plan?

Employees also have to meet a few eligibility requirements in order for them to be covered under a small business health insurance plan.

A term plan, which provides life insurance cover to all the employees who are covered under the Employees Providemployees who are covered under the Employees ProvidEmployees Provident Fund.

Most of the Group Insurance Plans that are available in the market are covered under the EPFO (Employee Provident Fund Organization).

This will be most important if your disability insurance plan is administered by your employer, as it could fall under the purview of the Employee Retirement Income Security Act of 1974, or ERISA.

The hospital indemnity plan only costs the company just under $ 50 a month per employee — not exactly cheap at about $ 18,000 per year — but at least Diba knows exactly how much it will spend on insurance every year.

In April 2004, Senate Bill 1546 authorized the Oklahoma Health Care Authority to develop a program assisting employees of small businesses, 19 to 64 years of age with either (1) a portion of their private health plan premiums (Employer Sponsored Insurance), or (2) the purchase of a state sponsored health plan operated under the state Medicaid program (Individual Plplan premiums (Employer Sponsored Insurance), or (2) the purchase of a state sponsored health plan operated under the state Medicaid program (Individual Plplan operated under the state Medicaid program (Individual PlanPlan).

Under an executive bonus plan, an employer purchases and pays for a life insurance policy for a select group of employees.

Under the plan, you provide select employees an incentive by allocating funds for the purchase of a life insurance or annuity product.

This law provides employees and their families the right to remain temporarily covered under an employer's health insurance plan at the group rate after termination of employment, provided the individual takes over payment of premiums.

While group insurance plans include coverage for those employees with pre-existing conditions, the amount and types of claims submitted under your plan can affect your annual premium.

Multi-Policy; Multi-Car; Home Ownership; Safe Driver; Continuous Insurance; Hybrid / Electric Vehicle; New Car; EFT, Paid in Full and Good Payer; Early Quote or Early Signing; Good Student; Student Away at School; Driver Training; Anti-lock Brake; Anti-theft Device; Airbags; Daytime Lights; Safe Driving Program; Military and Deployment; Membership / Affiliate Programs; Drivers Over 50 / Retired; Drivers Under 18; Federal Employee; Usage - Based; Family Plan; Paperless Billing; Healthy Habits; Higher Deductible.

LIC New Group Superannuation Cash Accumalation is provided by Life Insurance Corporation of India under Group Life Insurance Plan and Bajaj Allianz Group Employee Benefit Plan is provided by Bajaj Allianz Life Insurance under Group Life Insurance Plan.

It is mandatory under law to for businesses, with more than 50 employees, to provide group health insurance plan.

Shriram Group Term Life Insurance in lieu of EDLI is a plan specifically designed for employer - employee groups where employers are mandated to provide life insurance coverage to employees linked to their Provident Fund account under the Employee's Deposit LinkeInsurance in lieu of EDLI is a plan specifically designed for employer - employee groups where employers are mandated to provide life insurance coverage to employees linked to their Provident Fund account under the Employee's Deposit Linkedemployee groups where employers are mandated to provide life insurance coverage to employees linked to their Provident Fund account under the Employee's Deposit Linkeinsurance coverage to employees linked to their Provident Fund account under the Employee's Deposit LinkedEmployee's Deposit Linked Scheme.

Thus, if any employee has any ailments, he can get covered under a corporate group health plan even if his individual proposal for health insurance is rejected.

Under a split dollar plan, employees can often choose from a few different types of life insurance coverage.

The amount of cover available to an employee under the group term insurance plan can be based upon various factors, like:

Star Union Dai - ichi Life Insurance brings to you SUD Life Group Term Insurance Scheme in lieu of EDLI, a term plan, which provides life insurance cover to all the employees who are covered under the Employees ProvidInsurance brings to you SUD Life Group Term Insurance Scheme in lieu of EDLI, a term plan, which provides life insurance cover to all the employees who are covered under the Employees ProvidInsurance Scheme in lieu of EDLI, a term plan, which provides life insurance cover to all the employees who are covered under the Employees Providinsurance cover to all the employees who are covered under the Employees Providemployees who are covered under the Employees ProvidEmployees Provident Fund.

A dependent life insurance plan can be provided through a group life insurance benefit providing death protection to the dependents of an employee covered under the plan.