Sentences with phrase «on termination of the policy»

Commute up to one - third of the benefit amount available on the termination of the policy, or to the extent allowed under the Income Tax Act, and utilize the balance amount to purchase an immediate annuity plan offered by ICICI Prudential at the then prevailing annuity rate

Maturity benefit is paid if the policy owner is able to survive the term of the policy and on the termination of the policy.

Under «Wealth Plus» variant, if waiver of premium is opted and has already been activated under the policy, then, the present value of future waiver of premium installments, discounted at 4 % p.a., shall be paid on termination of policy.

The cash value payable by the insurance company on termination of the policy contract at the desire of Policyholder but before the expiry term is known as Surrender Value.

Terminal bonus is payable on termination of the policy.

Not exact matches

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.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.

If total disability begins on or after age 60, premiums are waived until the policy anniversary closest to age 65 or termination of disability — whichever is earlier.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and

«Mr. Bloomberg's hypocritical support of constitutional protections, only when they don't impact the New York City budget, coupled with his uneducated and uninformed statements on the issue, serve to fan the flames of aggression, and undermine the potential for peaceful resolution of these matters, while perpetuating a long dormant policy of Indian termination which dates back to the days of General Custer's failed battle of Little Bighorn.»

If total disability begins on or after age 60, premiums are waived until the policy anniversary closest to age 65 or termination of disability — whichever is earlier.

(Sec. 145) Amends the Energy Policy Act of 2005 to: (1) revise the energy efficiency public information program to make it into a Smart Grid and energy efficiency program and extend such program to 2020; (2) require the Secretary to report to Congress on such program for each year when appropriations exceed $ 10 million; (3) change such program's termination date to December 31, 2020; and (4) authorize $ 90 million for such program for each fiscal year through FY2020.

Chris regularly advises both employees and employers on executive employment agreements, workplace policies, employment standards, termination of employment and human rights issues.

Supreme Court of Canada Decision: No Prima Facie Discrimination The Supreme Court dismissed the appeal, with the majority confirming that the employer terminated Stewart for breaching the Policy's requirement to disclose his drug use, and that discrimination based on his disability was not a factor in the termination of his employment.

Our Labor & Employment attorneys provide advice and representation on a wide range of employment related matters affecting technology and emerging growth companies, including wage / hour compliance (including classification audits), handbooks, policy manuals and drug testing plans, employment and independent contractor agreements, terminations, severance plans and releases, sexual harassment training, protection of trade secrets and confidential business information, leaves of absence and return to work issues, and IP ownership and assignment issues.

Information often included: • Basic nonprofit information: organization name, number of directors and term limits, type of incorporation and amendment procedures • Meeting details: location of meeting, how often meetings occur, procedures to call special meetings, how meetings are announced and quorum size (minimum number of people required for meetings) • Board of directors information: director qualifications, term limits and attendance requirements, removal procedures, definitions of roles and conflict of interest policies • Membership information: eligibility requirements, dues, voting rights of members, and quit or termination procedures Erring on the side of simplicity usually is the best way to start.

With respect to the issue of what happens if the employee becomes sick or injured subsequent to the termination of his employment, during which period of time he ought to have had coverage under an LTD policy, see my summary of the Brito case in the post The Requirement to Maintain Disability Benefits on Dismissal.

On July 1, arbitrator Dana Randall upheld Unimin Canada Ltd.'s termination of grievor R.V. following his earlier suspension for «what can only be characterized as egregious breaches» of the employer's harassment prevention policy.

Clauses in employment agreements that preclude an employee from competing with the employer following termination of employment will be struck down as an unlawful restraint on trade and contrary to public policy, unless they can be justified on the basis of reasonableness.

Mr. Feldman advises employers and business executives on all aspects of employment - related issues, policies and compliance, from recruitment and hiring to termination and workforce restructuring.

Gary advises employers and business executives on all aspects of employment - related issues, policies and compliance, from recruitment and hiring to termination and workforce restructuring.

Ms. Tomasco counsels employers on a variety of employment matters, including hiring practices, termination of employees, employment - related immigration issues, unemployment compensation issues, wage and hour matters, drug testing, and personnel policies and handbooks.

In addition to advising clients on how to adopt personnel policies to minimize the risks of being sued on such a claim, Sheppard Mullin attorneys have vast years of experience in defending claims of wrongful termination.

In addition to civil litigation matters, Ms. Hamilton also provides strategic advice to employers on a wide range of employment issues, including wage and hour compliance, employee classification, employee discipline and termination, personnel policies and employee handbooks, and OSHA matters.

Ellen provides advice to employers and employees in plain English on all aspects of employment law including: drafting and reviewing employment contracts, workplace policies, termination provisions, non-competition clauses and restrictive covenants, wrongful and constructive dismissal litigation, employment standards, workplace investigations, occupational health and safety issues as well as human rights in the workplace.

Information on the mental health court — including eligibility criteria, plea bargaining and sentencing procedure, sentencing policies, program length, graduation rates, likelihood of early discharge, and consequences of unsuccessful termination — derive from interviews with key mental health court professionals, five years of collected sentencing and dispositional data, and court materials.

His practice focuses primarily on representing and counseling employers in areas of traditional labor law (e.g. NLRB and matters related to labor organizations), unlawful discrimination, sexual harassment, wrongful termination, compensation issues, and personnel policies.

* Legal Research and Writing Faculty may participate fully on issues of faculty governance and College of Law policy, including voting at faculty meetings, except for decisions on appointment, retention, promotion, tenure, and termination of tenure - track faculty.

Meredith also counsels clients on other aspects of employment and tax law, including withholding issues, COBRA, HIPAA, PPACA, hiring practices, leave policies and practices, employment termination, personnel policies and fiduciary matters.

From an employment law perspective, Chanani advises his clients on a range of employment - related matters outside the United States, including global / local offer letters and employment contracts, HR policies and handbooks as well as termination and settlement agreements.

We provide strategic and operational «helpline» advice and have a wealth of experience of advising on workforce policies and documentation, employee relations matters, managing SOSR dismissals, executive appointments and terminations.

Ms. Bremmer drafts employment agreements and policies and advises on all manner of employment - related issues, such as hiring, discipline, investigations, accommodations, leave and termination.

She handles a wide range of matters, including those involving claims of discrimination and harassment based on race, national origin, age, sex, disability, and sexual orientation; wage and hour violations; independent contractor misclassification; wrongful termination in violation of public policy; whistleblower and other retaliation claims; breach of contract; unfair competition; defamation; and misappropriation of trade secrets.

The larger firms must also «have and implement a workplace equity policy and action plan» that meets Justice's criteria; and «collect and record information on the representation and employment status of designated group members within the firm in terms of hiring, promotion, and termination in relation to other employees, and on the measures taken by the firm to achieve workplace equity goals.»

André advises companies on a wide range of HR legal matters with a special sector focus on technology companies, including hiring and discrimination concerns, misclassification, multi-jurisdictional and cross-border employment issues, HR data privacy compliance, roll out of employee handbooks and policies, performance management and terminations.

Dr. Rood's claim was based on a combination of oral assurances, an elaborate performance appraisal system and personnel policies governing the circumstances for termination.

Mr. Kondon regularly counsels a broad spectrum of clients on issues such as terminations, employment discrimination, wage and hour, FMLA, ADA, OSHA, restrictive covenants, employment policies, and trade secrets.

Generally speaking, convertible term insurance is a guaranteed renewable insurance coverage that entails that as long as the payments are made on time, the option to convert the policy would remain possible and the termination of the policy would be impossible.

When the insurance commences, the value of the insurance coverage must equal the capital outstanding on the repayment mortgage and the policy's termination date must be the same as the date scheduled for the final payment on the repayment mortgage.

Rescission: The termination of an insurance policy by the insurer if the insured were to intentionally misrepresent him or herself on the insurance application.

Termination of the policy also occurs on payment of the Death Benefit.

Policy termination or Surrender Benefit: This policy acquires Surrender Value on the completion of three full policy years with the provision that all premiums werePolicy termination or Surrender Benefit: This policy acquires Surrender Value on the completion of three full policy years with the provision that all premiums werepolicy acquires Surrender Value on the completion of three full policy years with the provision that all premiums werepolicy years with the provision that all premiums were paid.

What is the termination period of the policy and what surrender benefits are provided on policy termination?

Termination of the policy also occurs on payment of the Surrender Benefit, Maturity benefit or the Death Benefit.

If a permanent policy is purchased they usually cease payment or make the employee take over payments on the policy at date of retirement or termination, but every company has it's own policy in terms of compensation.

Policy termination or Surrender Benefits: On completion of 1 year of premium payment, a surrender value gets enabled in the plan with premium payment term less than 10 years.

Policy Termination or Surrender Benefit: The policy gets terminated on the earliest of the following: (1) the date on the which the policy is surrenPolicy Termination or Surrender Benefit: The policy gets terminated on the earliest of the following: (1) the date on the which the policy is surrenpolicy gets terminated on the earliest of the following: (1) the date on the which the policy is surrenpolicy is surrendered.

Policy Termination or Surrender Benefit: On completion of 3 policy years, the insurance gets charged with surrender value benPolicy Termination or Surrender Benefit: On completion of 3 policy years, the insurance gets charged with surrender value benpolicy years, the insurance gets charged with surrender value benefits.

Many insurers put on a penalty for premature termination of the policy.

Some policies do cover an unexpected layoff or termination if you have been employed a minimum number of years, depending on the policy.