Sentences with phrase «plan benefit program»

With this process we gain a thorough understanding of your company's needs and work to identify a solution that best meets the challenges of your retirement plan benefit program.

Other notable programs: Medicaid in New York may help cover the insurance premiums of people who have AIDS; the Family Planning Benefit Program for people seeking contraception, STD screening and counseling, and who aren't already enrolled in Medicaid; Child Health Plus, a health insurance plan for kids.

Q: Is the Family Planning Benefit Program (FPBP) still available (The program known for providing free birth control to those who qualify)?

How can Planned Parenthood help me register for Medicaid or the Family Planning Benefit Program?

You can use the Family Planning Benefit program with your insurance, like a second insurance.

To find out if you might be eligible for free birth control and other services, learn about the Medicaid Family Planning Benefit Program.

You MUST have these services as part of or follow up to a family planning visit or they will not be covered by the Family Planning Benefit Program.

We have staff on hand who can help you apply for free services through the Family Planning Benefit Program (FPBP).

A: Many patients qualify for the Family Planning Benefit Program.

You may be eligible to get free birth control, STI testing, exams, and more through New York State's Family Planning Benefit Program (FPBP).

Maine Residents - MaineCare Limited Family Planning Benefit Program This program allows Maine to receive free family planning services such as birth control, breast and cervical cancer screenings, STD testing and treatment, UTI testing and treatment and well person check - ups.

If you already have insurance with co-pays or high deductibles the Family Planning Benefit Program will cover those as well.

Whether you have insurance or not, if you qualify for the Family Planning Benefit Program (FPBP), your family planning services will be paid in full so there is no cost to you.

For those who do not have insurance, on - site screening is available for health insurance (including the Medicaid Family Planning Benefit Program) and sliding - scale fees.

Family Planning (FPBP) Clients with an income that is less than 223 % of the federal poverty level may qualify for the state's funding program, the Family Planning Benefit Program (FPBP).

What is the Family Planning Benefit Program (FPBP)?

That includes Medicaid, Medicaid Family Planning Benefits Program and Medicaid for Pregnant Women.

Medicaid, Medicaid Family Planning Benefits Program, and Medicaid for Pregnant Women accepted.

Not exact matches

Diagnosing the specific problems affecting your website's conversion rate can be tricky, but many webmasters will benefit from «heat mapping» software, such as the program offered by Crazy Egg (plans start at $ 9 a month).

In addition to payroll, Namely can help with a number of employee benefits like health insurance, life and disability insurance, wellness programs, commuter benefits, and other less traditional plans as well.

Hamilton joined the team after seven years with Magellan Health (one of Fortune's Most Admired Companies of 2017), where she saw first hand how underutilized benefits programs and Employee Assistance Plans (EAPs) were.

With so many U.S. corporations racing to the bottom — moving manufacturing to foreign countries for cheap labor and no environmental responsibility, taking advantage of the H1 - B Visa program to bring cheap workers in, lowering benefits and eliminating pension plans — it's refreshing to learn that some companies are taking the exact opposite approach.

Whether you run a fledgling startup or an established business, having an influencer program as part of an overall integrated marketing plan can reap many benefits.

Franchisee peer support and transition planning — which comes from the same Mentor Program that I once headed — also greatly benefits franchisees that take over an existing franchise.

Iger went on to talk about the benefit of controlling an established streaming service like Hulu, which Disney can use to house programming from both its own portfolio and Fox's that won't be available on its other two planned streaming services.

Although many factors contribute to a successful benefits program, one key to any successful benefits plan is a structure that permits employees substantive and economic choice.

We also conduct a culture audit to review each company's benefits and people programs, such as health insurance, training and development, compensation, paid time off, retirement plans, and philanthropic efforts.

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.

Like all Googlers, our named executive officers are eligible to participate in various employee benefit plans, such as medical, dental, and vision care plans, flexible spending accounts for health and dependent care, life, accidental death and dismemberment, disability, and travel insurance, survivor income benefit, employee assistance programs (e.g., confidential counseling), and paid time off.

Like all employees, our named executive officers are eligible to participate in various employee benefit plans, including medical, dental, and vision care plans, flexible spending accounts for health and dependent care, life, accidental death and dismemberment, disability, and travel insurance, survivor income benefit, employee assistance programs (e.g., confidential counseling), and paid time off.

While Old Age Security and the Guaranteed Income Supplement were designed to provide a basic minimum amount to Canadian seniors, the new Canada and Quebec Pension Plans were contributory social insurance programs established to provide basic death, survivor and disability benefits as well as retirement coverage.

Perquisites are intentionally limited and may include a car allowance, paid parking, financial planning, certain club dues, home security systems, and benefits under a Relocation Program for team members who relocate at our request.

Our compensation committee adopts and administers the compensation policies, plans and benefit programs for our executive officers and all other members of our executive team.

Part of the Dignity Health network, Marian Regional Medical Center offers employees a «Total Rewards» benefits program that includes medical insurance, dental and vision coverage, healthcare spending accounts, life and disability insurance, paid vacation and holidays, a 403 (b) savings plan with employer match, tuition reimbursement, and more.

(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.

In the event Mr. Block's employment terminates due to his death or disability (as defined in his offer letter), he or his estate will be entitled to receive the following payments and benefits (less applicable tax withholdings), in addition to any other compensation and benefits to which he (or his estate) may be entitled under applicable plans, programs and agreements of the Company:

Dedicated to providing its team members with a total rewards benefits package, Nationwide Insurance offers paid time off, retirement planning, medical coverage, educational assistance programs, and ample professional development opportunities.

The committee also consults with management and Intel's Compensation and Benefits Group regarding both executive and non-executive employee compensation plans and programs, including administering our equity incentive plans.

These perquisites may include a car allowance, paid parking, financial planning, certain club dues, home security systems, and benefits under a Relocation Program for team members who relocate at our request.

Follow Beth on LinkedIn for insights on financial wellness and well - being, benefits program case studies and best practices in retirement plan design.

Program expenses were up only 0.4 per cent, as the ending of most of the stimulus spending in the Economic Action Plan and lower employment insurance benefits nearly offset increases in transfers to other levels of governments (spending in this area is largely set in legislation) and in elderly benefits.

Perquisites have intentionally been limited and may include a car allowance, paid parking, financial planning, certain club dues, home security systems, and benefits under a Relocation Program for team members who relocate at our request.

We believe that our named executives» compensation program, including competitive annual and long - term incentive pay along with comprehensive team member retirement, health care, disability, group life insurance plans, and other welfare benefits offered to team members, provides adequate reward to our executives without the need for significant additional perquisites.

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.

Such risks and uncertainties include, but are not limited to: our ability to achieve our financial, strategic and operational plans or initiatives; our ability to predict and manage medical costs and price effectively and develop and maintain good relationships with physicians, hospitals and other health care providers; the impact of modifications to our operations and processes; our ability to identify potential strategic acquisitions or transactions and realize the expected benefits of such transactions, including with respect to the Merger; the substantial level of government regulation over our business and the potential effects of new laws or regulations or changes in existing laws or regulations; the outcome of litigation, regulatory audits, investigations, actions and / or guaranty fund assessments; uncertainties surrounding participation in government - sponsored programs such as Medicare; the effectiveness and security of our information technology and other business systems; unfavorable industry, economic or political conditions, including foreign currency movements; acts of war, terrorism, natural disasters or pandemics; our ability to obtain shareholder or regulatory approvals required for the Merger or the requirement to accept conditions that could reduce the anticipated benefits of the Merger as a condition to obtaining regulatory approvals; a longer time than anticipated to consummate the proposed Merger; problems regarding the successful integration of the businesses of Express Scripts and Cigna; unexpected costs regarding the proposed Merger; diversion of management's attention from ongoing business operations and opportunities during the pendency of the Merger; potential litigation associated with the proposed Merger; the ability to retain key personnel; the availability of financing, including relating to the proposed Merger; effects on the businesses as a result of uncertainty surrounding the proposed Merger; as well as more specific risks and uncertainties discussed in our most recent report on Form 10 - K and subsequent reports on Forms 10 - Q and 8 - K available on the Investor Relations section of www.cigna.com as well as on Express Scripts» most recent report on Form 10 - K and subsequent reports on Forms 10 - Q and 8 - K available on the Investor Relations section of www.express-scripts.com.

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.

Johnson's plan would slow the growth of benefits over the next decade and then gradually put benefits on a glide path to bring them below payable benefits so they could be financed entirely with the program's 12.4 percent payroll tax.

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.

During the past year, the Leadership Development and Compensation Committee met with management and reviewed matters that included the design, amounts, and effectiveness of the Company's compensation of senior executives, management succession planning, the Company's benefit and compensation programs, the Company's human resources programs, including review of workplace discrimination and harassment reports, and feedback from the Company's shareholder engagement.

Direct PLUS Loans for parents are not eligible for the IDR plans that allow borrowers to benefit from the PSLF program.