Sentences with phrase «policies as an employee benefit»

Many of the major insurance carriers are offering pet insurance as an add - on to their automotive policies, and many large employers are beginning to offer pet policies as an employee benefit.

Not exact matches

By educating employees, enforcing policies, installing protective technologies and, where possible, encrypting IM conversations, you can continue to enjoy the benefits of using IM as a business tool while also mitigating its risks.

(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 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 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 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 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.

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.

My mentor Michael Dooley once observed of employee participation in corporate democracy that workers will be indifferent to most corporate decisions that do not bear directly on working conditions and benefits: «As to the majority of managerial policies concerning, for example, dividend and investment policies, product development, and the like, the typical employee has a much interest and as much to offer as the typical purchaser of light bulbs.&raquAs to the majority of managerial policies concerning, for example, dividend and investment policies, product development, and the like, the typical employee has a much interest and as much to offer as the typical purchaser of light bulbs.&raquas much to offer as the typical purchaser of light bulbs.&raquas the typical purchaser of light bulbs.»

As an employer, the Civilian Board of Contract Appeals offers eligible employees an excellent compensation and benefits package that includes federal insurance plans, life insurance coverage, leave policies, thrift - savings plans, transit and child - care subsidies, training and development, and work flexibility.

The Sage Policy Group CEO pointed to possible real estate and stock market bubbles, lagging wages and rising business costs associated with employee benefits and health care as factors that could slow growth in 2020 and beyond.

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

Demographic trends are forcing employers to take greater account of growing numbers of women and minorities in the workplace in such areas as recruitment, career development, employee benefits and family policy.

Officials said they can't control the leave policies of unionized workers, as any changes to benefits for represented employees must be done through collective bargaining.

He was elected in 2010 as a «new Democrat» who married centrist economic policies — a cap on property tax increases, business tax cuts, a reduction in pension benefits for new public employees — with liberal social policies like strict gun control and support for same - sex marriage.

Review employment policies, agreements and contracts and provide clear guidance as to which benefits are intended for each category of employees;

Although LBNL has always had excellent postdoctoral fellow policies in most areas — postdocs are all treated as term employees with defined salary scales, benefits, and so forth — I knew from my previous experience as the chair of the Berkeley department of chemistry that the situation on the Berkeley campus was much more complicated.

Postdocs holding NIH and NSF fellowships (known as stipend postdocs) could not receive those benefits, however, because federal policy forbids universities to consider them employees.

In addition to benefiting the postdocs, this benefited the institution, because the per - policy cost was «less than that for other employees, as postdocs are a younger, healthier group than employees in general,» said Roger Chalkley, senior associate dean.

For our part, the Postdoc Network is working to enhance our online database of postdoc organizations to include more detailed information on compensation and employee benefit policies as well as best practices for both personnel and career development programs.

Training should incorporate character - driven situations that portray how harassment policies correlate with your company's values and your employee's actual jobs, as well as point out the benefits of having a respectful work environment.

In this role she oversees the school's programs and policies as they apply to employee relations, compensation, benefits, performance and staffing.

These include the laws, policies, and regulations; funding, resource allocations, and procedures for determining funding levels; district, state and federal administrative offices, as well as school facilities, and transportation vehicles; human resources, staffing, contracts, compensation and employee benefits; books, computers, teaching resources and other learning materials; and many other elements.

However, permanent life insurance can be structured as an employee benefit, as the policy, and its cash value, can be transferred to the insured after a certain number of years or at a particular milestone.

A key man policy can also be used as an employee benefit, since the life insurance policy can be transferred to the executive or insured employee by the company.

The policies are sometimes sold by funeral homes, but more typically by employers, where they are available to employees as something of a benefit.

This kind of arrangement would dictate lesser costs in the early years and higher costs as the policy matures and benefits accrue to both employer and employee.

A premium is paid monthly to keep the policy active, covered in full or in part by the employer, and upon the death of the employee a lump sum of money, the death benefit, is paid out to a designated group or person known as the beneficiary.

Two asset protection benefits are, one, that an irrevocable trust may be set up for the employee to own the policy, such as an irrevocable life insurance trust OR another type of grantor trust, and this can assure that the policy will not be included in the employee's taxable estate for split dollar estate planning purposes.

We'll also organize all of your financial data such as investment accounts, insurance policies, employee benefits, expenses, and other important pieces.

In addition, the Blue Business Plus card advertises business - friendly benefits, including customizable employee cards and a flexible credit limit policy that lets you charge over your limit, as long as you repay it with your next statement.

We've created special teams dedicated to a variety of specific employment law issues that are currently of particular importance in Italy, such as employee monitoring, data privacy, employee tax welfare and benefit plans, and flexible working policies (so - called «smart working»).

Life insurance policies are often arranged and paid for by the employer as part of an employee benefit program.

As Associate Benefits Tax Counsel, Ms. Levy helped develop tax policies and guidance related to the taxation of employee benefits with a primary focus on implementation of the Affordable CBenefits Tax Counsel, Ms. Levy helped develop tax policies and guidance related to the taxation of employee benefits with a primary focus on implementation of the Affordable Cbenefits with a primary focus on implementation of the Affordable Care Act.

There would be no benefit to having a TTC policy regarding members of the public taking videos of employees, as this is out of the TTC's control.

Typically, a master policy will be introduced and this acts as an umbrella by which all the employees or members within all benefit from a certain amount of cover.

Some companies may want to add an additional layer of benefits to the employee, and might use the life insurance policy as a makeshift deferred benefit plan, dedicating a certain percentage of the death benefit to the employee's beneficiaries, rather than just the company.

Split - Dollar Plan Generally used in business situations, a life insurance arrangement whereby the ownership and benefits of a policy as well as the obligation to pay premiums are divided or split between an employer and employee.

Split Dollar Plan — Where the death benefit or a major portion goes to the company as named beneficiary and the cash value goes to the employee's beneficiary of the policy.

This policy is being offered to companies or organizations which extend the same to their employees or members as a privilege or a benefit.

A premium is paid monthly to keep the policy active, covered in full or in part by the employer, and upon the death of the employee a lump sum of money, the death benefit, is paid out to a designated group or person known as the beneficiary.

This policy is available as Group Cover for purchase by the corporate for benefit of employees and their dependants.

From life insurance policies granted to employees as a fringe benefit to key man coverage to protect the organization against the loss of vital executives, there are many life insurance options available to the business community.

However, permanent life insurance can be structured as an employee benefit, as the policy, and its cash value, can be transferred to the insured after a certain number of years or at a particular milestone.

It's also good to have any other official paper work such as shared mortgage documents, credit card statements, or employee benefits information in case any road blocks arise in proving your connection to the policy holder.

A key man policy can also be used as an employee benefit, since the life insurance policy can be transferred to the executive or insured employee by the company.

In many cases, accidental death coverage can be fairly inexpensive — whether it is obtained as a part of an employee benefits package or as an individual policy that is purchased directly by a consumer.

The policy can also be structured in a way that obligates or entices the employee to remain loyal to the company or corporation for a period of time before the benefits become vested commonly referred to as «golden handcuffs».

When a claim takes place, after a brief waiting period, the policy will pay a predetermined monthly benefit for as long as the key employee is disabled or until the policy term expires.

Treats as life insurance policies certain self - funded death benefit plans maintained by churches for their employees, thus excluding the benefits provided through the plans from gross income for income tax purposes.

Two asset protection benefits are, one, that an irrevocable trust may be set up for the employee to own the policy, such as an irrevocable life insurance trust OR another type of grantor trust, and this can assure that the policy will not be included in the employee's taxable estate for split dollar estate planning purposes.

One should purchase a Critical Illness Insurance Policy if he or she do not have any saving and security for any major health, disease or if your company does not provide you many features such as an employee benefits package than they should buy a Critical Illness Insurance Policy now.

Group life coverage is offered as a part of a benefits package and, like health insurance, is much cheaper per employee than purchasing an individual policy.

These policies are often used to entice potential employees as part of an executive benefit package, or to fund retirement, but the main purpose of the policy is the death benefit.