Jones had three catches for 69 yards Sunday. That’s the NFL’s third-highest total in that span.ġ3,399: Career receiving yards by Jones, surpassing Torry Holt (13,382) for 16th place on the NFL’s all-time list. By the numbersġ7: Rushing yards by Bucs receiver Julio Jones, on two end-arounds, in the first half.ĩ: Combined rushing yards by Jones the previous four seasons.Ģ0: Career Week 1 starts for Brady, breaking the NFL mark he shared with Drew Brees.Ĩ3: Takeaways by the Bucs since Bowles took charge of the defense in 2019. The eighth-year veteran allowed edge-rush extraordinaire Micah Parsons to blow by him for a third-down sack of Tom Brady at the Cowboys’ 11 shortly thereafter, resulting in a 29-yard Succop field goal.īowles had no immediate update after the game on Smith, who has started 111 of the Bucs’ 113 regular-season games since his arrival in 2015. In such a case, the company will give affected employees as much advance notice as possible of their new regular schedules and will advise employees of the effect of such changes on their eligibility for company benefits."įor information on unemployment claim issues relating to part-time / full-time status, click here.Josh Wells replaced Smith. However, the company reserves the right to change the regular schedules of employees at any time. While part-time employees may occasionally work 40 or more hours in a particular workweek, or in a series of workweeks, that by itself will not change their regular schedule. Part-time employees are those who are regularly assigned to work less than full-time. "Full-time employees are those who are regularly assigned to work at least 40 hours each week. For that reason, some employers write the definitions in a manner similar to this: Such employees might begin to think of themselves as full-time employees and expect full-time benefits. Having part-time/full-time definitions that are insufficiently specific can lead to a problem of interpretation, if the workplace gets busy for more than a week or two at a time, and employees who are hired as part-timers have to work 40 or more hours several weeks in a row. " Similar language is found in the federal statute for the Affordable Care Act. The term does not include an employee who: (A) works on a part-time, temporary, seasonal, or substitute basis. The term includes a sole proprietor, a partner, and an independent contractor, if the individual is included as an employee under a health benefit plan of a small or large employer. Here is the exact language from the statute governing that issue (Insurance Code § 1501.002(3) at ): "'Eligible employee' means an employee who works on a full-time basis and who usually works at least 30 hours a week. The 30-hour rule is worded so that the focus is on what the employee's usual work schedule is. Health insurance benefits - if an employer has a health insurance plan, an "eligible employee" is anyone who usually works at least 30 hours per week. Pension or retirement benefits - if a company offers such benefits, the federal law known as ERISA provides that an employee who works at least 1,000 hours in a twelve-month period must be given the chance to elect participation in the pension or retirement plan (this is known informally as the "thousand-hour rule" - see 29 U.S.C. It is legal to have one set of benefits, or none at all, for part-time employees, and another set of benefits for full-time employees, as long as there is equal employment opportunity within the company.Ĭertain benefits have specific rules, however: Most companies define full-time employees as those who are regularly scheduled for a set number of hours each week (40, 37.5, 45, or similar amount), and part-time status is for anyone who is regularly scheduled to work less than that amount of time each week.Ī common reason for differentiating between part-time and full-time employees is to distinguish the set of employees who receive company benefits from those who are not eligible for such benefits, or to supply a way of distinguishing between two sets of benefits for two classes of employees. Texas and federal laws leave it up to an employer to define what constitutes full-time and part-time status within a company and to determine the specific schedule of hours.
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