Attraction and Retention Incentives Sample Clauses

Attraction and Retention Incentives. In some special circumstances it may be necessary for the head of service to determine that an employee or group of employees who are covered by this Agreement and who occupy certain positions should be provided with attraction and retention incentives that may differ from some of the terms and conditions under this Agreement.
Sample 1Sample 2Sample 3See All (15)
AutoNDA by SimpleDocs
Attraction and Retention Incentives. 27.1. The employer recognises the need to respond to demonstrable supply and skills shortages and current or emerging employee retention issues. Accordingly, the Director–General has approved the concept of retention payments where it is necessary to address: (a) supply and skills shortages; (b) interstate and private sector market wages rates and demand; and (c) the ability to maintain critical service delivery requirements. 27.2. Existing retention payments, including for those health and medical physicists currently in receipt of a retention payment equal to the radiation therapy development allowance, will be continued for the life of this Agreement. 27.3. The employer, at its discretion, may offer up to 10% of the base rate payable to an employee to support the attraction or retention of the employee. This payment is inclusive of any other attraction and retention payment including: (a) Radiation therapy development allowance (clause 13.4 of the Award). (b) Health and medical physicist retention payment (clause 28.2). (c) Rural and remote allowance health practitioners (clause 29). (d) Rural incentive scheme (clause 30). 27.4. Once per calendar year the Hospital and Health Services will provide written confirmation to the Unions of the number of times the retention payment was made in the preceding year.
Sample 1See All (5)
Attraction and Retention Incentives. 14.1 In some special circumstances it may be necessary for the head of service to determine that an employee or group of employees who are covered by this Agreement and who occupy certain positions should have attraction and retention arrangements that may differ from some of the terms and conditions under this Agreement. 14.2 The framework under which attraction and retention arrangements may apply during the life of this Agreement is set out in Schedule 2 of this Agreement.
Sample 1See All (4)
Attraction and Retention Incentives. In some special circumstances it may be necessary for the head of service to determine that an employee or group of employees who are covered by this Agreement and who occupy certain positions should be provided with attraction and retention incentives that may differ from some of the terms and conditions under this Agreement. The framework under which attraction and retention incentives may apply during the life of this Agreement is set out in Annex B of this Agreement. D3 -Classification/Work Value Review This clause is not relevant to the Common Terms and Conditions for employees covered by this Agreement. D4 -Supported Wage System This clause is not relevant to the Common Terms and Conditions for employees covered by this Agreement.
Sample 1
Attraction and Retention Incentives. ‌ 62.1. Queensland Health recognises the need to respond to demonstrable supply and skills shortages and current or emerging employee attraction and retention issues. 62.2. Queensland Health supports the payment of attraction and retention payments incentives of up to 10% of the employee’s base rate where it is necessary to address: (a) supply and skills shortages; (b) interstate and private sector market wages rates and demand; and (c) the ability to maintain critical service delivery requirements. 62.3. A Health Service Chief Executive or the Director-General, at their discretion in accordance with clause 62.2, may offer an attraction and retention incentive of up to 10% of the employee’s base rate. 62.4. Discretionary attraction and retention incentive payments made in accordance with clause 62.3 are inclusive of any other attraction and retention payments, including the below listed items, and will not result in an overall reduction of attraction and retention payments to the employee: Aboriginal and Xxxxxx Xxxxxx Islander health worker special allowance HR Policy C31 Aboriginal and Xxxxxx Xxxxxx Islander Health Workers – Special Allowance Locality allowances Clause 37 of this Agreement Section 66(4) arrangements approved by the Director-General Section 66(4) of the Hospital and Health Boards Act 2011 62.5. Discretionary attraction and retention incentive payments are for a pre-determined period including periods of paid leave and are not for the purpose of providing performance-based rewards. Management will review each attraction and retention incentive payment in consultation with the employee within three months of any pre-determined period end date. 62.6. The Hospital and Health Services will report to unions annually of the number of employees who received the attraction and retention incentive payments was made in the preceding financial year.
Sample 1
Attraction and Retention Incentives. 54.1 In some special circumstances it may be necessary for the Chief Executive to determine that a teacher or group of teachers who are covered by this Agreement and who occupy certain positions should be provided with attraction and retention incentives that may differ from some of the terms and conditions under this Agreement. 54.2 The framework under which attraction and retention initiatives may apply during the life of this Agreement is set out in Annex B (Attraction and Retention Initiatives) of this Agreement.
Sample 1
Attraction and Retention Incentives. In some special circumstances it may be necessary for the head of service to determine that an employee or group of employees who are covered by this Agreement and who occupy certain positions should be provided with attraction and retention incentives that may differ from some of the terms and conditions under this Agreement. The framework under which attraction and retention incentives may apply during the life of this Agreement is set out in Annex B of this Agreement. D3 -Classification/Work Value Review An employee, or a group of employees, or the union(s) or other employee representatives (“the applicant”), may present a case to request the head of service to undertake a classification/work value review of a position or group of positions. The head of service will undertake the review in consultation with the employee(s) and/or the union(s) or other employee representatives If the head of service determines that the case presented under subclause D3.1 is frivolous or vexatious, the head of service will refuse to undertake the review. If the head of service determines that the case presented under subclause D3.1 does not contain enough information for the head of service to make an assessment on whether the review is warranted, the head of service will provide the applicant an opportunity to make further submissions. If, following such further submissions, or if no such submissions are made, the head of service still does not have enough information to make an assessment on whether or not the review is warranted, the head of service may refuse to undertake the review. Any classification/work value review will take into account the relevant work level standards, position descriptions, market and other relevant comparators, including comparators that are considered pertinent to the skills, competencies and general responsibilities required of the position(s). These provisions do not affect the right of the head of service to undertake a classification/work value review at the initiative of the head of service. Where agreement cannot be reached on the need to conduct the review then the disagreement may be resolved in accordance with the dispute resolution procedure. D4 -Supported Wage System Employees who are assessed as eligible to receive a supported wage under subclause D4.2 are to be paid the percentage of pay that corresponds to the employee’s assessed productive capacity and the class of work which the person is performing, provided that the minimu...
Sample 1
AutoNDA by SimpleDocs

Related to Attraction and Retention Incentives

  • Reporting Subawards and Executive Compensation a. Reporting of first-tier subawards.

  • Employees and Compensation (A) Shown on Schedule 6.15(A) is a list of the name of each employee, sales agent or other Person, separately identified as to part-time or full-time, who is currently employed in the Business by Seller, together with each Person’s job classification, date of hire, and current rate of compensation (or method for computing same). All employees of Seller are “at will” employees whose employment may be terminated by Seller at any time, with or without notice or cause. (B) Schedule 6.15(B) hereto lists all compensation and benefit plans, contracts and arrangements maintained, sponsored or participated in by Seller or any of its Affiliates in connection with the Business and in effect as of the date hereof including, without limitation, all pension (including all such employee pension benefit plans as defined in Section 3(2) of ERISA), profit-sharing, savings and thrift, fringe benefit, bonus, incentive or deferred compensation, severance pay and medical and life insurance plans and employee welfare plans as defined in Section 3(1) of ERISA that are sponsored by Seller or any of its Affiliates and in which any employees of Seller participate (collectively, “Employee Benefit Plans”). (C) As to Employee Benefit Plans sponsored by Seller or its Affiliates that are “employee pension benefit plans” as defined in Section 3(2) of ERISA, such plans sponsored by Seller or its Affiliates are tax qualified under Section 401(a) of the Code, are not currently under examination by, nor are any matters pending before, the Internal Revenue Service, the Employee Benefits Security Administration or any quasi-government agency, are not subject to any claim, suit or arbitration (other than routine claims for benefits), are not subject to the minimum funding standards of Code Section 412, are in compliance with and have been administered in accordance with their terms and in compliance with all applicable requirements of law, including, but not limited to, the Code and ERISA, and there have been no prohibited transactions as defined in Code Section 4975 or ERISA Section 406 with respect to such plans that could subject Seller or its Affiliates to a tax or penalty under Code Section 4975 or ERISA Section 502(i). (D) Neither Seller nor any of its Affiliates has incurred any Liability under Title IV of ERISA that has or could, after the Effective Date, become a Lien upon any of the Purchased Assets pursuant to ERISA Section 4068. (E) Neither Seller nor any of its Affiliates is or has ever been required to contribute to any “multiemployer plan,” as such term is defined in Section 4001(a)(3) of ERISA, in which any employees of Seller in connection with the Business participate. (F) Except as set forth in Schedule 6.15(F), no Employee Benefit Plan provides medical, surgical, hospitalization, death or similar benefits (whether or not insured) for employees for period extending beyond their retirement or other termination of service, other than (i) coverage mandated by applicable law, or (ii) death benefits under any pension plan. (G) For the purposes of this Section 6.15, Seller shall include all trades or business under common control with Seller as provided in the regulations under Code Section 414(c).

  • Retention Bonuses Provided Executive becomes and remains an active employee of Mercantile, Mercantile will pay Executive retention bonuses in accordance with the following schedule: (i) $42,750.00 [25% of salary and target incentive compensation], to be paid on the first payroll period following the Effective Time, (ii) $42,750.00 [25% of salary and target incentive compensation], to be paid on the first payroll period following six (6) months of Executive’s employment with Mercantile, (iii) $42,750.00 [25% of salary and target incentive compensation], to be paid on the first payroll period following twelve (12) months of Executive’s employment with Mercantile. After twelve (12) months of Executive’s employment with Mercantile, Executive will not be entitled to any further Severance or Retention benefits. The above-listed payments and benefits are in lieu of any and all payments and benefits to which Executive may otherwise have been entitled under the CIC Agreement or any other agreement or practice.

  • Services and Compensation Consultant shall perform the services described in Exhibit A (the “Services”) for the Company (or its designee), and the Company agrees to pay Consultant the compensation described in Exhibit A for Consultant’s performance of the Services.

  • Separation Compensation In exchange for your agreement to the general release and waiver of claims and covenant not to sue set forth below and your other promises herein, the Company agrees to provide you with the following:

  • Reporting Total Compensation of Recipient Executives 1. Applicability and what to report. You must report total compensation for each of your five most highly compensated executives for the preceding completed fiscal year, if— i. the total Federal funding authorized to date under this award is $25,000 or more; ii. in the preceding fiscal year, you received— (a) 80 percent or more of your annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and (b) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and iii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at xxxx://xxx.xxx.xxx/answers/execomp.htm.) 2. Where and when to report. You must report executive total compensation described in paragraph A.1. of this award term: i. As part of your registration profile at xxxxx://xxx.xxx.gov. ii. By the end of the month following the month in which this award is made, and annually thereafter.

  • Compensation of the Executive 3 4. Termination.........................................................................

  • Executive Compensation Until such time as the Investor ceases to own any debt or equity securities of the Company acquired pursuant to this Agreement or the Warrant, the Company shall take all necessary action to ensure that its Benefit Plans with respect to its Senior Executive Officers comply in all respects with Section 111(b) of the EESA as implemented by any guidance or regulation thereunder that has been issued and is in effect as of the Closing Date, and shall not adopt any new Benefit Plan with respect to its Senior Executive Officers that does not comply therewith. “Senior Executive Officers” means the Company's "senior executive officers" as defined in subsection 111(b)(3) of the EESA and regulations issued thereunder, including the rules set forth in 31 C.F.R. Part 30.

  • Severance Compensation In the event (i) Employee terminates this Agreement for Good Reason in accordance with Paragraph 11.3 hereof; (ii) Employee is terminated for any reason (except death or disability) upon, or within six months following, a "Change in Management or Control (as such term is defined in Paragraph 11.5 hereof);" or (iii) Employee is terminated without Cause, the Company shall be obligated to pay severance compensation to Employee in an amount equal to his salary compensation (at the rate payable at the time of such termination) for a period of six (6) months from the date of termination. Notwithstanding the foregoing, if Employee is employed by a new employer, or as a consultant after the termination of this Agreement, the severance compensation payable to Employee hereunder shall be reduced by the amount of compensation that Employee actually receives from the new employer, or as a consultant. However, Employee shall have a duty to inform the Company that he has obtained such new employment, and the failure to do so is a material breach of this Agreement. In such event, the Company shall be entitled to (i) cease all payments to Employee under this Paragraph 11.4; and (ii) recover any unauthorized payments to Employee in an action for breach of contract. Notwithstanding anything else in this Agreement to the contrary, solely in the event of a termination upon or following a Change in Management or Control, the amount of severance compensation paid to Employee hereunder shall not include any amount that the Company is prohibited from deducting for federal income tax purposes by virtue of Section 280G of the Internal Revenue Code of 1986, as amended, or any successor provision. In addition to the foregoing severance compensation, the Company shall pay Employee (i) all compensation for services rendered hereunder and not previously paid; (ii) accrued vacation pay; and (iii) any appropriate business expenses incurred by Employee in connection with his duties hereunder and approved pursuant to Section 4 hereof, all through the date of termination. Employee shall not be entitled to any bonus compensation, whether vested or unvested; or any other compensation, benefits or reimbursement of any kind.

  • Expropriation and Compensation An action or a series of related actions by a Member State cannot constitute an expropriation unless it interferes with a tangible or intangible property right or property interest in a covered investment.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!