COUNTRY INCENTIVES Sample Clauses

COUNTRY INCENTIVES. Schedule 2 - Country Incentives forms part of this Enterprise Agreement.
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COUNTRY INCENTIVES. 39 35.1. Hard to Fill Rural and Remote Postings................................................................ 39
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COUNTRY INCENTIVES. This clause does not apply to Officers of Police. 35.1. Hard to Fill Rural and Remote Postings On occasions, SAPOL experiences difficulties in attracting suitable police officers to certain rural or remote locations. The following strategies, designed to attract more police officers to these hard to fill locations, are provided for the life of this Agreement:
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COUNTRY INCENTIVES. The remote location provisions within LESNW Principal Salary and Conditions will be applicable to Deputy Principal appointments. They are contained in Table 1.
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COUNTRY INCENTIVES. 35.1 Hard to Fill Rural and Remote Postings On occasions, SAPOL experiences difficulties in attracting suitable police officers to certain rural or remote locations. The following strategies, designed to attract more police officers to these hard to fill locations, will be introduced during the life of this Agreement: 35.1.1 A classification system incorporating two levels of incentives has been created to apply to rural and remote postings which SAPOL has difficulty filling by the normal selection processes. 35.1.2 Level 2 incentives will apply where a police officer is required to reside in the Anangu Pitjantjatjara or Yalata Lands. The initial vacancy advertisement in the South Australian Police Gazette (SAPG) will carry the notification of the ‘Level 2 Hard to Fill’ classification in recognition of the unique difficulties in working at these locations and the importance of attracting suitable staff. This classification enables a negotiable conditions package to be available as part of the terms and conditions for appointment to the position. 35.1.3 All other rural and remote positions will be advertised in the usual manner with the usual selection processes following, including the utilisation of Regulation 29 transfers if appropriate. Should the vacancy remain unfilled, Level 1 incentives may be invoked at the discretion of the Commissioner of Police or his delegate. The vacancy will then be readvertised in the SAPG with the ‘Level 1 Hard to Fill’ classification. This classification enables a negotiable conditions package to be available as part of the terms and conditions for appointment to the position. 35.1.4 Any gazetted ‘Hard to Fill’ position will be open to Regulation 29 applicants. Further, the Commissioner of Police or nominated delegate may determine that any Hard to Fill position be open to candidates of a higher rank than the advertised position, up to the rank of Sergeant, subject to changes to the Police Regulations, 1999, to facilitate this. An employee of a higher rank, transferring to a position of lower rank pursuant to Clause 35.1.4, will maintain their higher rank and increment level. 35.1.5 The parties will work together to seek any legislative changes required to Part 7 Transfers, of the Police Regulations, 1999, to facilitate Clause 35.1.4. 35.1.6 It is intended that members may select incentives which are suited to their particular needs. The cost of providing each incentive will vary from situation to situation and the total c...
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Related to COUNTRY INCENTIVES

  • Performance Incentives As a bonus, to supplement Associate Head Coach’s compensation, as set out herein, the University agrees to pay the following sums upon attainment of each specified goal, provided the Program is in compliance with all Governing Athletics Rules and University Rules, and there are no pending or active NCAA or __________ Conference investigations or major violations of which Associate Head Coach knew or should have known. Associate Head Coach must also complete the _________ [insert sport] season as Associate Head [Men’s/Women’s] [delete if sport is football] __________ Coach to receive any performance incentives for that season. Payment will be made to Associate Head Coach within 60 days after goal is accomplished. (a) $_________ in any contract year in which the team wins the __________ Conference championship. (b) $_________ in any contract year in which the team participates in post-season NCAA competition. (c) $_________ for each game that the team wins in NCAA post-season competition. (d) $_________ in any contract year in which the team wins the NCAA championship.]

  • Annual Incentive Awards The Executive shall participate in the Company's annual incentive compensation plan with a target annual incentive award opportunity of no less than 40% of Base Salary and a maximum annual incentive award opportunity of 80% of Base Salary. Payment of annual incentive awards shall be made at the same time that other senior-level executives receive their incentive awards.

  • Annual Incentive Compensation Executive shall be eligible to receive an annual bonus (“Annual Bonus”) with respect to each fiscal year ending during the Employment Period. The Annual Bonus shall be determined under the 2006 Omnibus Incentive Plan (the “Omnibus Plan”) or such other annual incentive plan maintained by the Company for similarly situated employees that the Company designates, in its sole discretion (any such plan, the “Bonus Plan”), in accordance with the terms of such plan as in effect from time to time. For each such fiscal year, Executive shall be eligible to earn a target Annual Bonus equal to seventy percent (70%) of Executive’s Base Salary for such fiscal year, if the Company achieves the target performance goals established by the Board for such fiscal year in accordance with the terms of the Bonus Plan. If the Company does not achieve the threshold performance goals established by the Board for a fiscal year, Executive shall not be entitled to receive an Annual Bonus for such fiscal year. If the Company exceeds the target performance goals established by the Board for a fiscal year, Executive may be entitled to earn an additional Annual Bonus for such year in accordance with the terms of the applicable Bonus Plan. The Annual Bonus for each year shall be payable at the same time as bonuses are paid to other senior executives of the Company in accordance with the terms of the applicable Bonus Plan, but in no event later than two and a half (21/2) months following the end of the applicable fiscal year in which such Annual Bonus was earned. Executive shall be entitled to receive any Annual Bonus that becomes payable in a lump-sum cash payment, or, at his election, (A) up to fifty percent (50%) of the Annual Bonus in the form of a grant of restricted stock units of Common Stock (as defined below) or (B) in any form that the Board generally makes available to the Company’s executive management team, provided that any such election is made by Executive in compliance with Section 409A of the Code and the regulations promulgated thereunder.

  • Physician Incentive Plans In the event Provider participates in a physician incentive plan (“PIP”) under the Agreement, Provider agrees that such PIPs must comply with 42 CFR 417.479, 42 CFR 438.3, 42 CFR 422.208, and 42 CFR 422.210, as may be amended from time to time. Neither United nor Provider may make a specific payment directly or indirectly under a PIP to a physician or physician group as an inducement to reduce or limit Medically Necessary services furnished to an individual Covered Person. PIPs must not contain provisions that provide incentives, monetary or otherwise, for the withholding of services that meet the definition of Medical Necessity.

  • Long-Term Incentive Compensation Subject to the Executive’s continued employment hereunder, the Executive shall be eligible to participate in any equity incentive plan for executives of the Firm as may be in effect from time to time, in accordance with the terms of any such plan.