Employers with a company salary system. For the growth of the job salary from the bottom to the top of the salary table, each employer can make his own arrangements with the approval of the employee representatives or the trade unions. This salary system is based on the following criteria: – job content and weight; – the degree to which an employee develops in his job; – the manner in which a job is performed and the results attained; The content and weight of the job is reflected in the classification of the job in a job group, to which a salary scale is coupled. Your development in your work is expressed in steps in your salary scale. This may be in the form of increments or percentages of increases, starting with a job starting salary and ending with not more than the final job salary of your salary scale. Unless your employer opts to follow the scheme in this CLA, your employer will decide, with the approval of the employee representatives, how he will arrange: – promotion; – job downgrading as a result of reorganisation, review of the job grading or remuneration system or as a result of performance; – job downgrading at own request; – classification in the training phase; – deputation.
Employers with a company salary system. Employers can compose their own salary scales with the approval of the employee representation or the trade unions. The minimum and maximum amounts in your employer's salary table may never be lower than the corresponding amounts in the salary tables in Article 6.8. With the approval of the employee representation, the employer with a company salary system will determine how the following matters are dealt with: – performance-related allowance; – promotion; – job downgrading as a result of reorganisation, review of the job grading or remuneration system or as a result of performance; – job downgrading at own request; – assignment to pay scale in the training phase; – deputation.
