HYLIFE FOODS WAGES Sample Clauses

HYLIFE FOODS WAGES. JOBS Current Feb 1 2020 Feb 1 2021 Feb 1 2022 Feb 1 2023 Feb 1 2024 Bracket 0 Start $14.85 $15.15 $15.45 $15.75 $16.10 $16.45 6 Months $15.00 $15.30 $15.60 $15.90 $16.25 $16.60 12 Months $15.20 $15.50 $15.80 $16.10 $16.45 $16.80 18 Months $15.45 $15.75 $16.05 $16.35 $16.70 $17.05 24 Months $15.70 $16.00 $16.30 $16.60 $16.95 $17.30 Bracket 1 Start $15.00 $15.30 $15.60 $15.90 $16.25 $16.60 6 Months $15.15 $15.45 $15.75 $16.05 $16.40 $16.75 12 Months $15.35 $15.65 $15.95 $16.25 $16.60 $16.95 18 Months $15.60 $15.90 $16.20 $16.50 $16.85 $17.20 24 Months $15.85 $16.15 $16.45 $16.75 $17.10 $17.45 Bracket 2 Start $15.30 $15.60 $15.90 $16.20 $16.55 $16.90 6 Months $15.60 $15.90 $16.20 $16.50 $16.85 $17.20 12 Months $16.00 $16.30 $16.60 $16.90 $17.25 $17.60 18 Months $16.15 $16.45 $16.75 $17.05 $17.40 $17.75 24 Months $16.45 $16.75 $17.05 $17.35 $17.70 $18.05 Bracket 3 Start $17.10 $17.50 $17.90 $18.35 $18.80 $19.25 6 Months $17.45 $17.85 $18.25 $18.70 $19.15 $19.60 12 Months $17.80 $18.20 $18.60 $19.05 $19.50 $19.95 18 Months $18.25 $18.65 $19.05 $19.50 $19.95 $20.40 24 Months $18.40 $18.80 $19.20 $19.65 $20.10 $20.55 Bracket 4 Start $18.20 $18.60 $19.00 $19.45 $19.95 $20.45 6 Months $18.50 $18.90 $19.30 $19.75 $20.25 $20.75 12 Months $18.95 $19.35 $19.75 $20.20 $20.70 $21.20 18 Months $19.30 $19.70 $20.10 $20.55 $21.05 $21.55 24 Months $19.55 $19.95 $20.35 $20.80 $21.30 $21.80 Bracket 5 Start $19.70 $20.15 $20.65 $21.15 $21.65 $22.20 6 Months $20.05 $20.50 $21.00 $21.50 $22.00 $22.55 12 Months $20.45 $20.90 $21.40 $21.90 $22.40 $22.95 18 Months $20.80 $21.25 $21.75 $22.25 $22.75 $23.30 24 Months $21.05 $21.50 $22.00 $22.50 $23.00 $23.55 Bracket 6 Start $20.00 $20.45 $20.95 $21.45 $21.95 $22.50 6 Months $20.25 $20.70 $21.20 $21.70 $22.20 $22.75 12 Months $20.80 $21.25 $21.75 $22.25 $22.75 $23.30 18 Months $21.35 $21.80 $22.30 $22.80 $23.30 $23.85 24 Months $22.10 $22.55 $23.05 $23.55 $24.05 $24.60 General Maintenance Personnel. 2 Strapper 3 Stack Off 6 Lead Hand 2 Japan Loader 4 Japan Shipper 5 Japan High Rise Operator 6 Lead Hand 5 High Rise Operator 5 Shipper/Receiver 6 Lead Hand 0 Flush Nostrils 2 Feed Singer 3 Cut Gam Cords 3 First Hog Driver 3 Gam Hogs 3 Gam Room 3 Hang Hogs 4 Shackler 0 Xxxxxx Xxxx 5 Tending Scald Tank 6 Sticker 6 Lead Hand 1 Clean Floors 1 Clippers 1 Hog Pusher 2 Bung Mechanically 2 Channel Fat/Hanging Tender 2 General Janitorial 2 Hash Gut 2 Head Shavers 2 Return Hogs to Main Line 2 Fecal Monitor 3 Cooler Floater 3 Drop Bing Remove Bladder...
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Related to HYLIFE FOODS WAGES

  • Contribution Formula - Basic Life Coverage For employee basic life coverage and accidental death and dismemberment coverage, the Employer contributes one-hundred (100) percent of the cost.

  • Health Care Savings Plan As provided in this Agreement, eligible ASF Members will participate in the health care savings plan (HCSP) established under Minnesota Statute 352.98, and as administered by the Plan Administrator. The Employer is responsible only for transferring funds, as specified in this agreement, to the Plan Administrator. Subd. 1. All ASF Members who receive severance pay as defined in Section A of this article must participate in the health care savings plan. Subd. 2. All severance pay as defined in Section B of this article shall be transferred to the severed employee's health care savings plan account. At the time of separation, if an ASF Member has an approved exception to participation in the health care savings plan account from the plan administrator, then the ASF Member shall receive this payment in one lump sum payment of cash.

  • Incentive, Savings and Retirement Plans During the Employment Period, the Executive shall be entitled to participate in all incentive, savings and retirement plans, practices, policies and programs applicable generally to other peer executives of the Company and its affiliated companies, but in no event shall such plans, practices, policies and programs provide the Executive with incentive opportunities (measured with respect to both regular and special incentive opportunities, to the extent, if any, that such distinction is applicable), savings opportunities and retirement benefit opportunities, in each case, less favorable, in the aggregate, than the most favorable of those provided by the Company and its affiliated companies for the Executive under such plans, practices, policies and programs as in effect at any time during the 120-day period immediately preceding the Effective Date or if more favorable to the Executive, those provided generally at any time after the Effective Date to other peer executives of the Company and its affiliated companies.

  • Special Parental Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.05(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.05(a), other than those specified in sections (A) and (B) of subparagraph 17.05(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.05 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph (a)(i).

  • Health Care Spending Account After six (6) months of permanent employment, full time and part time (20/40 or greater) employees may elect to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed the maximum amount authorized by federal law, per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • Health Spending Account contributions by the Executive will cease on the Effective Date. The Executive may submit claims against the balance accrued to the Effective Date, until the end of the calendar year in which the Effective Date occurs.

  • Living Away From Home Allowance When Employees are to be engaged on a Project requiring them to live away from home, the provisions of Appendix I will apply in determining their entitlement and the conditions whilst they are living away from home.

  • Group Term Life Insurance The Welfare Plan will include Group Term Life Insurance in accordance with the following Table of Hourly Job Rate Brackets and corresponding coverages. Benefits will be payable as a result of death from any cause on a twenty-four (24) hour coverage basis.

  • Gross Beta Flags A = Result acceptable, Bias <= +/- 50% with a statistically positive result at two standard deviations (Result/Uncertainty > 2, i.e., the range encompassing the result, plus or minus the total uncertainty at two standard deviations, does not include zero). N = Result not acceptable, Bias > +/- 50% or the reported result is not statistically positive at two standard deviations (Result/Uncertainty <= 2, i.e., the range encompassing the result, plus or minus the total uncertainty at two standard deviations, includes zero).

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