New Hire Progression Sample Clauses

New Hire Progression. The new hire wage progression for regular, full-time CDL-qualified employees and shop mechanics hired after ratification shall be as follows: Effective First Day of Employment: 90% of the Applicable Wage Rate Effective First Day plus One (1) Year: 95% of the Applicable Wage Rate Effective First Day plus Two (2) Years: 100% of the Applicable Wage Rate Regular, full-time employees in these two categories who currently are in progression also shall be moved to one hundred percent (100%) of the applicable wage rate effective April 1, 2019. Effective April 1, 2019, CDL-qualified employees hired into driving positions who are not currently on the seniority list at a carrier covered by this Agreement, but who for two (2) or more years regularly performed CDL-required driving work for a carrier covered by this Agreement, shall be compensated at one hundred percent (100%) of the full contract rate provided they have not had a break in service in excess of three (3) years. With the approval of TNFINC, the Employer shall have the ability to increase the applicable wage rate at individual locations if the Employer determines in its discretion that doing so is necessary to attract and retain qualified employees. In the event the Employer decides to exercise this option, it shall provide advance notice to TNFINC in writing.
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New Hire Progression. All operators upon successful completion of training shall be paid: 1st 12 months 55% of top rate 2nd 12 months 60% of top rate 3rd 12 months 65% of top rate 4th 12 months 70% of top rate 5th 12 months 75% of top rate 6th 12 months 80% of top rate 7th 12 months 85% of top rate 8th 12 months 90% of top rate Next 6 months 95% of top rate Thereafter 100% of top rate Changes to this Section are effective the first full pay period in January 2015: 1st 12 months 55% of top rate 2nd 12 months 60% of top rate 3rd 12 months 65% of top rate 4th 12 months 70% of top rate 5th 12 months 80% of top rate 6th 12 months 90% of top rate 7th 12 months 100% of top rate 4th 12 months 70% of top rate 5th 12 months 75% of top rate 6th 12 months 80% of top rate 7th 12 months 85% of top rate 8th 12 months 90% of top rate Next 6 months 95% of top rate Thereafter 100% of top rate Changes to this Section are effective the first full pay period in January 2015: 1st 12 months 55% of top rate 2nd 12 months 60% of top rate 3rd 12 months 65% of top rate 4th 12 months 70% of top rate 5th 12 months 80% of top rate 6th 12 months 90% of top rate 7th 12 months 100% of top rate
Sample 1
New Hire Progression. All operators upon successful completion of training shall be paid: 1st 12 months… 55% of top rate 2nd 12 months… 60% of top rate 3rd 12 months… 65% of top rate 4th 12 months… 70% of top rate 5th 12 months… 80% of top rate 6th 12 months… 90% of top rate 7th 12 months… 100% of top rate
Sample 1
New Hire Progression. (I) Employees hired or employees rehired without seniority shall be hired at a rate equal to eighty-live of the Pure Base Maximum of their Job Such shall receive an automatic increase to: ninety percent of Pure Base Rate Maximum of the Job Classification after completing weeks work, ninety-five percent of the Pure Base Rate Maximum of the Job Classification after completing weeks of active work, and the Pure Base Maximum of the Job Classification after completing weeks of active work. An employee will receive credit toward acquiring the Pure Base Rate Maximum of the Job with the day worked. Thereafter. such . , receive credit for one week for each week during which the employee works. will not be given for any week during which. for any reason the employee does not work, except: in the case of the pay period in which a full of the Christmas fall, provided the employee would have been scheduled to work, and in the case of absence due to occupational disability under Workers’ Compensation. An employee is laid off prior to having attained the Pure Base Rate Maximum of the Job Classification and who is reemployed within seventy-eight from the last day worked prior to lay-off, shall receive a Pure Base Rate upon which has the same relative relationship to the Pure Base Rate Maximum of the Job as had been attained prior to lay-off. The new hire progression will not be applicable to Skilled Trades as defined in
Sample 1

Related to New Hire Progression

  • KEY PERFORMANCE INDICATORS 10.1 The Supplier shall at all times during the Framework Period comply with the Key Performance Indicators and achieve the KPI Targets set out in Part B of Framework Schedule 2 (Goods and/or Services and Key Performance Indicators).

  • Performance Excused The Affected Party, to the extent rendered unable to perform its obligations or part thereof under this Agreement as a consequence of the Force Majeure Event shall be excused from performance of the obligations. Provided that, the excuse from performance shall be of no greater scope and of no longer duration than is reasonably warranted by the Force Majeure Event. Provided further, nothing contained herein shall absolve the Affected Party from any payment obligations accrued prior to the occurrence of the underlying Force Majeure Event.

  • Long-Term Incentive Programs The Executive shall be eligible to participate in the Company's long-term incentive compensation programs (including stock options and stock grants).

  • Targets a) Seller’s supplier diversity spending target for Work supporting the construction of the Project prior to the Commercial Operation Date is ____ percent (___%) as measured relative to Seller’s total expenditures on construction of the Project prior to the Commercial Operation Date, and;

  • Milestones Subject to the provisions of the SGIP, the Parties shall agree on milestones for which each Party is responsible and list them in Attachment 4 of this Agreement. A Party’s obligations under this provision may be extended by agreement. If a Party anticipates that it will be unable to meet a milestone for any reason other than a Force Majeure event, it shall immediately notify the other Parties of the reason(s) for not meeting the milestone and (1) propose the earliest reasonable alternate date by which it can attain this and future milestones, and (2) requesting appropriate amendments to Attachment 4. The Party affected by the failure to meet a milestone shall not unreasonably withhold agreement to such an amendment unless it will suffer significant uncompensated economic or operational harm from the delay, (1) attainment of the same milestone has previously been delayed, or (2) it has reason to believe that the delay in meeting the milestone is intentional or unwarranted notwithstanding the circumstances explained by the Party proposing the amendment.

  • Long-Term Incentive Program During the Term, the Employee shall participate in all long-term incentive plans and programs of the Group that are applicable to its senior executives in accordance with their terms and in a manner consistent with his position with the Company.

  • Goals Goals define availability, performance and other objectives of Service provisioning and delivery. Goals do not include remedies and failure to meet any Service Goal does not entitle Customer to a Service credit.

  • Performance Measure The specific representation of a process or outcome that is relevant to the assessment of performance; it is quantifiable and can be documented

  • Performance Metrics In the event Grantee fails to timely achieve the following performance metrics (the “Performance Metrics”), then in accordance with Section 8.4 below Grantee shall upon written demand by Triumph repay to Triumph all portions of Grant theretofore funded to and received by Grantee:

  • 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.

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