Common use of Personal wage Determination of personal wage Clause in Contracts

Personal wage Determination of personal wage. 1. A personal wage exceeding the job-specific wage may be paid to an employee of full working capacity aged over 18 years. 2. The personal wage element may be determined on the basis of the employee’s personal skills, competence and performance, or on other factors promoting realisation of objec- tives for enterprise staff skills, improvement of working methods, etc. The employee’s success and progress with respect to the chosen factors must be assessed in a manner that is systematic and equitable. The commitment and approval of employees for the improvement of skills, competence and performance will be secured when the assigned objectives, selected evaluation fac- tors supporting the achievement of objectives and practical implementation of the as- sessment are discussed with the employees and/or their representatives when designing the system. The grounds used in assessing competence and performance will also be explained to them, and the results of assessment shall, where the employee so desires, be explained to the individual employee in person after the assessment has been per- formed. The system shall be optimally clear, simple and easy to use. The following points shall be considered at a minimum when selecting the factors to be assessed: ˗ A person must be able to influence the selected factors personally. ˗ The factors must be visible, measurable and independent variables. ˗ They must be involved in the work done by the employee concerned. Supervisor-subordinate appraisals are a recommended instrument for providing per- xxxxx feedback and reviewing areas for improvement. The process shall strive for abso- lute objectivity and should be performed at regular intervals, e.g. annually. The federa- tions recommend checking the correspondence between the job description underlying the job evaluation and the duties actually performed when assessing the individual com- petence of each employee. Skills will always be assessed in relation to the employee’s duties at the time in question. Unless the selected factors otherwise require, the individual’s competence shall be re- assessed in relation to the new duties in the event of any change in duties. The propor- tion of the personal wage element in the overall wage may, therefore, change in such circumstances. The federations have prepared example formats that enterprises may either apply when formulating their own systems, or preferably adapt to their own circumstances and ob- jectives. Other systems are also possible. 1. Regardless of the form of remuneration, the following seniority bonuses shall be paid to employees as part of the personal wage on the basis of continuous service in the specific enterprise: Seniority bonuses as of 1 February 2018: 5–9 18 30 10–14 24 40 15–19 31 52 20–24 41 69 More than 25 51 87 2. Payment of the seniority bonus shall begin at the start of the wage payment period fol- lowing completion of the required service years. Inclusion of the duration of employment as a basis for wages shall require continuous employment in the specific enterprise. In the event that the employee’s employment has continued “in abeyance” due to com- pulsory military service, study leave, child care leave or other such reasons, the period worked before said absence shall also count towards the employment period on which the seniority bonus is based. The period of compulsory military service shall nevertheless not be counted as an employment period. Termination of employment shall interrupt the continuity. This means that only the dura- tion of the later employment shall count towards the continuous service period in any subsequent employment.

Personal wage Determination of personal wage. 1. A personal wage exceeding the job-specific wage may be paid to an employee of full working capacity aged over 18 years. 2. The personal wage element may be determined on the basis of the employee’s personal skills, competence and performance, or on other factors promoting realisation of objec- tives for enterprise staff skills, improvement of working methods, etc. The employee’s success and progress with respect to the chosen factors must be assessed in a manner that is systematic and equitable. The commitment and approval of employees for the improvement of skills, competence and performance will be secured when the assigned objectives, selected evaluation fac- tors supporting the achievement of objectives and practical implementation of the as- sessment are discussed with the employees and/or their representatives when designing the system. The grounds used in assessing competence and performance will also be explained to them, and the results of assessment shall, where the employee so desires, be explained to the individual employee in person after the assessment has been per- formed. The system shall be optimally clear, simple and easy to use. The following points shall be considered at a minimum when selecting the factors to be assessed: ˗ A person must be able to influence the selected factors personally. ˗ The factors must be visible, measurable and independent variables. ˗ They must be involved in the work done by the employee concerned. Supervisor-subordinate appraisals are a recommended instrument for providing per- xxxxx feedback and reviewing areas for improvement. The process shall strive for abso- lute objectivity and should be performed at regular intervals, e.g. annually. The federa- tions recommend checking the correspondence between the job description underlying the job evaluation and the duties actually performed when assessing the individual com- petence of each employee. Skills will always be assessed in relation to the employee’s duties at the time in question. Unless the selected factors otherwise require, the individual’s competence shall be re- assessed in relation to the new duties in the event of any change in duties. The propor- tion of the personal wage element in the overall wage may, therefore, change in such circumstances. The federations have prepared example formats that enterprises may either apply when formulating their own systems, or preferably adapt to their own circumstances and ob- jectives. Other systems are also possible. 1. Regardless of the form of remuneration, the following seniority bonuses shall be paid to employees as part of the personal wage on the basis of continuous service in the specific enterprise: Seniority bonuses as of 1 February 2018: Seniority bonus Years cents/hour EUR/month 5–9 18 30 10–14 24 40 15–19 31 52 20–24 41 69 More than 25 51 87 2. Payment of the seniority bonus shall begin at the start of the wage payment period fol- lowing completion of the required service years. Inclusion of the duration of employment as a basis for wages shall require continuous employment in the specific enterprise. In the event that the employee’s employment has continued “in abeyance” due to com- pulsory military service, study leave, child care leave or other such reasons, the period worked before said absence shall also count towards the employment period on which the seniority bonus is based. The period of compulsory military service shall nevertheless not be counted as an employment period. Termination of employment shall interrupt the continuity. This means that only the dura- tion of the later employment shall count towards the continuous service period in any subsequent employment.

Personal wage Determination of personal wage. ‌ 1. A personal wage exceeding the job-specific wage may be paid to an employee of full working capacity aged over 18 years. 2. The personal wage element may be determined on the basis of the employee’s personal skills, competence and performance, or on other factors promoting realisation of objec- tives for enterprise staff skills, improvement of working methods, etc. The employee’s success and progress with respect to the chosen factors must be assessed in a manner that is systematic and equitable. The commitment and approval of employees for the improvement of skills, competence and performance will be secured when the assigned objectives, selected evaluation fac- tors supporting the achievement of objectives and practical implementation of the as- sessment are discussed with the employees and/or their representatives when designing the system. The grounds used in assessing competence and performance will also be explained to them, and the results of assessment shall, where the employee so desires, be explained to the individual employee in person after the assessment has been per- formed. The system shall be optimally clear, simple and easy to use. The following points shall be considered at a minimum when selecting the factors to be assessed: ˗ A person must be able to influence the selected factors personally. ˗ The factors must be visible, measurable and independent variables. ˗ They must be involved in the work done by the employee concerned. Supervisor-subordinate appraisals are a recommended instrument for providing per- xxxxx feedback and reviewing areas for improvement. The process shall strive for abso- lute objectivity and should be performed at regular intervals, e.g. annually. The federa- tions recommend checking the correspondence between the job description underlying the job evaluation and the duties actually performed when assessing the individual com- petence of each employee. Skills Xxxxxx will always be assessed in relation to the employee’s duties at the time in question. Unless the selected factors otherwise require, the individual’s competence shall be re- assessed in relation to the new duties in the event of any change in duties. The propor- tion of the personal wage element in the overall wage may, therefore, change in such circumstances. The federations have prepared example formats that enterprises may either apply when formulating their own systems, or preferably adapt to their own circumstances and ob- jectives. Other systems are also possible. 1. Regardless of the form of remuneration, the following seniority bonuses shall be paid to employees as part of the personal wage on the basis of continuous service in the specific enterprise: Seniority bonuses as from the start of the pay period beginning on 1 February 2018April 2022 or soon- est thereafter: 5–9 18 30 31 10–14 24 40 41 15–19 31 52 32 53 20–24 41 69 42 70 More than 25 51 87 52 89 2. Payment of the seniority bonus shall begin at the start of the wage payment period fol- lowing completion of the required service years. Inclusion of the duration of employment as a basis for wages shall require continuous employment in the specific enterprise. In the event that the employee’s employment has continued “in abeyance” due to com- pulsory military service, study leave, child care leave or other such reasons, the period worked before said absence shall also count towards the employment period on which the seniority bonus is based. The period of compulsory military service shall nevertheless not be counted as an employment period. Termination of employment shall interrupt the continuity. This means that only the dura- tion of the later employment shall count towards the continuous service period in any subsequent employment.

Personal wage Determination of personal wage. ‌ 1. A personal wage exceeding the job-specific wage may be paid to an employee of full working capacity aged over 18 years. 2. The personal wage element may be determined on the basis of the employee’s personal skills, competence and performance, or on other factors promoting realisation of objec- tives for enterprise staff skills, improvement of working methods, etc. The employee’s success and progress with respect to the chosen factors must be assessed in a manner that is systematic and equitable. The commitment and approval of employees for the improvement of skills, competence and performance will be secured when the assigned objectives, selected evaluation fac- tors supporting the achievement of objectives and practical implementation of the as- sessment are discussed with the employees and/or their representatives when designing the system. The grounds used in assessing competence and performance will also be explained to them, and the results of assessment shall, where the employee so desires, be explained to the individual employee in person after the assessment has been per- formed. The system shall be optimally clear, simple and easy to use. The following points shall be considered at a minimum when selecting the factors to be assessed: ˗ A person must be able to influence the selected factors personally. ˗ The factors must be visible, measurable and independent variables. ˗ They must be involved in the work done by the employee concerned. Supervisor-subordinate appraisals are a recommended instrument for providing per- xxxxx feedback and reviewing areas for improvement. The process shall strive for abso- lute objectivity and should be performed at regular intervals, e.g. annually. The federa- tions recommend checking the correspondence between the job description underlying the job evaluation and the duties actually performed when assessing the individual com- petence of each employee. Skills Xxxxxx will always be assessed in relation to the employee’s duties at the time in question. Unless the selected factors otherwise require, the individual’s competence shall be re- assessed in relation to the new duties in the event of any change in duties. The propor- tion of the personal wage element in the overall wage may, therefore, change in such circumstances. The federations have prepared example formats that enterprises may either apply when formulating their own systems, or preferably adapt to their own circumstances and ob- jectives. Other systems are also possible. 1. Regardless of the form of remuneration, the following seniority bonuses shall be paid to employees as part of the personal wage on the basis of continuous service in the specific enterprise: Seniority bonuses as from the start of the pay period beginning on 1 February 2018April 2022 or soonest thereafter: 5–9 18 30 31 10–14 24 40 41 15–19 31 52 32 53 20–24 41 69 42 70 More than 25 51 87 52 89 Seniority bonuses from the start of the pay period beginning on 1 January 2024 or soonest thereafter: 5–9 19 32 10–14 25 42 15–19 33 55 20–24 43 72 More than 25 54 92 2. Payment of the seniority bonus shall begin at the start of the wage payment period fol- lowing completion of the required service years. Inclusion of the duration of employment as a basis for wages shall require continuous employment in the specific enterprise. In the event that the employee’s employment has continued “in abeyance” due to com- pulsory military service, study leave, child care leave or other such reasons, the period worked before said absence shall also count towards the employment period on which the seniority bonus is based. The period of compulsory military service shall nevertheless not be counted as an employment period. Termination of employment shall interrupt the continuity. This means that only the dura- tion of the later employment shall count towards the continuous service period in any subsequent employment.

Personal wage Determination of personal wage. ‌ 1. A personal wage exceeding the job-specific wage may be paid to an employee of full working capacity aged over 18 years. 2. The personal wage element may be determined on the basis of the employee’s personal skills, competence and performance, or on other factors promoting realisation of objec- tives for enterprise staff skills, improvement of working methods, etc. The employee’s success and progress with respect to the chosen factors must be assessed in a manner that is systematic and equitable. The commitment and approval of employees for the improvement of skills, competence and performance will be secured when the assigned objectives, selected evaluation fac- tors supporting the achievement of objectives and practical implementation of the as- sessment are discussed with the employees and/or their representatives when designing the system. The grounds used in assessing competence and performance will also be explained to them, and the results of assessment shall, where the employee so desires, be explained to the individual employee in person after the assessment has been per- formed. The system shall be optimally clear, simple and easy to use. The following points shall be considered at a minimum when selecting the factors to be assessed: ˗ A person must be able to influence the selected factors personally. ˗ The factors must be visible, measurable and independent variables. ˗ They must be involved in the work done by the employee concerned. Supervisor-subordinate appraisals are a recommended instrument for providing per- xxxxx feedback and reviewing areas for improvement. The process shall strive for abso- lute objectivity and should be performed at regular intervals, e.g. annually. The federa- tions recommend checking the correspondence between the job description underlying the job evaluation and the duties actually performed when assessing the individual com- petence of each employee. Skills will always be assessed in relation to the employee’s duties at the time in questionques- tion. Unless the selected factors otherwise require, the individual’s competence shall be re- assessed reassessed in relation to the new duties in the event of any change in duties. The propor- tion proportion of the personal wage element in the overall wage may, therefore, change in such circumstances. The federations have prepared example formats that enterprises may either apply when formulating their own systems, or preferably adapt to their own circumstances and ob- jectives. Other systems are also possible. 1. Regardless of the form of remuneration, the following seniority bonuses shall be paid to employees as part of the personal wage on the basis of continuous service in the specific enterprise: Seniority bonuses as from the start of the pay period beginning on 1 February 2018April 2022 or soonest thereafter: Seniority bonus Years cents/hour EUR/month 5–9 18 30 31 10–14 24 40 41 15–19 31 52 32 53 20–24 41 69 42 70 More than 25 51 87 52 89 Seniority bonuses from the start of the pay period beginning on 1 January 2024 or from the beginning of the next pay period: Seniority bonus Years cents/hour EUR/month 5–9 19 32 10–14 25 42 15–19 33 55 20–24 43 72 More than 25 54 92 2. Payment of the seniority bonus shall begin at the start of the wage payment period fol- lowing completion of the required service years. Inclusion of the duration of employment as a basis for wages shall require continuous employment in the specific enterprise. In the event that the employee’s employment has continued “in abeyance” due to com- pulsory military service, study leave, child care leave or other such reasons, the period worked before said absence shall also count towards the employment period on which the seniority bonus is based. The period of compulsory military service shall nevertheless not be counted as an employment period. Termination of employment shall interrupt the continuity. This means that only the dura- tion of the later employment shall count towards the continuous service period in any subsequent employment.