Productivity Incentive. In addition to the Minimum Milk Price, you will be paid a Productivity Incentive based on the total number of milk solids in your milk that you supply to DFMC each Month during the Term that complies with the Quality Standards. The Productivity Incentive will be paid at the rates set out in Item 5 of the Details.
Productivity Incentive. For Exclusive Suppliers only
Productivity Incentive. For Exclusive Suppliers paid under MPS 1 and MPS 9/3 with Productivity only
Productivity Incentive. The following Productivity Incentives will be paid at the end of the full year’s production in association with the payments for July 2022. The payment is for the total of the combined kilograms of protein and butterfat produced for the whole year less that for the months of September, October and November’s production. 12,000 – 18,000 0.01 0.03 18,001 – 27,000 0.02 0.05 27,001 – 33,000 0.03 0.07 33,001 – 38,000 0.05 0.12 38,001 – 43,000 0.06 0.13 43,001 – 48,000 0.065 0.15 48,001 – 56,000 0.075 0.18 56,001 – 66,000 0.08 0.195 Greater than 66,000 0.09 0.21
Productivity Incentive. (MPS 1 only)
Productivity Incentive. The productivity incentive is paid monthly and will be paid for all milk which is of Premium or Choice quality (subject to any milk quality penalty). Milk at Grade or Off Grade quality will not qualify for productivity payments. Suppliers with multiple farms under common ownership may elect to combine production from two or more farms for the purpose of calculating the Productivity Payment. The Productivity Payment is available to suppliers who supply milk for the entire month.
Productivity Incentive. Bega will pay the Supplier the Productivity Incentive. If there is a Sharefarmer Supplier, Bega will pay the Bega Supplier and the Sharefarmer Supplier their Relevant Percentage of the Productivity Incentive. The Productivity Incentive will be calculated in relation to each of the Farms on an individual basis for each Production Month during the Term. The Productivity Incentive will be paid at the relevant rate for the amount of Milk Solids accepted by Bega during each Production Month for the Term. The rates for the Productivity Incentive are set out in Item 7 of the Details. At the end of the Term, if there is more than one Farm listed in Item 1 of the Details, Bega will group all those Farms together for the purposes of recalculating the Productivity Incentive for each Production Month. Bega will pay a top-up if there is any difference between what the Supplier would have been paid during the Term for each Production Month for the grouped Productivity Incentive compared to what the Supplier received for the Productivity Incentive for each Production Month during the Term based on individual Farms.
Productivity Incentive. Should certain productivity targets be achieved, an incentive will be paid as a percentage of the employees Total Ordinary Pay. Total Ordinary Pay is calculated as the total hours worked at the employees normal hourly rate (i.e. total pay for hours worked excluding overtime premium and sick and holiday pay). Size of the incentive will be dependent upon both of the following productivity measures being achieved:
a) Efficiency Efficiency as measured by the monthly average Labour Budget Over-run as a percentage of labour hours allowed for the completed jobs in that month.
b) Non-Productive Labour Non-Productive Labour Cost as a percentage of the total wage payroll not exceeding 6%. Management will complete the Labour Cost Analysis by the last week of each month following the measurement period. The Productivity Incentive payment will be made in the next full pay period after the Labour Cost Analysis has been completed. The Consultative Committee will review and publish a report of the results at their monthly meetings.
Productivity Incentive. The hourly rate for the productivity incentive will be a function of the performance of the entire Camrose facility. The incentive will be based on a combined performance number derived from the performance of the ERW weld line, and the DSAW forming line as follows: Overall ERW weld line performance %: Actual prime intended welded tons per hour / target prime intended welded tons per hour. Overall DSAW forming line performance %: Actual prime intended welded tons per hour / target prime intended welded tons per hour. Combined ERW/DSAW weld line performance %: ((Overall ERW weld line performance % x ERW weld line scheduled hours) + (Overall DSAW weld line performance % x DSAW forming line scheduled hours)) / (ERW weld line scheduled hours + DSAW forming line scheduled hours). Combined overall performance % is used to calculate the $’s per hour paid monthly. Payout: o Combined overall performance equal to or less than 90% = $0.00/hr o Each combined overall performance point above 90% = $0.05/hr for year one, $0.09/hr for year two, and $0.10/hr for year three (see below). For example: (Using 2008 Actual Performance) July 2008 Aug 2008 Sept 2008 ERW Weld Line Performance 94.8% 110.3% 92.2% ERW Weld Line Scheduled Hours 5,760 22,506 27,714 DSAW Forming Line Performance 106.3% 160.5% 79.5% DSAW Forming Line Scheduled Hours 25,290 8,670 23,580 Combined Performance 104.1% 124.3% 86.3% Payout (per hour) for the Month $0.71 $1.71 $0.00 Note: All percentages are rounded to the nearest tenth (0.0%). Introduction of a Gainsharing Plan for Camrose (PEP) with increments of: $0.05/increment % from 90% to 135% maximum cap in year one. $0.09/increment % from 90% to 135% maximum cap in year two. $0.10/increment % from 90% to 135% maximum cap in year three.
Productivity Incentive. The South Beloit Productivity Incentive program will be implemented as soon as practicable following the ratification of the collective bargaining agreement. The program will be made retro-active to February 1, 2009. The Company and the Union committee will meet to discuss and agree on how this program will be monitored and communicated to employees. The Union committee will have the right to information necessary to evaluate the performance of the program. Issues that arise on the performance of the incentive program shall be reviewed and resolved if possible by a committee comprised of a minimum of two Company and two Union officials. Alleged breaches of the terms of this productivity incentive program are subject to the grievance and arbitration provisions of the CBA.
