Remuneration of Employees. A salary grid incorporating the principles agreed appears as Appendix C for all full-time Employees and Appendix I for part-time Employees for each of the years of this Agreement, with effective dates as noted. On 1 July of each year this Collective Agreement is in effect beginning in 2014 all Employees covered by Appendix C shall move up one (1) full grid step until the ceiling of the scale is reached.
Remuneration of Employees. 1. For those cases established by article 43 a), the employee shall always be entitled to the remuneration as agreed in the respective contract and, for the cases established in sub-paragraph b) of the same article, the employee shall be entitled to equitable remuneration.
2. If the parties have not established the amount of equitable remuneration or if there is disagreement as to the amount, it may be established by arbitration.
3. The amount of the remuneration may be established before or after the invention.
4. If due to a supervening event the employee is not fully compensated within the agreed time period, there shall be an agreement to reschedule the outstanding payments according to the legislation in force or applicable commercial practice.
5. If, after an agreement pursuant to the preceding paragraph the employee is not paid, all the employer's rights to the patent shall lapse and shall be transferred to the employee.
Remuneration of Employees. A salary grid incorporating the principles agreed appears as Appendix C for all full-time Employees and Appendix I for part-time Employees for each of the years of this Agreement, with effective dates as noted. On 1 July of each year this Collective Agreement is in effect all Employees covered by Appendix C shall move up one (1) full grid step until the ceiling of the scale is reached. Notwithstanding the above, with the change in the grid for Full Professor and Librarian IV effective 1 July 2017 (the elimination of the bottom step in the grid and the renumbering of steps 2 – 18 to steps 1 – 17), all Employees in these ranks will remain at their current step number for this year only. The step increase is effectively built into the renumbered grid.
Remuneration of Employees. If an agreement is reached on the adjustment of the provisions of the collective agreement to the needs of a company or other deviations from a work arrangement, which has previously been agreed, an agreement shall also be made concerning the share of employees in the benefit which the company derives from the change. The share of employees can appear as a reduction in working hours without the corresponding reduction in wages, a payment of a fixed amount per month or quarter, a skill premium, a percentage premium on wages or a fixed number of ISK per hours paid, or in another manner depending on the agreement made. However, the contract shall state clearly the benefit to the company and the remuneration of employees. Both are deviations from the collective agreement and can be cancelled at dismissal according to article 5.7.
Remuneration of Employees. 1. Remuneration of employees is governed by the relevant provisions of the Labour Code as amended, and the OU Internal Wage Regulation issued in compliance with the provisions of the Higher Education Act.
2. The Employer agrees to classify employees into the relevant pay bands in compliance with the above rules and regulations, i.e. according to the actual type of work performed by the employee.
3. The Employer is obliged to produce to an employee the documents on the basis of which classification into the relevant pay band was conducted, and inform them of the conditions applying to payment of wages and the content of the OU Internal Wage Regulation.
4. Information about remuneration is considered confidential.
5. The conditions for the award of additional wage components are laid down in the OU Internal Wage Regulation by the Employer.
6. The Employer is obliged to discuss the OU Internal Wage Regulation with the Trade Union Organisation prior to its approval.
7. The Internal Wage Regulation is freely accessible to employees on the OU website.
8. At the request of an employee, a representative of the Trade Union Organisation may take part in the negotiation of that employee’s wage entitlements.
9. The Employer is obliged to discuss the possible updating of the OU Internal Wage Regulation on the basis of a written application by the Trade Union Organisation addressed to the OU Xxxxxx.
Remuneration of Employees. The Borrower shall not make payment of salaries, bonuses or any other form of remuneration to any employee of the Borrower (excluding the Principals) or any other Person related to the Principals in excess of the aggregate amount of Cdn.$350,000 per Person per year (a “Permitted Employee Distribution”) without the prior written consent of the Bank.
Remuneration of Employees. If an agreement is reached on adapting provisions of the collective wage agreement to the needs of a company or on exceptions from work practices on which an agreement has been reached, an agreement should also be made on a share for employees of the gains made by the company resulting from the changes. The employees' share can be in the form of fewer working hours without a commensurate reduction in income, payment of a fixed amount per month or per quarter, competence premium, percentage premium on wages or a fixed ISK amount on the hourly rate or in another manner, all depending on the agreement reached. Agreements shall, however, clearly specify what constitutes the gains made by the company and the recompense for employees. Both are exceptions from the collective agreement and can become void in the event of termination pursuant to Article 9.8.
Remuneration of Employees. A salary grid incorporating the principles agreed appears as Appendix C for Faculty, as Appendix F for Librarians, and Appendix G for Demonstrators for each of the years of this agreement, with effective dates as noted. All Employees shall move up one full grid step on 1 July of each year this collective agreement is in effect beginning in 1998.
Remuneration of Employees. The policies related to the wages, benefits and other treatment of the Company's employees shall be formulated by the Company in accordance with relevant Chinese laws and in light of the Company's actual situation. The Company enjoys the autonomy to decide employee’s remuneration and related benefits based on its operating and economic conditions.
Remuneration of Employees. 1) Remuneration of employees will be implemented by the Employer in accordance with the internal salary regulation of UPJŠ in Košice laid down in accordance with Law Act No. 553/2003 Coll., as amended.
