Remuneration principles. 1. The employee’s salary is composed of performance pay and hourly salary.
2. Performance pay is paid for distribution work. Distribution work refers to work priced in accordance with Section 3 of this appendix. Other work is hourly work for which an hourly salary is paid.
3. The basis of performance pay is the piece rate determined for each newspaper distributed in each work entity or part thereof. The performance pay for a shift is determined on the basis of the piece rate and the number of newspapers to be distributed during the shift. The employee’s personal performance pay includes an increase for experience. The employee’s personal performance pay is in- creased in accordance with a multiplier in line with the conditions and the extent of the duties. Instead of the above, a separate piece rate is paid for the distribution of separately designated products.
Remuneration principles a. Fee-for-service physicians will not submit fee claims for inpatient services provided between 0800h and 1700h. Instead, these services will be shadow billed as outlined in Appendix A.
b. Services provided during the hours of 1700h through to 0800h the following day, when on call, can be claimed fee-for-service for all physicians, in addition to the daily stipend and on-call stipend.
Remuneration principles a. Fee-for-service physicians will not submit fee claims for inpatient services provided between 0800h and 1700h. Instead, these services will be shadow billed as outlined in Appendix A.
b. Services provided during the hours of 1700h through to 0800h the following day, when on call, can be claimed fee-for-service for all physicians, in addition to the daily stipend and on-call stipend.
c. Physicians on an alternative payment plan (APP) will see a reduction in their APP contract FTE equivalent to the lesser amount of:
i. The portion of APP deliverables relating to inpatient services outlined in their APP deliverables, or
ii. The total amount of shadow billing for inpatient services offered by that physician at the Community Hospital during the year prior to enrollment in the Community Hospital In- Patient Model.
Remuneration principles. The Company´s wage levels are based on a HAY system-based comparison of salaries/wages paid in respective job positions available both in the Company and on the labor market of the Czech Republic.
Remuneration principles. Within the HAY system, the Employer´s remuneration policy rests upon a comparison of wages/salaries on respective job positions within both the Company and on the Czech Republic labor market. Wages of lab staff, operators and manual laborers are covered by a separate tariff system. The Employer and LUC will - on a no less than semiannual basis – address the wage issue. On negotiations, developments on the job market, costs of living, and economic strength of the Employer will be taken into consideration.
Remuneration principles. HUD is committed to investigating and addressing inequality, aligned with the Gender Pay Principles, which are available on the Ministry for Women’s website or the Public Service Commission’s website and contained in Appendix C and form part of this collective agreement. The five core Principles provide a useful framework to support agencies action on gender pay. These principles are: • Freedom from bias and discrimination • Transparency and accessibility • The relationship between paid and unpaid work • Sustainability • Participation and engagement
