REMUNERATION SYSTEM. 3.1 Standard trip payments for interstate linehaul operations will be determined by applying:
REMUNERATION SYSTEM. 9.1 The parties stress that the verification of the personal components of remuneration shall be executed using competence assessment results in order to ensure the functionality of the remuneration system.
REMUNERATION SYSTEM. Employees transferred from the MoH and HPA were transferred8 on their existing terms and conditions and Collective Agreements which included remuneration systems that differed from the remuneration provisions that exist in Te Whatu Ora Collective Agreements. The parties agreed to suspend the remuneration system provisions in the ex-MoH CA and ex- HPA CAs and to establish a Working Party to develop a unified progression and remuneration framework consistent with Te Whatu Ora remuneration strategies during the term of the CA (Refer Appendix 3 of this ToS). To facilitate this: • The provisions of Section 6: Remuneration of the MoH CA (17 February 2020 - 17 February 2023) and the remuneration framework in clause 15.1, HPA CA 30 June 2022 – 31 October 2023 are suspended and will have no effect for the term of this PAKS CA. • The Working Party will provide recommendations to its respective stakeholders (Te Whatu Ora and the PSA) before bargaining starts for renewal of the CA. Refer Appendix 3 for the Terms of Reference for this exercise.
REMUNERATION SYSTEM. This is a system used to determine the manner in which a job is to be performed (individually, in a group, or collectively) according to one or more quantifiable factors, or according to a combination of factors, most of which or the most important of which are quantifiable (i.e. performance-based pay or performance-based assessment systems). Fluctuations are possible in these systems. ROM The Consultative Council in the Metalektro [Raad van Overleg in de Metalektro (ROM)], which is authorised to carry out the tasks assigned to it in this collective agreement.
REMUNERATION SYSTEM. 4.1 Minimum Rates of Pay The minimum rates of full time ordinary pay under this Agreement are: Grade Weekly Rate (Term of Agreement) Grade 1 $832.12 Grade 2 $866.49 Grade 3 $950.69 The parties note that these minimum rates of pay do not necessarily reflect current wages for the stated grades, and that this will be a matter for addressing during the life of this Agreement as part of the review at clause 4.3.
REMUNERATION SYSTEM. General Employees’ remuneration is based on the level of difficulty of their job. The fixed pay is determined according to a system of 13 salary scales: scales 1 through 11 and two scales (A and B) for Senior Management. Job rating Every employment position is classified in a position group and each position group is linked to a salary scale. Employment positions are classified in position groups by applying the Hay method for job description and job rating. The content of the employment position in question will determine the level of difficulty, expressed in a points total. This total will determine the position group that the employment position is to be classified in. Only the position group in which the employee falls will be communicated. The table showing Xxx points per position group is an integral part of the CLA. The employer can also use reference positions (similar employment positions) for comparative purposes in order to determine the position group that a position belongs to. In such a case, the position will be classified in the same position group as that used for the most appropriate reference position.
REMUNERATION SYSTEM. The minimum salary scales and ranges payable are specified in Section 14. Salaries will be paid fortnightly into a bank account as nominated by employees. Written advice of any alterations will be provided. Where roles under scope of this Agreement undergo significant change or new roles are created they will be job sized with a minimum of 1 PSA representative included in this process.
REMUNERATION SYSTEM. In addition to the above remuneration, the SECOND PARTY is entitled to the following incentives, profits and commission or lifetime achievement rewards and awards based on the sale of products/services: Commission: Each product or Service offered by the FIRST PARTY carries a value which is termed as base value (BV) Commission of the SECOND PARTY is based on BV of products sold by them or through them, generated through “Re-purchase” and “Sale” in his/her “Distribution Channel/s”. Remuneration based on BV is disbursed to the SECOND PARTY by way of commission on Daily/Weekly/Monthly basis… the Retail profit, Team Sales performance bonus and the Generation sales incentives. Remuneration based on BV is disbursed to the SECOND PARTY by way of commission on daily, weekly and monthly basis.
REMUNERATION SYSTEM. (a) For remuneration purposes, employees of the company will be classified into one of five classification levels. To enter a classification level, an employee must have the skills to carry out an appropriate task for that level and must be applying those skills in the workplace.
REMUNERATION SYSTEM. Front Article 12:
