REMUNERATION SYSTEM. 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.
9.2 The parties agree that an increase in the level of job requirement attached to a position shall lead to a pay increase, the amount of which shall be defined by an evaluation of the requirement level of the new position, as well as the employee's competence and performance.
9.3 If an employee's competence and performance in the position with increased level of job requirement do not correspond to the level of competence and performance attained in the former position, a plan shall be drawn up jointly with the superior to develop his or her competence. The superior and employee shall appraise the development of competence within three to six months of the change in the level of job requirement attached to the position, together identifying the areas the employee must develop in order to improve his/her competence and performance in the more responsible position and to result in increased pay. Unless otherwise agreed and in the event of failure to prepare a plan despite the employee's request, failure to prepare a plan may result in the procedure under Section 89.
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. 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. 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.
Note 1: The work of the Remuneration Working Party will include collecting data on the existing paid rates and remuneration provisions that apply to roles within coverage as part of developing the unified progression and remuneration framework.
Note 2: This work does not include negotiating increases to salaries / pay bands. All negotiated and agreed pay increases are recorded in this Terms of Settlement.
REMUNERATION SYSTEM. 3.1 Standard trip payments for interstate linehaul operations will be determined by applying:
(a) the appropriate salary point of the Postal Transport Officer (Parity) classification applicable to the employee as adjusted for Agreement increases;
(b) the tonnage allowance applicable to the vehicle being driven as adjusted for Agreement increases;
(c) shift penalty and overtime payments where applicable in accordance with clauses 15 and 17 of this Agreement; and
(d) the trip times set out in Table 1 above.
REMUNERATION SYSTEM. 4.1 Minimum Rates of Pay The minimum rates of full time ordinary pay under this Agreement are: Grade 1 $799.31 $832.12 Grade 2 $833.68 $866.49 Grade 3 $917.88 $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. 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. Front Article 12:
1. Each job level corresponds to a salary range.
2. Each job level corresponds to a salary range with a minimum and maximum (band), see Appendix 6. The starting point is that the salary ranges are in line with the market. These salary bands have been tested in terms of the market and market conformity.
3. When joining the company, an employee is classified in the salary range that is appropriate for their job level based on their training and experience.
4. A band is made up of 3 categories of percentiles starting from the 10–35th percentile up to the 35–65th percentile and finally the 65–90th percentile.
5. Employees who join the organisation on 1 April shall not receive a salary increase on 1 April the following year, but on the date that they have actually been employed for 1 year. After that, they shall participate in the regular cycle of the Performance Appraisal & Personal Development System*.
6. Employees who exceed their band maximum shall receive the gross salary increase up to the top of the salary band. If the salary increase exceeds the band, the additional salary shall be paid as a one-off gross payment. This one-off gross payment is the difference between the maximum band and the extent to which the salary increase would have exceeded this maximum. Position in salary range 65 – 90th percentile - Highly specialised skills - Considerable valuable experiences/skills Position in salary range 35 – 65th percentile - Expected to be fully proficient in position/job - Might needs to acquire some additional functional expertise. However, have other skills/experience considered valuable to perform in the position - Experienced new hires - Performance likely to consistently meet and may exceed expectations – External hires with a track record can be expected to be situated around the median along with proven internal performers. Position in salary range 10 – 35th percentile - Needs to acquire new skills to perform fully proficiently - Expected to grow in role - Quickly promoted through the ranks 10 - New to job - Performance may need improvement – people new to the level can expect to be relatively low until performance is proven ** Employees are assessed annually based on the Performance Appraisal & Personal Development System. The remuneration system includes 5 evaluation classes (1 to 5), which are translated into 5 levels on the merit matrix. If no objectives have been defined for an employee or if the objectives set for the employe...
REMUNERATION SYSTEM. 3.1 Standard trip payments for interstate linehaul operations will be determined by applying:
(a) the appropriate salary point of the Postal Transport Officer (Parity) classification applicable to the employee as adjusted for EBA increases;
(b) the tonnage allowance applicable to the vehicle being driven as adjusted for EBA increases;
(c) shift penalty and overtime payments where applicable in accordance with clauses 15 and 17 of this Agreement; and
(d) the trip times set out in Table 1 above.
4. TRANSITIONAL ARRANGEMENTS Employees engaged in interstate linehaul operations will continue to be paid interstate linehaul trip rates payable immediately prior to 9 August 2004 until these rates are overtaken by the standard trip payments payable in accordance with the remuneration system at clause 3 above.
5. PROCESS FOR REVIEWING STANDARD TRIP TIMES
5.1 Australia Post will monitor trip times for interstate linehaul runs as recorded by on-board truck computers.
5.2 Australia Post will provide the union with details of trip time summaries recorded under
5.1 on a monthly basis or as otherwise agreed by the parties.
5.3 Where it appears that a trip time in Table 1 is no longer appropriate, or where a new run is being introduced, the following process will apply:
(a) trip times recorded by the on-board truck computers during a recent month of heavy mail loads and a recent month of light mail loads will be examined;
(b) anomalous or abnormal times will be excluded;
(c) valid trip times for each selected month will be recorded in order from fastest to slowest time;
(d) 10% of valid times at each end of the range of times recorded for each month will be excluded;
(e) the remaining valid times will be used to determine an average time for each selected month;
(f) based on the above trip time information, Australia Post will determine new/revised trip times after appropriate consultation. 1. a) Titles:
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.
