Salary Reviews a. The Administration may, in its sole discretion, initiate a salary review when competitive circumstances arise (e.g., when demand for a particular discipline increases), thereby creating retention risk and salary compression with regard to new hires and adjust a faculty member’s salary as it deems appropriate. No faculty member’s salary may be reduced as the result of a salary review. A faculty member may request that the Xxxxxxx initiate a salary review. The request must be in writing and state the rationale for the salary review, including reference to any prior request(s) for a salary review. The Xxxxxxx will decide in his or her sole discretion whether to initiate such a salary review. The decision of the Xxxxxxx to not initiate a salary review is final and not grievable.
b. The decision of the Administration with respect to salary reviews shall be final. No part of the decision (procedure or merits) may be grieved. The Administration will report its decisions on such salary reviews to the AAUP-FA.
Salary Reviews. Executive's Base Salary shall be reviewed annually by the Compensation Committee of the Board for the purpose of considering increases thereof. In conducting this review, the Compensation Committee of the Board shall consider appropriate factors, including, without limitation, Executive's performance, the Company's financial condition and compensation afforded to senior executives of comparable corporations. The Base Salary shall not be decreased without the written consent of Executive.
Salary Reviews. The Company will review the TRC, usually on an annual basis. There is no guarantee that the TRC will be increased.
Salary Reviews. The local organisation of Finansförbundet shall be given the opportunity to have a dialogue and receive information in good time before the an- nual salary review about the upcoming salary review and the financial preconditions. Moreover, the employer shall provide a list of the current salaries of the members of Finansförbundet. Subsequently, the employer shall conduct the salary review. At the salary negotiations where salaries are determined, the issue of unjustified dif- ferences in levels of salary shall be taken into consideration to ensure that no such differences remain or emerge again. The salary-setting managers shall during the salary negotiations have access to the relevant salary statistics of the company broken down between men and women. The statistics shall be presented on both an overall and a detailed level so that the managers are able to form an opinion about the current situa- tion regarding salary and avoid unjustified differences in the levels of salary being set. The local organisation of Finansförbundet shall also have access to the corresponding statistics at the overall level at the xxx- ary negotiations. After the salary review has been completed, the local organisation of Fi- nansförbundet shall receive a compilation of the new levels of salary of its members, both at the individual and the collective level. At this point, the local organisation of Finansförbundet will have the possibility to request negotiations regarding individuals or groups of em- ployees. In such cases, the rules of procedure for co- determination ne- gotiations at the company shall apply.
Salary Reviews. 7.4.1 The Company will distribute a salary increase pool equal to a minimum of 4% of the actual annual base salaries per annum for those employees eligible to participate at each annual salary review (as determined by Clause 7.4.3).
7.4.2 Individual salary increases will be distributed on the basis of merit and relativity, as assessed by the Company, and paid from the following effective dates: 1 January 2007, 1 January 2008 and 1 January 2009, subject to, at all relevant times, the Company complying with the minimum salary levels specified in Clause 7.1.
7.4.3 To be eligible for a salary increase in any year you must: • Be a permanent full time, part time or fixed term employee; • Have been employed by the Company before 1 October of the previous year; • Occupy a Band 1 position identified as covered by the terms of this Agreement; and • Have participated in the Company’s performance management process and have a performance rating of “meets expectations” (or equivalent) or better on your annual performance review.
7.4.4 If you meet the conditions of Clause 7.4.3, and subject to Clause 7.4.5, the Company will guarantee you a minimum per annum salary increase of at least 2% of your base salary.
7.4.5 The Company may elect to provide the percentage increase you would have otherwise received under an annual review in a lump sum amount rather than as an adjustment to your salary should your salary exceed the maximum for a GE Band 1 employee. At the time of lodgement, this is $50,740 per annum.
Salary Reviews. While this Agreement remains in effect, the annual base salary provided in Section 2.01(a), above, may, in the sole discretion of the Board, be reviewed at any time to ascertain whether such base salary should be increased or decreased. In the event the board determines that Pomexxxxx'x xxxe salary should be revised, his base salary payable for the remaining term of this Agreement pursuant to (a) above shall be such revised amount unless such amount in turn is increased or decreased on subsequent annual review, in which event the last such revised amount shall represent Pomexxxxx'x xxxual base salary for the then remaining term of this Agreement. Notwithstanding the above, in no event shall Pomexxxxx'x xxxe salary be less than $750,000 per anum.
Salary Reviews. In November of each year to be effective from January 1 each year, commencing with the first review in November 2011.
Salary Reviews. In addition to the adjustments provided for in Section 3.1 EMPLOYEE shall receive annual merit reviews and such salary increases, if any, as may be determined by the non-employee members of the Board of Directors of EMPLOYER at its annual meeting.
Salary Reviews a. The Administration may, in its sole discretion, initiate a salary review when competitive circumstances arise (e.g., when demand for a particular discipline increases), thereby creating retention risk and salary compression with regard to new hires and adjust a faculty member’s salary as it deems appropriate. No faculty member’s salary may be reduced as the result of a salary review. Faculty members may not initiate salary reviews.
b. The decision of the Administration with respect to salary reviews shall be final. No part of the decision (procedure or merits) may be grieved. The Administration will report its decisions on such salary reviews to the AAUP-FA.
Salary Reviews i) WFI is committed to annual performance linked salary reviews with salary levels being set competitively with the Insurance Industry in order to attract and retain Employees. The setting of salary levels will take into account salary movements in the industry (using relevant salary surveys eg: CSI), movement in the Consumer Price Index and the overall performance of the company.
ii) Salary reviews will be conducted each August/September with the new salaries being applicable from 1 October.
