Total Remuneration. Total remuneration shall mean the base salary paid to the employee, and is inclusive of bonuses and allowances including the clinical component for rostered duties paid by The University of Auckland.
Total Remuneration. Boehringer Turkey undertakes to pay remuneration in accordance with the provisions of Appendix 2 The Budget and payment conditions according to the provisions of this Section 4. Remuneration shall be exclusive of value added tax (VAT) which shall be added thereon and invoiced by IBA, if applicable.
Total Remuneration. 15.1 Employees are remunerated on a Total Remuneration basis. The Total Remuneration for employees is made up of the following components:
(i) Base Salary; and
(ii) Aggregate Penalties;
15.2 The Base Salary is comprehensive and unless specified elsewhere in this Agreement includes provision for the payment of any allowances or payments that may otherwise be payable or have been payable to an employee. Examples of such allowances or payments include but are not limited to the following:
(i) The employee's classification;
(ii) Hours the employee may be required to work as a result of operational necessity that are in addition to the employee's rostered hours;
(iii) Annual leave loading;
(iv) All public holiday penalty payments;
(v) Driver only operation;
(vi) Tonnage / Distance payments;
(vii) Coal/Dust allowance; and
(viii) All time spent in accommodation units when on "away from home depot" workings.
15.3 Base Salaries for each classification are set out in Schedule 1 to this Agreement.
15.4 Aggregate penalties are provided to compensate employees for working shift work and weekends. The method for calculating the Aggregate Penalty and the Aggregate Penalty Multiplier for different shifts is set out below in clause 16.
Total Remuneration. 5.1 We use the total remuneration a pr ach for et g wages, salaries and benefits. The Total Employment Cost (TEC) approach provi es you wi h control and choice, by which you tailor your remuneration to meet your needs. It is conditi n of your employment that your TEC is confidential to you and at you do not disclose his to any other employee.
5.2 Since you are employed as n executive, you will b remunerated on the basis of an annual TEC as set out in Schedule1, from hich is to be paid (a) whatever is the required level of Company superannuation contributions under the current federal government's Superannuation Guarantee Contribution (SGC) leg lation (cu ntly 9.0% p.a.) up to the maximum superannuation contribution base salary ovided Sections 20 and 21 of the Superannuation Guarantee m stration) Ac 199 and (b) applicable payroll tax on the remainder of the TEC so that the annual (gross) salar plus Company superannuation contribution and applicable payroll tax, before any other adjus ments, equals the TEC (subject to any later adjustments for changes in the require evel of Comp ny superannuation contributions, payroll tax or salary sacrifices you
5.3 If computers are r uired as a ‘tool of the trade’ they will be supplied and funded by Company as a position ement.
5.4 The costs of training and accreditation specific to your role will be funded by Company in accordance with its policies.
5.5 The cost of any FBT incurred, based on an individual’s choice of fringe benefits that are available through the Company salary packaging only, will be your responsibility and so will be borne by you and will be processed by deductions of the appropriate amount from your remuneration. Your annual salary payment certificate will include the taxable value of all your fringe benefits. The exceptions are employment related meal entertainment benefits (including associated travel and accommodation) and any agreed car parking benefits (other than reimbursements or payment of employee incurred parking costs). There is also an exemption if the annual benefits per employee are $1,000 or less.
5.6 Any bonus payment or other incentive does not form part of the TEC as outlined above for calculating ordinary superannuation or other entitlements. If any bonus or other incentive payments are ever made, the amount will be expressed as a gross amount, so the amount payable to you will be subject to any applicable laws, including withholding for payment for tax, and will be reduced by appli...
Total Remuneration. 6.1 Since you are employed initially as a full-time employee, you will be remunerated on the basis of an annual Gross Base Remuneration(GBR) as set out in Schedule1, from which is to be paid (a) whatever is the required level of the Company superannuation contributions under the current federal government's Superannuation Guarantee Contribution (SGC) legislation (currently 9.5% p.a.) up to the maximum superannuation contributi base salary as provided Sections 20 and 21 of the Superannuation Guarantee (Admin tration) Act 1992 and (b) applicable payroll tax on the remainder of the GBR so that the annual (gross) salary plus the Company superannuation contribution and applicable payroll t , before an other adjustments, equals the GBR (subject to any later adjustments for changes in the required level of the Company superannuation contributions, p yroll tax or salary sacrifices you make).
6.2 Any bonus payment or other incentive oes not form art of the GBR as outlined above for calculating ordinary superannuation or other entitlements. If any bonus or other incentive payments are ever made, the amount will be expressed as a gross amount, so the amount payable to you will be subject to any applicabl laws, including withholding for payment for tax, and will be reduced by applicable payroll tax on any bonus taken as salary or applicable superannuation contri ions.
6.3 Your participation in th Company bonus scheme will be based on your satisfactory performance including your contribut on to the enduring profitability of the Company. Any such bonus or other incentive including amount, nature and timing, is entirely at the discretion of the Com any or as se out in Schedule 1.
Total Remuneration. Base Salary $ Superannuation @ [insert rate] $ Motor vehicle $ Other benefit – please specify $ As required by Section 65(2)(a)(vi) of the Employment Relations Act 2000, the following is a plain language explanation of the services available for resolution of employment relationship problems: If any problem or difference arises in relation to this Agreement or if the Chief Executive considers [he/she] has a personal grievance (as defined in the Employment Relations Act 2000) the parties will both actively, openly and in good faith discuss the matter with a view to resolving it by mutual agreement.
Total Remuneration. During the term of this Agreement you will be paid a Total Remuneration, consisting of a Base Salary, Grosvenor Allowance and Work Pattern Payment.
(a) Base Salary The Base Salary is: Mine Technician Annual $74,412.44 $76,644.81 $79,327.38 $82,103.84 Hourly $40.89 $42.11 $43.59 $45.11 Mine Trades Technician Annual $78,885.23 $81,251.79 $84,095.60 $87,038.95 Hourly $43.34 $44.64 $46.21 $47.82
(b) Grosvenor Allowance The Grosvenor Allowance is: From Commencement From First Anniversary of Commencement From Second Anniversary of Commencement From Third Anniversary of Commencement Mine Technician/ Mine Trades Technician $36,000.00 $37,080.00 $38,377.80 $39,721.02
(c) Work Pattern Payment The Work Pattern Payment for each roster is calculated in accordance with Attachment 2. The Work Pattern Payments for example current rosters worked at the Mine is shown in the Total Remuneration tables in Attachment 3.
Total Remuneration. During your secondment to NovaMed Pharmaceuticals (Shanghai) Co., Ltd., the Employer will pay the Employee RMB 1,200,000 per annum (China salary). In addition, RMB 800,000 per annum will be paid through non-taxable reimbursement subject to your submission of valid invoices from China. In respect of the Employee’s direct responsibilities with the Employer outside of the PRC, the Employer will pay the Employee RMB 400,000 per annum (HK salary) (or RMB 33,333 per month) payable monthly in arrears on or about the last working day of each calendar month and all days in the month are deemed to be fully paid. The Employee is responsible for paying salaries’ tax. In case of any incomplete calendar month, the salary shall be pro-rated according to the number of days, which the Employee has actually worked during such calendar month. In recognition of the benefit of the Employee’s services to the Company, the Company will provide to the Employee with a sign-on bonus in the amount of RMB 620,000 less applicable withholdings. The sign-on bonus will be advanced to you after your first month of employment. The Employee is responsible for paying sign-on bonus’ tax. However, in the event that the Employee voluntarily end his employment relationship prior to at least 18 months of service with the Company, the Employee promises and agrees to repay the Company the full amount of the sign-on bonus on his resignation date. The tax amount should be able to be deducted from the Employee’s regular taxable monthly compensation for the month he voluntarily end his employment relationship.
Total Remuneration. Employees will receive a Total Remuneration package comprising of the following components:
1) Base Salary;
Total Remuneration. The Contractor will receive no direct financial remuneration from the State for goods and services for the purchases by the State under this QPA made directly with the Authorized Reseller, it being understood that the Contractor’s remuneration for indirect orders derives from its agreements with its Authorized Resellers.
