Workforce Achievement Payments Sample Clauses

Workforce Achievement Payments. Main Roads is introducing a series of Workforce Achievement Payments (WAP) linked to the commitment to undertake certain Workplace Health and Safety initiatives. These initiatives are consistent with the organisation’s aim of further improving a safety first culture across the Department. The Workforce Achievement Payments will be as follows: • $250 per full-time equivalent employee, payable on and from 31 March 2009; • $150 per full time equivalent employee, payable on and from 31 March 2010; • $100 per full time equivalent employee, and payable on and from 31 March 2011. The Workforce Achievement Payments shall be paid for the continuing commitment of the parties to this agreement (including the employees) to achieve the initiatives developed by Main Roads and set out within this clause. The WAP is payable to permanent full time employees, temporary employees engaged longer than 12 months and permanent part-time employees with payment for part-time employees to be on a pro-rata basis. The initiatives are as follows- • Pursue AS4801 certification within all Divisions, Regions, Groups and Workplaces of Main Roads; • Pursue strategies to reduce the number of lost time injury claims greater than five working days throughout Main Roads; and • Commitment by each employee to positively participate with their delegate manager to develop and maintain a current workplace health and safety target within their employee achievement plan over the life of the agreement. The initiatives (i.e. to pursue AS4801 certification; to reduce the number of lost time injuries greater than five working days throughout Main Roads and to incorporate a current workplace health and safety target within each employee's achievement plan) will be underpinned by detailed implementation strategies which are to be endorsed by the SBU. Main Roads will develop these implementation strategies by 20 February 2009. The SBU will endorse each implementation strategy and review their progress over the life of the Agreement. Employees currently the subject of formal department disciplinary or performance management procedures will not be eligible to receive the WAP until such processes have been satisfactorily concluded and the employee is considered to be performing in a satisfactory manner. Parties to this Agreement agree that these payments will not create a precedent for such arrangements beyond the scope and duration of this agreement. These workforce capability payments replace the $500 per em...
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Related to Workforce Achievement Payments

  • Incentive Payments The Settlement Fund Administrator will treat incentive payments under Section IV.F on a State-specific basis. Incentive payments for which a Settling State is eligible under Section IV.F will be allocated fifteen percent (15%) to its State Fund, seventy percent (70%) to its Abatement Accounts Fund, and fifteen percent (15%) to its Subdivision Fund. Amounts may be reallocated and will be distributed as provided in Section V.D.

  • Performance Pay In accordance with Section 8 of the General Appropriations Act for Fiscal Year 2020-2021, contingent upon the availability of funds and at the Agency Head’s discretion, each agency is authorized to grant merit pay increases based on the employee’s exemplary performance, as evidenced by a performance evaluation conducted pursuant to Rule 60L-35, Florida Administrative Code.

  • Bonus Payments No employee shall be required or requested to make any written or verbal agreement that will conflict with the terms of this Agreement. All employees must be paid weekly for all hours worked as provided in this Agreement. Any bonuses, commissions or other methods of payments over and above the requirements of this Agreement shall be in addition to the requirements of this Agreement and may not be used to offset such contractual requirements and shall not be subject to negotiations.

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the CPF shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the charter term. This section shall not preclude the SCSC from considering other relevant factors in making renewal decisions.

  • Annual Performance Bonus During the Employment Term, the Executive shall be entitled to participate in the STIP, with such opportunities as may be determined by the Chief Executive Officer in his sole discretion (“Target Bonuses”), and as may be increased (but not decreased, except for across-the-board reductions generally applicable to the Company’s senior executives) from time to time, and the Executive shall be entitled to receive full payment of any award under the STIP, determined pursuant to the STIP (a “Bonus Award”).

  • Performance Incentives As a bonus, to supplement Assistant Coach’s compensation, as set out herein, the University agrees to pay the following sums upon attainment of each specified goal, provided the Program is in compliance with all Governing Athletics Rules and University Rules, and there are no pending or active NCAA or __________ Conference investigations or major violations of which Assistant Coach knew or should have known. Assistant Coach must also complete the _________ [insert sport] season as an Assistant [Men’s/Women’s] [delete if sport is football] __________ Coach to receive any performance incentives for that season. Payment will be made to Assistant Coach within 60 days after goal is accomplished. (a) $_________ in any contract year in which the team wins the __________ Conference championship. (b) $_________ in any contract year in which the team participates in post-season NCAA competition. (c) $_________ for each game that the team wins in NCAA post-season competition. (d) $_________ in any contract year in which the team wins the NCAA championship.]

  • Performance Bonuses The Executive will be eligible to receive an annual cash bonus at an annualized rate of up to 40% of his base salary, based on the achievement of reasonable individual and Company performance targets to be established by the Company and Parent.

  • Incentive Payment 11.3.1 An employer may offer and an employee may accept an early retirement incentive based on the age at retirement to be paid in the following amounts Age at Retirement % of Annual Salary at Time of Retirement 11.3.2 An employer may opt to pay the early retirement incentive in three equal annual payments over a thirty-six (36) month period. 11.3.3 Eligible bargaining unit members may opt for a partial early retirement with a pro- rated incentive.

  • Target Bonus Executive will be eligible to receive an annual bonus of up to forty percent (40%) of Executive’s Base Salary, less applicable withholdings, upon achievement of performance objectives to be determined by the Board in its sole discretion (the “Target Bonus”). The Target Bonus, or any portion thereof, will be paid as soon as practicable after the Board determines that the Target Bonus has been earned, but in no event shall the Target Bonus be paid after the later of (i) the fifteenth (15th) day of the third (3rd) month following the close of the Company’s fiscal year in which the Target Bonus is earned or (ii) March 15 following the calendar year in which the Target Bonus is earned.

  • Final Compensation Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment. Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

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