Employment Variables Sample Clauses

The Employment Variables clause defines the key terms and conditions related to an employee’s role, such as job title, salary, working hours, and location. It typically outlines the specific details that govern the employment relationship, ensuring both parties are clear on expectations and obligations. By clearly specifying these variables, the clause helps prevent misunderstandings and disputes regarding the fundamental aspects of employment.
Employment Variables. Employment questions were asked of all persons 16 years and older at the time of the interview. Employment variables consist of person-level indicators such as employment status and job- related variables such as hourly wage. All job-specific variables refer to a person’s current main job. The current main job, defined by the respondent, indicates the main source of employment. Employment variables included on the Panel 16 Round 3/Panel 17 Round 1 2012 release are: EMPST13, HRWAG13X, HRWGRD13, HRWAY13, HOUR13, HELD13X, OFFER13X, NUMEMP13 and SELFCM13. Most employment variables pertain to status as of the date of the interview. Logical edits were performed on variables that indicate whether health insurance is held or offered at a current main job. In addition, some wage information was logically edited for consistency. Edits were performed under three circumstances: • in cases where a respondent updated a wage, indicating as the reason for the change that the amount reported in a previous round was in error, and then provided the corrected amount for the previous round; • in some cases where wages reported as less than $1.00 per hour are updated in a subsequent round to greater than $1.00, and the wage increased by a factor of 10 or 100 (for example, if a Round 4 wage is updated to $20.00, the Round 3 wage of $0.20 could logically be updated to $20.00); in some of these cases, additional comments may have also indicated an error; and • in some cases where wages changed substantially from round to round and a keying error was evident (for example, ‘the number of hours on which the salary is based’ is updated from ‘40’ to ‘4’; the ‘4’ could logically be updated to ‘40’). In all cases that result in an edit, a complete review of wage and employment history is performed; in some cases, comparisons are made to employment at similar establishments within the MEPS as well as to data reported and summarized by the Bureau of Labor Statistics. When missing, wage values were imputed for certain persons’ hourly wage; however, there was no editing performed on any values reported by the respondent (except as noted above). Hourly wages greater than or equal to $66.98 were top-coded to –10. The number of employees variable was top-coded at 500. Employment status was asked for all persons aged 16 or older. Responses to the employment status question were: “currently employed” if the person had a job at the interview date, “has a job to return to” if the person did not wor...
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Employment Variables. Employment questions were asked of all persons 16 years and older at the time of the interview. Employment variables consist of person-level indicators such as employment status and job- related variables such as hourly wage. All job-specific variables refer to a person’s current main job. The current main job, defined by the respondent, indicates the main source of employment. Employment variables included on the Panel 5 Round 3/Panel 6 Round 1 2001 release are: EMPST13, HRWAG13X, HRWGRD13, HRWAY13, HOUR13, HELD13X, OFFER13X, NUMEMP13 and SELFCM13. Most employment variables pertain to status as of the date of the interview. With the exception of health insurance held or offered from a current main job, no attempt has been made to logically edit any employment variables. When missing, values were imputed for certain persons’ hourly wage; however, there was no editing performed on any values reported by the respondent. Hourly wages greater than or equal to $57.69 were top-coded to –10. The number of employees variable was top-coded at 500. Employment status was asked for all persons aged 16 or older. Responses to the employment status question were: “currently employed” if the person had a job at the interview date, “has a job to return to” if the person did not work during the reference period but had a job to return to as of the interview date, “employed during the reference period” if the person had no job at the interview date but did work during 2001, and “not employed with no job to return to” if the person did not have a job at the interview date, did not work during the reference period, and did not have a job to return to. These responses are mutually exclusive. A current main job was defined for persons reporting that they were currently employed and who identified a current main job, and for persons who reported and identified a job to return to. Therefore, job-specific information such as hourly wage exists for persons not presently working at the interview date but who have a job to return to. Hourly wage was asked of all persons who reported a current main job that was not self- employment (SELFCM13). For reasons of confidentiality, the hourly wage variable (HRWAG13X) was top-coded. A value of –10 indicates that the hourly wage was greater than or equal to $57.69. The hourly wage on this file (HRWAG13X) should be considered along with its accompanying variables HRWGRD13 and HRWAY13. HRWGRD13 is a flag that indicates the round in which the repo...
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Related to Employment Variables

  • TYPES OF EMPLOYMENT AND TERMINATION OF EMPLOYMENT 15 General 16 Employees on Daily Hire 17 Casual Employees 18 Employer and Employee Duties 19 Apprentices 20 Sham Contracting 21 Termination of Employment 22 Redundancy 23 Payment of Wages and Time Records 24 Superannuation 25 Insurance 26 Insurance – Minimum Cover / Minimum Benefits 27 Insurance – Employer Liability 28 Accident Makeup Pay 29 Compensation of Tools of Trade and Clothes 30 Application of Site Agreements / Inductions and off the job training / Local Labour – Visa Requirements 31 Hours of Work 32 Presenting for Work but Not Required 33 Overtime 34 Call Back

  • TERMINATION OF EMPLOYMENT CONTRACT This employment Contract may be terminated by:

  • Employment Period Compensation In consideration of the other provisions of this Agreement, and the Executive’s agreement to execute a Release Agreement, substantially in the form attached hereto as Exhibit B, in the event of his termination under relevant circumstances pursuant to which he would be paid severance benefits, ESC shall provide the Executive with the following payments and benefits, both those set forth in this section and elsewhere in this Agreement:

  • Employment Termination 12.1 Subject to the terms and conditions of the National Building and Construction Industry Award 2000, it is agreed that it is the company’s prerogative to determine the order of selection of employees for employment or retrenchment subject always to the following: a) All relevant legislation governing unfair dismissal, discrimination, etc. will be observed; b) Voluntary terminations will be encouraged as a first step; c) The seniority of employees – within classifications, experience or skills held – will be considered by the company in selecting employees for retrenchment; d) The Grievance Procedures set out in Clause 9 of this Agreement will apply in the event of any concerns arising regarding retrenchments.

  • Compensation; Employment Agreements; Etc Enter into or amend or renew any employment, consulting, severance or similar agreements or arrangements with any director, officer or employee of Metropolitan or its Subsidiaries, or grant any salary or wage increase or increase any employee benefit (including incentive or bonus payments), except (i) for normal individual increases in compensation to employees in the ordinary course of business consistent with past practice, (ii) for other changes that are required by applicable law, and (iii) to satisfy Previously Disclosed contractual obligations existing as of the date hereof.