Lump Sum Wage Payment Sample Clauses

The Lump Sum Wage Payment clause establishes that an employee will receive their wages in a single, predetermined payment rather than through periodic installments. Typically, this clause applies to situations such as project-based work, severance agreements, or settlement of outstanding wages, where the total compensation is calculated and paid at once. Its core function is to provide clarity and finality regarding payment obligations, ensuring both parties understand the full amount due and eliminating ongoing payroll administration for the specified period or task.
Lump Sum Wage Payment for Delay in Implementing the 2022-2023 General Wage Adjustment (GWA) 2/2/1 Employees in pay status on the effective date of the GWA will receive a lump sum wage payment in an amount equal to the value of the GWA received under 2/1/1, above, multiplied by the number of the employee’s hours in pay status in a bargaining unit position between January 01, 2023, and the effective date of the GWA. The lump sum wage payment will be provided as soon after the effective date of the Agreement as is administratively feasible.
View SourceView Similar (3)
Lump Sum Wage Payment for the Delay in Negotiating and Implementing the GWA 2/2/1 If there is a delay in in implementing the GWA identified in section 2/1/1, employees in pay status on the effective date of the GWA will receive a lump sum wage payment in an amount equal to the value of the GWA received under 2/1/1 above, multiplied by the number of the employee’s hours in pay status from July 2, 2023 to the first pay period in which wage adjustments required under section 2/1/1 above are reflected in the Employees’ regular paychecks. The lump sum payment will be provided as soon as is administratively feasible. Employees that retire or die after July 2, 2023 will also be eligible for the wage adjustment and lump sum payment.
View SourceView Similar (2)
Lump Sum Wage Payment for Delay in Implementing the 2014-2015 General Wage Adjustment (GWA) 2/3/1 Attorneys in pay status on the effective date of the GWA will receive a lump sum wage payment in an amount equal to the value of the GWA received under 2/1/2, above, multiplied by the number of the Attorney’s hours in pay status (in any classification) from June 29, 2014, to the effective date of the GWA. The lump sum wage payment will be provided as soon after the effective date of the Agreement as is administratively feasible. 2/3 2 Attorneys who were laid off from the bargaining unit after June 29, 2014, will receive a lump sum wage payment in an amount equal to the value of the GWA they would have received under 2/1/2, above, multiplied by the number of the Attorney’s hours in pay status from June 29, 2014, to the effective date of the GWA.
View Source
Lump Sum Wage Payment. The parties agree that each employee on the active payroll as of October 20, 2006 or on approved leave of absence of ninety (90) days or less or who has returned to work from a leave or been recalled between October 20, 2006 and December 16, 2006 will receive a Lump Sum Wages Payment, less applicable legal deductions, of three thousand dollars ($3000) payable as soon as feasible. Section C. General Wage Increase The parties agree that each employee on the active payroll as of October 20, 2006 will receive a General Wage Increase of three and one half percent (3.5%) which will be applied to the base rate of pay and the rate range maximums of Grades 1 through 24. The three and one half percent (3.5%) General Wage Increase will be retroactive to October 27, 2006. The General Wage Increase will not be applied to the Minimums of the rate ranges. Employees who are on leave of absence on the effective date of the General Wage Increase will have wage changes applied if and when they return to work. The parties agree that effective October 19, 2007 each employee on the active payroll will receive a General Wage Increase of three and one half percent (3.5%) which will be applied to the base rate of pay and the rate range maximums of Grades 1 through 24. The General Wage Increase will not be applied to the Minimums of the rate ranges. Employees who are on leave of absence on the effective date of the General Wage Increase will have wage changes applied if and when they return to work. The parties agree that effective October 17, 2008 each employee on the active payroll will receive a General Wage Increase of three and one half percent (3.5%) which will be applied to the base rate of pay and the rate range maximums of Grades 1 through 24. The General Wage Increase will not be applied to the Minimums of the rate ranges. Employees who are on leave of absence on the effective date of the General Wage Increase will have wage changes applied if and when they return to work. All employees, except those who are above the maximum of their rate range as a result of a previous downgrade, will be eligible for the full amount of the general wage increases. Employees who are above the maximum of the rate range, as a result of a previous downgrade, will receive a partial general increase that will be equal to the amount necessary to make the base wage rate equal to the new maximum of the rate range.
View Source
Lump Sum Wage Payment. 2/2/1 If implementation of the Agreement is delayed until after June 30, 2024, employees in pay status on the date of implementation will receive the increase with a lump sum payment for the increase for all hours in pay status in the bargaining unit back to June 30, 2024. Employees that retire or die after June 30, 2024, will also be eligible for the wage adjustment and lump sum payment. Employees in the bargaining unit that return from an unpaid leave of absence will also receive the wage adjustment and lump sum payment for hours in pay status back to June 30, 2024. This memorandum outlines the estimated fiscal impact of the tentative agreement (TA) that UW–Madison and the Wisconsin State Building Trades Union have reached on the 2024-25 collective bargaining agreement (CBA). The CBA covers the time period from July 1, 2024, through June 30, 2025, and the TA proposes a 4.12% increase in wages effective June 30, 2024, the first pay date of the 2025 fiscal year. The following chart outlines the anticipated cost increases across all funding sources. Please note the estimated increase factors in the 4.12% pay plan effective June 30, 2024: Fiscal Impact of TA on All Funding Sources (235.04 FTE) Increase in Wages Increase in Fringe Costs1 Total Increase Annualized $934,816 $144,897 $1,079,713 Approximately 54.1% of the amounts listed above would come from general purpose revenue (GPR). Pursuant to relevant provisions of the Wisconsin Statutes,2 UW–Madison is submitting the TA to the Joint Committee on Employment Relations (JCOER). Approval of the TA and, consequently, any fiscal impact outlined in this memorandum are dependent on JCOER’s approval. 1 The variable fringe rate is 15.5%.
View Source

Related to Lump Sum Wage Payment

  • Lump Sum Payment If an individual JOC Task Order is scheduled for Completion within forty- five (45) days or less, the County will make one payment after thirty (30) days of Work to the Contractor, exclusive of retention. Contractor may request for one payment (including retention payment); however, payment will be made after Final Acceptance of the JOC Task Order.

  • Lump Sum Payments The retiring allowance shall be paid in annual instalments, to a maximum of three

  • Lump Sum The Change Order cost is determined by mutual agreement as a lump sum amount changing the Contract Sum allowed for completion of the Work. The Change Order shall be substantiated by documentation itemizing the estimated quantities and costs of all labor, materials and equipment required as well as any ▇▇▇▇-up used. The price change shall include the cost percent allowed for the Contractor's overhead and profit and, if eligible, Time Dependent Overhead Costs.

  • Public Benefit It is XR's understanding that the commitments it has agreed to herein, and actions to be taken by XR under this Settlement Agreement confer a significant benefit to the general public, as set forth in Code of Civil Procedure § 1021.5 and Cal. Admin. Code tit. 11, § 3201. As such, it is the intent of XR that to the extent any other private party serves a notice and/or initiates an action alleging a violation of Proposition 65 with respect to XR's alleged failure to provide a warning concerning actual or alleged exposure to DEHP prior to use of the Covered Products it has manufactured, distributed, sold, or offered for sale in California, or will manufacture, distribute, sell, or offer for sale in California, such private party action would not confer a significant benefit on the general public as to those Covered Products addressed in this Settlement Agreement, provided that XR is in material compliance with this Settlement Agreement.