Pay Structure Sample Clauses
The Pay Structure clause defines how and when payments will be made under the agreement. It typically outlines the amounts to be paid, the schedule or milestones for payment, and any conditions that must be met before payment is released. For example, it may specify hourly rates, fixed fees, or payment upon completion of certain deliverables. This clause ensures both parties have a clear understanding of financial expectations, reducing the risk of disputes over compensation and promoting timely payment.
Pay Structure. Standards for pay progression
Pay Structure a. The pay structure consists of one (1) base rate for cadets, and a pay range consisting of a base rate minimum and maximum for officers. Total pay for an officer consists of the base rate, and experience/performance premium pay. There are two (2) classifications: Cadet and Police Officer. A Police ▇▇▇▇▇ is a sworn officer who has not completed basic training. A Police Officer is a law enforcement professional who successfully completed basic OPOTC training.
Pay Structure. The new pay structure will take effect on 1 April 2004 and will consist of the national (APT & C) salary spine and local spinal column points, consisting of 12 grades. The salary scale begins at national spinal column point 4 and ends at spinal column point 58. Points 4-49 consist of the national joint council pay spine. Points 50-58 are local spinal column points. All Fleet Operations Craft Workers will be placed on a grade within this pay spine. The pay structure is set out at Appendix 1.
Pay Structure. The pay structure for full-time employees is as follows: Minimum Midpoint Maximum College Security Guard $26,050 $30,648 $38,310 Campus Safety Officer Sr. Campus Safety Officer $29,950 $35,236 $44,045 The minimum hourly pay rates for part-time employees are as follows: College Security Guard $12.00 Campus Safety Officer Sr. Campus Safety Officer $13.90
Pay Structure. The new pay structure will take effect on 1 April 2004. There will be an annual increment increase on the 1st April of each year, subject to the grade not being exceeded and the provisions of para 1.6 (c) in addition to the cost of living increase. Only staff with five years continuous service with EFDC will receive this annual increase to the maximum salary of the salary range. The pay structure is set out at Appendix 1.
Pay Structure. Pay Spines
1.1 The NHS pay system as a whole will have three pay spines or series of pay bands: one for staff within the remit of the Doctors’ and Dentists’ Review Body; one for staff within the extended remit of the Pay Review Body for Nursing and Other Health Professions; and one for other directly employed NHS staff, with the exception of the most senior managers. This agreement introduces new, single pay spines for the second and third of these groups, replacing the large number of separate occupational pay spines currently in existence. Chapter 13 sets out an agreement on extending the coverage of the Pay Review Body for Nursing and Other Health Professions.
1.2 Both the second and third pay spines will be divided into nine pay bands. All staff covered by this agreement will, on assimilation, be assigned to one of these pay bands on the basis of job weight as measured by the NHS Job Evaluation Scheme. To assist this process a set of NHS jobs have been evaluated, and national job profiles drawn up where the job evaluation score is agreed. Staff whose jobs match these profiles will assimilate on the basis of the profile score. Other jobs will be evaluated locally on a partnership basis.
1.3 The NHS Job Evaluation Handbook2 sets out the basis of job evaluation, which underpins the new pay system, and includes the factor plan, the weighting and scoring document, and a guide for matching posts locally. The process for assimilation is set out more fully in Chapter 9.
1.4 The nine pay bands and their corresponding job evaluation scores are set out in Table 1 below. Within this structure pay band 8 is sub-divided into four ranges.
Pay Structure. 4.1. There is a shared interest in reviewing and shortening pay band length and therefore a shared commitment to review the overall pay structure. The overall aim will be to review the current pay structure to ensure that it is fit for purpose for the Probation Service and fully satisfies any equal pay review.
4.2. Development points should be used actively and be based on the implementation of the jointly agreed [see NNC Circular 2/2008] Performance and Personal Development Review framework on April 1st, 2008 and on the introduction of the Knowledge and Skills Framework (see NNC Circular 5/2005, appendix A paragraph 8.5). This will have no impact on progression on 1 October 2008 and 1 October 2009. All parties will negotiate a process to identify how this can be managed to ensure the continuation of high quality services against agreed standards for progression.
4.3. When the new training arrangements become clear, the impact on the pay structure will be agreed by negotiation.
Pay Structure. The current pay and grading structure is replaced by the new pay and grading structure as shown in Appendix 1.
Pay Structure. (i) Pay Structure of fire supervisor shall be Watch and ▇▇▇▇ (with arms) and that of fire guards shall be Watch and ▇▇▇▇ (without arms) as per the latest recommendation of Central Minimum Wages for Watch and ▇▇▇▇ (without arms) for armed/unarmed personnel.
(ii) The quoted service charges will be firm and not subject to labour conditions,
(iii) The quote shall also include Insurance charges (CAR policy, Workmen compensation and Third Party liability), and all applicable existing or future taxes levied by the Central Government or any State or Local Authority.
(iv) Bank shall be and remain indemnified against losses or punitive action taken by applicable Government for violation of any law/regulation, Govt orders on matters related to Contractual Labour by the vendor.
Pay Structure. (i) Pay Structure of private security guards shall be as per the latest recommendation of Central Minimum Wages for Watch and ▇▇▇▇ (without arms) for unarmed Security guards for Area ’A’ Format attached).
(ii) The quoted service charges will be firm and not subject to labour conditions, exchange variations or any other condition whatsoever. Minimum wages and / or Variable Dearness Allowance will be revised as per the Notification issued by the Chief Labour Commissioner (Central), Ministry of Labour & Employment from time to time i.e., effective from 1st April and 1st October every year. The successful tenderer will be bound to pay the statutory Govt. minimum wages to the workforce employed by him/them, therefore rate should be quoted keeping this in mind, in absence of which the tender of the firm concerned will be rejected.