Remuneration Structure Sample Clauses

Remuneration Structure. Remuneration for this position will be structured as follows: a) Upon commencement of this Agreement employees will be paid a rate of pay in accordance with this Agreement, no less than the rate specified for their classification, age and employment status as prescribed in Appendix A, or any amount in excess of this that has been agreed between the parties. b) Full time and part time retail employees who are engaged to perform their hours of work between Monday and Friday only in any one week, are not entitled to the following protected award conditions that may have otherwise applied but for this agreement as the value of such entitlement has been factored into the employee’s hourly rate of pay: (i) Annual Leave Loading (ii) Laundry Allowance (iii) Late night loading which may have otherwise applied for late night trading (iv) Award public holiday penalty rates (v) Penalty rates for work outside the ordinary span of hours c) Full time, part time and casual retail employees who are engaged to perform their hours of work between Monday and Sunday in any one week, are not entitled to the following protected award conditions that may have otherwise applied but for this agreement as the value of such entitlement has been factored into the employee’s hourly rate of pay: (i) Annual Leave Loading (Full-time and Part-time employees only) (ii) Laundry Allowance (iii) Late night penalty rates which may have otherwise applied for late night trading (iv) Weekend penalty rates (v) Award public holiday penalty rates (vi) Penalty rates for work outside the ordinary span of hours d) Full time and part time baking employees who are engaged to perform their hours of work between Monday and Sunday, are not entitled to the following protected award conditions that may have otherwise applied but for this agreement as the value of such entitlement has been factored into the employee’s hourly rate of pay: (i) Annual Leave Loading (Full-time and Part-time employees only) (ii) Laundry allowance (iii) Early morning (Monday to Friday) shift allowances (iv) Weekend penalty rates (v) Award public holiday penalty rates e) The value of any and all protected award conditions which have been excluded from operating, or varied in their operation under this agreement have been considered against: (i) Additional monetary entitlements provided to employees as part of this agreement, and/or (ii) Additional non monetary entitlements provided to employees as part of this agreement, and/or (iii) ...

Remuneration Structure. 4.1.1 Bands 1-2 4.1.2 Bands 3-7 4.1.3 Bands 8-10

Remuneration Structure. Remuneration for this position will be structured as follows: a) Upon commencement of this agreement you will be paid at an hourly rate for all hours worked in accordance with this agreement no less than the rate specified for your classification and age as disclosed in Schedule A, or any amount in excess of this that has been agreed between the parties. There is no other entitlement to any other monetary allowance including, but not limited to, split shift, laundry or meal allowances, penalty rates or loadings of any kind including those for working at different times and/or days of the week, unless it is prescribed elsewhere in this agreement. b) You are guaranteed to be paid either the hourly rate of pay prescribed in this clause or the hourly rate specified under the Australian Fair Pay and Conditions Standard for your classification and age, whichever is the greater, for all work in accordance with this agreement. At the Employer’s sole discretion you may be paid above this rate. c) Your wage less tax and other authorised deductions will be paid weekly by cheque or electronic transfer into a bank account authorised by you, unless an alternative arrangement is agreed between you and the Employer.

Remuneration Structure. Remuneration for permanent team members is structured as follows : Rate 1 (Normal Rate) Applicable to the first 38 hours worked per week, with a maximum of 10 hours per day, Monday to Friday and between the hours of 7.00 a.m. and 7.00 p.m., provided that the 7.00 a.m. to 7.00 p.m. period may be altered by mutual agreement with the team members concerned and Pickfords Records Management. Rate 2 (Time and one half) AppIicable to the first 10 hours overtime worked per week with a maximum of four hours at this rate Monday to Saturday. Rate 3 (Double Time) Applies to any hours in excess of 48 hours a week or any hours in excess of four hours at Rate 2 (Time and one half) on Monday to Saturday. Rate 3 (Double time) also applies to all hours worked on Sunday. Rate 4 (Non -standard hours) Applicable to an employee whose normal starting time is between 10.00 am and 4.00 pm. The paid hourly rate will increase by 17.5% under these conditions. Minimum Hours A permanent team member is one who is employed to work a minimum of 38 hours per week. A permanent team member required to work on any day shall be paid a minimum of 7.36 hours at rate 1 (normal rate). Pay Period The pay period of 38 hours per week commences Wednesday through to the following Tuesday. Pay day will be the Thursday following the end of each pay period, unless mutually agreed otherwise between team members and their Supervisor/Manager. Remuneration Classifications All team members shall be paid as per Clause 7 - Remuneration, for the assigned classification. Positions within the classifications are based on training, skill level, behaviours, attitude & merit, and will be assessed by Pickfords Management on an annual basis.

Remuneration Structure. Consultants are generally paid a fixed fee or hourly rate for specific projects or services, as outlined in their contract. Courts examine whether the consultant is paid per deliverable or project completion, as opposed to regular salary-based payments associated with employment. Unlike employees, consultant are not entitled to benefits such as paid leave, insurance, or pension schemes.

Remuneration Structure. The remuneration of the members of the Supervisory Board takes the responsibility and scope of activities of the Supervisory Board members into account and consists exclusively of a fixed component and an attendance fee for participation in Supervi- sory Board meetings. The members of the Supervisory Board are not eligible for per- formance-related remuneration.

Remuneration Structure. Inland Revenue’s remuneration structure is based on: • A set of standard pay bands • A salary calculation point for each pay band • A salary range for each pay band of approximately 85% to 115% of this calculation point • Ten defined progression steps at intervals throughout the pay range from the minimum step (‘step 1’) to the minimum of Zone 3. • Three pay zones within each pay band, with annual salary progression occurring through Zone 1 and Zone 2 of each pay band. Zone 3 is not a progression zone. The standard pay bands are detailed in Appendix 2. The pay bands applicable to positions within coverage are detailed in Appendix 3. Appendix 3 will be updated on a quarterly basis and published on the People and Culture intranet.

Remuneration Structure. 14.1 The following matrix represents the agreed remuneration structure: 14.2 ‘T’ is defined as a tradesperson who has completed an appropriate post-trade certificate or the equivalent, or has acquired equivalent work experience at post-trade level of 500 hours in the quarrying industry and is able and required to exercise skills and knowledge in either the mechanical or fabrication stream. 14.3 ‘Skill’ is defined as one of the skills identified in the following ‘Skills Pool’ table. 14.4 Subject to the Skills Pool requirements, the Ordinary Rate of Pay for holders of a Shotfirers Certificate will be increased by 2.5%. The increase in the Ordinary Rate of Pay is not to be paid cumulatively. An Employee who ceases to be a holder of the specified Certificate will revert to the Employee’s previous Ordinary Rate of Pay. 14.5 Should the face loader be operated on a full time basis by one operator then, for the purpose of calculating the relevant job grade, this operator will be credited with an additional skill. ‘Full time’ is deemed to be the primary role of that operator, acknowledging there will be time allowed for usual breaks and absences. 14.6 The following table represents the available pool of skills from which Employees may draw. 14.7 In order to maximise the potential benefit of the skills arrangements to both the Company and Employees, the following will apply: (a) In order to achieve a more highly skilled workforce, the Company in consultation with the Employees, will develop appropriate training programs to cover all of the classifications and duties covered by this Agreement. Options will be considered to introduce accredited training based on national / state and Company standards. Where necessary this will be modified to suit Site requirements. (b) It is the objective of the Consultative Committee that each Employee, as far as practicable, is capable of performing all of the duties at their individual level of employment, and in order to achieve this objective the Company will provide such training as each Employee may need to perform such duties. Employees possessing specific skills will, where necessary, participate to the best of their ability in the training of others wishing to gain such skills. (c) In order to ensure that Employees become multi-skilled and are given an opportunity to progress through the levels, the Company will provide such training as each Employee may require to undertake the duties of the next highest level within the ne...

Remuneration Structure. 5.1 Types of employment Employees shall be engaged either as full time, Fixed term, or on a casual basis. All employees will receive an appropriate induction incorporating safe working procedures prior to commencing any work. 5.2 Probationary employment All new full time, fixed term and part time employees shall be engaged by the company on a probationary period of no longer than 12 weeks. The probationary period shall permit the employee to be inducted, undergo initial training and for the company to assess the employees performance. During this probationary period either party may terminate employment. This probationary period may be extended for an additional period of no longer than 12 weeks should it be deemed necessary.