Review of Salary Sample Clauses
The 'Review of Salary' clause establishes the employer's obligation to periodically assess and potentially adjust an employee's salary. Typically, this clause specifies the frequency of salary reviews—such as annually or at set intervals—and may outline the criteria or process for considering salary increases, which could include performance evaluations or market benchmarks. Its core practical function is to ensure that employee compensation remains fair and competitive over time, addressing issues like inflation, market changes, or individual performance, and thereby supporting employee retention and satisfaction.
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Review of Salary. The Salary may be reviewed at the discretion of the Company in accordance with Company policy. A salary revision will depend on, amongst other things, the Employee’s performance, the performance of the Company and economic conditions generally. For the avoidance of doubt, the Employee should not have any legitimate expectations of an increment following such review.
Review of Salary. 8.1 The salary of the Coach may be increased at the discretion of the Executive Director through the increment levels identified in Item 12 of Schedule 1.
8.2 In deciding whether or not to increase the salary of the Coach, the Executive Director must have regard to the Coach’s standard of performance as reviewed in accordance with Clause 6.
Review of Salary. The said shall be reviewed annually to take effect on 1st January of each year, commencing 1st January 1998.
Review of Salary. The Board will review the Employee’s salary annually in July of each year.
Review of Salary. The Executive’s salary set out in Clause 5.1 shall be subject to annual review by and at the sole discretion of the Board or its designee.
Review of Salary. For Employees within the Pay Parity FTE allocation, the payband they are entitled to be paid on is based on the Employee’s role as per their employment agreement, as well as qualifications and length of experience as per the pay band criteria (link). Under pay parity moving to a higher pay band is funded by the gap funding provided by pay parity. As additional payband criteria is satisfied increases in the payband from one payband to a higher band should be actioned within 2 pay periods. In addition to this performance will be reviewed once per year. Performance is a part of the criteria of the pay bands. Wages will be reviewed once per year. There is no expectation that the wages will be increased as a result of such review. To ensure the continual operation of the Employer, all pay increases are subject to economic considerations, budget constraints, and performance reviews.
Review of Salary. For Employees within the Pay Parity FTE allocation, the payband they are entitled to be paid on is based on the Employee’s role as per their employment agreement, as well as qualifications and length of experience as per the pay band criteria (link). Under pay parity moving to a higher pay band is funded by the gap funding provided by pay parity. As additional payband criteria is satisfied increases in the payband from one payband to a higher band should be actioned within 2 pay periods. In addition to this performance will be reviewed once per year. Performance is a part of the criteria of the pay bands.