REWARD AND RECOGNITION STRUCTURE Sample Clauses

REWARD AND RECOGNITION STRUCTURE. 10 3.1 Wage Increases. 10 3.2 Bonuses… 10 3.3 Allowances. 11 3.4 Payment of Wages. 11
View SourceView Similar (2)
REWARD AND RECOGNITION STRUCTURE. 5 3.1 Wage Increases 5 3.2 Allowances 6 3.3 Travel Allowance 7 3.4 Payment of Wages 8 3.5 Special Projects 8 4.1 Hours of Work 9 4.2 Rostering of hours 10 4.3 Shift, Night and Weekend Work 10 4.4 Overtime 11 4.5 Call Out 12 4.6 Sundays & Holidays 13 4.7 Rest Breaks 14 5.1 Annual Leave 14 5.2 Long Service Leave 17 5.3 Personal/▇▇▇▇▇’s Leave 17 5.4 Parental Leave 21 5.5 Compassionate Leave 22
View Source
REWARD AND RECOGNITION STRUCTURE. 2.1 Wage Increases 2.1.1 Multi-Skilling and Competency Structure The employee competency structure will comprise 3 skill levels: (a) Level 1: Loader Driver (b) Level 2: Multi-skilled Plant Operator (c) Level 3: Plant Supervisor The Company will determine the employees to perform as a Plant Supervisor and will reserve the right to select the employees at this level. Should any new employee not be able to demonstrate competency during a three month probationary period, the term of the probationary period may be extended or their services will be terminated.
View Source
REWARD AND RECOGNITION STRUCTURE. 5 3.1 Wage Increases 5 3.2 Allowances 6 3.3 Travel Allowance 7 3.4 Payment of Wages 7 3.5 Special Projects 8
View Source
REWARD AND RECOGNITION STRUCTURE. ‌ 3.1 Wage Increases 3.1.1 Multi-Skilling and Competency Structure For remuneration purposes, employees covered by this agreement will be classified into one of four skill levels. To enter any classification level an employee must have the skills to carry out an appropriate task for that level and be measured as competent against a job description and predetermined criteria for such a task. The employee must also undertake the Employer induction program which covers such subjects as conditions of employment, occupational health and safety requirements, details of Employer activities, organisation structure and work procedures. Progression through the levels and skill groups will be determined through targeted training and competency assessment. The rate of progression will be dependent on individual performance and the availability of training and assessment resources. It is not envisaged that progression through any more than two increments could be achieved in any twelve (12) month period. Progression above Level 3 will be by appointment only. Progression to the higher skill group will be linked to successful completion of related training prerequisites and the assessment of competency against predetermined criteria. Employees will be placed in skill groups following assessment by the Business Manager. Such assessments will be based on agreed criteria established from time to time following consultation with employees and their representative. This assessment will involve the establishment of the employee’s competency level in specific work related tasks and will also involve the identification of the degree to which the employee is multi-skilled. Where an employee disagrees with any classification or skills group assessment the matter shall be addressed using the procedures described in clause 8.3. Employees within any classification level will be required by the employer to perform general duties including the completion of reports, minor maintenance, assisting with other maintenance and for training purposes, the duties of higher classifications in structured training arrangements. The employer may direct an employee to carry out such duties that are capable of being performed within the limits of the employee’s skill, competence and training, but this shall not lead to ▇▇-▇▇▇▇▇▇▇▇. Should any new employee not be able to demonstrate competency during a three month probationary period, the term of the probationary period may be extended or their servic...
View Source
REWARD AND RECOGNITION STRUCTURE. 4 2.1 Wage Increases 4 2.2 Allowances 5 2.3 Payment of Wages 6
View Source
REWARD AND RECOGNITION STRUCTURE 
View Source

Related to REWARD AND RECOGNITION STRUCTURE

  • SCOPE AND RECOGNITION See the Local Provisions ▇▇▇▇▇▇▇▇ ▇▇.

  • RECOGNITION OUTCOMES The receiving institution commits to provide the sending institution and the student with a Transcript of Records within a period stipulated in the inter-institutional agreement and normally not longer than five weeks after publication/proclamation of the student’s results at the receiving institution. The Transcript of Records from the receiving institution will contain at least the minimum information requested in this Learning Agreement template. Table E (or the representation that the institution makes of it) will include all the educational components agreed in table A and, if there were changes to the study programme abroad, in table C. In addition, grade distribution information should be included in the Transcript of Records or attached to it (a web link where this information can be found is enough). The actual start and end dates of the study period will be included according to the following definitions: The start date of the study period is the first day the student has been present at the receiving institution, for example, for the first course, for a welcoming event organised by the host institution or for language and intercultural courses. The end date of the study period is the last day the student has been present at the receiving institution and not his actual date of departure. This is, for example, the end of exams period, courses or mandatory sitting period. Following the receipt of the Transcript of Records from the receiving institution, the sending institution commits to provide to the student a Transcript of Records, without further requirements from the student, and normally within five weeks. The sending institution's Transcript of Records must include at least the information listed in table F (the recognition outcomes) and attach the receiving institution's Transcript of Record. In case of mobility windows, table F may be completed as follows: Component code (if any) Title of recognised component (as indicated in the course catalogue) at the sending institution Number of ECTS credits Sending institution grade, if applicable Mobility window Total: 30 ….. Where applicable, the sending institution will translate the grades received by the student abroad, taking into account the grade distribution information from the receiving institution (see the methodology described in the ECTS Users' Guide). In addition, all the educational components will appear as well in the student's Diploma Supplement. The exact titles from the receiving institution will also be included in the Transcript of Records that is attached to the Diploma Supplement. P Additional educational components above the number of ECTS credits required in his/her curriculum are listed in the LA and if the sending institution will not recognise them as counting towards their degree, this has to be agreed by all parties concerned and annexed to the LA

  • PURPOSE AND RECOGNITION 1.01 The general purpose of this Agreement is to establish mutually satisfactory employment relations between the Employer and the Union. It provides means for the settlement of grievances and for the final settlement of disputes. Salaries, hours of work and other conditions of employment are established by mutual agreement. It is recognized that nurses wish to work co-operatively with the Employer to provide the best possible community health services. 1.02 The Employer recognizes the Union as the exclusive bargaining agent for all registered and graduate nurses employed by the Employer in the Region of Waterloo Public Health, save and except Managers/Facilitators and persons above this classification. 1.03 All references to officers, representatives and committee members of the Union in this Agreement shall be deemed to mean officers, representatives and committee members of the Union's duly chartered bargaining unit, namely: Local #015 - Ontario Nurses' Association. 1.04 Whenever the feminine pronoun is used in this Agreement, it includes the masculine pronoun, where the context so requires and vice-versa. Where the singular is used, it may also be deemed to mean the plural and vice-versa. 1.05 Nurses shall be defined as follows:

  • ARTICLE I - RECOGNITION 11 This agreement is applicable for employees as defined in Certificate Number 4 granted by the Public 12 Employees Relations Commission on February 14, 1975, and issued to the Okaloosa County Education 13 Association:

  • STRATEGIC PLAN (1) Within one hundred and twenty (120) days, the Board shall adopt, implement, and thereafter ensure Bank adherence to a written strategic plan for the Bank covering at least a three-year period. The strategic plan shall establish objectives for the Bank's overall risk profile, earnings performance, growth, balance sheet mix, off-balance sheet activities, liability structure, capital adequacy, reduction in the volume of nonperforming assets, product line development and market segments that the Bank intends to promote or develop, together with strategies to achieve those objectives and, at a minimum, include: (a) a mission statement that forms the framework for the establishment of strategic goals and objectives; (b) an assessment of the Bank's present and future operating environment; (c) the development of strategic goals and objectives to be accomplished over the short and long term; (d) an identification of the Bank’s present and future product lines (assets and liabilities) that will be utilized to accomplish the strategic goals and objectives established in (1)(c) of this Article; (e) an evaluation of the Bank's internal operations, staffing requirements, board and management information systems and policies and procedures for their adequacy and contribution to the accomplishment of the goals and objectives developed under (1)(c) of this Article; (f) a management employment succession program to promote the retention and continuity of capable management; (g) product line development and market segments that the Bank intends to promote or develop; (h) an action plan to improve bank earnings and accomplish identified strategic goals and objectives, including individual responsibilities, accountability and specific time frames; (i) a financial forecast to include projections for major balance sheet and income statement accounts and desired financial ratios over the period covered by the strategic plan; (j) control systems to mitigate risks associated with planned new products, growth, or any proposed changes in the Bank’s operating environment; specific plans to establish responsibilities and accountability for the strategic planning process, new products, growth goals, or proposed changes in the Bank’s operating environment; and (k) systems to monitor the Bank’s progress in meeting the plan’s goals and objectives. (2) Upon adoption, a copy of the plan shall be forwarded to the Assistant Deputy Comptroller for review and prior written determination of no supervisory objection. Upon receiving a determination of no supervisory objection from the Assistant Deputy Comptroller, the Bank shall implement and adhere to the strategic plan. (3) The Board shall ensure that the Bank has processes, personnel, and control systems to ensure implementation of and adherence to the plan developed pursuant to this Article.