Reward System Clause Samples

Reward System. At camp, we believe in positive reinforcements and rewards. If you would like to know how your child’s behavior has been, we encourage you to check with the staff each day when you sign your child out. Our daily system encourages and rewards positive behavior. Your child will have a clothes pin with his/her name on it. The clothes pin is attached to a chart similar to the diagram. All campers start the day at three stars and have the ability to move up to a maximum of five stars or down to a minimum of one star. If you child has good behavior or does a good deed, your child will be asked by one of our staff members to move their pin up a star. When your child receives 5 stars in a day they will be given a rhinestone to attach to their clothes pin, when the pin is full they can retire it to the “Hall of Fame”. At the end of each day, our staff will record how many stars your child received. At the end of the week, the campers who have at least 15 stars (average of 3 each day) will receive a star party treat. These star party treats include things like popsicles, ice cream, or other fun items. We encourage parents to be involved with this system and ask your child about their pin and how many stars they earned each day.

Reward System. 19.12.1. The Bank can include Credit Card Holders in a reward system in exchange for the purchase of products and services at all merchants whether they are included in the reward system or not, reserving the right to make changes any time. The earning and use of such reward shall be subject to this agreement and other rules determined/to be determined by the Bank. 19.12.2. The Member agrees and declares that the rewards he may earn within the reward system in which he is included shall be determined by the Bank, the Bank has no responsibility for the taxes and fees relating to the rewards, and the Bank is entitled to debit his card account for such amounts. 19.12.3. The Member agrees and declares that the Bank can make changes in the reward system without indicating any reason and informing in advance, or may cancel the system in whole. 19.12.4. Rewards to be given and campaigns to be made by merchants authorized by the Bank shall be determined by the merchants, and the Member agrees and undertakes that the Bank shall not have any liability in any dispute which may arise between the merchant and the member in relation to the reward earned. 19.12.5. The Member agrees and undertakes in advance that if he fails to pay the debts arising as a result of the use of the Credit Card and is in a payment default, and his Credit Card becomes problematic due to his failure to satisfy his contractual obligations in part or in whole, he shall not be able to claim the reward/reward amount which he has earned. 19.12.6. The Member cannot request payment of cash in consideration of the reward he has earned, or the assignment of the reward amounts to third parties, or make any prospective claims if the application has been stopped. 19.12.7. The Member agrees and declares that the Bank is entitled to deduct from the total reward amount the reward amount he has earned if he returns the product or service from which he has earned the reward or he earns the reward violating the rules of the Credit Card scheme. If the total reward amount is less than the reward amount earned, such differential is reflected to the statement as a debt or he cannot earn further rewards over such amount. 19.12.8. In case of installment sales, the reward is earned at once over the total price of goods and service and at the moment of expenditure. 19.12.9. The Bank may, by its own initiative, determine whether the earned reward amounts will be used in paying off any of the expenditure items contained i...

Reward System. Rewarding safe behavior is at least as important as correcting and punishing unsafe actions. Positive feedback can be a powerful motivator. It is especially important to recognize self-initiated acts of safety or health protection, those times when employees, of their own accord, act to protect themselves or others. A reward system can be very simple and inexpensive: letters or certificates of appreciation, a few hours of paid leave, a special and convenient parking space for a month in the company parking lot, a small pin or tie tack. Rewarding an employee for good safety and health behavior not only recognizes the employee, it also provides incentive to other workers. Public recognition is likely to be more important than monetary value when distributing one-time awards. Of course, taking safety and health performance into account when promoting employees or issuing bonuses is probably the most meaningful reward. One type of reward program can backfire and should be avoided. Rewards based on the least number of accidents can do more harm than good. They tend to create pressure on employees to avoid reporting injuries and illnesses. For best results, the Company shall emphasize the positive: reward the Company’s employees' constructive safety and health efforts The nature and severity of disciplinary action should be appropriate for the seriousness and frequency of the violation. Below are a series of questions designed to help you develop a disciplinary system that best meets the needs of the Company’s workplace. Managers already may have addressed the first two areas when developing safe work practices for various jobs. If management has not yet developed these practices, it makes sense to do so before developing a disciplinary system. Other workplace problems, such as attendance and attitude, are equally important but are not addressed here.

Reward System. 4.2.1 Vision and Objective: Our reward system encourages behaviours that support the achievement of our business and workplace objectives. The principle is that people will receive fair recognition and reward for their contributions. Organisations pay market rates in order to attract and retain good people. Our objective compensation philosophy is to pay people in the top third quartile for achieving and sustaining world class performance. The main components of the reward system are Base pay: Consists of a plant entry rate, and five incremental increases rewarding contribution to the business (increased knowledge, skills, abilities, and behaviours) known as the "Reward for Learning Program" Variable pay: Team members share in the success of the business through a Performance Bonus which acknowledges both plant performance and overall business results. Other benefits: Including Superannuation, Subsidised Canteen, Uniforms, Monthly Parcels, 12 RDO’s per annum, two additional paid leave days per annum, paid maternity leave, other allowances and conditions contained within this agreement.

Reward System. The Protocol may include tokens or other means to incentivize or compensate users for certain activities that occur, including providing AI Models and validating results provided by AI Models. Foundation is not responsible for any transactions that occur on the Protocol or any compensation or incentives that are provided to users through the Protocol. For more details regarding the reward system, please see ▇▇▇▇▇://▇▇▇▇▇▇-▇▇▇▇▇▇.▇▇▇▇▇▇▇.▇▇▇. In order to receive a reward, you may need to connect a separate cryptocurrency wallet that is supported by the Platform. Your relationship with that non-custodial wallet provider is governed by the applicable terms of service of such third party wallet provider. We do not have custody or control over the contents of your wallet and have no ability to retrieve or transfer its contents. By connecting your wallet to our Interface, you agree to be bound by this Agreement and all of the terms incorporated herein by reference.

Reward System. The following rewards are offered within the Bitpanda Loyalty Programme: (i) Weekly Base Rewards; (ii) Weekly Bonus Rewards; (iii) Trading Rewards; and (iv) Instant Trade Bonus. (i) (iii) are collectively referred to as "BEST Weekly Rewards". (i)-(iv) are collectively referred to as "BEST Rewards".