Salary Arrangements Sample Clauses

The Salary Arrangements clause defines how an employee’s compensation will be structured and paid. It typically outlines the base salary amount, the frequency of payments (such as monthly or biweekly), and may address additional components like bonuses, commissions, or overtime eligibility. By clearly specifying these terms, the clause ensures both parties understand the financial expectations of the employment relationship and helps prevent disputes over pay.
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Salary Arrangements. 9.01 The Board will provide to each teacher a detailed calculation of salary, benefits, additional allowances, sick leave credits and deductions, a statement of category level and experience prior to October 1, and within one month of any category change. The onus is on the teacher to verify said calculation. 9.02 The Board will provide to each teacher a copy of this Agreement and a pamphlet explaining the fringe benefits in Article 13 within sixty (60) days of signing hereof and shall send a copy to each new teacher prior to the commencement of employment. a) Upon being hired by the Board, the new teacher will be provided with a current copy of the Collective Agreement. b) The Board shall provide to the President of the Moosonee Unit of OECTA a copy of the current Board Policies and shall provide him or her with any changes or amendments to those policies within twenty (20) working days.
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Salary Arrangements. The minimum annual salaries payable to full-time employees are as follows: 7.1.1 Salary Scales 7.1.2 A Head of Department will be appointed at an initial salary of not less than Step B4, Level B of the salary scale referred to in subclause 7.1.1 above.
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Salary Arrangements a) Wages are calculated and paid on a fortnightly basis for work directed to be performed by Insight and undertaken by the Employee. b) The Employee will be paid fortnightly within 14 days of a completed pay claim being submitted to Insight’s Pay office or work hours being logged and collated by Insight’s session hour time recording systems. c) The Employee shall work the hours required per fortnight recorded in a combination of sales session hours (logged-in time) and timesheet hours for training or coaching. Should the Employee not meet the hours required then Insight may deduct from the gross fortnightly wages an amount being the difference between the total of session and time sheet hours and the hours required.
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Salary Arrangements. Under a flexible workplace arrangement the employer may agree with individual full time employees on a salary arrangement which is inclusive of a component for annual leave loading, penalties, allowances and any reasonable additional hours that may be worked by the employee during the year.
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Salary Arrangements. The minimum annual salaries payable to full-time employees are as follows:
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Salary Arrangements. (i) DOH and DNS are aware that Physicians may provide Insured Medical Services pursuant to salaried arrangements with District Health Authorities. Subject to the negotiation of appropriate financial and other contract terms and the provisions of the Health Services and Insurance Act, DOH and DNS do not object to such salaried arrangements and specifically, any arrangement that has District Health Authorities employing Physicians to provide Insured Medical Services. (ii) DOH also agrees that it is appropriate for DNS and DOH to cooperate in the development of appropriate template contracts for the provision of Insured Medical Services by both employed and non-employed Physicians, in order to facilitate DOH and DNS agreement to become Parties to these arrangements, as required pursuant to section 13B of the Health Services and Insurance Act. To this end, DOH and DNS agree to meet to develop an appropriate and expeditious plan and time frames for the completion of this process.
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Salary Arrangements. A fortnightly deduction will be made over the agreed acquittal period. By the end of the purchased leave period (31 December), payment for the purchased leave is to have been finalised. The effect on leave and other payments is as follows:  all paid leave, including long service leave, taken during the operation of the purchased leave arrangement will be at the reduced rate applicable to the number of weeks purchased.  overtime is paid at the normal salary, not the reduced rate.  penalties and allowances are to be in addition to normal salary and are to be paid at the rate specified in the Agreement.  leave loading is paid on all annual leave taken during the operation of the arrangements on the reduced salary. However leave loading is not paid for purchased leave.  higher duties allowance would be paid at the difference between the salary the employee would receive for performing the higher role and the normal substantive salary of the employee. Higher duties is not paid on purchased leave. Employees should consider the effects of purchased leave on taxable income and superannuation prior to seeking to enter into purchased leave arrangements.
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Salary Arrangements 
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Related to Salary Arrangements

  • Compensation Arrangements (a) Following receipt of an RoU Claim Notice in respect of a Type 2 Restriction of Use, Network Rail and the Train Operator shall (if they have not already done so) commence negotiations in respect of the RoU Direct Costs compensation to be paid by one party to the other in respect of such Type 2 Restriction of Use and, subject to paragraph 10, shall continue such negotiations in good faith until they are concluded. (b) Once the compensation referred to in paragraph 6.1(a) has been agreed or determined (and has been compared against any amounts calculated under paragraph 4 together with any other amounts paid or due to the Train Operator from Network Rail in relation to such Restriction of Use) then, in the event of: (i) a shortfall for the Train Operator, the compensation to be paid by Network Rail to the Train Operator shall be the full amount of the RoU Direct Costs actually incurred by the Train Operator less any amounts calculated under paragraph 4 which have already been paid or are due for such Restriction of Use and any other amounts in respect of any RoU Direct Costs received by the Train Operator from Network Rail in respect of such Restriction of Use; or (ii) an overpayment by Network Rail to the Train Operator, the compensation to be paid by the Train Operator to Network Rail shall be the difference between the amount received by the Train Operator which was calculated under paragraph 4 and the RoU Direct Costs actually incurred by the Train Operator in respect of such Restriction of Use. (c) Network Rail shall include in the statement provided by it in respect of each Period under paragraph 13.1(a) details of the compensation agreed or determined under this paragraph 6 and paragraph 10 to be payable in respect of any Type 2 Restriction of Use taken in that Period and that compensation shall be due and payable by the relevant party to the other in accordance with paragraph 13.1.

  • Employee Arrangements Except as set forth on Section 8.2(h) of the UWWH Disclosure Schedules, pursuant to the terms of any collective bargaining agreements in effect as of the date hereof and disclosed on Section 6.15(a) of the UWWH Disclosure Schedules, as contemplated by this Agreement, as set forth in the Employee Matters Agreement or as otherwise required by applicable Law, UWWH shall not, nor shall it permit any of its Subsidiaries to: (i) grant any material increases in the compensation (including bonus and incentive compensation) or fringe benefits of any UWWH Employee except any increases that would not reasonably be expected to become a Liability of the Surviving Corporation or its Subsidiaries; (ii) pay or agree to pay to any UWWH Employee any pension, retirement allowance, severance benefit or other material employee benefit not required by any of the existing UWWH Benefit Plans as in effect on the date hereof, except as would not reasonably be expected to result in a Liability of the Surviving Corporation or its Subsidiaries; (iii) except in the ordinary course of business, enter into any new, or terminate or materially amend any existing collective bargaining agreement or relationship, employment, severance or termination Contract or other arrangement with any UWWH Employee or his or her representative, provided, that any such new collective bargaining agreement or any termination of or material amendment to any such existing collective bargaining agreement in the ordinary course of business shall be subject to review by xpedx senior management reasonably in advance of the conclusion of such negotiations, and xpedx senior management shall have been informed periodically of the status of negotiations with respect thereto; (iv) (A) become obligated under any new pension plan, welfare plan, employee benefit plan (including any equity incentive plan), severance plan, benefit arrangement or similar plan or arrangement sponsored or maintained by UWWH or any of its Subsidiaries that was not in existence on the date hereof, or (B) amend any such plan or arrangement in existence on the date hereof, except in the case of (B) (x) as would not result in a material increase in the annual aggregate cost (based on UWWH’s historical annual aggregate cost) of maintaining such pension plan, welfare plan, employee benefit plan, severance plan, trust, fund, policy or arrangement or (y) as would not reasonably be expected to result in a Liability of the Surviving Corporation or its Subsidiaries; (v) grant any equity-based compensation to any UWWH Employee or director or independent contractor of UWWH or any of its Subsidiaries; (vi) make any offer for the employment or engagement of any UWWH Employee or other individual on a full-time, part-time, or consulting basis providing for an annual compensation in excess of $250,000; (vii) implement any distribution center, facility, warehouse or business unit closing or mass layoff that could implicate WARN; or (viii) make any loan to (x) any director, officer or member of senior management of UWWH or any of its Subsidiaries or (y) except in the ordinary course of business and in compliance with applicable Law, to any other UWWH Employee.

  • SALARY SACRIFICE ARRANGEMENTS 34.1 Employees covered by this Agreement will have access to salary sacrifice arrangements in addition to the compulsory arrangement detailed above. The requirements of any such arrangements shall ensure that: (a) Accessing a salary sacrifice arrangement is a voluntary decision to be made by the individual Employee. (b) An Employee wishing to enter into a salary sacrifice arrangement will be required to notify their Employer in writing of the intention to do so and have sought expert advice in relation to entering into such an arrangement. (c) The Employer shall meet the cost of implementing the administrative and payroll arrangements necessary for the introduction of salary sacrifice to the Employees under the Agreement. (d) The co-contribution of superannuation payments referred to herein shall be made by way of salary sacrifice arrangements.

  • Employment Arrangements Section 3.15 of the Diablo Disclosure Schedule contains a true, accurate and complete list of all Diablo employees involved in the ownership or operation of the Diablo Assets or the conduct of the Diablo Business (the "Diablo Employees"), together with each such employee's title or the capacity in which he or she is employed and the basis for each such employee's compensation. Diablo has no obligation or liability, contingent or other, under any Employment Arrangement with any Diablo Employee, other than those listed or described in Section 3.15 of the Diablo Disclosure Schedule. Except as described in Section 3.15 of the Diablo Disclosure Schedule, (i) none of the Diablo Employees is now, or, to Diablo's knowledge, since January 1, 1993, has been, represented by any labor union or other employee collective bargaining organization, and Diablo is not, and has never been, a party to any labor or other collective bargaining agreement with respect to any of the Diablo Employees, (ii) there are no pending grievances, disputes or controversies with any union or any other employee or collective bargaining organization of such employees, or threats of strikes, work stoppages or slowdowns or any pending demands for collective bargaining by any such union or other organization, (iii) neither Diablo nor any of such employees is now, or, to Diablo's knowledge, has since January 1, 1993 been, subject to or involved in or, to Diablo's knowledge, threatened with, any union elections, petitions therefore or other organizational or recruiting activities, in each case with respect to the Diablo Employees and (iv) none of the Diablo Employees has notified Diablo in writing that he or she does not intend to continue employment with Diablo until the Closing or with ATS following the Closing. Diablo has performed in all material respects all obligations required to be performed under all Employment Arrangements and is not in material breach or violation of or in material default or arrears under any of the terms, provisions or conditions thereof.

  • Equity Arrangements On the Change of Control, and notwithstanding any contrary provisions of the Amended and Restated 1994 Stock Option Plan, the Second Amended and Restated 1996 Long-Term Performance Incentive Plan or the 2003 Equity Incentive Plan (or any plans that may become the successors to such plans) and any equity incentive agreements entered into between the Company and the Executive pursuant to such plans or otherwise, cause any unexercisable installments of any equity of the Company or any subsidiary or affiliate of the Company held by the Executive pursuant to any such equity incentive agreement on the Executive’s last date of employment with the Company that have not expired to become exercisable, or in the case of any then effective restrictions on the vesting of any equity of the Company or any subsidiary or affiliate of the Company held by the Executive pursuant to any such equity incentive agreement, to cause such restrictions to lapse, as the case may be, on the Change of Control; and