Technical Coordinator Salary Arrangements Sample Clauses

The Technical Coordinator Salary Arrangements clause defines how the compensation for the technical coordinator will be determined and managed within an agreement. Typically, this clause outlines the salary amount, payment schedule, and any conditions for adjustments, such as performance reviews or changes in project scope. By clearly specifying these terms, the clause ensures both parties understand their financial obligations and helps prevent disputes over payment or expectations regarding the coordinator's remuneration.
Technical Coordinator Salary Arrangements. 43.1 For the purposes of this clause, a reference to Technical Coordinators means Technical Coordinators and Senior Technical Coordinators. 43.2 Technical Coordinators (TCs) assist in ensuring PWC’s strategic objectives are realised at the operational level. 43.3 In recognition of this, to better distinguish these roles from the purely operational nature of Trade Technical positions, and to facilitate the creation of a stronger middle management culture amongst TCs, PWC has an outcomes focused salary package arrangement for TCs. 43.4 An additional hours component equating to approximately 265 hours per annum is rolled into the base salary of TCs, on the following basis: (a) PWC expects TCs to embrace leadership capability and development initiatives comprising part of PWC’s continuous improvement program which are designed to assist employees to operate more strategically, proactively and efficiently in the performance of their role through changes to work method and output. (b) the rolled up component represents a reasonable outer limit of annual additional hours that TCs may be expected to perform, and within which they should be able to effectively carry out the requirements of their role. (c) the rolled up component is paid in lieu of overtime (clause 74), call out (clause 75), Extra Duty Allowance (clause 55) or annualised salary payments that TCs would otherwise be entitled to under this Agreement. 43.5 TCs who are required to participate in a call out roster will be entitled to the Availability Allowance specified under clause 53. 43.6 In the event that a TC experiences a significant change in work load or hours of work that is inconsistent with the principles stated in clause 43.4, the process specified for resolving the matter as specified in clause 8.10(b) will apply. 43.7 Subject to operational requirements, to facilitate flexible work options (eg RDO type arrangements), TCs may request to: (a) enter into a Flexible Working Hours (Flextime) arrangement in accordance with clause 72; or (b) access the flexible work arrangements in accordance with clause 19. 43.8 TCs are not eligible to be paid for overtime work, or access TOIL for excess travel time under clause 74.11, until the demonstrated completion of 265 additional hours in a calendar year in accordance with the following: (a) where a TC is required to attend the workplace or PWC work site, all additional hours performed count toward the 265 additional hours component on a one for one basis; ...
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Technical Coordinator Salary Arrangements. This is clause 40 in the current Agreement. Changes have been made that allows Technical Coordinators (TCs) access to flexible work arrangements without requirement to complete the 265 hour additional hours component and clarification on the application of overtime and TOIL for excess travel time.
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Technical Coordinator Salary Arrangements. Technical Coordinators assist in ensuring PWC’s strategic objectives are realised at the operational level.
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Technical Coordinator Salary Arrangements. This is clause 43 in the current Agreement. There is no change to this clause.
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Technical Coordinator Salary Arrangements. 43.1 Minor update clarifying that the 265 hour component must be worked prior to accessing TOIL.
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Related to Technical Coordinator Salary Arrangements

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Services and Compensation Consultant shall perform the services described in Exhibit A (the “Services”) for the Company (or its designee), and the Company agrees to pay Consultant the compensation described in Exhibit A for Consultant’s performance of the Services.

  • JOINT LABOR MANAGEMENT COMMITTEE The parties agree that they will continue the Joint Labor-Management Committee to discuss matters of mutual interest relating to the employees covered by this Agreement. Topics for the Joint Labor-Management Committee may include, but are not limited to, Professional Development, Incentive Pay, etc. The Committee shall meet quarterly or as mutually agreed by the co-chairs. The President of CWA or designee and the Director of Human Resources or designee shall serve as co-chairs.

  • 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.

  • Flexible Working Arrangement (a) The Parties recognise the importance of flexible working arrangements and the right of Employees to make requests under section 65 of the Fair Work Act for flexible working arrangements. An Employee may request a flexible working arrangement if any of the following circumstances apply to the Employee: (i) the Employee is pregnant; (ii) the Employee is the parent, or has responsibility for the care, of a child who is of school age or younger; (iii) the Employee is a carer (within the meaning of the Carer Recognition Act 2010); (iv) the Employee has a disability; (v) the Employee is 55 or older; (vi) the Employee is experiencing violence from a member of the Employee’s family; (vii) the Employee provides care or support to a member of the Employee’s immediate family, or a member of the Employee’s household, who requires care or support because the member is experiencing violence from the member’s family.