Method of implementing salary adjustments in the absence of a local salary settlement Sample Clauses

This clause defines the procedure for adjusting employee salaries when no local salary agreement or settlement has been reached. It typically outlines the criteria or benchmarks to be used for salary changes, such as referencing national wage indices, inflation rates, or company-wide policies, rather than relying on local negotiations. By establishing a clear fallback mechanism, the clause ensures that salary adjustments can still occur in a fair and predictable manner, preventing disputes and maintaining consistency in compensation practices even when local settlements are not available.
Method of implementing salary adjustments in the absence of a local salary settlement. If a local salary settlement is not reached in accordance with clause 1, the 2023 salary adjustments shall be carried out in one of the two ways referred to below (A or B). The manner in which the salary adjustment is carried out (A or B) shall be agreed with the shop ▇▇▇▇▇▇▇ or, if no shop ▇▇▇▇▇▇▇ has been elected, with the senior salaried employees in a manner jointly agreed by them. If no agreement is reached, the employer shall implement the salary settlement in accordance with option A. In 2023, the employer will implement a salary settlement the total cost impact of which is 4.5%. The salary settlement consists of a lump sum payment (cost impact 1.0%) and salary adjustments car- ried out in accordance with the employer’s pay policy (cost impact 3.5%). The salary settlement is implemented as follows: Senior salaried employees are paid a lump sum of 12.5% calculated based on their monthly salary for February, including fringe ben- efits. The lump sum does not increase the salary that is paid to a senior salaried employee. The payment of the lump sum requires that the continuous em- ployment relationship of the senior salaried employee started no later than on 1 February 2023 and that it is valid at the time the lump sum is paid. For an individual who is employed on a part- time basis, the lump sum is calculated in proportion to the agreed working time and full working time. The lump sum will be paid on the regular payday of March 2023.
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Method of implementing salary adjustments in the absence of a local salary settlement. If a local salary settlement is not reached in accordance with clause 1, the 2024 salary adjustments shall be carried out in one of the two ways referred to below (A or B). The manner in which the salary adjustment is carried out (A or B) shall be agreed with the shop ▇▇▇▇▇▇▇ or, if no shop ▇▇▇▇▇▇▇ has been elected, with the senior salaried employees in a manner jointly agreed by them. If no agreement is reached, the employer shall implement the salary settlement in accordance with option A. In 2024, the employer will implement a salary settlement the total cost impact of which is 2.5%. The salary settlement is implement- ed as follows:
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Method of implementing salary adjustments in the absence of a local salary settlement. If a local salary settlement is not reached in accordance with clause 1, the 2022 salary adjustments shall be carried out in one of the two ways referred to below (A or B). The manner in which the salary ad- justment is carried out (A or B) shall be agreed with the shop ▇▇▇▇▇▇▇ or, if no shop ▇▇▇▇▇▇▇ has been elected, with the senior salaried em- ployees in a manner jointly agreed by them. If no agreement is reached, the employer shall implement the salary settlement in ac- cordance with option A. Option A The employer implements, in accordance with the company’s salary policy, a salary settlement having a cost-effect of 1.8% no later than as of 1 March 2022 or from the beginning of the next pay period start- ing thereafter. The cost impact (1.8%) shall be calculated from the February payroll for senior salaried employees, including fringe ben- efits. When allocating salary increases, the employer shall ensure that each senior salaried employee's salary, including fringe benefits, is increased by at least 0.9%. The purpose of salary adjustments is to support motivating salary formulation, equitable salary structures and salary grading, help im- prove productivity at workplaces, support the implementation of the employer’s salary policy and correct any distortions that may exist. The professional skills and work performance of senior salaried em- ployees shall be the guiding factors affecting the distribution of per- ▇▇▇▇▇ salary increases. The shop ▇▇▇▇▇▇▇ shall have the right to be provided, within a reason- able time from the salary increases, with a report on the allocation of the salary settlement implemented by the employer. The report must include the number of senior salaried employees, the number of per- sons who received an increase, the average increase and the total amount of salary increases for senior salaried employees (payroll for the senior salaried employees before and after the increase). Option B The employer shall implement the salary settlement in accordance with the company’s remuneration policy no later than as of 1 March 2022 or from the beginning of the next pay period starting thereafter. The purpose of salary adjustments is to support motivating salary formulation, equitable salary structures and salary grading, help im- prove productivity at workplaces, support the implementation of the employer’s salary policy and correct any distortions that may exist. Senior salaried employees shall be provided with information on the employe...
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Related to Method of implementing salary adjustments in the absence of a local salary settlement

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