Offshore compensation Sample Clauses
The "Offshore compensation" clause defines the terms and conditions under which employees or contractors working outside the home country are compensated. Typically, this clause outlines the applicable pay rates, allowances for cost-of-living differences, and any additional benefits such as housing or travel stipends that may be provided to offshore personnel. Its core practical function is to ensure fair and transparent remuneration for offshore work, addressing potential disparities and clarifying expectations for both parties involved.
Offshore compensation. The total wage in Article 4.2 (line 2) includes a 47% offshore compensation. Offshore compensation includes remuneration for the special conditions entailed by offshore work, and which are not otherwise compensated in the agreement.
Offshore compensation. The total wage in Article 4.2 (line 2) includes a 47% offshore compensation. Offshore compensation includes remuneration for the special conditions which offshore work entails and which are not otherwise compensated in this agreement.
4.1 Wage group position Wage group Position A Chef B1 Cook, ▇▇▇▇▇ and confectioner with trade certificate, senior cleaner B Cleaning assistant with a cleaning trade certificate C Service worker with cleaning trade certificate E Cook, ▇▇▇▇▇ and confectioner without trade certificate, cleaning assistant The wages of stewards/heads of catering and section managers [fagledere] shall be set on an individual basis, taking into consideration the wage conditions in the company and other factors, as well as each employee’s competence, experience, education, time of employment, line of work and area of responsibility. Articles 3, 4.1 and 4.2, as well as 5 – 10, of the Agreement shall not apply for these employees. Employees who have been employed as cook/▇▇▇▇▇ in offshore service must, in addition to their normal work tasks, also perform cleaning work as instructed. Among other things, this applies to cleaning the ceilings and walls of their own work area. This work must be performed during ordinary working hours and without additional pay, as this is compensated in the wages indicated in Article 4.2.
4.1.1 In the event of promotion to a higher wage group, each employee shall be placed at the wage level which, as regards monetary amount, is immediately above the wage level the employee had prior to the promotion.
4.1.2 New employees shall be placed at wage level 0. As regards exceptions, see Article 4.1.3 and 4.1.4.
4.1.3 Relevant offshore experience within operating, production and catering companies is credited with up to the same wage seniority as the employee had in their last job.
4.1.4 Upon employment, employees with relevant experience not covered by Article
Offshore compensation. The total wage in item 4.2 (line 2) includes a 47% offshore compensation. Offshore compensation includes payments for the special conditions which offshore work entails and which are not compensated otherwise in the agreement.
4. A Company-adjusted wage systems for operator companies
1. The wage system described in item 4 shall not prevent the local parties from reaching a special agreement on a separate wage system adjusted to the company in replacement of the wage system under this agreement. Such an adjusted wage system must meet the following criteria: • The adjusted wage system must be a matrix system with position groups, seniority provisions and specification of the employee’s wages. For position groups higher than the present wage group A, the local parties may agree on individual remuneration. • Any bonus payments may be combined with the company wage system and must be based on demonstrable improvements in performance and/or results in the company/group. • Local negotiations must be held until an adjustment date which is 1 June each year. The level of the adjustment shall not be less than the adjustment given in the shelf agreements pursuant to item 2 a), unless the parties have agreed otherwise. • Any special local agreement shall have the same duration as this agreement. • The local wage system must be approved by the union and the national association before being implemented. The same applies to future changes. • This system is a trial arrangement for the contract period 2000-2002. • If the local parties are unable to agree on a company-adjusted wage system, the wage system in this agreement shall apply fully.
2. New wage adjustment clause in the shelf agreements: At 1 June each year, negotiations shall be conducted between the national association and the unions. In connection with this, adjustments shall be made to the agreement’s wage matrix, which must:
a) Correspond to the regular, annual wage settlement as per 1 June.
b) Ensure that wage developments under this agreement are approximately the same as the average wage development of the company-adjusted wage systems. Any bonus payments in the operator companies are not included in the calculation basis for wage developments. Even if the right to automatic wage adjustment according to item 4A 2 b) lapses, this shall not prevent the organisations from demanding compensation for bonus paid in the oil companies. The Norwegian Oil and Gas Association will be free to consider such demands.
Offshore compensation. Board and lodging rates are replaced by a daily flat rate when service personnel are staying on board a vessel offshore/sailing/quayside/anchorage/dry-dock.
Offshore compensation. 5.2.1 Offshore compensation amounts to 21% of the base salary. The daily offshore compensation is calculated as follows: (Annual salary – Annual salary / 1.21) / 146
Offshore compensation. The total pay in item 4.2 (line 2) includes a 47% offshore compensation. Offshore compensation includes payments for the special conditions which offshore work entails and which are not otherwise compensated in this agreement.
4.1 Wage group position
B 1 Cook, ▇▇▇▇▇ and pastry cook with craft certificate, Senior cleaner B Cleaning assistant with a cleaning craft certificate C Service worker with cleaner’s craft certificate E Cook, ▇▇▇▇▇ and pastry cook without craft certificate, Cleaning assistant The wages of stewards/heads of catering and section managers [fagleder] shall be established on an individual basis taking into consideration the wage conditions in the company and other circumstances, as well as the each employee’s competence, experience, education, time of employment, line of work and area of responsibility. For these employees, items 3, 4.1 and 4.2 and 5-10 shall not apply. Employees who have been employed as cook/▇▇▇▇▇ in offshore service must, besides their normal line of work, also do cleaning work as instructed. This applies among other things to cleaning the ceilings and walls of their own work area. This work must be performed within ordinary working hours and without additional pay, as this is compensated in the wages indicated in item 4.2.
4.1.1 In case of promotion to a higher wage group, each employee shall be placed in the wage level which, as regards monetary amount, lies immediately above the wage level which the employee had before being promoted.
4.1.2 New employees shall be placed in wage level 0. For exceptions, see items 4.1.3 and 4.1.4.
4.1.3 Relevant offshore experience is credited with up to the same wage seniority as the employee had in his/her last job.
4.1.4 Employees with relevant experience, not covered by item 4.1.3, will upon employment be credited for seniority as follows: Relevant former experience: Credited with: 0 year - up to 3 years 0 wage level 3 years - up to 6 years 1 wage level 6 years - up to 9 years 2 wage levels 9 years and more 3 wage levels Employees with relevant experience from their own firm will upon appointment be credited for seniority as follows: 0 year - up to 2 years 0 wage level 2 years - up to 3 years 1 wage level 3 years - up to 4 years 2 wage levels 4 years - up to 5 years 3 wage levels 5 years - up to 6 years 4 wage levels 6 years and more 5 wage levels
4.1.5 Employees employed during the period from 1 January to 30 June will get a seniority increment on 1 January in the following year. ...
Offshore compensation. The total pay in item 4.2 (line 2) includes a 47% offshore compensation. Offshore compensation includes payments for the special conditions which offshore work entails and which are not otherwise compensated in this agreement. Wage system for catering employees in operator enterprises:
4.1 Wage group position
B 1 Cook, ▇▇▇▇▇ and pastry cook with craft certificate, Senior cleaner B Cleaning assistant with a cleaning craft certificate C Service worker with cleaner’s craft certificate E Cook, ▇▇▇▇▇ and pastry cook without craft certificate, Cleaning assistant The wages of stewards/heads of catering and section managers [fagleder] shall be established on an individual basis taking into consideration the wage conditions in the company and other circumstances, as well as the each employee’s competence, experience, education, time of employment, line of work and area of responsibility. For these employees, items 3, 4.1 and 4.2 and 5-10 shall not apply.
Offshore compensation. The total pay in item 4.2 (line 2) includes a 47% offshore compensation. Offshore compensation includes payments for the special conditions which offshore work entails and which are not otherwise compensated in this agreement. Wage system for catering employees in operator enterprises:
4.1 Wage group position
B 1 Cook, ▇▇▇▇▇ and pastry cook with craft certificate, Senior cleaner B Cleaning assistant with a cleaning craft certificate C Service worker with cleaner’s craft certificate E Cook, ▇▇▇▇▇ and pastry cook without craft certificate, Cleaning assistant The wages of stewards/heads of catering and section managers [fagleder] shall be established on an individual basis taking into consideration the wage conditions in the company and other circumstances, as well as the each employee’s competence, experience, education, time of employment, line of work and area of responsibility. For these employees, items 3, 4.1 and 4.2 and 5-10 shall not apply.
2. In case of promotion to a higher wage group, each employee shall be placed in the wage level which, as regards monetary amount, lies immediately above the wage level which the employee had before being promoted.