Pay Systems Clause Samples
The 'Pay Systems' clause defines the methods and structures by which employees are compensated within an organization. It typically outlines the types of pay (such as hourly wages, salaries, or commission), the frequency of payment, and any applicable bonuses or incentives. By clearly specifying how and when employees are paid, this clause ensures transparency and consistency in compensation, reducing misunderstandings and disputes related to payroll.
Pay Systems a. The Board shall make two (2) payments. The first payment will be issued on the first payroll in September of the year the employee retires. The second payment will occur in the following year on the first payroll in September.
b. All payments shall be made directly to the member. Such payment(s) shall be considered to eliminate all sick leave accrued by the employee at the time of payment.
Pay Systems. Pay systems may be introduced at the individual enterprise for the purpose of enhancing the enterprise’s competitiveness and development and also employee development. If the enterprise or the relevant group of employees wishes to introduce such pay systems, local negotiations on this matter will take place in the enterprise. If one of the parties so wishes, the necessary assistance may be obtained from the parties.
Pay Systems. Instead of pay scales and related provisions of the collective bargaining agreement, such as with respect to weighting payments for management functions or other considerations, it is authorised to introduce a wages system of the parties to an agreement in individual companies. In a wages system, there will be criteria and material issues that are combined, as appropriate, and there will be a procedure for assessment and development. Each party, that is to say, employees on the basis of majority support or the company, can request negotiations on the introduction of a new wages system. An agreement on a new wages system within a company shall be in writing and shall be submitted for approval to all parties that the agreement is intended to cover, by secret ballot, which the appropriate employees’ negotiating committee shall organise. An agreement is considered endorsed if it receives support from a majority of cast votes. The trade unions in question or trade unions if more than one union is a party to the agreement, shall make sure that the agreement complies with the provisions of the law and the provisions of collective agreements on minimum terms of employment.
Pay Systems. Instead of pay scales and related provisions of the collective bargaining agreement, such as with respect to premium payments for management functions or other considerations, it is authorised to introduce a pay system of the parties to an agreement in individual companies, see more details on the competency-based pay system in 5.12. In the pay system, there will be criteria and material issues that are combined, as appropriate, and there will be a procedure for assessment and development. Each party, that is to say, employees on the basis of majority support or the company, can request negotiations on the introduction of a new pay system. An agreement on a new pay system within a company shall be in writing and shall be submitted for approval to all parties that the agreement is intended to cover, by secret ballot, which the appropriate employees’ nego- tiating committee shall organise. An agreement is considered endorsed if it receives support from a majority of cast votes. The trade unions in question or trade unions if more than one union is a party to the agreement, shall make sure that the agreement complies with the provisions of the law and the provisions of collective agreements on minimum terms of employment.