Workforce Compensation Sample Clauses
The Workforce Compensation clause defines how employees or contractors will be paid for their work under the agreement. It typically outlines the rates of pay, payment schedules, and any additional compensation such as bonuses or overtime. This clause ensures that both parties have a clear understanding of financial obligations, helping to prevent disputes over payment and ensuring fair treatment of the workforce.
Workforce Compensation. The following terms and conditions relating to the workforce compensation portion of the CWELCC system funding will be enforced for all Licensees who are approved to participate in the CWELCC system: • Licensees are required to bring the wage of all eligible RECE staff up to the wage floor plus benefits as identified in the ministry’s Guideline Addendum. • Licensees are required to increase the hourly wage plus benefits of all eligible RECE staff annually as described in the ministry’s Guideline Addendum. • Workforce compensation funding is provided to eligible RECE staff employed by a Licensee that is participating in the CWELCC System regardless of the age of the children they are supporting. • Licensees subject to the Protecting a Sustainable Public Sector for Future Generations Act, 2019 (PSPSFGA) are required to meet any applicable obligations under the PSPSFGA. • Licensees that are subject to the terms of a collective agreement should seek independent legal advice on implementing the wage floor and annual wage increase. • Licensees will be required to apply for the Wage Enhancement Grant to be eligible to receive workforce compensation funding. • Licensees participating in the CWELCC System prior to December 31, 2022, must issue retroactive payments to eligible RECE staff for any period after the Licensee is notified by the Corporation that they are enrolled in the CWELCC System during which Licensees paid eligible RECE staff wages lower than the wage floor. • Licensees participating in the CWELCC System after December 31, 2022, will not receive funding to issue retroactive payments to eligible RECE staff for wage compensation funding and will only be expected to implement the wage floor and annual wage increase on a go forward basis. • Licensees will be permitted to continue to pay eligible RECE staff below the wage floor for thirty-one calendar days after the Corporation notifies them that they are enrolled in the CWELCC System. After 31 days, the Licensee would be required to pay eligible RECE staff at least the wage floor. Licensees would then be given one additional month (for a total of 60 days from the day they were notified) to provide eligible RECE staff with a retroactive payment for any wages that were below the wage floor, retroactive to the date their enrolment in the CWELCC System was confirmed by the Corporation. • Licensees are not permitted to use workforce compensation funding to provide compensation to eligible RECE staff over and ...
Workforce Compensation. The commitment, knowledge, and experience of Ontario’s diverse range of professionals are the foundation of the child care and early years system. The workforce compensation element of CWELCC funding will support improved compensation for some Registered Early Childhood Educators (RECEs) through the provincial introduction of a wage floor and an annual wage increase for eligible RECEs. In addition, workforce compensation funding will be provided to offset wage increases for eligible non- RECE staff associated with the minimum wage increases that came into effect January 1, 2022 and October 1, 2022.
Workforce Compensation. If eligible for workforce compensation as part of the CWELCC System, the Service Provider must administer this funding in accordance with the requirements of the Child Care and Early Years Act and the Guidelines, including required retroactive payments.
Workforce Compensation. (a) The Agency shall bring and maintain the wage of all eligible RECE staff up to the wage floor, as determined by the Guidelines. Eligibility for the wage floor is dependent on staff receiving WEG funding and the annual wage increase, i.e., their hourly wage inclusive of WEG must be below the wage floor and benefits should not be included when determining the hourly wage.
Workforce Compensation. Operators are required to utilize CWELCC Workforce Compensation funding to increase compensation for low wage earners who are RECEs working in the child care sector. • Operators are required to bring the wage of all eligible RECE staff up to the wage floor and benefits as identified in the Ministry Guideline Addendum. • Operators are required to increase the hourly wage plus benefits of all eligible RECEs staff annually as described in the Ministry Guideline Addendum. • Workforce compensation is required to be provided to all eligible RECEs regardless of the age of the child being supported. Workforce funding is not limited to RECEs supporting eligible children. • Operators subject to the Protecting a Sustainable Public Sector For Future Generations Act, 2019 are required to meet any applicable obligations under this act. • Operators are required to first apply for and receive Wage Enhancement Grant funding prior to accessing Workforce Compensation Funding. • Operators who join the CWELCC system must issue retroactive payments to eligible RECE staff for any period after April 1, 2022 until the Operator received notice from the County that they are enrolled in the CWELCC System during which the Operator paid eligible RECE staff wages lower than the wage floor. • Operators are required to comply with the Wage Floor requirements found in the Ministry Guideline Addendum within 31 days of being informed by the County of being notified of being enrolled in the CWELCC system. • Operators have 60 days from being informed by the County of enrollment in the CWELCC system to issue retroactive payments of Wage Floor funding to eligible RECEs. • Operators must include workforce payments in each pay cheque or payment made to eligible RECE staff. • Upon receiving confirmation of enrolment in the CWELCC System, and as new eligible RECEs are hired, Operators are required to share, in writing, information about the wage floor and annual wage increases with eligible RECE staff.