Pay Policy. 11.01 All employees shall be paid in accordance with Appendix A.
Pay Policy. Your rate of pay will be recorded in your personal letter. Restaurant bonus schemes may vary by Restaurant and the terms of the scheme in your Restaurant may be changed by your Restaurant Manager/Franchisee from time to time.
Pay Policy. Employees shall be compensated within the pay ranges set forth in the classification and pay plan of the Employer and in accordance with the rules for administration included therein. Attached as an appendix to this Agreement are the job classification and pay schedules. The Employer shall determine the table of organization or position count; that is, the number of employees to be assigned to any job classification and the job classifications needed to operate the Employer’s facilities. The Union shall be notified in advance of any change to be made in the table of organization.
Pay Policy. Pay policy is an important part of the coordination of interests among the Social Partners. In particular, it includes an arrangement on how employee pay is to be decided, and its amount.. An effective and fair payment model must be sustainable and be able to provide social security and the motivation to work, while the decisive role in designing this model should be left to the discretion of the Social Partners. Employer association and trade union representatives agree on private sector pay through collective labour agreements at various levels. The public sector's pay policy must ensure the system is sustainable and that an adequate balance is struck between the level and growth of pay in the public sector in comparison with the private sector, so as to ensure that wage growth in the public sector does not exceed wage growth in the private sector. In addition to the relevant regulations, pay policy is based on applicable laws, collective labour agreements and mutual arrangements. We also agree that, from an employee social security perspective, we must continue to ensure that their statutory right to a minimum wage, securing a decent living, is upheld, and to formulate policies that encourage companies to adopt worker participation in profit-sharing and create new jobs.
Pay Policy. A. All increases in wages and cost items are contingent upon BOS approval and a successful vote at the 2011 Town meeting. Effective July 1, 2011, the labor Grade and Step increase will be increased by 1.5% (Appendix D). One additional Step shall be added to the top of the 2011-2012 Labor Grade and Step schedule. This new step shall be 1.0% higher than the previous step and is identified as W-1. Effective July 1, 2012, the Labor Grade and Step increase will be 1.5% (Appendix E). One additional Step shall be added to the top of the 2012-2013 Labor Grade and Step schedule. This new step shall be 1.0% higher than the previous step and is identified as W-2. Effective July 1, 2013, the Labor Grade and Step schedule (Appendix E) shall be adjusted to reflect a 2.0% cost of living increase. Effective July 1, 2013, employees that were on Step W-2 during the 2012-2013 fiscal year shall receive a one-time cash payment of $500.00 in addition to any cost of living adjustment to Step W-2. Where applicable, this one time cash payment of $500.00 will be paid in the employee’s paycheck in full on or before July 18, 2013. At the successful completion of the probationary period, the affected employee shall move one step higher. Each subsequent step will be achieved by successful completion of one year of service and upon recommendation of the Fire Chief. The Fire Chief may deny a step increase for just cause. The burden of proving just cause is upon the Town and is subject to the grievance procedure delineated in Article 13. Upon successful completion of a paramedic course, New Hampshire Paramedic licensure and local medical protocols, the employee shall be placed at the step in Labor Grade 14 that is one step below their current step in Labor Grade 12. For example, a Firefighter/Emergency Medical Technician-Intermediate currently at Labor Grade Step E upon attaining the above requirements shall be placed at Labor Grade 14, Step D.
Pay Policy. Section 2. Members of the Casual Crew are part-time and will be considered as such even though they may work full-time. The Company may remove an individual from the Casual Crew at its discretion. Members of the Casual Crew will be paid only for actual time worked and are not eligible for the weekly guarantee provision, holiday pay, vacation pay, double time, starting rate progression, funeral leave pay, health and welfare benefits provided by the Company or the other fringe benefits given regular full-time employees except as indicated in Section 2. A Casual Crew member is eligible for time and one-half pay for hours worked in excess of forty (40) in any work week or over eight (8) hours in one (1) day. The wage rate for the Casual Crew will be the starting wage rate. If the employee is qualified to and performs a rated job, such employee will receive the additional grade pay for such job.
Pay Policy. 1. Payroll Installments - Each employee shall elect to be paid on the basis of nine (9) or twelve
Pay Policy. Full-time Paramedic employees shall be compensated according to the salary schedules, classifications and ranges designated in Appendix A. The rotational work schedule establishes a nine week cycle, over which the average number of hours scheduled is fifty-six (56) per week. The bi-weekly pay rates in Appendix A reflect the automatic payment of the overtime rate (time and one-half (1 ½) the hourly rate) for sixteen (16) hours per week. For calculation of payroll, all approved paid leave shall be considered as time worked, and shall not reduce the base bi-weekly pay.
Pay Policy. All employees shall participate in the direct deposit payroll system. Chief Officers shall be compensated within the pay range as set forth in Schedule “A”, attached hereto and made a part of this Agreement. For the purpose of calculating payment for any accrued benefit hours, such as paid holidays and separation benefits, including unused vacation and sick leave hours, the hourly rate shall be computed as follows for all chief officers: employee bi-weekly rate x 26 + annual longevity/26 104
