ACCOMMODATION AND MEAL ALLOWANCE. 1. Where the employer requires the employee to undertake duties which necessitate the employee's absence from home overnight, the employer shall reimburse actual and reasonable expenses incurred by the employee on submission of the appropriate receipts or vouchers.
2. Where an employee’s attendance at a meeting prevents the employee returning home for the evening meal, the employer shall reimburse actual and reasonable expenses incurred by the employee in purchasing a meal on submission of the appropriate receipts or vouchers.
1. For the purposes of this Act, personal grievance means any grievance that an employee may have against the employee's employer or former employer because of a claim-
a. that the employee has been unjustifiably dismissed; or
b. that the employee's employment, or 1 or more conditions of the employee's employment (including any condition that survives termination of the employment), is or are or was (during employment that has since been terminated) affected to the employee's disadvantage by some unjustifiable action by the employer; or
c. that the employee has been discriminated against in the employee's employment; or
d. that the employee has been sexually harassed in the employee's employment; or
e. that the employee has been racially harassed in the employee's employment; or
f. that the employee has been subject to duress in the employee's employment in relation to membership or non-membership of a union or employees organisation; or
g. that the employee’s employer has failed to comply with a requirement of Part 6A; or
h. [Repealed]
2. For the purposes of this Part, a representative, in relation to an employer and in relation to an alleged personal grievance, means a person-
a. who is employed by that employer; and
b. who either-
i. has authority over the employee alleging the grievance; or ii is in a position of authority over other employees in the workplace of the employee alleging the grievance.
3. In subsection (1) (b), unjustifiable action by the employer does not include an action deriving solely from the interpretation, application, or operation, or disputed interpretation, application, or operation, of any provision of any employment agreement.
ACCOMMODATION AND MEAL ALLOWANCE. 1. Where the employer requires the employee to undertake duties which necessitate the employee's absence from home overnight, the employer shall reimburse actual and reasonable expenses incurred by the employee on submission of the appropriate receipts or vouchers.
2. Where an employee’s attendance at a meeting prevents the employee returning home for the evening meal, the employer shall reimburse actual and reasonable expenses incurred by the employee in purchasing a meal on submission of the appropriate receipts or vouchers.
1. For the purposes of this Act, personal grievance means any grievance that an employee may have against the employee's employer or former employer because of a claim-
a. that the employee has been unjustifiably dismissed; or
b. that the employee's employment, or 1 or more conditions of the employee's employment (including any condition that survives termination of the employment), is or are or was (during employment that has since been terminated) affected to the employee's disadvantage by some unjustifiable action by the employer; or
c. that the employee has been discriminated against in the employee's employment; or
ACCOMMODATION AND MEAL ALLOWANCE. 1. Where the employer requires the employee to undertake duties which necessitate the employee’s absence from home overnight, the employer shall reimburse actual and reasonable expenses incurred by the employee on submission of the appropriate receipts or vouchers.
2. Where an employee’s attendance at a meeting prevents the employee returning home for the evening meal, the employer shall reimburse actual and reasonable expenses incurred by the employee in purchasing a meal on submission of the appropriate receipts or vouchers. APPENDIX A – SECTIONS 103-110 OF THE EMPLOYMENT RELATIONS ACT 2000 103 PERSONAL GRIEVANCE
1. For the purposes of this Act, personal grievance means any grievance that an employee may have against the employee’s employer or former employer because of a claim-
a. that the employee has been unjustifiably dismissed; or
b. that the employee’s employment, or 1 or more conditions of the employee’s employment (including any condition that survives termination of the employment), is or are or was (during employment that has since been terminated) affected to the employee’s disadvantage by some unjustifiable action by the employer; or
c. that the employee has been discriminated against in the employee’s employment; or
d. that the employee has been sexually harassed in the employee’s employment; or
e. that the employee has been racially harassed in the employee’s employment; or
f. that the employee has been subject to duress in the employee’s employment in relation to membership or non-membership of a union or employees organisation; or
g. that the employee’s employer has failed to comply with a requirement of Part 6A; or
h. [Repealed]
2. For the purposes of this Part, a representative, in relation to an employer and in relation to an alleged personal grievance, means a person-
a. who is employed by that employer; and
b. who either-
i. has authority over the employee alleging the grievance; or ii is in a position of authority over other employees in the workplace of the employee alleging the grievance.
3. In subsection (1) (b), unjustifiable action by the employer does not include an action deriving solely from the interpretation, application, or operation, or disputed interpretation, application, or operation, of any provision of any employment agreement. 103A TEST OF JUSTIFICATION
1. For the purposes of section 103(1) (a) and (b), the question of whether a dismissal or an action was justifiable must be determined, on an objective basis, by co...
ACCOMMODATION AND MEAL ALLOWANCE. Where the employer requires the employee to undertake duties which necessitate the employee's absence from home overnight, the employer shall reimburse actual and reasonable expenses incurred by the employee on submission of the appropriate receipts or vouchers. Where an employee’s attendance at a meeting prevents the employee returning home for the evening meal, the employer shall reimburse actual and reasonable expenses incurred by the employee in purchasing a meal on submission of the appropriate receipts or vouchers. Kindergarten Teachers, Head Teachers and Senior Teachers' Collective Agreement Effective: 12 July 2019 to 11 July 2022 We are making improvements to our Download to Print functionality, so if you want a printed copy of this agreement please download the PDF version of the Kindergarten Teachers, Head Teachers and Senior Teachers' Collective Agreement.
ACCOMMODATION AND MEAL ALLOWANCE.
33.1 Where an Employee is required to stay away from home in the performance of work the required accommodation shall be booked by the central office of the Employer.
33.2 Where an Employee is required to stay away from home in the performance of work the Employee will be reimbursed reasonable cost of meals with on the production of receipts up to $30 combined for an evening meal and/or lunch and $15 for breakfast (where this is not included in the accommodation cost).
ACCOMMODATION AND MEAL ALLOWANCE.
8.8.1 Where the employer requires the employee to undertake duties which necessitate the employee's absence from home overnight, the employer shall reimburse actual and reasonable expenses incurred by the employee on submission of the appropriate receipts or vouchers.
8.8.2 Where an employee’s attendance at a meeting prevents the employee returning home for the evening meal, the employer shall reimburse actual and reasonable expenses incurred by the employee in purchasing a meal on submission of the appropriate receipts or vouchers. Appendix A: Sections 103–110 of the Employment Relations Act 2000
(1) For the purposes of this Act, personal grievance means any grievance that an employee may have against the employee's employer or former employer because of a claim—
(a) that the employee has been unjustifiably dismissed; or
(b) that the employee's employment, or 1 or more conditions of the employee's employment (including any condition that survives termination of the employment), is or are or was (during employment that has since been terminated) affected to the employee's disadvantage by some unjustifiable action by the employer; or
(c) that the employee has been discriminated against in the employee's employment; or
(d) that the employee has been sexually harassed in the employee's employment; or
