Employee Information Sheet. Deployment with the Rapid Response Corps (RRC) The Department of Foreign Affairs has established a Rapid Response Corps of skilled and experienced volunteers who are available at short notice and for periods of at least 3 months to deploy to humanitarian emergencies anywhere in the world. Employees who are participating in the RRC may be released for a maximum of 3 months with pay. Further information relating to the RRC can be obtained on xxx.xxxxxxxx.xxx.xx or e- mail xxx@xxx.xx or telephone 000 000000 or 000 000000. Applicants for the RRC who are shortlisted and invited to interview by Irish Aid are required to submit the Employer Agreement Form to their Department Head for completion (attached).
Employee Information Sheet. UC Berkeley values its employees and their contributions; therefore, the University strives to provide an injured or disabled employee the opportunity to return to temporary or transitional work as soon as his/her condition permits. Transitional work allows an employee with temporary work restrictions to work in a modified, alternative, or reduced-hours capacity on a temporary basis, while recuperating from an illness or injury. In most cases, transitional work has a positive impact on an employee’s recovery time while preparing to return to regular work. In your particular case, your treating physician has released you for transitional work and your department can accommodate your work restrictions. Depending on the nature of your work restrictions, your transitional work may or may not be that different from your regular job. Your supervisor will discuss the details of your transitional work plan with you. These details will be documented in a Transitional Work Agreement so that your supervisor and you will both have a clear understanding of your job duties and/or work restrictions. Please understand that this is nota permanent change in your position. If your transitional job is full-time, you will receive your regular pay and benefits during your transitional assignment. If you have only been released to work on a part-time basis, your pay, benefits, and hours will be adjusted accordingly. Please see your department benefits representative to determine how your pay and benefits will be affected if you return to work on a part-time basis. To ensure a successful Transitional Work Agreement, your cooperation is vital. You need to be an active participant in this program to make it work. Therefore, the following provides some guidelines for you to follow: • Follow the work restrictions recommended by your physician. If asked to perform a task that exceeds your restrictions or you feel unable to perform a task, it is your responsibility to immediately notify your supervisor. • Follow all work and safety rules at the location of your transitional work assignment. • Total working hours are not to exceed physician recommendations or pre-injury appointment. • Notify your supervisor by the start of your shift if you are unable to report to work for any reason. • Try to schedule doctor and physical therapy appointments at time when you are not scheduled to work. If you must leave work, you must receive prior approval from your supervisor. • Perform your transitio...
Employee Information Sheet. Upon initial employment, and on or about August 1 of each year thereafter, each employee will be provided an Employment Information Sheet, the purpose of which is to provide the member with pertinent information relative to his/her employment. The Employment Information Sheet will include, but not be limited to, the following information:
Employee Information Sheet. The Catholic Schools Intrastate Long Service Leave Portability Annexure (the “Annexure”) has been developed as a benefit to be provided to employees of participating NSW/ ACT Catholic Diocesan Authorities and participating Catholic Independent School Authorities in recognition of the significant contribution made by these employees in advancing the mission of the Catholic Church in the area of Catholic education. participating NSW/ ACT Catholic Diocesan Authority or participating Catholic Independent School Authority means any participating employer listed in clause 6 of the Annexure. Employees of participating Catholic Schools are entitled under the Annexure to transfer their long service leave entitlements when they terminate their employment with one participating employer and become employed by another participating employer in the capacity of Principal, Teacher, Adviser or General Employee within a period not exceeding the equivalent of two school terms. At the time of an employee’s termination, the employee’s employer will provide them with the following documents if they have met the required qualifying period of continuous service:
Employee Information Sheet. The NSW/ACT Catholic Employers’ Long Service Leave Portability Agreement allows eligible employees of Parties to have their previous service recognised for the purposes of future long service leave accrual, in recognition of employees’ contribution to advancing the mission of the Catholic Church. The Parties are those listed in Annexure A. For an employee to be eligible to have their previous service recognised by an employer of a Party to this Agreement, they must meet all of the following requirements: - completed at least 12 months continuous service with an employer of a Party to this Agreement; and - must commence employment with another employer of a Party to this Agreement within two months of the termination of employment at the former employer; and - they must not have been terminated by the former employer for reason of serious misconduct. In addition to recognition of prior service, if an employee is eligible under the applicable legislation to be paid out their long service leave entitlement with their former participating employer, they can elect for this to occur, or alternatively they can instead elect for their long service leave balance to be transferred to their new participating employer (instead of the monetary value being paid out by their former participating employer on termination). The employee’s leave balance can only be transferred if the employee has notified their former participating employer of this election, by completing Part One of the Application Form to Recognise Prior Service for the Purposes of Long Service Leave (‘the Application Form’), and submitting this form to their former participating employer and the new participating employer immediately when they provide notice of termination, or by no later than their last day of employment with their former participating employer. Employees should carefully consider this election, as in some circumstances it may be more advantageous to the employee to be paid out their long service leave entitlement rather than transfer the leave balance, for example when moving from full-time to part- time employment. If the employee is not eligible under relevant legislation to be paid out their long service leave entitlement with their former participating employer, or they have been (or will be) paid out their long service leave entitlement with their former participating employer, then the employee is required to complete and submit Part One of the Application Form to their new partic...
