Fares. Where an employee becomes critically or dangerously ill while absent from their usual place of work for official purposes, and a support person and/or dependent child or children travels to be with the employee, the Secretary will approve the reimbursement of reasonable fares incurred by the support person/child/children. Where an employee is performing duties while absent from their usual place of work, and is granted either compassionate or bereavement leave in respect of a partner, parent, child or sibling of the employee or their partner, the Secretary will approve reimbursement to the employee for reasonable additional fares that would not have been incurred had the employee been located at their usual place of work. Travel time An employee will be considered to be on duty: while they are in direct transit; and while they are undertaking official business in the temporary locality. When an employee spends time on personal matters, the employee is not considered to be on duty. D5Reviewed rate of travel allowance Where an employee is required to be absent from their usual locality on official business for at least 21 continuous days in a single location, they will be entitled to a reviewed rate of travel allowance for any periods beyond 21 days which may include: reimbursement of reasonable expenses for rent or board at the temporary locality, subject to prescribed rental ceilings; reimbursement of reasonable additional costs incurred at the employee’s usual locality because of their absence; a one-off, taxable payment of a household establishment allowance, at the following rates (depending on duration of the stay): Household establishment allowance Commencement Rate from 1 July 2013 Rate 1 (21 – 36 days in a single location) $389 $400 Rate 2 (more than 36 days in a single location) $778 $801 a reunion fare at the completion of each full three-month period at the temporary locality, where the employee has dependents who have not accompanied the employee to the temporary locality; the meals component of the daily travel allowance, where the Secretary agrees that the employee is unable to move out of hotel/motel accommodation, and that they do not have suitable kitchen facilities; and/or travel and removal expenses for the employee and their dependents, where the employee is expected to work at the temporary locality for more than three months. D6Relocation An employee who relocates from one locality to another as a result of: a promotion; or reassignment of duties or engagement determined by the Secretary to be in the interests of the department (including redeployment of an excess employee), will be eligible to be paid reasonable relocation costs. The Secretary may approve payment of reasonable relocation costs to an employee who requests and receives approval to relocate for personal reasons. The Secretary may approve payment of the following allowances: a one-off taxable payment of household establishment allowance, at the following rates: Household establishment allowance Commencement Rate from 1 July 2013 Rate $778 $801 and/or where an employee is promoted or reassigned duties (but not on engagement), a one-off taxable payment of disturbance allowance, at the rates advised by the relevant subscription service. The Secretary may meet, or reimburse employees for reasonable costs of relocation on promotion, reassignment of duties or engagement. Where expenses are met or paid under this clause D6 and the employee then ceases employment with the Australian Public Service within 12 months of the relocation, the Secretary may decide to require the employee to repay up to 50% of the expenses paid under this clause D6. Amounts payable by an employee under this subclause D6.5 may, in accordance with a relevant Chief Executive’s Instruction, be deducted from monies otherwise payable to the employee or recovered as a debt due to the Commonwealth. Part EFLEXIBLE WORKING CONDITIONS
Appears in 1 contract
Samples: www.servicesaustralia.gov.au
Fares. Where an employee becomes critically or dangerously ill while absent from their usual place of work for official purposes, and a support person and/or dependent child or children travels to be with the employee, the Secretary will approve the reimbursement of reasonable fares incurred by the support person/child/children. Where an employee is performing duties while absent from their usual place of work, and is granted either compassionate or bereavement leave in respect of a partner, parent, child or sibling of the employee or their partner, the Secretary will approve reimbursement to the employee for reasonable additional fares that would not have been incurred had the employee been located at their usual place of work. Travel time An employee will be considered to be on duty: while they are in direct transit; and while they are undertaking official business in the temporary locality. When an employee spends time on personal matters, the employee is not considered to be on duty. D5Reviewed rate of An employee will not be required to travel allowance more than 10 hours per day inside the bandwidth. Where an employee is travelling outside the bandwidth, an employee at or below the APS 6 classification level will: be entitled to time off in lieu, on an hour for hour basis; but not be entitled to overtime payments. REVIEWED RATE OF TRAVEL ALLOWANCE Where an employee is required to be absent from their usual locality on official business for at least 21 continuous days in a single location, they will be entitled to a reviewed rate of travel allowance for any periods beyond 21 days which may include: reimbursement of reasonable expenses for rent or board at the temporary locality, subject to prescribed rental ceilings; reimbursement of reasonable additional costs incurred at the employee’s usual locality because of their absence; a one-off, taxable payment of a household establishment allowance, at the following rates (depending on duration of the stay): Household establishment allowance Commencement Rate from 1 July 2013 From commencement From the first anniversary From the 18 month anniversary Rate 1 (21 – 36 days in a single location) $389 412.00 $400 420.24 $424.45 Rate 2 (more than 36 days in a single location) $778 825.03 $801 841.54 $849.96 a reunion fare at the completion of each full three-month period at the temporary locality, where the employee has dependents who have not accompanied the employee to the temporary locality; the meals component of the daily travel allowance, where the Secretary agrees that the employee is unable to move out of hotel/motel accommodation, and that they do not have suitable kitchen facilities; and/or travel and removal expenses for the employee and their dependents, where the employee is expected to work at the temporary locality for more than three months. D6Relocation OVERSEAS TRAVEL Overseas travel must be approved by the Secretary prior to the commencement of travel. Employees are entitled to travel overseas in business class (or equivalent). Where business class is not available, premium economy or economy class travel will be provided. Where a member of an employee’s household travels with the employee, and that person’s travel is paid for by the department, that person is entitled to travel at the same standard as the employee. Employees are entitled to one paid rest day for air travel of over 12 hours duration, normally taken when they arrive at their destination and before they start work. Employees who do not already have a passport will be reimbursed the cost of obtaining a passport, where this is required for official travel. Where a visa is required, the department will meet the relevant costs. Where an employee requires medication or vaccinations as a direct result of the requirement to travel overseas, the costs will be met by the department. An equipment allowance of $250 is payable to employees who travel overseas. This allowance is provided to assist with the cost of travel equipment (such as luggage or suitable clothing) purchased as a result of the requirement to travel overseas on official travel, and to compensate for additional wear and tear on personal belongings. 50% of the allowance must be acquitted by receipts. This allowance is payable once every three years. The department will meet reasonable costs of accommodation, meals and incidentals incurred on official travel overseas, either through the provision of a Corporate Credit Card or by payment of relevant components of a daily travel allowance, in accordance with the rates contained in the relevant policy. Expenses incurred on a Corporate Credit Card must be within the rates determined by the relevant subscription service. RELOCATION An employee who relocates from one locality to another as a result of: a promotion; or reassignment of duties or engagement determined by the Secretary to be in the interests of the department (including redeployment of an excess employee), will be eligible to be paid reasonable relocation costs. The Secretary may approve payment of reasonable relocation costs to an employee who requests and receives approval to relocate for personal reasons. The Secretary may approve payment of the following allowances: a one-off taxable payment of household establishment allowance, at the following rates: Household establishment allowance Commencement Rate from 1 July 2013 From commencement From the first anniversary From the 18 month anniversary Rate $778 825.03 $801 841.54 $849.96 and/or where an employee is promoted or reassigned duties (but not on engagement), a one-off taxable payment of disturbance allowance, at the rates advised by the relevant subscription service. The Secretary may meet, or reimburse employees for meet the following reasonable costs of relocation (or reimburse reasonable expenses to the employee, where it is not possible to directly meet the costs): costs of a pre-transfer visit to arrange accommodation and/or schooling, where this will assist a cost-effective transfer; costs of transport to the new location for the employee and their dependents; accommodation costs for up to one week at the pre-transfer location, if the employee is required to vacate their home or have furniture removed; accommodation costs for up to three weeks at the new location, if long-term temporary or permanent accommodation is not immediately available at the new location; and/or costs of removal and storage of household furniture and goods for the employee and their dependents. The Secretary may approve reimbursement to the employee of reasonable expenses as follows: rent or boarding payments at the new locality for up to six months (up to prescribed rental ceilings), where the employee owned their family home at the pre-transfer location, and who intends to purchase a home in the new location. This reimbursement ceases to be available at the earlier of the employee: renting out or selling their home at the pre-transfer location; purchasing a home at the new location; or not making genuine attempts to purchase a home at the new location; where an employee is promoted or reassigned duties (but not on promotionengagement): costs of boarding a student during school terms at the pre-transfer location, reassignment where a dependent child’s welfare or scholastic progress would be seriously prejudiced if they were required to change schools in Year 11 or 12. Costs are not payable if the child was boarding prior to the transfer being notified; or where an employee is promoted or reassigned duties (but not on engagement): legal and professional costs on the sale of duties or engagementa family home at the pre-transfer location. Where expenses are met or An employee who is eligible for sale costs may also be eligible for legal and professional costs on purchase of a family home at the new location. Costs of purchase cannot be paid until the home at the pre-transfer location has been sold. Time limits on the availability of this reimbursement apply as follows: Reimbursement type Time limit Sale costs The sale must occur within the periods commencing on the day on which the employee is notified in writing of the transfer to the new location, and ending on the day two years after the date the employee commenced at the new location. Purchase costs The purchase must occur within the periods commencing on the day on which the employee is notified in writing of the transfer to the new location, and ending on the day four years after the date the employee commenced at the new location. The employee will cease to be eligible for payments under this clause D6 and E.5 at the employee then ceases earlier of the date they cease employment with the Australian Public Service within 12 months department or at the expiration of the relocation, the Secretary may decide to require the employee to repay up to 50% of the expenses paid under any time limits specified in this clause D6. Amounts payable by an employee under this subclause D6.5 may, in accordance with a relevant Chief Executive’s Instruction, be deducted from monies otherwise payable to the employee or recovered as a debt due to the Commonwealth. Part EFLEXIBLE WORKING CONDITIONSE.5.
Appears in 1 contract
Samples: Human Services Agreement
Fares. Where an employee becomes critically or dangerously ill while absent from their usual place of work for official purposes, and a support person and/or dependent child or children travels to be with the employee, the Secretary will approve the reimbursement of reasonable fares incurred by the support person/child/children. Where an employee is performing duties while absent from their usual place of work, and is granted either compassionate or bereavement leave in respect of a partner, parent, child or sibling of the employee or their partner, the Secretary will approve reimbursement to the employee for reasonable additional fares that would not have been incurred had the employee been located at their usual place of work. Travel time An employee will be considered to be on duty: while they are in direct transit; and while they are undertaking official business in the temporary locality. When an employee spends time on personal matters, the employee is not considered to be on duty. D5Reviewed An employee will not be required to travel more than 10 hours per day inside the bandwidth. Where an employee is travelling outside the bandwidth, an employee at or below the APS 6 classification level will: be entitled to time off in lieu, on an hour for hour basis; but not be entitled to overtime payments. Reviewed rate of travel allowance Where an employee is required to be absent from their usual locality on official business for at least 21 continuous days in a single location, they will be entitled to a reviewed rate of travel allowance for any periods beyond 21 days which may include: reimbursement of reasonable expenses for rent or board at the temporary locality, subject to prescribed rental ceilings; reimbursement of reasonable additional costs incurred at the employee’s usual locality because of their absence; a one-off, taxable payment of a household establishment allowance, at the following rates (depending on duration of the stay): Household establishment allowance Commencement Rate from 1 July 2012 1 July 2013 Rate 1 (21 – 36 days in a single location) $378 $389 $400 Rate 2 (more than 36 days in a single location) $755 $778 $801 a reunion fare at the completion of each full three-month period at the temporary locality, where the employee has dependents who have not accompanied the employee to the temporary locality; the meals component of the daily travel allowance, where the Secretary agrees that the employee is unable to move out of hotel/motel accommodation, and that they do not have suitable kitchen facilities; and/or travel and removal expenses for the employee and their dependents, where the employee is expected to work at the temporary locality for more than three months. D6Relocation Overseas Travel Overseas travel must be approved by the Secretary prior to the commencement of travel. Employees are entitled to travel overseas in business class (or equivalent). Where business class is not available, premium economy or economy class travel will be provided. Where a member of an employee’s household travels with the employee, and that person’s travel is paid for by the department, that person is entitled to travel at the same standard as the employee. Employees are entitled to one paid rest day for air travel of over 12 hours duration, normally taken when they arrive at their destination and before they start work. Employees who do not already have a passport will be reimbursed the cost of obtaining a passport, where this is required for official travel. Where a visa is required, the department will meet the relevant costs. Where an employee requires medication or vaccinations as a direct result of the requirement to travel overseas, the costs will be met by the department. An employee equipment allowance of $250 is payable to employees who relocates from one locality travel overseas. This allowance is provided to another assist with the cost of travel equipment (such as luggage or suitable clothing) purchased as a result of: of the requirement to travel overseas on official travel, and to compensate for additional wear and tear on personal belongings. 50% of the allowance must be acquitted by receipts. This allowance is payable once every three years. The department will meet reasonable costs of accommodation, meals and incidentals incurred on official travel overseas, either through the provision of a promotion; Corporate Credit Card or reassignment by payment of duties or engagement determined by relevant components of a daily travel allowance, in accordance with the Secretary to be rates contained in the interests of the department (including redeployment of an excess employee), will relevant policy. Expenses incurred on a Corporate Credit Card must be eligible to be paid reasonable relocation costs. The Secretary may approve payment of reasonable relocation costs to an employee who requests and receives approval to relocate for personal reasons. The Secretary may approve payment of the following allowances: a one-off taxable payment of household establishment allowance, at the following rates: Household establishment allowance Commencement Rate from 1 July 2013 Rate $778 $801 and/or where an employee is promoted or reassigned duties (but not on engagement), a one-off taxable payment of disturbance allowance, at within the rates advised determined by the relevant subscription service. The Secretary may meet, or reimburse employees for reasonable costs of relocation on promotion, reassignment of duties or engagement. Where expenses are met or paid under this clause D6 and the employee then ceases employment with the Australian Public Service within 12 months of the relocation, the Secretary may decide to require the employee to repay up to 50% of the expenses paid under this clause D6. Amounts payable by an employee under this subclause D6.5 may, in accordance with a relevant Chief Executive’s Instruction, be deducted from monies otherwise payable to the employee or recovered as a debt due to the Commonwealth. Part EFLEXIBLE WORKING CONDITIONS.
Appears in 1 contract
Samples: Scope of Agreement
Fares. Where an employee becomes critically or dangerously ill while absent from their usual place of work for official purposes, and a support person and/or dependent child or children travels to be with the employee, the Secretary will approve the reimbursement of reasonable fares incurred by the support person/child/children. Where an employee is performing duties while absent from their usual place of work, and is granted either compassionate or bereavement leave in respect of a partner, parent, child or sibling of the employee or their partner, the Secretary will approve reimbursement to the employee for reasonable additional fares that would not have been incurred had the employee been located at their usual place of work. Travel time An employee will be considered to be on duty: while they are in direct transit; and while they are undertaking official business in the temporary locality. When an employee spends time on personal matters, the employee is not considered to be on duty. D5Reviewed Reviewed rate of travel allowance Where an employee is required to be absent from their usual locality on official business for at least 21 continuous days in a single location, they will be entitled to a reviewed rate of travel allowance for any periods beyond 21 days which may include: reimbursement of reasonable expenses for rent or board at the temporary locality, subject to prescribed rental ceilings; reimbursement of reasonable additional costs incurred at the employee’s usual locality because of their absence; a one-off, taxable payment of a household establishment allowance, at the following rates (depending on duration of the stay): Household establishment allowance Commencement Rate from 1 July 2013 Rate 1 (21 – 36 days in a single location) $389 $400 Rate 2 (more than 36 days in a single location) $778 $801 a reunion fare at the completion of each full three-month period at the temporary locality, where the employee has dependents who have not accompanied the employee to the temporary locality; the meals component of the daily travel allowance, where the Secretary agrees that the employee is unable to move out of hotel/motel accommodation, and that they do not have suitable kitchen facilities; and/or travel and removal expenses for the employee and their dependents, where the employee is expected to work at the temporary locality for more than three months. D6Relocation An employee who relocates from one locality to another as a result of: a promotion; or reassignment of duties or engagement determined by the Secretary to be in the interests of the department (including redeployment of an excess employee), will be eligible to be paid reasonable relocation costs. The Secretary may approve payment of reasonable relocation costs to an employee who requests and receives approval to relocate for personal reasons. The Secretary may approve payment of the following allowances: a one-off taxable payment of household establishment allowance, at the following rates: Household establishment allowance Commencement Rate from 1 July 2013 Rate $778 $801 and/or where an employee is promoted or reassigned duties (but not on engagement), a one-off taxable payment of disturbance allowance, at the rates advised by the relevant subscription service. The Secretary may meet, or reimburse employees for reasonable costs of relocation on promotion, reassignment of duties or engagement. Where expenses are met or paid under this clause D6 and the employee then ceases employment with the Australian Public Service within 12 months of the relocation, the Secretary may decide to require the employee to repay up to 50% of the expenses paid under this clause D6. Amounts payable by an employee under this subclause D6.5 may, in accordance with a relevant Chief Executive’s Instruction, be deducted from monies otherwise payable to the employee or recovered as a debt due to the Commonwealth. Part EFLEXIBLE WORKING CONDITIONS.
Appears in 1 contract
Samples: www.servicesaustralia.gov.au
Fares. Where an employee becomes critically or dangerously ill while absent from their usual place of work for official purposes, and a support person and/or dependent child or children travels to be with the employee, the Secretary will approve the reimbursement of reasonable fares incurred by the support person/child/children. Where an employee is performing duties while absent from their usual place of work, and is granted either compassionate or bereavement leave in respect of a partner, parent, child or sibling of the employee or their partner, the Secretary will approve reimbursement to the employee for reasonable additional fares that would not have been incurred had the employee been located at their usual place of work. Travel time An employee will be considered to be on duty: while they are in direct transit; and while they are undertaking official business in the temporary locality. When an employee spends time on personal matters, the employee is not considered to be on duty. D5Reviewed rate of An employee will not be required to travel allowance more than 10 hours per day inside the bandwidth. Where an employee is travelling outside the bandwidth, an employee at or below the APS 6 classification level will: be entitled to time off in lieu, on an hour for hour basis; but not be entitled to overtime payments. REVIEWED RATE OF TRAVEL ALLOWANCE Where an employee is required to be absent from their usual locality on official business for at least 21 continuous days in a single location, they will be entitled to a reviewed rate of travel allowance for any periods beyond 21 days which may include: reimbursement of reasonable expenses for rent or board at the temporary locality, subject to prescribed rental ceilings; reimbursement of reasonable additional costs incurred at the employee’s usual locality because of their absence; a one-off, taxable payment of a household establishment allowance, at the following rates (depending on duration of the stay): Household establishment allowance Commencement Rate from 1 July 2013 From commencement From the first anniversary From the 18 month anniversary Rate 1 (21 – 36 days in a single location) $389 412.00 $400 420.24 $424.45 Rate 2 (more than 36 days in a single location) $778 825.03 $801 841.54 $849.96 a reunion fare at the completion of each full three-month period at the temporary locality, where the employee has dependents who have not accompanied the employee to the temporary locality; the meals component of the daily travel allowance, where the Secretary agrees that the employee is unable to move out of hotel/motel accommodation, and that they do not have suitable kitchen facilities; and/or travel and removal expenses for the employee and their dependents, where the employee is expected to work at the temporary locality for more than three months. D6Relocation OVERSEAS TRAVEL Overseas travel must be approved by the Secretary prior to the commencement of travel. Employees are entitled to travel overseas in business class (or equivalent). Where business class is not available, premium economy or economy class travel will be provided. Where a member of an employee’s household travels with the employee, and that person’s travel is paid for by the department, that person is entitled to travel at the same standard as the employee. Employees are entitled to one paid rest day for air travel of over 12 hours duration, normally taken when they arrive at their destination and before they start work. Employees who do not already have a passport will be reimbursed the cost of obtaining a passport, where this is required for official travel. Where a visa is required, the department will meet the relevant costs. Where an employee requires medication or vaccinations as a direct result of the requirement to travel overseas, the costs will be met by the department. An equipment allowance of $250 is payable to employees who travel overseas. This allowance is provided to assist with the cost of travel equipment (such as luggage or suitable clothing) purchased as a result of the requirement to travel overseas on official travel, and to compensate for additional wear and tear on personal belongings. 50% of the allowance must be acquitted by receipts. This allowance is payable once every three years. The department will meet reasonable costs of accommodation, meals and incidentals incurred on official travel overseas, either through the provision of a Corporate Credit Card or by payment of relevant components of a daily travel allowance, in accordance with the rates contained in the relevant policy. Expenses incurred on a Corporate Credit Card must be within the rates determined by the relevant subscription service. RELOCATION An employee who relocates from one locality to another as a result of: a promotion; or reassignment of duties or engagement determined by the Secretary to be in the interests of the department (including redeployment of an excess employee), will be eligible to be paid reasonable relocation costs. The Secretary may approve payment of reasonable relocation costs to an employee who requests and receives approval to relocate for personal reasons. The Secretary may approve payment of the following allowances: a one-off taxable payment of household establishment allowance, at the following rates: Household establishment allowance Commencement Rate from 1 July 2013 From commencement From the first anniversary From the 18 month anniversary Rate $778 825.03 $801 841.54 $849.96 and/or where an employee is promoted or reassigned duties (but not on engagement), a one-off taxable payment of disturbance allowance, at the rates advised by the relevant subscription service. The Secretary may meet, or reimburse employees for meet the following reasonable costs of relocation (or reimburse reasonable expenses to the employee, where it is not possible to directly meet the costs): costs of a pre-transfer visit to arrange accommodation and/or schooling, where this will assist a cost-effective transfer; costs of transport to the new location for the employee and their dependents; accommodation costs for up to one week at the pre-transfer location, if the employee is required to vacate their home or have furniture removed; accommodation costs for up to three weeks at the new location, if long-term temporary or permanent accommodation is not immediately available at the new location; and/or costs of removal and storage of household furniture and goods for the employee and their dependents. The Secretary may approve reimbursement to the employee of reasonable expenses as follows: rent or boarding payments at the new locality for up to six months (up to prescribed rental ceilings), where the employee owned their family home at the pre-transfer location, and who intends to purchase a home in the new location. This reimbursement ceases to be available at the earlier of the employee: renting out or selling their home at the pre-transfer location; purchasing a home at the new location; or not making genuine attempts to purchase a home at the new location; where an employee is promoted or reassigned duties (but not on promotionengagement): costs of boarding a student during school terms at the pre-transfer location, reassignment where a dependent child’s welfare or scholastic progress would be seriously prejudiced if they were required to change schools in Year 11 or 12. Costs are not payable if the child was boarding prior to the transfer being notified; or where an employee is promoted or reassigned duties (but not on engagement): legal and professional costs on the sale of duties a family home at the pre-transfer location. An employee who is eligible for sale costs may also be eligible for legal and professional costs on purchase of a family home at the new location. Costs of purchase cannot be paid until the home at the pre-transfer location has been sold. Time limits on the availability of this reimbursement apply as follows: Reimbursement type Time limit Sale costs The sale must occur within the periods commencing on the day on which the employee is notified in writing of the transfer to the new location, and ending on the day two years after the date the employee commenced at the new location. Purchase costs The purchase must occur within the periods commencing on the day on which the employee is notified in writing of the transfer to the new location, and ending on the day four years after the date the employee commenced at the new location. The employee will cease to be eligible for payments under this clause E5 at the earlier of the date they cease employment with the department or engagementat the expiration of any time limits specified in this clause E5. Where expenses are met or paid under this clause D6 E5 and the employee then ceases employment with the Australian Public Service within 12 months of the relocation, the Secretary may decide to require the employee to repay up to 50% of the expenses paid under this clause D6E5. Amounts payable by an employee under this subclause D6.5 E5.7 may, in accordance with a relevant Chief Executive’s Accountable Authority Instruction, be deducted from monies otherwise payable to the employee or recovered as a debt due to the Commonwealth. Part EFLEXIBLE This subclause E5.7 will not apply to persons employed under a Graduate program. FLEXIBLE WORKING CONDITIONS
Appears in 1 contract
Samples: Human Services Agreement
