INITIAL REGISTRATION COSTS Clause Samples
The INITIAL REGISTRATION COSTS clause defines which party is responsible for paying the fees and expenses associated with registering a product, service, or intellectual property at the outset of an agreement. Typically, this clause specifies whether the buyer, seller, or another party will cover costs such as government filing fees, legal expenses, or administrative charges required to complete the initial registration process. By clearly allocating these initial costs, the clause helps prevent disputes and ensures that both parties understand their financial obligations from the beginning of the transaction.
INITIAL REGISTRATION COSTS. 21.2.1 If during the term of this Agreement, Social Workers are legally required to register with an Authority, as defined by act of Parliament, the employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where:
a) The employee is employed by the DHB at the time that the profession is required to register; and
b) Where registration under legislation is a requirement for the job.
21.2.2 Where the employer requires social workers to become registered as a requirement of the employee’s continuing employment, but registration with a regulatory body is not mandatory the employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where the employee is employed by the DHB at the time that profession is required to register. Should registration of that profession with a regulatory body become mandatory, the employer will not be required to reimburse additional monies.
INITIAL REGISTRATION COSTS. It is anticipated that, during the term of this Agreement, a number of professions will be legally required to register with an Authority, as defined by the Health Practitioners’ Competence Assurance ▇▇▇ ▇▇▇▇. The employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where:
a) The employee is employed by the DHB at the time that the profession is required to register; and
b) Where registration under legislation is a requirement for the job. Where the employer requires the employee to become registered as a requirement of the employee’s continuing employment, but registration with a regulatory body is not mandatory (for example, social workers), the employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where the employee is employed by the DHB at the time that profession is required to register. Should registration of that profession with a regulatory body become mandatory, the employer will not be required to reimburse additional monies.
INITIAL REGISTRATION COSTS. It is anticipated that, during the term of this Agreement, a number of professions will be legally required to register with an Authority, as defined by the Health Practitioners' Competence Assurance Act 2003. The employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where:
a) The employee is employed by the employer at the time that the profession is required to register; and
INITIAL REGISTRATION COSTS. It is anticipated that, during the term of this Agreement, a number of professions will be legally required to register with an Authority, as defined by the Health Practitioners’ Competence Assurance Act (for example, anaesthetic technicians, psychotherapists). The employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where: a)The employee is employed by the DHB at the time that the profession is required to register; and
INITIAL REGISTRATION COSTS. It is anticipated that, during the term of this Agreement, a number of professions will be legally required to register with an Authority, as defined by the Health Practitioners’ Competence Assurance Act 2003. The employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where:
a) The employee is employed by the DHB at the time that the profession is required to register; and
b) Where registration under legislation is a requirement for the job. Where the employer requires the employee to become registered as a requirement of the employee’s continuing employment, but registration with a regulatory body is not mandatory, the employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where the employee is employed by the DHB at the time that profession is required to register. Should registration of that profession with a regulatory body become mandatory, the employer will not be required to reimburse additional monies.
INITIAL REGISTRATION COSTS. 21.2.1 If during the term of this Agreement, Social Workers are legally required to register with an Authority, as defined by act of Parliament, the employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where:
a) The employee is employed by Te Whatu Ora - Te Tai Tokerau at the time that the profession is required to register; and
b) Where registration under legislation is a requirement for the job.
21.2.2 Where the employer requires social workers to become registered as a requirement of the employee’s continuing employment, but registration with a regulatory body is not mandatory the employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where the employee is employed by Te Whatu Ora - Te Tai Tokerau at the time that profession is required to register. Should registration of that profession with a regulatory body become mandatory, the employer will not be required to reimburse additional monies.
INITIAL REGISTRATION COSTS. If during the term of this Agreement, Social Workers are legally required to register with an Authority, as defined by act of Parliament, the employer will reimburse actual costs up to a maximum of $500 towards the initial registration costs where: