Overseas Work. “The Employees” may be requested by “the Employer” to travel overseas on business. While working overseas “the Employees” will where possible, be entitled to the same standard of accommodation and meals as would be provided by “the Employer” in Australia. “The Employer” will reimburse “the Employee” for all business related expenses incurred and provide “the Employee” with a corporate credit card, traveller’s cheques, cash or other suitable form of recompense. “The Employer” will reimburse “the Employee” for actual expenses incurred for work including laundry, airport taxes, tips (where customary in the country), and transport to and from airports and work places. “The Employer” will arrange all necessary visas, allow “the Employee” paid time to obtain a passport and to obtain any immunisations required prior to departure at no cost to “the Employee”. Where workers compensation does not apply because of the work or work location, “the Employer” will arrange for and pay the premiums for personal accident insurance to cover “the Employee”. “The Employer” will ensure that “the Employee” will not be disadvantaged in terms of any accident benefit that would normally be available under Queensland Work Cover legislation. “The Employer” will compensate “the Employee” for any financial loss directly incurred as a result of “the Employee” working overseas. ‘The Employees” will therefore be recompensed for financial loss arising from, but not limited to, currency exchange variations, cost of living differences between Australia and the country in which the work is being performed, reasonable telephone calls to Australia and personal taxation adjustments. Where “the Employee” who is working overseas for such an extended period that “the Employee” is no longer required to pay Australian taxes, and/or is required to pay tax at a rate lower than what would normally apply had “the Employee” been working in Australia, “the Employee” will be entitled to the benefit by way of any reduction in taxation. If “the Employee” is required to pay tax at a higher rate than what “the Employee” would have been required to pay when working in Australia, “the Employer” will, in addition to “the Employee’s” usual wages, pay the additional tax on behalf of “the Employee.” “The Employer” will prior to “the Employee’s” departure, provide any current advice, which may have been issued by the Department of Foreign Affairs concerning the country in which “the Employee” is to work. “The Employer...
Overseas Work. Employees may be requested by the Employer to travel overseas on business. While working overseas employees will where possible, be entitled to the same standard of accommodation and meals as would be provided by the Employer in Australia. The Employer will reimburse the employee for all business-related expenses incurred and provide the employee with a corporate credit card, traveler’s cheques, cash or other suitable form of recompense. The Employer will reimburse the employee for actual expenses incurred for laundry, airport taxes, tips (where customary in the country), and transport to and from airports and work places. The Employer will arrange all necessary visas, allow the employee paid time to obtain a passport and to obtain any immunizations required prior to departure at no cost to the employee. Where workers compensation does not apply because of the work or work location, the Employer will arrange for and pay the premiums for personal accident insurance to cover the employee. The Employer will ensure that the employee will not be disadvantaged in terms of any accident benefit that would normally be available under Queensland Work Cover legislation. The Employer will compensate the employee for any financial loss directly incurred as a result of the employee working overseas. Employees will therefore be recompensed for financial loss arising from, but not limited to, currency exchange variations, cost of living differences between Australia and the country in which the work is being performed, reasonable telephone calls to Australia and personal taxation adjustments. Where an employee who is working overseas for such an extended period that the employee is no longer required to pay Australian taxes, and/or is required to pay tax at a rate lower than what would normally apply had the employee been working in Australia, the employee will be entitled to the benefit by way of any reduction in taxation. If the employee is required to pay tax at a higher rate than what the employee would have been required to pay when working in Australia, the Employer will, in addition to the employee's usual wages, pay the additional tax on behalf of the employee. The Employer will prior to the employee's departure, provide any current advice, which may have been issued by the Department of Foreign Affairs concerning the country in which the employee is to work. The Employer will also provide other information, which is in the Employer's possession, which may better ...
Overseas Work. 42.4.1. Except where it may be in contravention of the laws of the host country, this agreement shall be the basis for the payment and conditions of employees who may be sent overseas temporarily, to carry out work in another country.
42.4.2. When employed on work outside Australia, the distant work allowance prescribed by clause 42.3.1 shall be varied to an amount which shall be agreed between Architectural Glass Projects and the Agreement Team.
Overseas Work. You will not be required to work outside of the UK for periods greater than one month unless otherwise agreed.
Overseas Work. Employees may be requested by Ergon Energy to travel overseas on business. While working overseas employees will where possible, be entitled to the same standard of accommodation and meals as would be provided by Ergon Energy in Australia. Where available, premium economy or equivalent seating will be provided for employees undertaking such travel. At no cost to the employee, Ergon Energy will arrange all necessary visas and allow the employee paid time to obtain a passport, and to obtain any immunisation requirements prior to departure. Where workers compensation does not apply because of the work or work location, Ergon Energy will arrange for and pay the premiums for personal accident insurance to cover the employee. Ergon Energy will ensure that the employee will not be disadvantaged in terms of any accident benefit that would normally be available under Queensland WorkCover legislation. Where an employee who is working overseas for such an extended period that the employee is no longer required to pay Australian taxes, and/or is required to pay tax at a rate lower than what would normally apply had the employee been working in Australia, the employee will be entitled to the benefit by way of any reduction in taxation. If the employee is required to pay tax at a higher rate than what the employee would have been required to pay when working in Australia, Ergon Energy will, in addition to the employee’s usual wages, pay the additional tax on behalf of the employee. Ergon Energy will prior to the employee’s departure, provide any current advice, which may have been issued by the Department of Foreign Affairs concerning the country in which the employee is to work. Ergon Energy will also provide other information, which is in Ergon Energy’s possession, which may better apprise the employee of specific legal and or cultural issues, which are particular to the country in which work is to be performed. Extended travel plans should accommodate adequate rest breaks for employees.
Overseas Work. You will not be required to work outside the United Kingdom for any consecutive period of more than one month.
Overseas Work. The company currently does not envisage you having to work outside the United Kingdom for a period of more than one consecutive month. If this should change you will be advised of this and subject to mutual agreement. You may be required to travel overseas on a frequent basis as part of your role in order to fulfil your contractual duties.
