Permanent Accommodation. (a) The parties recognize that more than one employee requiring permanent accommodation may be suitable for a particular position or arrangement. In such cases, the parties agree that, in complying with the provisions of this Article, they must balance additional factors including in no particular order: • Skills, ability and experience; • Ability to acquire skills; • Path of least disruption in the workplace; • Seniority; • Timing of return to work; and, • Length of time an accommodation is required. When more than one (1) Employee is deemed by the parties to be suitable for a particular position or arrangement, and the factors set out above are relatively equal, seniority shall govern.
(b) An employee requiring permanent accommodation will provide the Health, Safety & Wellness Department with medical verification of accommodation requirements and information regarding restrictions.
(c) In the case where the employee is absent from work, the employee will provide the Health, Safety & Wellness Department with their ability to return to work including information regarding accommodation requirements.
(d) Where an employee is not returned to their original position or unit as a result of permanent accommodation, the Joint Accommodation Committee will be notified. The Health, Safety & Wellness Department in consultation with the Union representative will examine opportunities for temporary accommodation until such time as an appropriate permanent accommodation is determined. This employee will remain on the list of employees requiring permanent accommodation.
(e) The Hospital will advise the Union of offers of permanent accommodation within or outside the bargaining unit.
(f) The home position of a nurse who needs permanent accommodation may be posted under the following circumstances.
i) the employee is permanently accommodated in another position or arrangement; or
ii) the weight of the medical evidence establishes that there is no reasonable prospect of a return to the employee’s original position in the foreseeable future
Permanent Accommodation. (a) Home Rental (Bond)
Permanent Accommodation. The Company will pay up to an agreed limit for reasonable accommodation (including management and car parking/garage fees). Prior to commencing your house search, the allowance and specification for your accommodation should be agreed with the Senior Vice President and Administrative Officer. Should you wish to rent a higher priced property, you will be responsible for the additional costs incurred. the Company will meet the cost of legal fees, rates and estate agent fees. You will be responsible to the Landlord for any accidental damage to the property or its contents that occurs during the assignment. You should note that normally the lease is drawn-up in LG&E Energy’ Corporations name subject to local arrangements. You and your wife will be entitled to occupy such accommodation until your assignment in the US actually ceases.
Permanent Accommodation. The parties agree that the accommodation envisaged in clause 5 above will be made available to the occupiers pending the provision of suitable permanent housing solutions. The nature and location of any permanent housing options to be made available to the occupiers will be developed by the City in consultation with the occupiers concerned, having regard to applicable national, provincial and municipal housing policies and implementation plans.
Permanent Accommodation. (a) Home Rental (Bond) If an Employee was renting their home at the old location they will be eligible for costs associated with breaking the current lease and advance on the bond for a rental property at the new location, which is to be repaid, either in a lump sum payment or deducted from the Employee’s pay over a six month period.
(b) Home owner
i. If an Employee owns a home in the old location they will be eligible to receive assistance in the cost of selling that home, the cost of purchasing a home in the new location in order to receive sale and purchasing assistance Employees must sell their current property and purchase a new property at the new location within 12 months of the move.
ii. The following sales costs will be reimbursed:
A. selling agent’s commission, except for an unsuccessful auction;
B. marketing costs;
C. solicitors / conveyancing costs and disbursements;
D. mortgage discharge or penalty exit fees up to a maximum of six months interest;
E. if a solicitor / conveyancer was not engaged, the actual costs incurred with the sale of the dwelling; and
F. if a selling agent was not engaged, expenses incurred in advertising up to a maximum of 10% of the Commission that would otherwise have been payable.
iii. The following purchase costs will be reimbursed:
A. solicitors’ conveyancing professional costs and disbursements;
B. valuation fees and stamp duty;
C. if Solicitor / Conveyancer was not engaged, expenses incurred in connection with settlement expenses;
D. mortgage setup fees; and
E. expenses incurred in relation to housing loan insurance, building inspection and pest inspection.
iv. Costs are to be paid by the Employee and subject to reimbursement on the production of sufficient receipts / evidence. As some of the above benefits are subject to fringe benefits tax they will be reported on the Employee’s group certificate.
