Common use of RE-DEPLOYMENT Clause in Contracts

RE-DEPLOYMENT. Employees may be redeployed to a new job at the same or lower salary in the same or new location. 24.6.1 Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee, at the rate paid in the old job at the time of redeployment. The employer can preserve the salary in the following ways: (a) a lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or (b) an on-going allowance for two years, equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases). 24.6.2 Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses by public transport shall be reimbursed for up to 12 months. 24.6.3 The redeployment may involve employees undertaking some on-the-job training. 24.6.4 Where the employee refuses to accept redeployment into a new job at the same or lower salary in the same or new location, the employee shall not be entitled to any severance payment in accordance with clause 24.9, other than notice of termination. Unless the employee otherwise agrees, any such redeployment shall be to a position substantially similar to the employee’s current position.

RE-DEPLOYMENT. Employees may be redeployed to a new job at the same or lower salary in the same or new location. 24.6.1 25.6.1 Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee, at the rate paid in the old job at the time of redeployment. The employer can preserve the salary in the following ways: (a) a lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or (b) an on-going allowance for two years, equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases). 24.6.2 25.6.2 Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses by public transport shall be reimbursed for up to 12 months. 24.6.3 25.6.3 The redeployment may involve employees undertaking some on-the-job training. 24.6.4 25.6.4 Where the employee refuses to accept redeployment into a new job at the same or lower salary in the same or new location, the employee shall not be entitled to any severance payment in accordance with clause 24.925.9, other than notice of termination. Unless the employee otherwise agrees, any such redeployment shall be to a position substantially similar to that aligns with the employee’s current 's scope of practice, as defined by the Health Practitioners Competence Assurance Xxx 0000, if relevant to their previous position.

RE-DEPLOYMENT. Employees ‌ The employee may be redeployed to a new job at the same or lower salary in the same or new location. 24.6.1 30.6.1 Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee, employee at the rate paid in the old job at the time of redeployment. The employer Lakes DHB can preserve the salary in the following ways: (a) a lump sum to make up for the loss of basic pay for the next two 2 years (this is not abated by any subsequent salary increases); or (b) an on-going ongoing allowance for two years, 2 years equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases). 24.6.2 30.6.2 Where the new job is within the same local area area, and extra travelling costs are involved, actual additional travelling expenses by public transport shall will be reimbursed for up to 12 months. 24.6.3 30.6.3 The redeployment may involve employees the employee undertaking some on-on- the-job training. 24.6.4 Where 30.6.4 If the employee refuses to accept redeployment into a new job at the same or lower salary in the same or new location, the employee shall will not be entitled to any severance payment in accordance with clause 24.930.9, other than notice of termination. Unless the employee otherwise agrees, any such redeployment shall will be to a position substantially similar to that aligns with the employee’s current 's scope of practice, as defined by the Health Practitioners Competence Assurance Act 2003 (if relevant to his/her previous position).

RE-DEPLOYMENT. Employees may be redeployed to a new job at the same or lower salary in the same or new location. 24.6.1 Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee, at the rate paid in the old job at the time of redeployment. The employer can preserve the salary in the following ways: (a) a lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or (b) an on-going allowance for two years, equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases). 24.6.2 Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses by public transport shall be reimbursed for up to 12 months. 24.6.3 The redeployment may involve employees undertaking some on-the-job training. 24.6.4 Where the employee refuses to accept redeployment into a new job at the same or lower salary in the same or new location, the employee shall not be entitled to any severance payment in accordance with clause 24.9, other than notice of termination. Unless the employee otherwise agrees, any such redeployment shall be to a position substantially similar to that aligns with the employee’s current 's scope of practice, as defined by the Health Practitioners Competence Assurance Xxx 0000, if relevant to their previous position.

RE-DEPLOYMENT. Employees may be redeployed to a new job at the same or lower salary in the same or new location. 24.6.1 25.6.1 Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee, employee at the rate paid in the old job at the time of redeployment. The employer can preserve the salary in the following ways: (a) a A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or (b) an on-going or An ongoing allowance for two years, years equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases). 24.6.2 25.6.2 Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses by public transport shall be reimbursed for up to 12 months. 24.6.3 25.6.3 The redeployment may involve employees undertaking some on-the-job training. 24.6.4 25.6.4 Where the employee refuses to accept redeployment into a new job at the same or lower salary in the same or new location, then the employee shall not be entitled to any severance payment in accordance with clause 24.9, Clause 25.9 other than notice of termination. Unless the employee otherwise agrees, any such redeployment shall be to a position substantially similar to that aligns with the employee’s current 's scope of practice, as defined by the Health Practitioners Competence Assurance Act 2003 if relevant to their previous position.

RE-DEPLOYMENT. Employees may be redeployed to a new job at the same or lower salary in the same or new location. 24.6.1 25.6.1 Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee, at the rate paid in the old job at the time of redeployment. The employer can preserve the salary in the following ways: (a) a lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or (b) an on-going allowance for two years, equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases). 24.6.2 25.6.2 Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses by public transport shall be reimbursed for up to 12 months. 24.6.3 25.6.3 The redeployment may involve employees undertaking some on-the-the- job training. 24.6.4 25.6.4 Where the employee refuses to accept redeployment into a new job at the same or lower salary in the same or new location, the employee shall not be entitled to any severance payment in accordance with clause 24.925.8, other than notice of termination. Unless the employee otherwise agrees, any such redeployment shall be to a position substantially similar to the employee’s current position.

RE-DEPLOYMENT. Employees may be redeployed to a new job at the same or lower salary in the same or new location. 24.6.1 25.6.1 Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee, employee at the rate paid in the old job at the time of redeployment. The employer can preserve the salary in the following ways: (a) a A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or (b) an on-going An ongoing allowance for two years, years equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases). 24.6.2 25.6.2 Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses by public transport shall be reimbursed for up to 12 months. 24.6.3 25.6.3 The redeployment may involve employees undertaking some on-the-job training. 24.6.4 25.6.4 Where the employee refuses to accept redeployment into a new job at the same or lower salary in the same or new location, then the employee shall not be entitled to any severance payment in accordance with clause 24.9, Clause 25.9 other than notice of termination. Unless the employee otherwise agrees, any such redeployment shall be to a position substantially similar to that aligns with the employee’s current 's scope of practice, as defined by the Health Practitioners Competence Assurance Act 2003 if relevant to their previous position.

RE-DEPLOYMENT. Employees may be redeployed to a new job at the same or lower salary in the same or new location. 24.6.1 25.6.1 Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee, at the rate paid in the old job at the time of redeployment. The employer can preserve the salary in the following ways: (a) a lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or (b) an on-going allowance for two years, equivalent to the difference between the present salary and the new salary (this is abated by any subsequent salary increases). 24.6.2 25.6.2 Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses by public transport shall be reimbursed for up to 12 months. 24.6.3 25.6.3 The redeployment may involve employees undertaking some on-the-job training. 24.6.4 25.6.4 Where the employee refuses to accept redeployment into a new job at the same or lower salary in the same or new location, the employee shall not be entitled to any severance payment in accordance with clause 24.925.9, other than notice of termination. Unless the employee otherwise agrees, any such redeployment shall be to a position substantially similar to that aligns with the employee’s current 's scope of practice, as defined by the Health Practitioners Competence Assurance Act 2003, if relevant to their previous position.