Common use of Reassignment Pay Protection Allowance (RPPA) Clause in Contracts

Reassignment Pay Protection Allowance (RPPA). If an employee accepts an assignment at any Qwest subsidiary where the current rate of pay (hourly equivalent) of the new position is less than the current rate of pay (hourly equivalent) of the employee’s regular position (excluding lateral zone adjustments), the employee will be paid the difference between their current rate (hourly equivalent) and the rate (hourly equivalent) of the new position in bi-weekly payments based on the employee’s TOE at the time of the assignment in accordance with the following table: 0 but less than 5 years 13 weeks 5 but less than 10 years 39 weeks 10 but less than 15 years 78 weeks 15+ years 156 weeks If an employee is subsequently downgraded through another force adjustment he/she will be entitled to a second RPPA which will run concurrently with the remainder of the first RPPA period. RPPA will be subject to recalculation if a subsequent promotion occurs within the Company due to a subsequent force adjustment. RPPA will be discontinued upon regular movement through the Post and Bid Process.