Common use of Retraining Clause in Contracts

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) 26.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 26.10.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etctertiary or other institution.

Retraining. (a) 26.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 26.10.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in service inservice education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) . If an employee is redeployed to a position which is similar to his or his/her previous one, any retraining may be minimal, taking the form of "on the job" on-the-job training such as induction or in in- service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging bridges programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining refraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining refraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "“on the job" ” training such as induction or in service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) . If an employee is redeployed to a position which is similar to his or his/her previous one, any retraining may be minimal, taking the form of "on the job" on-the-job training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging bridges programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her their previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) . If an employee is redeployed to a position which is similar to his or his/her previous one, any retraining may be minimal, taking the form of "on the job" on-the-job training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) 27.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 27.10.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in service inservice education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 25.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 25.10.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "“on the job" ” training such as induction or in in-service education. education Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 27.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 27.10.2 If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in service inservice education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) 25.8.1 Where a skill shortage is identified, the employer Employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer Employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 25.8.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining refraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining refraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "“on the job" ” training such as induction or in service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-in- service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) 25.8.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 25.8.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 25.7.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage shortage, with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 25.7.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-in- service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 27.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 27.10.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in- service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 31.10.1 Where a skill shortage is identified, the employer Employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer Employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 31.10.2 If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" ' training such as induction or in service inservice education. Where an employee is deployed to a new occupation or a dissimilar position the employer Employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer Employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer Employer needs to make decisions on the basis of cost, the availability of appropriate training schemes schemes, and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the ‘on-the-job" ’ training such as induction or in in- service education. Where an employee is deployed to a new occupation or a dissimilar position the employer Employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) 26.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 26.10.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in- service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 27.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 27.10.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 24.7.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage shortage, with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 24.7.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-in- service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 25.8.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage shortage, with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 25.8.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 23.7.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage shortage, with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 23.7.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in- service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the “form of "on the job" training such as induction or in service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer may offer a surplus employee retraining refraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining refraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) . • If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "“on the job" ” training such as induction or in service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) 28.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 28.10.2 If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer Employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer Employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "“on the job" ” training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer Employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer Employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to Employer will make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in- service education. Where an employee is deployed to a new occupation or a dissimilar position the employer Employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmesprograms, etc.

Retraining. (a) 21.10.1 Where a skill shortage is identified, the employer FRSL may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer FRSL needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 21.10.2 If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in service inservice education. Where an employee is deployed to a new occupation or a dissimilar position the employer FRSL should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) 23.7.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage shortage, with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 23.7.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) 24.7.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage shortage, with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 24.7.2 If an employee is redeployed to a position which that is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institutetertiary or other institution, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer Employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer Employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "“on the job" ” training such as induction or in service education. Where an employee is deployed to a new occupation or a dissimilar position the employer Employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer Chief Executive Officer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer Chief Executive Officer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" ' training such as induction or in service education. Where an employee is deployed to a new occupation or a dissimilar position the employer Chief Executive Officer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) Where a skill shortage is identified, the employer Employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer Employer needs to make decisions on the basis of cost, the availability of appropriate training schemes schemes, and the suitability of individuals for retraining. (b) . If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the 'on-the-job" ' training such as induction or in in­ service education. Where an employee is deployed to a new occupation or a dissimilar position the employer Employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.

Retraining. (a) 27.10.1 Where a skill shortage is identified, the employer may offer a surplus employee retraining to meet that skill shortage with financial assistance up to the maintenance of full salary plus appropriate training expenses. It may not be practical to offer retraining to some employees identified as surplus. The employer needs to make decisions on the basis of cost, the availability of appropriate training schemes and the suitability of individuals for retraining. (b) 27.10.2 If an employee is redeployed to a position which is similar to his or her previous one, any retraining may be minimal, taking the form of "on the job" training such as induction or in in-service education. Where an employee is deployed to a new occupation or a dissimilar position the employer should consider such forms of retraining as in-service education, block courses or night courses at a technical institute, nursing bridging programmes, etc.