Common use of Arrangements Clause in Contracts

Arrangements. An Employee may be required to take leave without pay during Non-term weeks, provided that: (a) the Employee’s contract of employment specifies the arrangement in writing; (b) all such periods count as service for the purpose of calculating accrued leave entitlements and do not break continuity of service; (c) if appropriate work is available for an Employee during any such period, the existing Employee may be offered such employment (whether on a full-time, part-time or casual basis). The Employee who is on leave without pay may refuse an offer of employment without prejudice to their normal employment relationship; and (d) appropriate work will mean such work as is available that is capable of being performed by the Employee. Remuneration for such work will be at the rate of pay applicable to the work being performed.

Arrangements. An Employee may be required to take leave without pay during Nonnon-term weeks, provided that: (a) the Employee’s contract of employment specifies the arrangement in writing; (b) all such periods count as service for the purpose of calculating accrued leave entitlements and do not break continuity of service; (c) if appropriate work is available for an Employee during any such period, the existing Employee may be offered such employment (whether on a full-time, part-part- time or casual basis). The Employee who is on leave without pay may refuse an offer of employment without prejudice to their normal employment relationship; and (d) appropriate work will mean such work as is available that is capable of being performed by the Employee. Remuneration for such work will be at the rate of pay applicable to the work being performed.

Arrangements. An Employee Employee, may be required to take leave without pay during Nonnon-term weeks, provided that: (a) the Employee’s contract of employment specifies the arrangement in writing; (b) all such periods count as service for the purpose of calculating accrued leave entitlements and do not break continuity of service; (c) if appropriate work is available for an Employee during any such period, the existing Employee may be offered such employment (whether on a full-time, part-time or casual basis). The Employee who is on leave without pay may refuse an offer of employment without prejudice to their normal employment relationship; and (d) appropriate work will mean such work as is available that is capable of being performed by the Employee. Remuneration for such work will be at the rate of pay applicable to the work being performed.

Arrangements. An Employee may be required to take leave without pay during Nonnon-term weeks, provided that: (a) the Employee’s contract of employment specifies the arrangement in writing; (b) all such periods count as service for the purpose of calculating accrued leave entitlements and do not break continuity of service; (c) if appropriate work is available for an Employee during any such period, the existing Employee may be offered such employment (whether on a full-time, part-time or casual basis). The Employee who is on leave without pay may refuse an offer of employment without prejudice to their normal employment relationship; and (d) appropriate work will mean such work as is available that is capable of being performed by the Employee. Remuneration for such work will be at the rate of pay applicable to the work being performed.

Arrangements. An Employee may be required to take leave without pay during Non-term weeks, provided that: (a) the Employee’s contract of employment specifies the arrangement in writing; (b) all such periods count as service for the purpose of calculating accrued leave entitlements and do not break continuity of service; (c) if appropriate work is available for an Employee during any such period, the existing Employee may be offered such employment (whether on a full-time, part-time or casual basis). The Employee who is on leave without pay may refuse an offer of employment without prejudice to their normal employment relationship; and (d) appropriate work will mean such work as is available that is capable of being performed by the Employee. Remuneration for such work will be at the rate of pay applicable to the work being performed.