RURAL AND REMOTE Sample Clauses

The 'Rural and Remote' clause defines specific terms, conditions, or considerations that apply to services, work, or obligations performed in rural or remote locations. Typically, this clause outlines adjustments such as additional compensation, travel allowances, or modified timelines to account for the unique challenges of working in less accessible areas. Its core function is to address the logistical and cost differences associated with rural or remote work, ensuring fairness and clarity for both parties involved.
RURAL AND REMOTE. 22.1. The parties acknowledge the importance of regional, rural and remote jobs in delivering services to the community. 22.2. The parties acknowledge the Queensland Government’s ongoing commitment in providing employees who reside (either permanently or temporarily) in government owned dwellings with a safe residential environment and acceptable facility standards. 22.3. The employer acknowledges the importance of relevant professional development and training for employees in regional, rural and remote areas, together with its greater accessibility for those employees through technology. 22.4. The employer is encouraged to come to local arrangements about appropriate travel policies for regional, rural and remote based employees.
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RURAL AND REMOTE. (1) The parties acknowledge the importance of regional, rural and remote jobs in delivering services to the community. (2) The parties acknowledge the Government’s ongoing commitment in providing employees who reside (either permanently or temporarily) in government owned dwellings with a safe residential environment and acceptable facility standards. (3) The employer, where requested through the ACC will establish a working party during the life of the agreement to promote internal transfers between regional locations. (4) The employer acknowledges the importance of relevant professional development and training for employees in regional, rural and remote areas, together with its greater accessibility for those employees through technology. (5) The employer will review the Regional and Remote Incentives policy in consultation with Together Queensland Union.
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RURAL AND REMOTE. 25.1. The parties recognise that the employer faces a number of challenges in relation to the recruitment and retention of nurses and midwives in rural and remote locations. This includes expanding demand for health services in these areas, the changing composition of health services as a result of the advent of new technology, non-alignment between the service location and where nurses and midwives are located. 25.2. NaMIG will establish a joint project group to develop a consistent, fair and transparent scheme for the recognition and remuneration of nurses and midwives living and working in rural and remote locations, in order to create a sustainable workforce. 25.3. The project group will, within a year of certification of the Agreement, evaluate the current incentives and re-imbursements for rural and remote employees including: (a) RANIP including criteria and composition of payments; (b) Annual isolation allowance (clause 13.2 of the Award); (c) Locality allowance (clause 13.8 of the Award);
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RURAL AND REMOTE. Request a community assistance expense allowance to assist with the increased costs associated with living in a rural and remote community. An allowance of $2,900 per annum will be sought for those living in departmental housing and on fixed term contracts. For those who take permanent appointments the below allowances will be requested:  Currie (▇▇▇▇ Island), Lady ▇▇▇▇▇▇ and Whitemark (Flinders Island) – $9,279 per annum for the first two years and $6,378 per annum for each year thereafter.  Bruny Island, Queenstown, Rosebery, Strahan and Zeehan – $6,378 per annum for the first two years and $3,481 per annum for each year thereafter. Please note: This allowance will not replace the current remote and rural professional development allowance.  There needs to be support to find accommodation provision for those working in rural and remote areas. This includes provision for family accommodation.
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RURAL AND REMOTE. The parties recognise that Queensland Health faces a number of challenges in relation to the recruitment and retention of nurses and midwives in rural and remote locations. This includes expanding demand for health services in these areas, the changing composition of health services as a result of the advent of new technology, non-alignment between the service location and where nurses and midwives are located, and competition with the resources sector. Queensland Health will work cooperatively with the QNU to develop ongoing strategies to address these challenges taking into account whole of government considerations. This will include examination of fatigue and overtime arrangements. From 1 April 2012, the RANIP annual isolation bonus as set out in HR Policy C2 will be increased as follows:  At conclusion of one year of service - $3,500  At conclusion of two years of service - $10,500  At conclusion of three or more years - $7,000 Cooktown will be incorporated as a designated RANIP site effective 1 April 2012. Within six months of certification of the agreement, the parties will evaluate and enhance the existing criteria for inclusion in RANIP. The aim is to assess the recruitment and retention performance of rural and remote locations, taking into consideration the local environment such as the expanding resources sector, in order to determine eligibility for inclusion in RANIP. Following this evaluation, a process will be jointly developed to consider the inclusion and/or removal of locations on an ongoing basis, subject to the workforce already engaged continuing to receive the package. HR Policy C2 will be varied to allow RANIP nurses and midwives the ability to cash out the air fare entitlement on a cost neutral basis. The cash equivalent must be directly related to travel being undertaken by the employee or for their spouse/dependants to travel to the centre.
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RURAL AND REMOTE. It is often more difficult for people with chronic and complex conditions to access the care they need in rural and remote areas. The Parties agree to work together to enhance coordination of care for these communities by focussing on digital health and workforce improvements. Strong eHealth infrastructure in rural and remote areas can enable the sharing of information and resources, supporting patients receiving care as close to home as possible in a coordinated way. The Parties commit to increase the use of digital health across the acute, primary and aged care sectors in rural and remote area, including through the implementation of the National Digital Health Strategy. A sustainable, effective workforce is fundamental to improving health services for rural and remote communities. To support this, the Parties will work to strengthen the rural and remote workforce by: Identifying workforce gaps, duplications and priority areas for collaboration; Developing joint workforce strategies for priority areas, including post-graduate workforce pathways to retain people in rural and remote communities post-training, and considering shared employment arrangements; and Promoting training opportunities in Aboriginal Medical Services with a focus on better support for people with chronic and complex conditions. Joint activities in this area will be consistent with existing respective policies and frameworks, including: Commonwealth programs using the network of Rural Workforce Agencies; Commonwealth support for rural undergraduate training through the Rural Health Multidisciplinary Training Program; and the NSW Rural Health Plan: Towards 2021 and the NSW Health Professional Workforce Plan 2012-2022. The Parties will monitor progress on the activities against the milestones and timelines outlined in Table 7.
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Related to RURAL AND REMOTE

  • Rights and Remedies are Cumulative Except with respect to rights and remedies expressly declared to be exclusive in this Agreement, the rights and remedies of the parties are cumulative and the exercise by either party of one or more of such rights or remedies shall not preclude the exercise by it, at the same or different times, of any other rights or remedies for the same default or any other default by the other party.

  • County of Orange Child Support Enforcement Subrecipient certifies it is in full compliance with all applicable federal and state reporting requirements regarding its employees and with all lawfully served Wage and Earnings Assignment Orders and Notices of Assignments and will continue to be in compliance throughout the term of the Contract with the County of Orange. Failure to comply shall constitute a material breach of the Contract and failure to cure such breach within 60 calendar days of notice from the County shall constitute grounds for termination of the Contract.

  • Recognition and Rights of Stewards (a) The Employer recognizes the Union's right to select stewards to represent employees. The Employer and the Union will agree on the number of stewards, taking into account both operational and geographic considerations. (b) The Union agrees to provide the Employer with a list of the employees designated as stewards for each jurisdictional area. (c) A ▇▇▇▇▇▇▇, or their alternate, shall obtain the permission of their immediate supervisor before leaving their work to perform their duties as a ▇▇▇▇▇▇▇. Leave for this purpose shall be with pay. Such permission shall not be unreasonably withheld. On resuming their normal duties, the ▇▇▇▇▇▇▇ shall notify their supervisor. (d) The duties of stewards shall include: (1) investigation of complaints of an urgent nature; (2) investigation of grievances and assisting any employee whom the ▇▇▇▇▇▇▇ represents in presenting a grievance in accordance with the grievance procedure; (3) supervision of ballot boxes and other related functions during ratification votes; (4) attending meetings at the request of the Employer.

  • Enforcement and Remedies Executive acknowledges that money damages would not be sufficient remedy for any breach of this Article 6 by Executive, and Company shall be entitled to enforce the provisions of this Article 6 by terminating any payments then owing to Executive under this Agreement and/or to specific performance and injunctive relief as remedies for such breach or any threatened breach. Such remedies shall not be deemed the exclusive remedies for a breach of this Article 6, but shall be in addition to all remedies available at law or in equity to Company, including, without limitation, the recovery of damages from Executive and Executive’s agents involved in such breach and remedies available to Company pursuant to other agreements with Executive.

  • Remedies are Cumulative Except as expressly provided in this Agreement, the rights and remedies contained in this Agreement are cumulative and not exclusive of any rights or remedies provided by law.