WORKING OVERSEAS Clause Samples

The WORKING OVERSEAS clause defines the terms and conditions under which an employee may be assigned to perform work outside their home country. Typically, this clause outlines the duration of the overseas assignment, compensation adjustments, benefits such as housing or travel allowances, and compliance with local laws and regulations. Its core practical function is to ensure both the employer and employee understand their rights and obligations during an international assignment, thereby minimizing misunderstandings and legal risks associated with cross-border employment.
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WORKING OVERSEAS. 53.1 An employee shall at all times have the right not to undertake employment overseas if this is not a specified requirement of their position description or contract of employment. 53.2 Where an employee agrees to undertake overseas employment, such employment shall be included as part of the employee's normal work allocation. 53.3 Work arrangements for overseas employment will be advised to the employee prior to departure having regard to the work to be undertaken. This will include agreed consideration of variations to hours of work where appropriate. 53.4 An employee shall have the right to withdraw with reasonable notice from overseas employment without disadvantage where it is established that there are reasonable concerns regarding personal safety or work environment. 53.5 The University will pay for all agreed necessary travel expenses, insurances, medical examinations and vaccinations, visa arrangements and any other reasonable requirements for an employee undertaking overseas employment.
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WORKING OVERSEAS. 5.1 You may on occasion be required to work outside the UK at a specific Site for a continuous period of more than one month (“Overseas Project”) and so are required as a condition of your employment to have a valid passport with a minimum of six months remaining prior to the expiry date. 5.2 During the term of any Overseas Project, you will continue to be paid your salary in accordance with clause 7. 5.3 The Company will provide an allowance for accommodation in accordance with clause
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WORKING OVERSEAS. 26.1 A staff member shall at all times have the right not to undertake employment overseas if this is not a requirement of their contract of employment. 26.2 Where a staff member agrees to undertake overseas employment, such employment shall be included as part of the staff member's normal work allocation. 26.3 Work arrangements for overseas employment will be advised to the staff member prior to departure having regard to the work to be undertaken. This will include agreed consideration of variations to hours of work where appropriate. 26.4 A staff member shall have the right to withdraw with reasonable notice from overseas employment without disadvantage should they have reasonable concerns regarding personal safety or work environment. 26.5 The University will pay for all agreed necessary travel expenses, insurances, medical examinations and vaccinations, visa arrangements and any other reasonable requirements for a staff member undertaking overseas employment except where any of these items are paid for by a partner organisation under the terms of an agreement.
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WORKING OVERSEAS. An employee shall at all times have the right not to undertake employment overseas if this is not a specified requirement of their position description or contract of employment. Where an employee agrees to undertake overseas employment, such employment shall be included as part of the employee's normal work allocation. Work arrangements for overseas employment will be advised to the employee prior to departure having regard to the work to be undertaken. This will include agreed consideration of variations to hours of work where appropriate. An employee shall have the right to withdraw with reasonable notice from overseas employment without disadvantage where it is established that there are reasonable concerns regarding personal safety or work environment. The University will pay for all agreed necessary travel expenses, insurances, medical examinations and vaccinations, visa arrangements and any other reasonable requirements for an employee undertaking overseas employment.
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Related to WORKING OVERSEAS

  • Banking Operations Enter into any new material line of business; change its material lending, investment, underwriting, risk and asset liability management and other material banking and operating policies, except as required by applicable law, regulation or policies imposed by any Governmental Authority; or file any application or make any contract with respect to branching or site location or branching or site relocation.

  • Payment for Working Overtime (a) For all work done outside ordinary hours, the rates of pay will be time and a half for the first two hours and double time thereafter. (b) Except as provided in clause 8.4, in computing overtime each day’s work will stand alone. (c) To avoid doubt, overtime provisions for shift workers are contained in clause 10.7.

  • Working ▇▇▇▇▇▇▇ An employee who is in charge of a crew not more than five men including himself, engaged in line clearance work. (In the application of Article X, the Company need not consider the application for promotion to this classification from any employee having less than one year of experience in the Climber classification.)

  • Supervisors Working (a) The Employer agrees that the function of supervisors is the supervision of Employees and not the performance of the work of the employees they supervise. Accordingly, the Employer agrees that supervisors or other employees of the Employer who are not members of the bargaining unit shall not perform any bargaining unit work, except to train employees or demonstrate safety, or as otherwise provided in the applicable Supplement, Rider or Addendum. However, in the case of Acts of God, supervisors shall comply with the procedures in subsections (b) and (c) and may only perform bargaining unit work until bargaining unit employees are available. The Employer shall make every reasonable effort to maintain a sufficient workforce to staff its operations with bargaining unit employees. The Employer also agrees that supervisors or other employees of the Employer who are not members of the bargaining unit shall not perform bargaining unit work in preparing the work areas before the start of the Employer’s hub, preload or reload operation, nor shall the Employer send any bargaining unit employee home and then have such employee’s work performed by a supervisor or other employees of the Employer who are not a member of the bargaining unit. (b) When additional employees are necessary to complete the Employer’s operations on any shift or within any classification, the supervisor shall exhaust all established local practices to first use bargaining unit employees including where applicable, double shifting, early call-in, and overtime. (c) If there is no established local practice, the following shall apply with regard to inside work. Within each building, each operation will maintain appropriate list(s), by seniority, of those part-time employees requesting coverage work. It will be the employees’ responsibility to sign up on the appropriate list. The Company shall post such lists and employees who are interested in adding their names to the lists shall do so on the first working day of each month. It will be the employee’s responsibility to make sure his/her their contact information is correct. Employees who are unavailable to work on three (3) separate occasions within a calendar month shall have their names removed from the coverage list. Those employees shall be eligible to re-sign the list the following month. When coverage work is available, the Company will use the appropriate list to fill the required positions, and such employees will work as assigned. The employee must be qualified for the available work and double shift employees shall have seniority among themselves. No employee is allowed to work more than two (2) shifts in any twenty-four (24) hour period. Local call verification practices and procedures shall remain in place. Nothing contained in this Section shall change existing practices or procedures covering full-time work. (d) If it is determined at any step of the grievance and/or arbitration procedure that this Section, or a “supervisor working” provision in a Supplement, Rider or Addendum, has been violated, the aggrieved employee will be paid as follows: (i) if the actual hours worked by the supervisor amounts to two (2) hours or less, the aggrieved employee will be paid for the actual hours worked by the supervisor at the rate of double time the employee’s rate of pay at the time of the incident; or (ii) if the supervisor works more than two (2) hours, the aggrieved employee shall be paid four (4) hours at straight time or actual hours worked at double time the employee’s rate of pay at the time of the incident, whichever is greater. If no aggrieved employee can be identified, the payment will be made to the grievant. Such remedy shall be in addition to any other remedies sought by the Union in the appropriate grievance procedure. If a Supplement, Rider, or Addendum does not have a provision requiring notice to the ▇▇▇▇▇▇▇ when a supervisor works the following shall be incorporated: “In the event a supervisor does perform bargaining unit work, the Employer shall notify the appropriate shop ▇▇▇▇▇▇▇ as soon as possible.” In the event that any individual supervisor is found to be in violation of the first paragraph of this Subsection three (3) times in any nine (9) month rolling period, the grievance shall be paid at triple quadruple time the employee’s rate of pay for the hours specified in the first paragraph of this subsection.

  • Professional Development and Training The Company shall pay for or reimburse the Executive for any reasonable professional development or training.