No entitlement to remuneration. 1 This article applies exclusively during the period in which no WAO or WIA benefit has yet been awarded. 2 There is no entitlement to remuneration if: a according to a medical certificate the illness or disability is feigned or at least exaggerated to such an extent that it cannot be assumed to prevent the employee from performing his work; b the employee has intentionally caused the illness or disability, unless he cannot be blamed for this by reason of his psychological condition; c the employee is prevented from performing his work through incapacity due to illness or disability within half a year of the medical examination at the time of the commencement of his employment and it emerges that at that time the employee acted wrongfully by providing inaccurate information about the state of his health or by hiding information, as a result of which he was at the time wrongly declared fit for work. d the employee refuses to find or accept or without valid reasons refuses to perform suitable work offered to him which the occupational health and safety service considers he is capable of and which the employer has given him the opportunity to perform; e the employee refuses without valid reasons to cooperate with reasonable rules issued by or measures taken by the employer or by an expert designated by the employer aimed at enabling the employee to perform suitable work; f the employee refuses without valid reasons to cooperate with the drawing up, evaluation and amendment of an action plan and the drawing up of a reintegration report as referred to in the WAO and the WIA.
No entitlement to remuneration. 1. This article applies exclusively during the period in which no WAO or WIA benefit has yet been awarded.
No entitlement to remuneration. The Organisation and the Student agree that the Student will have no entitlement to be paid, will not receive and does not expect any remuneration from the Organisation for the placement. In some circumstances, the Organisation may determine that it is appropriate to make a small gift to the Student (eg, an Opal card or a nominal allowance for lunch). Any gift provided by the Organisation is discretionary and does not give the Student any entitlement to be paid remuneration for the placement. The Organisation can cease providing any gift at any time. The Student should not have any expectation they will be provided with a gift from the Organisation.
