Common use of Temporary Restrictions Clause in Contracts

Temporary Restrictions. i) Where a temporary restriction is placed on a member of Fleet Maintenance Staff, every effort will be made for reasonable alternative work to be provided within the scope of the restriction laid down by the Medical Officer. ii) If alternative work is available, either in their own or in another grade, the employee will be temporarily allocated those duties. The employee’s rate of pay/salary will be retained until either the next medical review date or 3 months, whichever is the earlier. If a salary increase has been implemented during this period, the revised salary will then become the safeguarded salary until the next review period. i. e. either the next medical review date or 6 months. (‘Safeguarded’ rate of pay/salary). iii) If the temporary restriction continues beyond six months and alternative work continues to be available the employee will be accommodated in the alternative post. Whilst occupying an alternative post the employee will be entitled to the ‘safeguarded’ salary or if higher, the salary/rate of pay of the post they are occupying. The ‘safeguarded’ salary will not increase through pay awards etc.

Temporary Restrictions. i) Where a temporary restriction is placed on a member of Fleet Maintenance Train Presentation Staff, every effort will be made for reasonable alternative work to be provided within the scope of the restriction laid down by the Medical Officer. ii) If alternative work is available, either in their own or in another grade, the employee will be temporarily allocated those duties. The employee’s rate of pay/salary will be retained until either the next medical review date or 3 months, whichever is the earlier. If a salary increase has been implemented during this period, the revised salary will then become the safeguarded salary until the next review period. i. e. either the next medical review date or 6 months. (‘Safeguarded’ rate of pay/salary). iii) If the temporary restriction continues beyond six months and alternative work continues to be available the employee will be accommodated in the alternative post. Whilst occupying an alternative post the employee will be entitled to the ‘safeguarded’ salary or if higher, the salary/rate of pay of the post they are occupying. The ‘safeguarded’ salary will not increase through pay awards etc.