Common use of Transfer to Lower Paid Duties Clause in Contracts

Transfer to Lower Paid Duties. If the Company transfers an Employee to lower paid duties as a result of his/her position becoming redundant, the same period of notice must be given as the Employee would have been entitled to if the employment had been terminated. The Company may at its discretion, make payment in lieu of notice by an amount equal to the difference between the former ordinary rate of pay and the new ordinary time rate for the number of weeks of notice still owing. In this situation, no severance pay is payable.

Transfer to Lower Paid Duties. If the Company transfers an Employee Employees transferred to lower paid duties as a result of his/her their position becoming redundant, the same period of notice must be given as to the Employee as they would have been entitled to if the employment had been terminated. The Company may at its At the company’s discretion, make payment may be made in lieu of notice by an amount equal to the difference between the Employees’ former ordinary rate of pay and the new ordinary time rate for the number of weeks of notice still owing. In this situation, no severance pay is payable.

Transfer to Lower Paid Duties. If the Company Organisation transfers an Employee to lower paid duties as a result of his/her their position becoming redundant, the same period of notice must will be given to them as the Employee they would have been entitled to if the employment had been terminated. The Company Organisation may at its discretion, make payment in lieu of notice by an amount equal to the difference between the former ordinary rate of pay and the new ordinary time rate for the number of weeks of notice still owing. In this situation, no severance pay is payable.

Transfer to Lower Paid Duties. If the Company transfers an Employee employee to lower paid duties as a result of his/her the position the employee has been doing becoming redundant, the same period of notice must be given to the employee as the Employee employee would have been entitled to if the employment had been terminated. The Company may at its the Company’s discretion, make payment in lieu of notice by an amount equal to the difference between the employee’s former ordinary rate of pay and the new ordinary time rate for the number of weeks of notice still owing. In this situation, no severance pay is payable.