b) an agreement is reached between the candidates who will be transferred to the candidates if there is a clear preference among potential candidates to increase other options under this agreement. The EPI and the ERO have agreed on a remuneration system which provides, on 1 July each year, a range of remuneration for the positions covered by this collective, with annual salary adjustments for the duration of the agreement. For all other workers, they will increase by one step further on the new scale, where a stage is available, unless, as agreed between the parties, there is a different approach to translation in the first year of the agreement. In the event of an overstaffing situation, the Chief Executive may, after consultation with the EPI, confirm in the same position or in a similar position, or reassign to the workers concerned an alternative position for which they are able to reassign them. This may include mediation to an appropriate agency within an existing agency or a new structure or agency set up as part of the restructuring. (c) if the worker chooses the transfer to the new employer, the worker is not entitled to the termination of the employment relationship at the Agency (or the payment of the wage instead of the latter) under this agreement. The Chief Executive advises the EPI on the names and locations of all affected staff members who are PSA members and who are not provided by confirmation or reassignment. This consultation must be provided at least one month before the date on which surplus staff are to be laid off. If circumstances warrant, this date may be changed with the agreement of the Chief Executive and the EPI. Additional information is provided to the EPI upon request. The tables below list the salary milestones for directors and business assistance managers within the Business Enablement Group for the period covered by this agreement. After confirmation and agreement between the Executive Chief and PSA on reassignment, when vacancies are still vacant and candidates are PSA members, the employer and the EPI will meet to assess the skills of all employees who do not yet have a position and to reach agreement on the process for appointing new positions. During this period, PSA and the Chief Executive will meet to reach an agreement on the options that are available to surplus staff who are members of the EPI.
Options: Casual employment: – a worker employed by the agreement means that the nature of the relationship is an occasional employment relationship “if necessary”. The employer advises the employee when he wishes to work (although there is no obligation for the worker to work if the worker wishes, yet another obligation for the employer to offer a job to the employee). A working relationship between the parties exists only during periods when the worker works for the employer by appointment and no employment relationship applies outside of these periods. The payment of additional customs duties is made by the payment of the additional units (ADUs). The move to ADUs means that once the allowance has been allocated to the individual, there is agreement on the possible additional tasks and responsibilities they must perform during the period, and these are covered by compensation. This agreement will be available as a collective agreement for new employees who do not apply to employees whose positions are excluded under the above clause, in accordance with the Employment Relations Act 2000.