ACTPS COMMON TERMS AND CONDITIONS Sample Clauses

ACTPS COMMON TERMS AND CONDITIONS. Section AScope of Agreement A1 -Title This Agreement, made under section 172 of the Fair Work Act 2009, will be known as the ACT Public Sector Education Directorate (Teaching Staff) Enterprise Agreement 2018-2022. A2 -Main Purpose The main purpose of this Agreement is to provide for common terms and conditions that apply across the Australian Capital Territory Public Sector (ACTPS) and terms and conditions that reflect the operational and business requirements of particular business units and occupational groups. In order to promote permanent employment and job security for employees, the ACTPS will endeavour to minimise the use of temporary and casual employment. The ACTPS agrees to the use of temporary employees only where there is no officer available with the expertise, skills or qualifications required for the duties to be performed or the assistance of a temporary nature is required for the performance of urgent or specialised work within a particular business unit of the ACTPS and it is not practical in the circumstances to use the services of an existing officer. In respect of casual employment, where regular and systematic patterns of work exist and where persons have a reasonable expectation that such arrangements will continue, consideration should be given to engaging the person on a different basis, including on a permanent or temporary basis. The ACTPS will continue to consult with the AEU and employees on the development of strategies and initiatives that may assist in the successful recruitment and retention of mature age employees. Such strategies and initiatives will be the subject of discussion and agreement between the employee and the head of service. These strategies and initiatives may include: developing flexible working arrangements, such as variable employment, part-year employment, job sharing and purchased leave; planning phased retirement arrangements for individual mature age employees who are considering retirement within four to five years, including through reducing the employee’s management or higher level responsibilities during a phased retirement period; examining the implications of current superannuation legislation for using such flexible employment and working arrangements and informing affected employees how such implications may be addressed; arranging training to assist the employee in any changing roles the employee may have as part of the employee’s phased retirement; developing arrangements to facilitate the r...