Common use of Agency Employment Clause in Contracts

Agency Employment. (a) Agency engagements are not the preferred method of delivery of services and will only be used: (i) if there are no other suitably qualified employees available in the short term; (ii) if there is a bona fide emergency or urgent work requirement; (iii) if the skills required cannot be obtained internally in the short term; or (iv) where engagement on other terms would prejudice or impede the Employer’s planned business realignment or reform activities or otherwise be inimical to the interests of the employer. (b) Prior to engaging or extending the engagement of an agency employee, or otherwise entering into a new or extended agency arrangement, the Employer must first consider whether any permanent Surplus Employees can undertake the role or duties required. All duties undertaken by agency employees will be assessed every three months for the possibility of a Surplus Employee instead undertaking the role or duties. If a permanent Surplus Employee can undertake the role or duties, they will be offered the employment. (c) Within 60 days of a request being made in writing, the Employer will provide to the Federation the names of the agencies used, the functions undertaken, the headcount number of agency employees performing the work and the amount of money paid to each agency.

Agency Employment. (a) Agency engagements are not the preferred method of delivery of services and will only be used:; (i) if If there are no other suitably qualified employees available in the short term; (ii) if If there is a bona fide emergency or urgent work requirement; (iii) if If the skills required cannot be obtained internally in the short term; or. (iv) where Where engagement on other terms would prejudice or impede the Employeremployer’s planned business realignment or reform activities or otherwise be inimical to the interests of the employer. (b) Prior to engaging or extending the engagement of an agency employee, or otherwise entering into a new or extended agency arrangement, the Employer must first consider whether any permanent Surplus Employees can undertake the role or duties required. All duties undertaken by agency employees will be assessed every three months for the possibility of a Surplus Employee instead undertaking the role or duties. If a permanent Surplus Employee can undertake the role or duties, they will be offered the employment. (c) Within 60 days of a request being made in writing, the Employer will provide to the Federation the names of the agencies used, the functions undertaken, the headcount number of agency employees performing the work and the amount of money paid to each agency.

Agency Employment. (a) Agency engagements are not the preferred method of delivery of services and will only be used: (i) if there are no other suitably qualified employees available in the short term; (ii) if there is a bona fide emergency or urgent work requirement; (iii) if the skills required cannot be obtained internally in the short term; or (iv) where engagement on other terms would prejudice or impede the Employer’s planned business realignment or reform activities or otherwise be inimical to the interests of the employerEmployer. (b) Prior to engaging or extending the engagement of an agency employee, or otherwise entering into a new or extended agency arrangement, the Employer must first consider whether any permanent Surplus Employees can undertake the role or duties required. All duties undertaken by agency employees will be assessed every three months for the possibility of a Surplus Employee instead undertaking the role or duties. If a permanent Surplus Employee can undertake the role or duties, they will be offered the employment. (c) Within 60 days of a request being made in writing, the Employer will provide to the Federation the names of the agencies used, the functions undertaken, the headcount number of agency employees performing the work and the amount of money paid to each agency.