Allocation of Work. 4.1 This clause governs only: 4.1.1 the allocation of work to retain casual employees and the allocation of positions to retain fixed-term employees in employment; and 4.1.2 the order of preference to be given in the temporary reassignment of duties to different categories of employees; and does not govern the selection process for a vacant continuing position. 4.2 Where there is no work or insufficient work available for a continuing or fixed-term employee, the University will seek to identify other work for that employee to perform. Within this process, available work will be assigned first with a view to preventing compulsory redundancy, then to employees who have been stood down, in order to provide them with some work under clause 3. This allocation of work for these purposes shall take precedence over the allocations described in clauses 4.3 to 4.6. 4.3 Where there is work required to be performed and that work was usually performed by a casual employee who had been regularly employed by the University and the employee had a reasonable expectation that they would continue to be employed by the University, then the casual employee will continue to be engaged to perform that work. Where such a casual employee suffers a reduction in casual work or has no work as a result of the impact of COVID-19, the employee will have first order of preference to resume that work upon it becoming available again. 4.4 Where there is work required to be performed and that work was usually performed by a fixed-term employee, and the employee was not subject to any formal disciplinary procedures, the employee shall be offered a new contract if their contract comes to an end. Where a fixed-term employee is not offered a further contract as a result of the impact of COVID-19 , and the employee was not subject to any formal disciplinary procedures, the employee will have first order of preference to be offered a further fixed-term contract upon that work becoming available again. 4.5 For the purposes of this clause, a casual employee includes a person who has lost employment due to the impact of COVID-19 and includes persons who had a reasonable expectation of casual employment in the second half of 2020. 4.6 Subject to clauses 4.2 to 4.5 nothing in clause 4 prevents the University from making staff allocation and selection decisions. 4.7 Allocation of work under this provision will not of itself change the employee’s employment status (for example, will not change from continuing to fixed-term or casual, or from fixed-term to casual).
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Samples: Higher Education Sector Enterprise Agreement, Enterprise Agreement
Allocation of Work. 4.1 This clause governs only:
4.1.1 the allocation of work to retain casual employees staff members and the allocation of positions to retain fixed-term employees staff members in employment; and
4.1.2 the order of preference to be given in the temporary reassignment of duties to different categories of employeesstaff members; and does not govern the selection process for a vacant continuing position.
4.2 Where there is no work or insufficient work available for a continuing or fixed-term employeestaff member, the University will seek to identify other work for that employee staff member to perform. Within this process, available work will be assigned first with a view to preventing compulsory redundancy, then to employees who have been stood down, in order to provide them with some work under clause 3. This allocation of work for these purposes this purpose shall take precedence over the allocations described in clauses 4.3 to 4.6.
4.3 Where there is work required to be performed and that work was usually performed by a casual employee staff member who had been regularly employed by the University and the employee staff member had a reasonable expectation that they would continue to be employed by the University, then the casual employee staff member will continue to be engaged to perform that work. Where such a casual employee staff member suffers a reduction in casual work or has no work as a result of the impact of COVID-19, the employee staff member will have first order of preference to resume that work upon it becoming available again.
4.4 Where there is work required to be performed and that work was usually performed by a fixed-term employeestaff member, and the employee staff member was not subject to any formal disciplinary procedures, the employee staff member shall be offered a new contract if their contract comes to an end. Where a fixed-term employee staff member is not offered a further contract as a result of the impact of COVID-19 COVID-19, and the employee staff member was not subject to any formal disciplinary procedures, the employee staff member will have first order of preference to be offered a further fixed-fixed- term contract upon that work becoming available again.
4.5 For the purposes of this clause, a casual employee staff member includes a person who has lost employment due to the impact of COVID-19 and includes persons who had a reasonable expectation of casual employment in the second half of 2020.
4.6 Subject to clauses 4.2 to 4.5 nothing in clause 4 prevents the University from making staff allocation and selection decisions.
4.7 Allocation of work under this provision will not of itself change the employeestaff member’s employment status (for example, will not change from continuing to fixed-term or casual, or from fixed-term to casual).
Appears in 1 contract
Samples: Monash University Enterprise Agreement (Academic and Professional Staff) 2019
Allocation of Work. 4.1 This clause governs only:
4.1.1 (a) the allocation of work to retain casual employees Casual Employees and the allocation of positions to retain fixed-term employees Employees in employment; and
4.1.2 (b) the order of preference to be given in the temporary reassignment of duties to different categories of employees; Employees, and does not govern the selection process for a vacant continuing ongoing position.
4.2 Where there is no work or insufficient work available for a continuing an ongoing or fixed-term employeeEmployee, the University will seek to identify other work for that employee Employee to perform. Within this process, available work will be assigned first with a view to preventing compulsory redundancyRedundancy, then to employees Employees who have been stood down, in order to provide them with some work under clause 3. 3 of Schedule D. This allocation of work for these purposes shall take precedence over the allocations described in clauses 4.3 to 4.6.4.6 of Schedule D.
4.3 Where there is work required to be performed and that work was usually performed by a casual employee Casual Employee who had been regularly employed by the University and the employee Casual Employee had a reasonable expectation that they would continue to be employed by the University, then the casual employee Casual Employee will continue to be engaged to perform that work. Where such a casual employee suffers a reduction in casual work or has no work as a result of the impact of COVID-19, the employee will have first order of preference to resume that work upon it becoming available again.Casual
4.4 Where there is work required to be performed and that work was usually performed by a fixed-fixed- term employeeEmployee, and the employee Employee was not subject to any formal disciplinary procedures, the employee Employee shall be offered a new contract if their contract comes to an end. Where a fixed-term employee Employee is not offered a further contract as a result of the impact of COVID-19 COVID-19, and the employee Employee was not subject to any formal disciplinary procedures, the employee Employee will have first order of preference to be offered a further fixed-term contract upon that work becoming available again.
4.5 For the purposes of this clause, a casual employee Casual Employee includes a person who has lost Casual Employee whose employment ended due to the impact Impact of COVID-19 and includes persons Casual Employees who had a reasonable expectation of casual employment in the second half of 2020.
4.6 Subject to clauses 4.2 to 4.5 of Schedule D nothing in clause 4 of Schedule D prevents the University from making staff allocation and selection decisions.
4.7 Allocation of work under this provision will not of itself change an Employee’s type of employment as set out in clause 6.1 of the employee’s employment status (for example, will not change from continuing to fixed-term or casual, or from fixed-term to casual)Agreement.
Appears in 1 contract
Samples: Academic Employees Agreement
Allocation of Work. 4.1 This clause governs only:
4.1.1 (a) the allocation of work to retain casual employees Casual Employees and the allocation of positions to retain fixed-term employees Employees in employment; and
4.1.2 (b) the order of preference to be given in the temporary reassignment of duties to different categories of employees; Employees, and does not govern the selection process for a vacant continuing ongoing position.
4.2 Where there is no work or insufficient work available for a continuing an ongoing or fixed-term employeeEmployee, the University will seek to identify other work for that employee Employee to perform. Within this process, available work will be assigned first with a view to preventing compulsory redundancyRedundancy, then to employees Employees who have been stood down, in order to provide them with some work under clause 3. 3 of Schedule C. This allocation of work for these purposes shall take precedence over the allocations described in clauses 4.3 to 4.6.4.6 of Schedule C.
4.3 Where there is work required to be performed and that work was usually performed by a casual employee Casual Employee who had been regularly employed by the University and the employee Casual Employee had a reasonable expectation that they would continue to be employed by the University, then the casual employee Casual Employee will continue to be engaged to perform that work. Where such a casual employee Casual Employee suffers a reduction in casual work or has no work as a result of the impact of COVID-19COVID- 19, the employee Casual Employee will have first order of preference to resume that work upon it becoming available again.
4.4 Where there is work required to be performed and that work was usually performed by a fixed-fixed- term employeeEmployee, and the employee Employee was not subject to any formal disciplinary procedures, the employee Employee shall be offered a new contract if their contract comes to an end. Where a fixed-term employee Employee is not offered a further contract as a result of the impact of COVID-19 COVID-19, and the employee Employee was not subject to any formal disciplinary procedures, the employee Employee will have first order of preference to be offered a further fixed-term contract upon that work becoming available again.
4.5 For the purposes of this clause, a casual employee Casual Employee includes a person who has lost Casual Employee whose employment ended due to the impact Impact of COVID-19 and includes persons Casual Employees who had a reasonable expectation of casual employment in the second half of 2020.
4.6 Subject to clauses 4.2 to 4.5 of Schedule C nothing in clause 4 of Schedule C prevents the University from making staff allocation and selection decisions.
4.7 Allocation of work under this provision will not of itself change an Employee’s type of employment as set out in clause 6.1 of the employee’s employment status (for example, will not change from continuing to fixed-term or casual, or from fixed-term to casual)Agreement.
Appears in 1 contract
Allocation of Work. 4.1 This clause governs only:
4.1.1 the allocation of work to retain casual employees and the allocation of positions to retain fixed-term employees in employment; and
4.1.2 the order of preference to be given in the temporary reassignment of duties to different categories of employees; and does not govern the selection process for a vacant continuing position.
4.2 Where there is no work or insufficient work available for a continuing or fixed-term employee, the University will seek to identify other work for that employee to perform. Within this process, available work will be assigned first with a view to preventing compulsory redundancy, then to employees who have been stood down, in order to provide them with some work under clause 3. This allocation of work for these purposes shall take precedence over the allocations described in clauses 4.3 to 4.6.
4.3 Where there is work required to be performed and that work was usually performed by a casual employee who had been regularly employed by the University and the employee had a reasonable expectation that they would continue to be employed by the University, then the casual employee will continue to be engaged to perform that work. Where such a casual employee suffers a reduction in casual or, where this work or has no work reduced as a result of the impact of COVID-19, the employee will have first order of preference to resume that work upon it becoming available againwork.
4.4 Where there is work required to be performed and that work was usually performed by a fixed-term employee, and the employee was not subject to any formal disciplinary procedures, the employee shall be offered a new contract if their contract comes to an end. Where there has been a fixed-term employee is not offered a further contract reduction in work required to be performed as a result of the impact of COVID-19 COVID-19, and the employee that work was not subject to any formal disciplinary proceduresusually performed by a fixed-term employee, the that employee will have first order of preference to be offered a further resume performance of that fixed-term contract upon that work becoming available againwork.
4.5 For the purposes of this clause, a casual employee includes a person who has lost employment due to the impact of COVID-19 and includes persons who had a reasonable expectation of casual employment in the second half of 2020.
4.6 Subject to clauses 4.2 to 4.5 nothing in clause 4 prevents the University from making staff allocation and selection decisions.
4.7 Allocation of work under this provision will not of itself change the employee’s employment status (for example, will not change from continuing to fixed-term or casual, or from fixed-term to casual).
Appears in 1 contract
Samples: Enterprise Agreement
Allocation of Work. 4.1 This clause governs only:
4.1.1 the allocation of work to retain casual employees staff and the allocation of positions to retain fixed-term employees staff in employment; and
4.1.2 the order of preference to be given in the temporary reassignment of duties to different categories of employeesstaff; and does not govern the selection process for a vacant continuing position.
4.2 Where there is no work or insufficient work available for a continuing or fixed-term employeestaff member, the University will seek to identify other work for that employee staff member to perform. Within this process, available work will be assigned first with a view to preventing compulsory redundancy, then to employees staff who have been stood down, in order to provide them with some work under clause 3. This allocation of work for these purposes shall take precedence over the allocations described in clauses 4.3 to 4.6.
4.3 Where there is work required to be performed and that work was usually performed by a casual employee staff member who had been regularly employed by the University and the employee staff member had a reasonable expectation that they would continue to be employed by the University, then the casual employee staff member will continue to be engaged to perform that work. Where such a casual employee staff member suffers a reduction in casual work or has no work as a result of the impact of COVID-19, the employee staff member will have first order of preference to resume that work upon it becoming available again.
4.4 Where there is work required to be performed and that work was usually performed by a fixed-term employeestaff member, and the employee staff member was not subject to any formal disciplinary procedures, the employee staff member shall be offered a new contract if their contract comes to an endend and the University has an ongoing need for their position. Where a fixed-term employee staff member is not offered a further contract as a result of the impact of COVID-19 COVID-19, and the employee staff member was not subject to any formal disciplinary procedures, the employee staff member will have first order of preference to be offered a further fixed-term contract upon that work becoming available again.
4.5 For the purposes of this clause, a casual employee staff member includes a person who has lost employment due to the impact of COVID-19 and includes persons who had a reasonable expectation of casual employment in the second half of 2020.
4.6 Subject to clauses 4.2 to 4.5 of this Schedule nothing in clause 4 prevents the University from making staff allocation and selection decisions.
4.7 Allocation of work under this provision will not of itself change the employeestaff member’s employment status (for example, will not change from continuing to fixed-term or casual, or from fixed-term to casual).
Appears in 1 contract
Samples: Enterprise Agreement
Allocation of Work. 4.1 This clause governs only:
4.1.1 the allocation of work to retain casual employees and the allocation of positions to retain fixed-term employees in employment; and
4.1.2 the order of preference to be given in the temporary reassignment of duties to different categories of employees; and does not govern the selection process for a vacant continuing position.
4.2 Where there is no work or insufficient work available for a continuing or fixed-term employee, the University will seek to identify other work for that employee to perform. Within this process, available work will be assigned first with a view to preventing compulsory redundancy, then to employees who have been stood down, in order to provide them with some work under clause 3. This allocation of work for these purposes this purpose shall take precedence over the allocations described in clauses 4.3 to 4.6.
4.3 Where there is work required to be performed and that work was usually performed by a casual employee who had been regularly employed by the University and the employee had a reasonable expectation that they would continue to be employed by the University, then the casual employee will continue to be engaged to perform that work. Where such a casual employee suffers a reduction in casual work or has no work as a result of the impact of COVID-19, the employee will have first order of preference to resume that work upon it becoming available again.
4.4 Where there is work required to be performed and that work was usually performed by a fixed-term employee, and the employee was not subject to any formal disciplinary procedures, the employee shall be offered a new contract if their contract comes to an end. Where a fixed-term employee is not offered a further contract as a result of the impact of COVID-19 COVID-19, and the employee was not subject to any formal disciplinary procedures, the employee will have first order of preference to be offered a further fixed-term contract upon that work becoming available again.
4.5 For the purposes of this clause, a casual employee includes a person who has lost employment due to the impact of COVID-19 and includes persons who had a reasonable expectation of casual employment in the second half of 2020.
4.6 Subject to clauses 4.2 to 4.5 nothing in clause 4 prevents the University from making staff allocation and selection decisions.
4.7 Allocation of work under this provision will not of itself change the employee’s employment status (for example, will not change from continuing to fixed-term or casual, or from fixed-term to casual).
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