Common use of Casual Availability Clause in Contracts

Casual Availability. (a) All casual employees shall receive a letter of appointment upon recruitment clearly confirming their employment status. This letter shall confirm a phone number at which to be contacted for casual work, as well as the casual employee’s days and hours of availability for work of a casual nature, which should include at minimum availability for paid holidays and 180 hours over any fixed 12 month period (an average of additional two shifts per months). Employees will be contacted and scheduled based on seniority and the documented availability on file. (b) Within a month of ratification, casual availability shall be confirmed for current employees and include a minimum requirement over any fixed 12-month period. Except where the Employer and the casual employee mutually agree, the update shall require that the casual employee work a minimum of 180 hours and six of the paid holidays over any fixed 12-month period. (c) Except where a casual employee can demonstrate bona fide reason(s), the casual employee’s name shall be removed from the casual list and their employment will end, if they fail to work the identified minimum number of hours outlined in (a) above. A casual employee shall be exempted from this requirement where the Employer has not offered the casual employee the minimum number of hours over the 12-month period. (d) Mid-way through the 12-month period, a casual employee who has worked fewer than the minimum hours outlined in (a) above, will be notified of the number of casual hours worked. (e) Casual employees are accountable for keeping their availability and contact information current. Casual employees may make themselves unavailable for up to three weeks to take unpaid vacation or for other extended periods if circumstances warrant (e.g. pregnancy, jury duty, bereavement). Requests for and approval of such unavailability periods shall be in writing. (f) If a casual employee refuses a shift for which they have submitted availability more than twice in a calendar month, without exceptional circumstances, they will be deemed to have resigned and their name removed from the casual register. A part-time employee’s name will be removed from the casual register. (g) If a casual employee cancels an accepted shift two per quarter, without exceptional circumstances, they will be deemed to have resigned and their name removed from the casual register. A part-time employee’s name will be removed from the casual register.

Casual Availability. (a) All casual Casual employees shall receive a letter of appointment upon recruitment clearly confirming their employment status. This letter shall confirm a phone number at which to be contacted for casual work, as well as the casual employee’s days and hours of availability for work of a casual nature, which should include at minimum availability for paid holidays and 180 hours over any fixed 12 month period (an average of additional two shifts per months). Employees will be contacted and scheduled based on seniority and called within the documented availability on filesame classification by seniority, when no regular part- time employees are available. (b) Within a month of ratification, casual availability shall be confirmed for current employees and include a minimum requirement over any fixed 12-month period. Except where the Employer and the casual employee mutually agree, the update shall require that the casual employee work a minimum of 180 hours and six of the paid holidays over any fixed 12-month period. (c) Except where a casual employee can demonstrate bona fide reason(s), the casual employee’s name shall employee will be removed from the casual call-in list and their employment will endend if: 1. They refuse a shift for which they have submitted availability more than twice in a calendar month, if they fail to work including not returning a call-out within 10 minutes; or 2. They cancel an accepted shift within the identified minimum number of hours outlined in (a) above. A casual employee shall be exempted from this requirement where the Employer has not offered the casual employee the minimum number of hours over the 12three-month periodperiod following their last cancelled shift. (c) By the 7th of the month, casual and part-time employees will provide their availability for the following month to their supervisor or designate in writing. Employees are expected to provide availability for all three shift times. Casuals must indicate availability for 16 shifts: four must be Saturday or Sunday and two additional must be graveyard (where applicable). Casuals shall also provide Docusign Envelope ID: 6844CA03-C90B-46B4-9995-8F764425C529 TSA FSJ Community Church – BCGEU MOS for Signatures availability for eight statutory holidays annually, including Christmas or New Years. Casual employees will be called according to their stated availability. Casuals may change their availability for bona fide reasons of childcare or medical needs with five days’ notice. (d) Mid-way through the 12-month period, a casual If an employee who has worked fewer than the minimum hours outlined in fails to provide availability as per (ac) above, and/or non-availability for two full months, the Employer will be notified of send a registered letter to the number of casual hours workedemployee to ascertain if the employee wishes to maintain employment. Further failure to provide availability without a bona fide reason will result in assumed resignation. (e) Assignment of casual work will be dependent on the employee's availability to fill the entire vacant assignment. An employee who is already scheduled to work base on their availability but is unable to work the entire shift will be deemed to have refused the shift. (f) Casual employees are accountable responsible for keeping advising the Employer, in writing, of their availability current phone number, email address, or cell phone number (as applicable for the purposes of [a] above) and contact address, and for the accuracy and completeness of the information current. provided. (g) Casual employees may make themselves unavailable for up to three weeks to take unpaid vacation or for other extended periods if circumstances warrant (e.g. pregnancy, jury duty, bereavement). Requests for and approval of such unavailability periods shall be in writing. (f) If a casual employee refuses a shift for which they have submitted availability more than twice in a calendar month, without exceptional circumstances, they will be deemed to have resigned and their name removed from the casual register. A part-time employee’s name will be removed from the casual register. (g) If a casual employee cancels an accepted shift two per quarter, without exceptional circumstances, they will be deemed to have resigned and their name removed from the casual register. A part-time employee’s name will be removed from the casual register.

Casual Availability. (a) ‌ Letter of Appointment/Minimum Hour Requirement All casual employees shall receive a letter of appointment immediately upon recruitment clearly confirming their employment statusstatus and their classification. This letter shall also confirm a phone number at which to be contacted for casual work, as well as the casual employee’s 's days and hours times of availability for work of a casual nature. The letter shall specify that in order for the casual employee to maintain employment, which should include at the casual employee shall work a minimum availability for paid holidays and 180 of 225 hours over any fixed 12 month period (an average of additional two shifts per months)period, or a lower minimum annual hours as determined by the Employer. Employees will be contacted and scheduled based on seniority and the documented availability on file. (b) Within a month of ratificationBy February 18, 2014, casual availability shall be confirmed for current employees and include a minimum hour requirement over any fixed 12-12 month period. Except where the Employer and the casual employee mutually agreeagree otherwise, the update shall require that the casual employee work a minimum of 180 225 hours and six of the paid holidays over any fixed 12-12 month period. (c) . Except where a casual employee can demonstrate bona fide reason(s), the casual employee’s name employee shall be removed from the casual list and their his/her employment will end, if they fail he/she fails to work the identified minimum number of hours outlined applicable to him/her in (aClause 28.3(a) above- Casual Availability. A casual employee shall be exempted from this requirement where the Employer has not offered the casual employee the minimum number of hours over the 12-12 month period. (d) . Mid-way through the 12-12 month period, a casual employee who has worked fewer than the minimum hours outlined in (aapplicable under Clause 28.3(a) above- Casual Availability, will be notified of the number of casual hours worked. . General Availability The commitment to general availability specified by the casual employee may be subject to revisions. Such revisions will occur once per year or, if mutually agreed between the Employer and the employee, on a more frequent basis, subject to operational requirements. When there are competing requests for revisions, the Employer will also apply seniority. Should a casual employee wish to increase his/her general availability he/she may do so at any time. The Employer will issue a revised letter of appointment to reflect approved changes to an employee's general availability. The Employer shall not unreasonably deny a request for change of availability. Temporary Increases in Availability A casual employee may increase his/her availability, on a temporary basis, at any time throughout the year. The Employer shall not be required to provide a revised letter of appointment for temporary increases to an employee's availability. Short-Term Unavailability Notwithstanding the above, casual employees shall provide monthly availability schedules in writing to the Employer by the tenth day of the month, indicating the days and times when they are not available the following month. The Employer shall not refuse employees' requests for unavailability (esubject to the paragraphs that follow) Casual and shall not be obliged to call casual employees are accountable for keeping their availability those days and contact information currenttimes on which they have indicated unavailability. Casual employees may make themselves unavailable revoke, in writing, their stated unavailability for up the month, to be effective commencing three days after notification is received by the Employer. If the employee's monthly availability over a three-month period (excluding June, July, August and spring break or Christmas break) is inconsistent with the availability specified in the employee's letter of appointment, the Employer and the Union shall meet to discuss the bona fides of the inconsistencies. During June, July, and August, a casual employee's monthly availability shall be consistent with his/her letter of appointment, approved current availability, or approved periods of unavailability. Approved periods of unavailability shall not exceed five weeks to take unpaid vacation during this three-month period. Approved periods of unavailability shall be granted on the basis of seniority. A casual employee’s availability during either spring break or for other extended periods if circumstances warrant (e.g. pregnancyChristmas break shall be consistent with his/her letter of appointment, jury duty, bereavement)or approved current availability. Requests for and periods of unavailability will be considered by the Employer after regular employees’ vacation periods are finalized. As such, approval of such unavailability regular employees’ vacation periods shall be in writingtake priority over approval of casual employees’ periods of unavailability. (f) If a casual employee refuses a shift for which they have submitted availability more than twice in a calendar month, without exceptional circumstances, they will be deemed to have resigned and their name removed from the casual register. A part-time employee’s name will be removed from the casual register. (g) If a casual employee cancels an accepted shift two per quarter, without exceptional circumstances, they will be deemed to have resigned and their name removed from the casual register. A part-time employee’s name will be removed from the casual register.