Casual Conversion. A casual Employee, who has been engaged by the Employer on a regular and systematic basis for a period in excess of six-weeks, thereafter, will have their contract of employment converted to permanent employment unless otherwise agreed in writing between the parties. Regular and systematic shall be defined as an average of 4 days or more, per week, over 6 weeks. Eligible current employees will be transitioned to full time no later than 6 weeks from the date of approval of this agreement.
Casual Conversion. 17.4.1 A casual employee who has been engaged for a period of six (6) months or more will be entitled to elect to convert to daily hire employment.
17.4.2 Where a casual employee elects to convert their employment to daily hire in accordance with Clause 17.4.1, conversion to daily hire will be offered as either full-time employment (i.e. a full- time daily hire employee is engaged and paid for thirty-six (36) hours per week) or part – time (on the basis of the hours the casual employee regularly worked).
17.4.3 A casual employee who has the right to elect to convert their employment in accordance with Clause 17.4.1 will give four (4) weeks’ notice in writing to the employer.
17.4.4 Where the employer receives notice of the right to elect in accordance with Clause 17.4.1, the
17.4.4(a) respond to the employee’s notice within four (4) weeks of receiving the notice;
Casual Conversion. A casual Employee, who has been engaged by the Employer on a regular and systematic basis for a period in excess of six-weeks, thereafter has the right to request in writing to have their contract of employment converted to permanent employment if the employment is to continue beyond the conversion process. The decision as to whether a regularly and systematically engaged casual employee is made permanent is a decision of the Employer.
Casual Conversion. (i) A casual employee who has been rostered on a regular and systematic basis over a period of 52 weeks has the right to request conversion to permanent employment:
(A) on a full-time contract where the employee has worked on a full-time basis throughout the period of casual employment; or
(B) on a permanent part-time contract where the employee has worked on a permanent part-time basis throughout the period of casual employment. Such contract would be on the basis of the same number of hours as previously worked, unless other arrangements are agreed between the employer and the employee.
(ii) The employer may consent to or refuse the request, but shall not unreasonably withhold agreement to such a request.
(iii) Casual conversion will not apply where a casual has covered absences of permanent staff that are expected to return to work.
Casual Conversion. (a) A casual employee who has been rostered on a regular and systematic basis over a period of 26 weeks has the right to request conversion to permanent employment:
(i) on a full-time basis where the employee has worked 38 hours per week or an average of 38 hours per week (excluding overtime) throughout the period of casual employment; or
(ii) on a permanent part time basis where the employee has worked a regular number of hours each week or fortnight (depending upon the roster) throughout the period of casual employment. Such part time engagement would be on the basis of the same number of hours as previously worked, unless other arrangements are agreed between the employer and the employee.
(b) The employer may consent to or refuse the request, but shall not unreasonably withhold agreement to such a request. Arbitration of an employee’s request for conversion may only occur by agreement of the employer and the union/s.
(c) Casual conversion will not apply where a casual has covered absences of permanent employees who are expected to return to work.
Casual Conversion. Where a casual employee has been rostered on a regular and systematic basis over 26 weeks, (provided that the rostering pattern has not resulted from coverage for extended absences such as maternity leave, long service leave, workers compensation leave and extended sick leave), either the Employer or Employee has the right to request in writing the conversion to permanent employment and that request will not be unreasonably refused by either party.
Casual Conversion. (a) A person engaged by the Employer as a regular casual Employee may request that their employment be converted to full-time or part-time employment.
(b) A regular casual Employee is a casual Employee who has in the preceding period of 12 months worked a pattern of hours on an ongoing basis which, without significant adjustment, the Employee could continue to perform as a full-time Employee or part-time Employee under the provisions of the Agreement.
(c) A regular casual Employee who has worked equivalent full-time hours over the preceding period of 12 months’ casual employment may request to have their employment converted to full-time employment.
(d) A regular casual Employee who has worked less than equivalent full-time hours over the preceding period of 12 months’ casual employment may request to have their employment converted to part- time employment consistent with the pattern of hours previously worked.
(e) Any request under this clause 12.6 must be in writing and provided to the Employer.
(f) Where a regular casual Employee seeks to convert to full-time or part-time employment, the Employer may agree to or refuse the request, but the request may only be refused on reasonable grounds and after there has been consultation with the Employee.
(g) Reasonable grounds for refusal include that:
(i) it would require a significant adjustment to the casual Employee’s hours of work in order for the Employee to be engaged as a full-time or part time Employee in accordance with the provisions of the Agreement – that is, the casual Employee is not truly a regular casual Employee as defined in clause 12.6(b);
(ii) it is known or reasonably foreseeable that the regular casual Employee’s position will cease to exist within the next 12 months;
(iii) it is known or reasonably foreseeable that the hours of work which the regular casual Employee is required to perform will be significantly reduced in the next 12 months; or
(iv) it is known or reasonably foreseeable that there will be a significant change in the days and/or times at which the Employee’s hours of work are required to be performed in the next 12 months which cannot be accommodated within the days and/or hours during which the Employee is available to work.
(h) For any ground of refusal to be reasonable, it must be based on facts which are known or reasonably foreseeable.
(i) Where the Employer refuses a regular casual Employee’s request to convert, the Employer must provide the casual Employee with the E...
Casual Conversion. (i) A casual Employee engaged by the Employer on a regular and systematic basis for a sequence of periods of employment under the Agreement during a calendar period of six months shall thereafter have the right to elect to have his or her ongoing contract of employment converted to permanent full-time employment or part-time employment if the employment is to continue beyond the conversion process prescribed by this subclause.
(ii) The Employer shall give such a casual Employee notice in writing of the provisions of this sub-clause within four weeks of the Employee having attained such period of six months. However, the Employee retains his or her right of election under this subclause if the Employer fails to comply with this notice requirement.
(iii) Any casual Employee who has a right to elect under paragraph (b)(i), upon receiving notice under paragraph (b)(ii) or after the expiry of the time for giving such notice, may give four weeks’ notice in writing to the Employer that he or she seeks to elect to convert his or her ongoing contract of employment to full-time or part-time employment, and within four weeks of receiving such notice from the Employee, the Employer shall consent to or refuse the election, but shall not unreasonably so refuse. Where an Employer refuses an election to convert, the reasons for doing so shall be fully stated and discussed with the Employee concerned, and a genuine attempt shall be made to reach agreement. Any dispute about a refusal of an election to convert an ongoing contract of employment shall be dealt with as far as practicable and with expedition through the Disputes Procedure.
(iv) Any casual Employee who does not, within four weeks of receiving written notice from the Employer, elect to convert his or her ongoing contract of employment to full-time employment or part-time employment will be deemed to have elected against any such conversion.
(v) Once a casual Employee has elected to become and been converted to a full-time Employee or a part-time Employee, the Employee may only revert to casual employment by written agreement with the Employer.
(vi) If a casual Employee has elected to have his or her contract of employment converted to full-time or part-time employment in accordance with paragraph (b)(iii), the Employer and Employee shall, in accordance with this paragraph, and subject to paragraph (b)(iii), discuss and agree upon:
(1) whether the Employee will convert to full-time or part-time employment; and
(2)...
Casual Conversion. Employee, who has been engaged by the Employer on a regular and systematic basis for a period in excess of six-weeks, thereafter, will have their contract of employment converted to permanent employment unless otherwise agreed in writing between the parties. Regular and systematic shall be defined as an average of 4 days or more, per week, over 6 weeks. Eligible current employees will be transitioned to full time no later than 6 weeks from the date of approval of this agreement. Any Employee, who is entitled to be converted to permanent employment pursuant to this clause, and is not converted to permanent employment, is entitled to be paid 175% of the hourly rate prescribed in this agreement for the Employee’s classification from the first day of the seventh week of their employment onwards.
Casual Conversion. (a) This clause sets out the process for long term casual employees to apply for conversion to either continuing or fixed-term employment. An employee will not be engaged and re-engaged nor have their hours reduced in order to avoid any obligation under this clause.
(b) To be eligible to apply for conversion, a casual employee must be employed on a regular and systematic basis in the same or a substantially similar position in the same work unit either:
(i) over the immediately preceding period of twelve (12) months and in those immediately preceding twelve months the average weekly hours worked equalled at least 50% of the ordinary weekly hours that would have been worked by an equivalent full-time employee; or
(ii) over the immediately preceding period of at least 24 months. For the purposes of this clause occasional and short term work performed by the employee in another classification, job or work unit will not:
(a) affect the employee's eligibility for conversion; or
(b) be included in determining whether the employee meets or does not meet the eligibility requirements. For the purpose of this clause, "work unit" refers to an organisational unit with control over the appointment and deployment of casual professional staff within that unit.
(c) Conversion may be applied for in writing by an employee when an employee believes they meet the above criteria. The University will take reasonable steps from time to time to inform casual employees that they may have a right to apply for conversion under this clause.
(d) The University may only refuse an application for conversion on reasonable grounds. Reasonable grounds include, but are not limited to, the following:
(i) the employee is a student, or has recently been a student, other than where their status as a student is irrelevant to their engagement and the work required;
(ii) the employee is a genuine retiree;
(iii) the employee is performing work which will either cease to be required or will be performed by a non-casual employee, within 26 weeks (from the date of application);
(iv) the employee has a primary occupation with the University or elsewhere, either as an employee or as a self-employed person;
(v) the employee does not meet the essential requirements of the position; or
(vi) the work is ad hoc, intermittent, unpredictable or involves hours that are irregular.
(e) The University must determine an application for conversion either by offering conversion to continuing or fixed-term employment ...
