Casual conversion to permanent employment Sample Clauses

Casual conversion to permanent employment a. For the purposes of this clause 8.7, a regular casual team member is a Woolworths casual team member who has, over a period of at least 12 months, worked a pattern of ordinary hours on an ongoing basis which, without significant adjustment, the team member could continue to perform as a full-time or part-time team member under the provisions of this Agreement. b. A regular casual team member who has worked an average of 38 or more ordinary hours a week in the period of 12 months’ casual employment may request to have their employment converted to full-time employment. c. A regular casual team member who has worked an average of at least 10 hours per week but less than 38 ordinary hours per week in the 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. d. Any request for casual conversion must be provided to Woolworths in writing. e. Where a regular casual team member requests to convert to full-time or part-time employment, Xxxxxxxxxx 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 team member. f. Reasonable grounds for refusal include: i. Where it would require a significant adjustment to the casual team member’s hours of work in order for the team member to be engaged as a full-time or part-time team member in accordance with the provisions of this Agreement – that is, the casual team member is not truly a regular casual team member as defined in clause 8.7.a; ii. Where it is known or reasonably foreseeable that: A. the team member’s position will cease to exist within the next 12 months; B. the hours of work which the team member is required to perform will be significantly reduced in the next 12 months; C. there will be a significant change in the days and/or times at which the team member’s hours of work are required to be performed in the next 12 months; or D. the team member’s availability will change significantly in the next 12 months. g. Where Xxxxxxxxxx refuses a request to convert, Xxxxxxxxxx must advise the team member of Xxxxxxxxxx’ reasons for refusal within 21 days, in writing. Where the team member does not agree with Xxxxxxxxxx’ decision, the team member can use the dispute resolution process in clause 22 of this Agreement. h. A regular casual team member who is eligible can only make a request for conversion once every 6 months. i....
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Casual conversion to permanent employment. 8.7.1 For the purposes of this clause, a regular casual team member is a BIG W casual team member who has, over a calendar period of at least 12 months, worked a pattern of ordinary hours on an ongoing basis which, without significant adjustment, the team member could continue to perform as a full time or part time team member under the provisions of this Agreement. 8.7.2 A regular casual team member who has worked an average of 38 or more ordinary hours a week in the period of 12 months’ casual employment may request to have their employment converted to full time employment. 8.7.3 A regular casual team member who has worked an average of at least 10 hours per week but less than 38 ordinary hours per week in the 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. 8.7.4 Any request for casual conversion must be in writing and provided to BIG W. 8.7.5 Where a regular casual team member requests to convert to full time or part time employment, BIG W 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 team member. 8.7.6 Reasonable grounds for refusal include: (a) Where it would require a significant adjustment to the casual team member’s hours of work in order for the team member to be engaged as a full time or part time team member in accordance with the provisions of this Agreement – that is, the casual team member is not truly a regular casual team member; (b) Where it is known or reasonably foreseeable that: (i) the team member’s position will cease to exist within the next 12 months; (ii) the hours of work which the team member is required to perform will be significantly reduced in the next 12 months; (iii) there will be a significant change in the days and/or times at which the team member’s hours of work are required to be performed in the next 12 months; or (iv) the team member’s availability will change significantly in the next 12 months. 8.7.7 Where BIG W refuses a request to convert, XXX W must advise the team member of BIG W’s reasons for refusal within 21 days, in writing. Where the team member does not agree with BIG W’s decision, the team member can use the dispute resolution process in clause 20 of this Agreement. 8.7.8 A regular casual team member who is eligible (under clause 8.7.1) can only make a request for conversion once every 6 months....
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Casual conversion to permanent employment. Provisions regarding casual conversion are set out in Schedule 1 to this Agreement.
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Casual conversion to permanent employment. A casual Employee, other than an irregular casual Employee, who has been engaged by the Employer on a regular and systematic basis during a period of six months, thereafter has the right to elect to have their contract of employment converted to permanent employment if the employment is to continue beyond the conversion process. The Employer must give the Employee notice in writing of the provisions of this clause within four weeks of the Employee having attained such period of six months. The Employee retains their right of election under this clause if the Employer fails to comply with this clause. Any such casual Employee who does not within four weeks of receiving written notice elect to convert their contract of employment to permanent employment is deemed to have elected against any such conversion. Any casual Employee who has a right to elect under this clause, on receiving notice under this clause or after the expiry of the time for giving such notice, may give four weeks’ notice in writing to the Employer that they seek to elect to convert their contract of employment to permanent employment, and within four weeks of receiving such notice the General Manager must consent to or refuse the election, but only on reasonable grounds. In considering a request, the Employer may have regard to any of the following factors:  the size and needs of the workplace;  the nature of the work the Employee has been doing;  the qualifications, skills, and training of the Employee;  the trading patterns of the workplace (including cyclical and seasonal demand factors); and  any other relevant matter.
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Casual conversion to permanent employment. 2.4.1 The Employer will offer a casual Employee conversion to full-time or part-time employment if: (a) the Employee has been employed by the Employer for a 12-month period; and (b) during at least the last 6 months of that period, the Employee has worked a regular pattern of hours on an ongoing basis which, without significant adjustment, the Employee could continue to work as a full-time Employee or a part-time Employee (as the case may be). 2.4.2 Notwithstanding sub-clause 2.4.1, the Employer is not required to make an offer of full-time or part-time employment to a Casual Employee if there are reasonable grounds not to make the offer, and the reasonable grounds are based on facts that are known, or reasonably foreseeable, at the time of deciding not to make the offer. 2.4.3 Notwithstanding the offer of casual conversion provisions set out at subclause 2.4.1 and 2.4.2, a casual Employee may make a request to the Employer for casual conversion as per the NES. 2.4.4 The nature and process to be undertaken in relation to an offer to a casual Employee of full-time or part-time employment, and an Employee’s residual right to request casual conversion, is set out in the NES.
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Casual conversion to permanent employment. 13.1 Subject to the requirements of the National Employment Standards specified in the Fair Work Act 2009 (Cth) (NES), the Company will make an offer to a casual employee in accordance with the NES to convert their employment to permanent if: (a) the employee has been employed by the Company for a period of 12 months; and (b) during at least the last 6 months of that period, the employee has worked a regular pattern of hours on an ongoing basis, which without significant adjustment, the employee could continue to work as a full-time or part-time employee (as the case may be). 13.2 The Company will make such offer to an eligible employee in writing within 21 days of the end of the period specified above to convert: (a) for an employee that has worked the equivalent of full-time hours during the period – to full time employment; or (b) for an employee that has worked less than the equivalent of full-time hours during the period – to part time employment that is consistent with the pattern of hours worked during the period. 13.3 The Company has the right not to make an offer of conversion in accordance with this clause, in circumstances specified in the NES. Where the Company determines not to provide an offer of conversion to a casual employee in accordance with this clause, it will notify the employee in writing in accordance with the NES. 13.4 A casual employee who is made an offer of conversion under this clause must advise the Company within 21 days of the offer being made whether they accept or decline the offer. An employee who fails to provide a response to the Company within this time will be taken to have declined the offer. 13.5 If an employee accepts an offer of conversion in accordance with this clause, they will convert to permanent employment in accordance with the NES. 13.6 Notwithstanding the above, a casual employee who satisfies the requirements of clause 13.1 above, may notify the Company that they want to exercise the right to elect to convert to permanent employment in accordance with the NES. The Company will determine whether to agree to this request based on the matters specified in the NES. 13.7 Subject to the requirements of the NES, where an eligible casual employee makes a conversion request the Company will provide a response to the employee in writing and in accordance with the NES.
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Casual conversion to permanent employment. Offers and requests for conversion from casual employment to full-time or part-time employment are provided for in the NES. Note: Disputes about offers and requests for casual conversion under the NES are to be dealt with under clause 9 – Dispute resolution.
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Related to Casual conversion to permanent employment

  • Permanent Employment (FULL - TIME & PART-TIME)

  • CFR PART 200 Termination Termination for cause and for convenience by the grantee or subgrantee including the manner by which it will be effected and the basis for settlement. (All contracts in excess of $10,000) Pursuant to the above, when federal funds are expended by ESC Region 8 and TIPS Members, ESC Region 8 and TIPS Members reserves the right to terminate any agreement in excess of $10,000 resulting from this procurement process for cause after giving the vendor an appropriate opportunity and up to 30 days, to cure the causal breach of terms and conditions. ESC Region 8 and TIPS Members reserves the right to terminate any agreement in excess of $10,000 resulting from this procurement process for convenience with 30 days notice in writing to the awarded vendor. The vendor would be compensated for work performed and goods procured as of the termination date if for convenience of the ESC Region 8 and TIPS Members. Any award under this procurement process is not exclusive and the ESC Region 8 and TIPS reserves the right to purchase goods and services from other vendors when it is in the best interest of the ESC Region 8 and TIPS. Does vendor agree? Yes

  • Change in Employment Status The District shall promptly notify the OEA Membership Specialist whenever an employee in the bargaining unit is placed on an unpaid leave of absence, retires, is laid off, resigns, or changes their name.

  • Employee Termination A) Regular employees other than those serving a probationary period, shall give twenty-eight (28) calendar days written notice of termination to a representative designated by the Employer with the authority to accept such written notice. B) In addition to the twenty-eight (28) calendar day notice, regular employees in positions above the level of general staff nurse shall inform the Employer of their intention to terminate as soon in advance as possible. C) The period of notice as set forth in (A) above must be for time scheduled to be worked and must not include accrued vacation, unless such vacation has been previously scheduled and approved in accordance with Article 45.03 -

  • Death or Total Disability In the event of the death of the Executive during the Term, this Agreement shall terminate as of the date of the Executive's death. In the event of the Total Disability (as that term is defined below) of the Executive for sixty (60) days in the aggregate during any consecutive nine (9) month period during the Term, the Company shall have the right to terminate this Agreement by giving the Executive thirty (30) days' prior written notice thereof, and upon the expiration of such thirty (30) day period, the Executive's employment under this Agreement shall terminate. If the Executive shall resume his duties within thirty (30) days after receipt of such a notice of termination and continue to perform such duties for four (4) consecutive weeks thereafter, this Agreement shall continue in full force and effect, without any reduction in Base Salary and other benefits, and the notice of termination shall be considered null and void and of no effect. Upon termination of this Agreement under this Paragraph 7(a), the Company shall have no further obligations or liabilities under this Agreement, except to pay to the Executive's estate or the Executive, as the case may be, (i) the portion, if any, that remains unpaid of the Base Salary for the Year in which termination occurred, but in no event less than six (6) months' Base Salary; and (ii) the amount of any expenses reimbursable in accordance with Paragraph 4 above, and any automobile allowance due under Paragraph 5 above; and (iii) any amounts due under any Company benefit, welfare or pension plan. Except as otherwise provided by their terms, any stock options not vested at the time of the termination of this Agreement under this Paragraph 7(a) shall immediately become fully vested.

  • CFR PART 200 Termination Termination for cause and for convenience by the grantee or subgrantee including the manner by which it will be eff ected and the basis for settlement. (All contracts in excess of $10,000) Pursuant to the above, when federal funds are expended by ESC Region 8 and TIPS Members, ESC Region 8 and TIPS Members reserves the right to terminate any agreement in excess of $10,000 resulting from this procurement process for cause after giving the vendor an appropriate opportunity an d up to 30 days, to cure the causal breach of terms and conditions. ESC Region 8 and TIPS Members reserves the right to terminate any agreement in excess of $10,000 resulting from this procurement process for convenience with 30 days notice in writing to the awarded vendor. The vendor would be compensated for work performed and goods procured as of the termination date if for convenience of the ESC Region 8 and TIPS Members. Any award under this procurement process is not exclusive and the ESC Region 8 and TIPS reserves the right to purchase goods and services from other vendors when it is in the best interest of t he ESC Region 8 and TIPS. Does vendor agree? Yes

  • Employment Status This Agreement does not constitute a contract of employment or impose upon Executive any obligation to remain as an employee, or impose on the Company any obligation (i) to retain Executive as an employee, (ii) to change the status of Executive as an at-will employee or (iii) to change the Company’s policies regarding termination of employment.

  • Employment Status Termination Following Change in Control (a) No benefits shall be payable under this Agreement unless there has been a Change in Control of the Company during the Term. You acknowledge that this Agreement does not constitute a contract of employment or impose on the Company any obligation to retain you as an employee. You may terminate your employment at any time, with or without Good Reason. If your employment with the Company terminates for any reason and subsequently a Change in Control shall have occurred, you shall not be entitled to any benefits hereunder. (b) Any termination of your employment by the Company or by you following a Change in Control of the Company during the Term shall be communicated by written notice of termination that indicates the specific provision in this Agreement relied upon and sets forth in reasonable detail the facts and circumstances claimed to provide a basis for termination of your employment under the provision so indicated ("Notice of Termination"). A Notice of Termination shall be delivered to the other party hereto in accordance with Section 6.

  • Competition After Termination of Employment The Company shall not pay any benefit under this Agreement if the Executive, without the prior written consent of the Company and within 2 years from the Executive’s Termination of Employment, engages in, becomes interested in, directly or indirectly, as a sole proprietor, as a partner in a partnership, or as a substantial shareholder in a corporation, or becomes associated with, in the capacity of employee, director, officer, principal, agent, trustee or in any other capacity whatsoever, any enterprise conducted in the trading area (a 50 mile radius) of the business of the Company, which enterprise is, or may deemed to be, competitive with any business carried on by the Company as of the date of termination of the Executive’s employment or retirement. This section shall not apply following a Change in Control.

  • Termination for Cause; Resignation Without Good Reason; Death or Disability If you resign without Good Reason, or the Company terminates your employment for Cause, or upon your death or disability, then all payments of compensation by the Company to you hereunder will terminate immediately (except as to amounts already earned), and you will not be entitled to any Severance Benefits.

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