Common use of Casual Conversion Clause in Contracts

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. Where a A casual employee who 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 parental 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 partythe Employer.

Casual Conversion. Where a A casual employee who 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 partythe Employer.

Casual Conversion. Where a A casual employee Employee who 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 partythe Employer.

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.. 15.4.2 Caring Responsibilities Casual Employees

Casual Conversion. Where a A casual employee who 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 partythe Employer.

Casual Conversion. (d) 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 partyrefused.

Casual Conversion. Where a A casual employee who has been rostered on a regular and systematic basis over 26 weeks, 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 partythe employer. Declining a request due to operational necessity will not be viewed as unreasonable.

Casual Conversion. (d) 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.