Casual Employment – Caring Responsibilities. 62.1 Subject to the evidentiary and notice requirements that apply to Xxxxx's Leave under clause 61.6, a casual Employee is entitled to be unavailable to attend work, or to leave work, if they need to provide care or support to a member of the Employee's immediate family or household because of:
Casual Employment – Caring Responsibilities. (a) Subject to the evidentiary and notice requirements in Clause 54 casual employees are entitled to not be available to attend work, or to leave work:
Casual Employment – Caring Responsibilities. 45.8.1 Subject to the evidentiary and notice requirements that apply to Carers Leave, or bereavement leave, as the case may be, casual Employees are entitled to not be available to attend work, or to leave work:
Casual Employment – Caring Responsibilities. 39.5.1 Subject to established notice requirements and evidence requirements for bereavement leave or leave taken to care for members of the employee’s immediate family or household who are sick and require care and support, casual employees are entitled to not be available to attend work, or to leave work:
Casual Employment – Caring Responsibilities. 54.1 Subject to the evidentiary and notice requirements that apply to Carer’s Leave, casual Employees are entitled to not be available to attend work, or to leave work if they need to care for members of their immediate family or household who are sick or injured and require care or support, or who require care or support due to an unexpected emergency, or the birth of a child of a member of the Employee’s immediate family.
Casual Employment – Caring Responsibilities. Casual employees are entitled to not be available to attend work, or to leave work if they are required to care for members of their immediate family or household who are sick and require care and support. The employee is entitled to not be available to attend work for up to two days per occasion. The employee is not entitled to any payment for the period of non-attendance. Casual employees are to subject to the same notice requirements and evidence requirements as other City West Water employees as stated in this clause.
Casual Employment – Caring Responsibilities. Subject to the notice requirements and evidence requirements outlined in the Agreement for bereavement leave or leave taken to care for members of the Employee’s immediate family who are sick and require care and support, casual Employees are entitled to not be available to attend work, or to leave work: • If they need to care for members of their immediate family who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a child; or • Upon the death in Australia of an immediate family or household member. The Manager and the Employee shall agree on the period for which the Employee will be entitled to not be available to attend work. In the absence of agreement, the Employee is entitled to not be available to attend work for up to two days per occasion. The casual Employee is not entitled to any payment for the period of non-attendance. The Commission must not fail to re-engage a casual Employee because the Employee accessed the entitlements provided for in this clause. The rights of an Employer to engage or not to engage a casual Employee are otherwise not affected.
Casual Employment – Caring Responsibilities. Subject to established notice requirement and evidence requirements for bereavement leave or leave taken to care for members of the staff member’s immediate family who are sick and require care and support, casual employees are entitled to not be available to attend work, or to leave work: • If they need to care for members of their immediate family who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a child • Upon the death of an immediate family member The staff member and GPAC shall agree on the period for which the staff member will be entitled to not be available to attend work. In the absence of agreement, the staff member is entitled to not be available to attend work for up to two days per occasion. The casual staff member is not entitled to any payment for the period of non-attendance. GPAC must not fail to re-engage a casual staff member because the staff member accessed the entitlements provided for above. The rights of GPAC to engage or not to engage a casual staff member is otherwise not affected.
Casual Employment – Caring Responsibilities. Subject to the evidentiary and notice requirements in this clause, casual Employees are entitled to not be available to attend work, or to leave work: if they need to care for or support members of their immediate family or household who are sick and require care or support, or who require care or support due to an unexpected emergency, or the birth of a child; or upon the death of an immediate family or household member. UA and the Employee shall agree on the period for which the Employee will be entitled to not be available to attend work. In the absence of agreement, the Employee is entitled to not be available to attend work for up to 48 hours (i.e. two days) per occasion. The casual Employee is not entitled to any payment for the period of non-attendance. UA must not fail to re-engage a casual Employee because the Employee accessed the entitlements provided for in this clause. The rights of UA to engage or not to engage a casual Employee are otherwise not affected Review of Contracted Part Time Hours Where an employee is regularly working more than their specified contracted hours the employee, by making a request in writing to the employer, may have their contracted hours reviewed. If a review establishes that a consistent pattern of greater hours is being worked, the employer will offer the employee those additional hours as part of their guaranteed minimum number of contracted hours. The employer will take into account that the hours worked in the following circumstances will not be incorporated to any adjustment made: If the increased hours is as a direct result of an employee being absent on leave, such as annual leave, long service leave, maternity leave, workers compensation, or If the increase in hours is due to a temporary increase in hours only due to, for example to the specific needs of a resident or client. Any adjusted contracted hours resulting from a review should reflect the existing workplace roster cycles and shift configurations Casual Conversion 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. An employee, who does not make a request within four weeks of the right to request falling due, is deemed not to have elected to convert. The new contract would generally be on the basis of the same number of hours as previously worked; however, the hours must be capable of fitting within the existing shift and rostering arrangemen...
