Conversion to permanent employment Sample Clauses

Conversion to permanent employment. (a) Where an Employee has been engaged as a casual Employee but is not engaged in relieving work or work of a casual nature, where requested by the Employee, the Employer will convert the Employee to part time or full time employment (whichever is applicable), and the Employee’s period of service as a casual Employee counts as part time or full time service for the purpose of: (i) transfer of business under clause 11; (ii) termination of employment under clause 24 (see subclause 24.2); (iii) calculating a severance payment upon redundancy under clause 25; (iv) the rate of personal leave accrual at subclause 62.1 save that the Employer is not required to credit the Employee with leave for the period they were engaged as a casual; (v) parental leave under clause 70; (vi) long service leave under clause 72; and (vii) eligibility to request flexible working arrangements under clause 96. (b) Where there is a dispute about: (i) whether the Employee is engaged in relieving work or work of a casual nature or not; and/or (ii) when the Employee ceased to be engaged in relieving work or work of a casual nature;
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Conversion to permanent employment. (a) If: (i) the period of fixed term contract exceeds two years, unless otherwise agreed to by the Union in accordance with subclause 22.6; (ii) an Employee’s total period of fixed term employment (where there has been more than one fixed term contract) exceeds 5 years; (iii) the Employee engaged pursuant to this clause 22 is re-engaged within thirteen weeks (including the total period of accrued annual leave paid on termination); (iv) in engaging a fixed term Employee or extending the fixed term engagement the Employer does not comply with this clause 22 or, in the case of the timeframes at subclauses 22.8 and 22.9, does not substantially comply with those timeframes; or (v) the Employer has employed the Employee on more than 5 fixed term contracts; the Employee will be deemed to have been originally employed under clause 18 - Full-time employment, or clause 19 - Part-time employment. (b) For the purpose of this subclause 22.11, does not substantially comply means that the Employer’s failure to adhere to the prescribed timeframes is such that either or both the Employee and the Union cannot: (i) give proper consideration to; (ii) consult with the other on; and (iii) seek advice on; the proposed extension of fixed term employment and be satisfied that the fixed term employment offered is genuine fixed term employment within the meaning of this Agreement.
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Conversion to permanent employment. (a) A casual Employee who has been engaged on a regular and systematic basis for a period of twelve (12) months, may request in writing for consideration by the Department Head to have their employment converted to full-time, part-time or part-time (seasonal) employment. (b) A request for conversion to permanent employment can be made only if the casual has, in the preceding twelve (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, part-time or part-time (seasonal) Employee under the provisions of this General Agreement. (c) The twelve (12) month period will commence for existing Employees at the commencement of this General Agreement and, for new Employees, twelve (12) months from the commencement of their employment as a casual. (d) In the event where a permanent position is advertised, a casual Employee may apply and provided they demonstrate an ability to meet the selection criteria, the casual Employee will be shortlisted for interview and assessed in accordance with the provisions of the current recruitment policy. (e) Any decision made by the Department Head regarding the conversion of employment from casual to permanent is subject to operational needs and reasonable business considerations, including the impact on efficiency, productivity and customer service as well as the financial implications. (f) Should the request be approved and the casual Employee decide to proceed with the offer of permanent employment, the Employer will determine the contracted hours of the contract taking into consideration the average of the hours the Employee has worked over the qualifying period. (g) Where it is agreed that a casual Employee will have their employment converted to full-time, part-time or part-time (seasonal) employment as provided for in this clause, the Employer and the Employee must discuss and record in writing the type of employment and conditions. (h) Nothing in this clause obliges a regular casual Employee to convert to full-time, part-time or part-time (seasonal) employment, nor permits the Department Head to require a regular casual Employee to so convert. (i) Nothing in this clause requires the employer to increase the hours of a casual Employee seeking conversion to full-time, part-time or part-time (seasonal) employment. (j) Should an Employee convert to full-time, part-time or part-time (seasonal) employment, the employee may only revert t...
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Conversion to permanent employment. ‌ 28.1 The parties commit to develop a conversion to permanency clause based on the approved Government template adapted to the school context. Notwithstanding clause 8 - No Further Claims, if the parties finalise the discussions during the life of the Agreement, subject to Government approval, an application may be made via section 43 of the Industrial Relations Act 1979 to vary the Agreement in order to include the conversion to permanency clause. In the interim the Department commits to review any matters brought to it by the SSTUWA in which Employees may have been employed incorrectly on fixed term contracts.
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Conversion to permanent employment. Where an Employee has been engaged as a casual Employee but is not engaged in relieving work or work of a casual nature, where requested by the Employee, the Employer will convert the Employee to part time or full time employment (whichever is applicable), and the Employee’s period of service as a casual Employee counts as part time or full time service for the purpose of:
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Conversion to permanent employment. 9.5.1. The Company will comply with the processes in the Act regarding conversion from casual employment to permanent employment. Disputes about conversion from casual employment to permanent employment may be addressed in accordance with the dispute resolution procedure in this Agreement.
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Conversion to permanent employment. (a) If: (i) the period of fixed term contract exceeds two (2) years, (or three (3) years in accordance with subclause 22.6(b)) unless otherwise agreed to by the Union in accordance with subclause 22.6; 22.6; (ii) an Employee’s total period of fixed term employment (where there has been more than one fixed term contract) exceeds five (5) years; (iii) the Employee engaged pursuant to this clause 2222 is re-engaged within thirteen weeks (including the total period of accrued annual leave paid on termination); (iv) in engaging a fixed term Employee or extending the fixed term engagement the Employer does not comply with this clause 2222 or, in the case of the timeframes at subclauses 22.822.8 and 22.9,22.9, does not substantially comply with those timeframes; or (v) the Employer has employed the Employee on more than five (5) fixed term contracts; the Employee will be deemed to have been originally employed under clause 1818 - Full-time employment, or clause 19 - Part-time employment. (b) For the purpose of this subclause 22.1122.11, does not substantially comply means that the Employer’s failure to adhere to the prescribed timeframes is such that either or both the Employee and the Union cannot: (i) give proper consideration to; (ii) consult with the other on; and (iii) seek advice on;
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Related to Conversion to permanent employment

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

  • 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.

  • 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

  • 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 -

  • 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.

  • 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.

  • Subsequent Employment Those teachers whose employment commences after the start of the school year shall pay a pro-rated amount equal to the percentage of the remaining school year.

  • 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.

  • Termination of Employment by the Company for Cause (i) Nothing herein shall prevent the Company from terminating Employee’s Employment for Cause (as hereinafter defined). From and after the Date of Termination, Employee shall no longer be entitled to receive Base Salary and Bonus Compensation and the Company shall no longer be required to pay premiums on any life insurance or disability policy for Employee. Any rights and benefits which Employee may have in respect of any other compensation or any employee benefit plans or programs of the Company, whether pursuant to Section 4(c) or otherwise, shall be determined in accordance with the terms of such other compensation arrangements or plans or programs. The term “Cause,” as used herein, shall mean: (A) Employee’s conviction, or plea of guilty or nolo contendere to, a felony; (B) Employee’s engaging in willful misconduct that is economically injurious to the Company (including, but not limited to, a willful violation of Sections 10 or 11 of this Agreement or the embezzlement of funds or misappropriation of other property of the Company or any subsidiary); or (C) Employee shall breach this Agreement in a material manner or engage in fraudulent conduct as regards the Company which results either in personal enrichment to Employee or material injury to the Company. Notwithstanding the foregoing, under no circumstances shall Employee’s refusal or unwillingness to make any of the certifications required of him as Chief Executive Officer of the Company pursuant to Section 302 or Section 906 of the Sxxxxxxx-Xxxxx Act of 2002, or any rules or regulations promulgated thereunder, or any similar requirements of any federal, state, local or foreign governmental authority or agency, or of any national securities exchange or quotation system on which any class or series of the Company’s capital stock is then traded or listed for quotation, constitute or give rise to a basis for termination for “Cause.” (ii) The Company shall provide Employee with Notice of Termination stating that it intends to terminate Employee’s Employment for Cause under this Section 8(c) and specifying the particular act or acts on the basis of which the Board intends to terminate Employee’s Employment. Employee shall then be given the opportunity, within 15 days of his receipt of such notice, to have a meeting with the Board to discuss such act or acts (other than with respect to an action described in Sections 8(c)(i)(A) or (B) above as to which the Board may immediately terminate Employee’s Employment for Cause). Other than with respect to an action described in Sections 8(c)(i)(A) or (B) above, Employee shall be given seven days after his meeting with the Board to take reasonable steps to cease or correct the performance (or nonperformance) giving rise to such Notice of Termination. In the event the Board determines that Employee has failed within such seven-day period to take reasonable steps to cease or correct such performance (or nonperformance), Employee shall be given the opportunity, within 10 days of his receipt of written notice to such effect, to have a meeting with the Board to discuss such determination. Following that meeting, if the Board believes that Employee has failed to take reasonable steps to cease or correct his performance (or nonperformance) as above described, the Board may thereupon terminate the Employment of Employee for Cause.

  • Termination of Employment for Cause If Optionee’s employment with the Bancorp or a subsidiary corporation is terminated for cause, this option shall expire thirty (30) days from the date of such termination. Termination for cause shall include, but not be limited to, termination for malfeasance or gross misfeasance in the performance of duties or conviction of a crime involving moral turpitude, and, in any event, the determination of the Board of Directors with respect thereto shall be final and conclusive.

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