Family Friendly Practices. The employer recognises the importance of family friendly practices in the workplace and will work with the union to develop an environment where family friendly policies are practised.
Family Friendly Practices. The employer recognises the importance of family friendly practices in the workplace and will work with the union to develop an environment where family friendly policies are practised.
25.1 Reappointment after Absence due to Childcare
25.1.1 Employees who resign to care for a dependant pre-school child or children may apply to their former employer for preferential re-appointment.
25.1.2 The total period of childcare absence allowed is four years plus any increases in lieu of parental leave. Longer absence renders a person ineligible for preferential appointment.
25.1.3 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.
25.1.4 Absence for childcare reasons will interrupt service but not break it.
25.1.5 The period of absence will not count as service for the purpose of sick leave, annual leave, retiring leave or gratuities, long service leave or any other leave entitlement.
25.1.6 Employees do not have a right of review against their non-appointment.
Family Friendly Practices. The employer recognises the importance of family friendly practices in the workplace and will work with midwives to develop an environment where family friendly policies are practised. Prior to commencing parental leave, a midwife may request changes to their roster where they are struggling to maintain their health through working nightshifts. The employer will make reasonable endeavours to accommodate such requests should they be made.
Family Friendly Practices. The employer recognises the importance of family friendly practices in the workplace and will work with the union to develop an environment where family friendly policies are practised.
26.1 Reappointment after Absence due to Childcare
26.1.1 Employees who resign to care for a dependant pre-school child or children may apply to their former employer for preferential re-appointment.
26.1.2 The total period of childcare absence allowed is four years plus any increases in lieu of parental leave. Longer absence renders a person ineligible for preferential appointment.
26.1.3 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.
26.1.4 Absence for childcare reasons will interrupt service but not break it.
26.1.5 The period of absence will not count as service for the purpose of sick leave, annual leave, retiring leave or gratuities, long service leave or any other leave entitlement.
26.1.6 Employees do not have a right of review against their non-appointment.
Family Friendly Practices. The employer will recognise and encourage the development of family friendly policies such as supportive breast-feeding policies and preferential re-appointment policies after parental leave.
Family Friendly Practices a) The Employer will recognise and encourage the development of family friendly policies.
Family Friendly Practices. The employer recognises the importance of family friendly practices in the workplace and will work to develop an environment where family friendly policies are practised.
21.1 Reappointment after Absence due to Childcare
Family Friendly Practices. The employer recognises the importance of family friendly practices in the workplace and will work with employees to develop an environment where family friendly policies are practised. Prior to commencing parental leave, employees may request changes to their roster where they are struggling to maintain their health through working nightshifts The employer will make reasonable endeavours to accommodate such requests, should they be made.
Family Friendly Practices. The employer recognises the importance of family friendly practices in the workplace and will work with midwives to develop an environment where family friendly policies are practised.
a. Prior to commencing parental leave, a midwife may request changes to their roster where they are struggling to maintain their health through working nightshifts. The employer will make reasonable endeavors to accommodate such requests should they be made.
b. The employer agrees to provide facilities for mothers employed by the birthing centre to breastfeed infants.
c. Midwives who resign to care for a dependant pre-school child or children may apply to their former employer for preferential re-appointment.
Family Friendly Practices. The employer recognises the importance of family friendly practices in the workplace and will work with the union to develop an environment where family friendly policies are practised.
265.1 Reappointment after Absence due to Childcare
265.1. 3The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees. 265.1.4Absence for childcare reasons will interrupt service but not break it. 265.1.5The period of absence will not count as service for the purpose of sick leave, annual leave, retiring leave or gratuities, long service leave or any other leave entitlement.
1. 6Employees do not have a right of review against their non-appointment.
