Flexible Working Arrangements. 16.1 The Act entitles specified Employees to request flexible working arrangements in specified circumstances. 16.2 The specified Employees are: (a) full time or part Employees with at least 12 months continuous service; and (b) long term casual Employees with a reasonable expectation of continuing employment by the Employer on a regular and systematic basis. 16.3 The specified circumstances are if the Employee: (a) is the parent, or has responsibility for the care, of a child who is of school age or younger; (b) is a carer within the meaning of the Carer Recognition Act 2010 caring for someone who has a disability, a medical condition (including a terminal or chronic illness), a mental illness or is frail or aged; (c) has a disability; (d) is 55 or older; (e) is experiencing violence from a member of the Employee’s family; or (f) provides care or support to a member of the Employee’s immediate family, who requires care or support because the member is experiencing violence or abuse from the member’s family. 16.4 To ensure that Employees are aware of this entitlement, the Employer will post the information statement at Appendix 8 on the relevant notice board or intranet (where available) and provide a copy to new Employees. 16.5 Where a request for flexible work arrangements is made, an Employee or Employer is entitled to meet with the other party to discuss: (a) the request; (b) an alternative to the request; or (c) reasons for a refusal on reasonable business grounds. 16.6 The dispute resolution procedure in the Agreement will apply to any dispute / grievance arising in relation to a request for flexible working arrangements. 16.7 Other entitlements relevant to family violence can be found at clause 64 (Family Violence Leave). 16.8 The relevant flexibility term including for an individual flexibility arrangement is the model flexibility term prescribed by the Act.
Appears in 4 contracts
Samples: Nurses and Midwives (Victorian Public Health Sector) (Single Interest Employers) Enterprise Agreement 2016 2020, Enterprise Agreement, Nurses and Midwives (Victorian Public Health Sector) (Single Interest Employers) Enterprise Agreement 2016 2020
Flexible Working Arrangements. 16.1 14.1 The Act entitles specified Employees Doctors with at least 12 months continuous service (as defined in the Act) to request flexible working arrangements in specified circumstances.
16.2 The specified Employees are:
(a) full time or part Employees with at least 12 months continuous service; and
(b) long term casual Employees with a reasonable expectation of continuing employment by the Employer on a regular and systematic basis.
16.3 14.2 The specified circumstances are if the EmployeeDoctor:
(a) is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) is a carer within the meaning of the Carer Recognition Act 2010 (Vic) (for example, caring for someone who has a disability, a medical condition (including a terminal or chronic illness), a mental illness or is frail or aged);
(c) has a disability;
(d) is aged 55 years or older;
(e) is experiencing violence from a member of the EmployeeDoctor’s family; or
(f) provides care or support to a member of the EmployeeDoctor’s immediate family, or a member of the Doctor’s household, who requires care or support because the member is experiencing violence or abuse from the member’s family.
16.4 To ensure that Employees 14.3 Changes in working arrangements may include, but are aware not limited to, hours of this entitlementwork, patterns of work and location of work (including in accordance with subclause 54.2(a)).
14.4 The request must be in writing, set out details of the change sought and the reasons for the change.
14.5 The Health Service must give the Doctor a written response to the request within 21 days, stating whether the Health Service grants or refuses the request. A request may only be refused on reasonable business grounds as described in the NES.
14.6 Where the Health Service refuses the request, the Employer will post written response must include details of the information statement at Appendix 8 on reasons for the relevant notice board or intranet (where available) and provide a copy to new Employeesrefusal.
16.5 14.7 Where a request for flexible work arrangements is made, an Employee a Doctor or Employer Health Service is entitled to meet with the other party to discuss:
(a) the request;
(b) an alternative to the request; or
(c) reasons for a refusal on reasonable business grounds.
16.6 14.8 A Doctor or Health Service may choose to be represented at a meeting under subclause
14.9 The dispute resolution procedure in the this Agreement will apply to any dispute / grievance arising in relation to a request for flexible working arrangements.
16.7 14.10 Other entitlements relevant to family violence can be found at clause 64 60 (Family Violence Leave).
16.8 The relevant flexibility term including for an individual flexibility arrangement is the model flexibility term prescribed by the Act.
Appears in 2 contracts
Samples: Enterprise Agreement, Enterprise Agreement
Flexible Working Arrangements. 16.1 The Act entitles specified Employees to request flexible working arrangements in specified circumstances.
16.2 The specified Employees are:
(a) full time or part Employees with at least 12 months continuous service; and
(b) long term casual Employees with a reasonable expectation of continuing employment by the Employer on a regular and systematic basis.
16.3 The specified circumstances are if the Employee:
(a) is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) is a carer within the meaning of the Carer Recognition Act 2010 caring for someone who has a disability, a medical condition (including a terminal or chronic illness), a mental illness or is frail or aged;
(c) has a disability;
(d) is 55 or older;
(e) is experiencing violence from a member of the Employee’s family; or
(f) provides care or support to a member of the Employee’s immediate family, who requires care or support because the member is experiencing violence or abuse from the member’s family.
16.4 To ensure that Employees are aware of this entitlement, the Employer will post the information statement at Appendix 8 Four on the relevant notice board or intranet (where available) and provide a copy to new Employees.
16.5 Where a request for flexible work arrangements is made, an Employee or Employer is entitled to meet with the other party to discuss:
(a) the request;
(b) an alternative to the request; or
(c) reasons for a refusal on reasonable business grounds.
16.6 The dispute resolution procedure in the Agreement will apply to any dispute / grievance arising in relation to a request for flexible working arrangements.
16.7 Other entitlements relevant to family violence can be found at clause 64 46 (Family Violence Leave).
16.8 The relevant flexibility term including for an individual flexibility arrangement is the model flexibility term prescribed by the Actat Appendix Four.
Appears in 1 contract
Samples: Enterprise Agreement
Flexible Working Arrangements. 16.1 The Act entitles specified Employees to request flexible working arrangements in specified circumstances.
16.2 The specified Employees are:
(a) full time or part Employees with at least 12 months continuous service; and
(b) long term casual Employees with a reasonable expectation of continuing employment by the Employer on a regular and systematic basis.
16.3 The specified circumstances are if the Employee:
(a) is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) is a carer within the meaning of the Carer Recognition Act 2010 caring for someone who has a disability, a medical condition (including a terminal or chronic illness), a mental illness or is frail or aged;
(c) has a disability;
(d) is 55 or older;
(e) is experiencing violence from a member of the Employee’s family; or
(f) provides care or support to a member of the Employee’s immediate family, who requires care or support because the member is experiencing violence or abuse from the member’s family.
16.4 To ensure that Employees are aware of this entitlement, the Employer will post the information statement at Appendix 8 Four on the relevant notice board or intranet (where available) and provide a copy to new Employees.
16.5 Where a request for flexible work arrangements is made, an Employee or Employer is entitled to meet with the other party to discuss:
(a) the request;
(b) an alternative to the request; or
(c) reasons for a refusal on reasonable business grounds.
16.6 The dispute resolution procedure in the Agreement will apply to any dispute / grievance arising in relation to a request for flexible working arrangements.
16.7 Other entitlements relevant to family violence can be found at clause 64 46 (Family Violence Leave).
16.8 The relevant flexibility term including for an individual flexibility arrangement is the model flexibility term prescribed by the Act.
Appears in 1 contract
Samples: Enterprise Agreement
Flexible Working Arrangements. 16.1 19.1 The Act entitles specified Employees to request flexible working arrangements in specified circumstances.
16.2 19.2 To ensure that Employees are aware of this entitlement, EACH will post the information statement at Schedule E on the intranet and/or relevant notice board and provide a copy to new Employees.
19.3 The specified Employees are:
(a) full time or part Employees with at least 12 months continuous service; and
(b) long term (at least 12 months) casual Employees with a reasonable expectation of continuing employment by the Employer EACH on a regular and systematic basis.
16.3 19.4 The specified circumstances are if the Employee:
(a) is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) is a carer within the meaning of the Carer Recognition Act 2010 (Cth) caring for someone who has a disability, a medical condition (including a terminal or chronic illness), a mental illness or is frail or aged;
(c) has a disability;
(d) is pregnant;
(e) is 55 or older;
(ef) is experiencing violence from a member of the Employee’s family; or
(fg) provides care or support to a member of the Employee’s immediate family, who requires care or support because the member is experiencing violence or abuse from the member’s family.
16.4 To ensure that Employees are aware 19.5 A specified Employee may request a change in working arrangements relating to these specified circumstances. Examples of this entitlementchanges in working arrangements include hours of work, the Employer will post the information statement at Appendix 8 on the relevant notice board or intranet (where available) changes in patterns of work and provide a copy to new Employeeschanges in work location.
16.5 19.6 Requests made under this clause 19 must be made in writing and set out the details and reasons for the changes sought.
19.7 Where a request for flexible work arrangements is mademade under this clause 19, an EACH must provide a written response to the request within 21 days stating whether EACH grants or refuses the request. An Employee or Employer EACH is entitled to meet with the other party to discuss:
(a) the request;
(b) an alternative to the request; or
(c) reasons for a refusal refusal
19.8 EACH’s written response must include details of the reasons for any refusal. EACH may only refuse the request on reasonable business grounds.
16.6 19.9 Where an Employee wishes to end a flexible work arrangement in a manner other than as provided in the flexible work arrangements itself, this can occur by agreement between the Employee and EACH, save that EACH will not unreasonably withhold agreement.
19.10 The dispute resolution procedure in the Agreement will apply to any dispute / grievance arising in relation to a request for flexible working arrangements.
16.7 Other entitlements relevant to family violence can be found at clause 64 (Family Violence Leave).
16.8 The relevant flexibility term including for an individual flexibility arrangement is the model flexibility term prescribed by the Act.
Appears in 1 contract
Flexible Working Arrangements. 16.1 The Act entitles a specified Employees Employee to request flexible working arrangements in specified circumstances.
16.2 The For the purposes of this clause 16, a long term casual Employee means a casual Employee (as defined in clause 19.1) that has been employed by the Employer on a regular and systematic basis.
16.3 A specified Employees areEmployee is a:
(a) full full-time or part Employees part-time Employee with at least 12 months continuous service; andor
(b) long term casual Employees Employee with a reasonable expectation of continuing employment by the Employer on a regular and systematic basis.
16.3 16.4 The specified circumstances are if the Employee:
(a) is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) is a carer within the meaning of the Carer Recognition Act 2010 caring for someone who has a disability, a medical condition (including a terminal or chronic illness), a mental illness or is frail or aged;
(c) has a disability;
(d) is 55 or older;
(e) is experiencing violence from a member of the Employee’s 's family; or
(f) provides care or support to a member of the Employee’s 's immediate family, who requires care or support because the member is experiencing violence or abuse from the member’s 's family.
16.4 To ensure that Employees 16.5 A specified Employee may make a request to the Employer for a change in working arrangements relating to the circumstances at subclause 16.4.
16.6 A request for a flexible work arrangement includes (but is not limited to) a request to work part-time upon return to work after taking leave for the birth or adoption of a child to assist the Employee to care for the child (which may, for example, include a reduction in existing part-time hours).
16.7 Changes in working arrangements may include but are aware not limited to hours of this entitlementwork, patterns of work and location of work.
16.8 The request by the Employee must be in writing, set out the change sought and reasons for the change.
16.9 The Employer must give the Employee a written response to the request within 21 days, stating whether the Employer grants or refuses the request. A request may only be refused on reasonable business grounds as described in the NES.
16.10 Where the Employer refuses the request, the Employer will post written response must include details of the information statement at Appendix 8 on reasons for the relevant notice board or intranet (where available) and provide a copy to new Employeesrefusal.
16.5 16.11 Where a request for flexible work arrangements is made, an Employee or Employer is entitled to meet with the other party to discuss:
(a) the request;
(b) an alternative to the request; or
(c) reasons for a refusal on reasonable business grounds.
16.6 16.12 An Employee or Employer may choose to be represented at a meeting under subclause 16.11 by a representative including a Union or employer organisation.
16.13 The dispute resolution procedure in the Agreement will apply to any grievance/dispute / grievance arising in relation to a request for flexible working arrangements.
16.7 16.14 Other entitlements relevant to family violence can be found at clause 64 (Family Violence Leave).
16.8 The relevant flexibility term including for an individual flexibility arrangement is the model flexibility term prescribed by the Act.
Appears in 1 contract
Samples: Enterprise Agreement
Flexible Working Arrangements. 16.1 The Act entitles a specified Employees Employee to request flexible working arrangements in specified circumstances.
16.2 The For the purposes of this clause 16, a long term casual Employee means a casual Employee (as defined in clause 19.1) that has been employed by the Employer on a regular and systematic basis.
16.3 A specified Employees areEmployee is a:
(a) full full-time or part Employees part-time Employee with at least 12 months continuous service; andor
(b) long term casual Employees Employee with a reasonable expectation of continuing employment by the Employer on a regular and systematic basis.
16.3 16.4 The specified circumstances are if the Employee:Employee:
(a) is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) is a carer within the meaning of the Carer Recognition Act 2010 caring for someone who has a disability, a medical condition (including a terminal or chronic illness), a mental illness or is frail or aged;
(c) has a disability;
(d) is 55 or older;
(e) is experiencing violence from a member of the Employee’s 's family; or
(f) provides care or support to a member of the Employee’s 's immediate family, who requires care or support because the member is experiencing violence or abuse from the member’s 's family.
16.4 To ensure that Employees 16.5 A specified Employee may make a request to the Employer for a change in working arrangements relating to the circumstances at subclause 16.4.
16.6 A request for a flexible work arrangement includes (but is not limited to) a request to work part-time upon return to work after taking leave for the birth or adoption of a child to assist the Employee to care for the child (which may, for example, include a reduction in existing part-time hours).
16.7 Changes in working arrangements may include but are aware not limited to hours of this entitlementwork, patterns of work and location of work.
16.8 The request by the Employee must be in writing, set out the change sought and reasons for the change.
16.9 The Employer must give the Employee a written response to the request within 21 days, stating whether the Employer grants or refuses the request. A request may only be refused on reasonable business grounds as described in the NES.
16.10 Where the Employer refuses the request, the Employer will post written response must include details of the information statement at Appendix 8 on reasons for the relevant notice board or intranet (where available) and provide a copy to new Employeesrefusal.
16.5 16.11 Where a request for flexible work arrangements is made, an Employee or Employer is entitled to meet with the other party to discuss:discuss:
(a) the request;
(b) an alternative to the request; or
(c) reasons for a refusal on reasonable business grounds.
16.6 16.12 An Employee or Employer may choose to be represented at a meeting under subclause 16.11 by a representative including a Union or employer organisation.
16.13 The dispute resolution procedure in the Agreement will apply to any grievance/dispute / grievance arising in relation to a request for flexible working arrangements.
16.7 16.14 Other entitlements relevant to family violence can be found at clause 64 (Family Violence Leave).
16.8 The relevant flexibility term including for an individual flexibility arrangement is the model flexibility term prescribed by the Act.
Appears in 1 contract
Samples: Enterprise Agreement
Flexible Working Arrangements. 16.1 The Act entitles specified Employees to request flexible working arrangements in specified circumstances.
16.2 The specified Employees are:
(a) full time or part Employees with at least 12 months continuous service; and
(b) long term casual Employees with a reasonable expectation of continuing employment by the Employer on a regular and systematic basis.
16.3 The specified circumstances are if the Employee:
(a) is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) is a carer within the meaning of the Carer Recognition Act 2010 caring for someone who has a disability, a medical condition (including a terminal or chronic illness), a mental illness or is frail or aged;
(c) has a disability;
(d) is 55 or older;
(e) is experiencing violence from a member of the Employee’s family; or
(f) provides care or support to a member of the Employee’s immediate family, who requires care or support because the member is experiencing violence or abuse from the member’s family.
16.4 To ensure that Employees are aware of this entitlement, the Employer will post the information statement at Appendix 8 on the relevant notice board or intranet (where available) and provide a copy to new Employees.
16.5 Where a request for flexible work arrangements is made, an Employee or Employer is entitled to meet with the other party to discuss:
(a) the request;
(b) an alternative to the request; or
(c) reasons for a refusal on reasonable business grounds.
16.6 The dispute resolution procedure in the Agreement will apply to any dispute / grievance arising in relation to a request for flexible working arrangements.
16.7 Other entitlements relevant to family violence can be found at clause 64 (Family Violence Leave).
16.8 The relevant flexibility term including for an individual flexibility arrangement is the model flexibility term prescribed by the Act.
PART C – TYPES OF EMPLOYMENT, COMMENCEMENT OF EMPLOYMENT AND END OF EMPLOYMENT
17.1 A full-time Employee is one who is engaged to work 38 hours per week or an average of 38 hours as per sub-clause 42.1 (Hours of Work).
17.2 A full-time Employee who is ready, willing and able to work full-time hours will be paid the weekly salary appropriate to the Employee’s classification, irrespective of the number of hours worked not exceeding 38, or an average of 38 per week.
18.1 A part-time Employee is one who is engaged to work less than an average of 38 hours per week.
18.2 The number of hours worked by a part-time Employee may vary from week to week by mutual agreement.
18.3 A part-time Employee will be paid an hourly rate equal to 1/38th of the weekly salary for the Employee’s classification. Payments for shift work (clause 34), Saturdays and Sundays (clause 48, Overtime clause 49 and Public Holidays (clause 56 ) also apply to part-time Employees.
18.4 Where a part-time Employee has an entitlement to leave under this Agreement, the part- time Employee will be paid according to the number of hours the Employee would have worked on the day/s on which the leave was taken except as provided at clause 59 (Cashing Out of Annual Leave).
Appears in 1 contract
Samples: Enterprise Agreement
