Indigenous Australian Employment Sample Clauses

Indigenous Australian Employment. 10.1 The University is committed to furthering the employment of Indigenous Australians. The University will during the life of this Agreement continue to develop and promote the University's Indigenous Employment and Career Development Policy consistent with the University's Workforce Diversity Strategy and the operational needs of the University. 10.2 The Indigenous Employment Steering Committee will continue to operate as a partnership between the School of Indigenous Studies and the University. 10.3 The University will take active measures over the life of the Agreement to achieve the target for employment of Indigenous Staff Members as provided at 2.3 of the 2014 - 2016 Mission-based Compact made between the University and the Commonwealth. 10.4 The objectives of the policy include: 10.4.1 Maximising staff development and career planning opportunities by promoting the transfer of job skills and information in order to increase Indigenous staff's knowledge, independence, remuneration, job security and self-sufficiency; and 10.4.2 Increasing the employment of Indigenous Australians, consistent with sub- clause 10.2, by fostering their employment and participation at all levels of work activity within the University. 10.5 In the pursuit of these objectives it is envisaged that the University will: 10.5.1 Respect and consider the cultural, social and religious systems practiced by Indigenous Australians; 10.5.2 Support participation of Indigenous Australians in activities of a cultural and ceremonial nature, recognising that the provision of paid leave for such purposes has a direct impact on the effectiveness of Indigenous Australians as employees and is therefore of direct benefit to the University; 10.5.3 Ensure employees are supported by institutional policies and procedures aimed at eliminating racism in the workplace and making the institution culturally responsive and responsible; and 10.5.4 Recognise the importance of NAIDOC week activities for Indigenous Australians and support their participation in these activities as legitimate staff development. 10.6 In support of the participation of Indigenous Australians in activities of a cultural or ceremonial nature in addition to the leave entitlements prescribed at Clause 30 – Ceremonial/Cultural Leave an additional 2 days ceremonial/cultural leave is available to Indigenous Australians in any one calendar year. Leave provided under this clause does not accumulate year to year.
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Indigenous Australian Employment. (1) During the term of the Agreement, the University will increase the employment of Indigenous Australians and increase the development opportunities for Indigenous Australians employed by the University as part of its commitment to reconciliation with Indigenous Australians. (2) The University will develop and implement a UWS Indigenous Australian Employment Strategy (refer to Schedule 8).
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Indigenous Australian Employment. (a) In the first 3 months of this Agreement, an Indigenous Employment Strategy Consultative Committee (IESCC) will be formed as part of NewSouth Global’s development of an Indigenous Employment Strategy. (b) The IESCC will include as part of its membership: (i) A nominee of the local branch President of the NTEU; (ii) Two indigenous Australian employees; and (iii) Two nominees of the local indigenous community. (c) One of the key objectives of the Indigenous Employment Strategy will be to work towards achieving particular targets in relation to increasing employment and development opportunities for indigenous Australians.
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Indigenous Australian Employment. 10.1 The University is committed to furthering the employment of Indigenous Australians. The University will during the life of this Agreement continue to develop and promote the University's Indigenous Employment and Career Development Policy consistent with the University's Workforce Diversity Strategy and the operational needs of the University. 10.2 The Indigenous Employment Steering Committee will continue to operate as a partnership between the School of Indigenous Studies and the University. 10.3 The University will take active measures over the life of the Agreement to achieve the target for employment of Indigenous Staff Members as provided at
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Indigenous Australian Employment. ‌ 5.1 The University will maintain an Indigenous Australian Strategy, which includes a strategy for the employment and retention of Indigenous Australian staff. 5.2 The Parties recognise that a supportive working environment for Indigenous Australian staff requires the redress of racism, social injustice, exploitation and employment inequity and recognises the principles of social and restorative justice and cultural affirmation. 5.3 The University will make best endeavours to increase its number of Indigenous Australian staff to at least 3% of the University’s total staffing population by the nominal expiry date of this Agreement, equivalent to 113 staff members. The NTEU commits to assisting the University to meet this target. 5.4 Should the NTEU form the view that the University is not making its best endeavours to reach the employment target, the NTEU can access the Dispute Resolution Procedures under clause 62 to attempt to resolve the matter. 5.5 For the avoidance of doubt, a failure to meet the target referred to in subclause 5.3 will only be regarded as a breach of this Agreement where it can be established that such a failure results from the University failing to take active measures to meet the target. 5.6 The University will develop and maintain an Indigenous Australian Cultural Safety Awareness and Capability training module that will be mandatory for continuing and fixed-term staff to undertake. 5.7 Wherever reasonably possible any selection panel established for the selection for appointment to a position identified for an Indigenous Australian will have Indigenous Australian membership (including, where appropriate, the Pro Vice-Chancellor (Indigenous)). Such panels will otherwise be constituted in accordance with established processes.
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Indigenous Australian Employment. 10.1 The University is committed to furthering the employment of Indigenous Australians. The University will during the life of this Agreement continue to promote the University’s Indigenous Employment and Career Development Policy consistent with the University’s Workforce Diversity Strategy and the operational needs of the University. 10.2 The Indigenous Employment Steering Committee will continue to operate as a partnership between the School of Indigenous Studies and the University. Aspirational targets for the employment of Indigenous Australians are as detailed in the University Operational Priorities Plan 2006 – 2008.. 10.3 The objectives of the policy include: 10.3.1 Maximising staff development and career planning opportunities by promoting the transfer of job skills and information in order to increase Indigenous staff's knowledge, independence, remuneration, job security and self-sufficiency; and 10.3.2 Increasing the employment of Indigenous Australians, consistent with subclause 10.2, by fostering their employment and participation at all levels of work activity within the University. 10.4 In the pursuit of these objectives it is envisaged that the University will: 10.4.1 Respect and consider the cultural, social and religious systems practiced by Indigenous Australians;
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Indigenous Australian Employment. For the purposes of this clause “Indigenous Australian person” means a person of Aboriginal or Xxxxxx Xxxxxx Island descent who identifies as an Aboriginal or Xxxxxx Xxxxxx Island person and is accepted as such by his/her community.
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Indigenous Australian Employment. 18.1 The University will maintain and update, as appropriate, an Indigenous Workforce Strategy. 18.2 The University will continue to promote an Indigenous Workforce Strategy in conjunction with Indigenous Australian stakeholders. The parties recognise that a supportive working environment for Indigenous Australian Employees requires the redress of racism, social injustice, exploitation and employment inequity and recognises the principles of social and restorative justice and cultural affirmation. 18.3 The objectives of the Indigenous Workforce Strategy include: (a) to maximise staff development along with the transfer of job skills and information in order to increase Indigenous Australian employees' knowledge, independence, remuneration, job security and self-sufficiency; (b) to increase, encourage and xxxxxx Indigenous Australian employees at all levels of work activity, including, specifically, academic roles, within the University; (c) to facilitate and encourage the direct involvement of Indigenous Australian employees in determining their own career strategies, goals and objectives; · (d) to seek to increase the number of Indigenous Australian staff. Without limiting the ways in which this may be achieved, the parties will take reasonable steps to meet an indicative target of employing nine (9) equivalent fulltime new ongoing Indigenous Australian employees per annum; (e) to facilitate the participation of Indigenous Australian employees in cultural and ceremonial activities where practical; (f) the University will provide for a senior position, that is identified for an Indigenous Australian, to oversee the implementation of the employment strategy. 18.4 The University will take reasonable steps to have relevant managers and staff receive cultural competency training before or at the time a new Indigenous Australian employee is inducted into an area. 18.5 Wherever reasonably possible any selection panel established for the selection for appointment to a position identified for an Indigenous Australian will have Indigenous Australian membership (including the Pro Vice-Chancellor (Indigenous)). Such panels shall otherwise be constituted in accordance with established processes. 18.6 An Indigenous Workforce Steering Committee shall monitor the implementation of the Indigenous Workforce Strategy. The Committee shall be made up of University employees, Indigenous Australian employees, a representative of the NTEU and at the discretion of the Chair of th...
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Indigenous Australian Employment. 9.1 The University is committed to furthering the employment of Indigenous Australians. The University will during the life of this Agreement continue to develop and promote the University’s Indigenous Employment and Career Development Policy consistent with the University’s Workforce Diversity Strategy and the operational needs of the University. 9.2 The Indigenous Employment Steering Committee will continue to operate as a partnership between the School of Indigenous Studies and the University. Aspirational targets for the employment of Indigenous Australians are as detailed in the University Operational Priorities Plan 2006 – 2008. 9.3 The objectives of the policy include: 9.3.1. Maximising staff development and career planning opportunities by promoting the transfer of job skills and information in order to increase Indigenous staff's knowledge, independence, remuneration, job security and self-sufficiency; and
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Related to Indigenous Australian Employment

  • An Employee once sent on annual leave shall not be recalled for duty except by mutual agreement between the Employer and Employee.

  • FOREIGN EMPLOYEES 1B VISA costs shall not be passed through to the Authorized User under this Contract. Although Authorized Users will not affirm employment for immigration purposes, an Authorized User may be asked to confirm Contractor’s statement of the individual’s employment for immigration purposes. Based on RFQ security requirements the Authorized User may require that all staff must be citizens of the United States, and if so, Authorized User will indicate in the RFQ.

  • Not an Employment Contract The Executive acknowledges that this Agreement does not constitute a contract of employment or impose on the Company any obligation to retain the Executive as an employee and that this Agreement does not prevent the Executive from terminating employment at any time. If the Executive's employment with the Company terminates for any reason and subsequently a Change in Control shall occur, the Executive shall not be entitled to any benefits hereunder except as otherwise provided pursuant to Section 1.2.

  • Not an Employment Agreement This Agreement is not an employment agreement, and no provision of this Agreement shall be construed or interpreted to create an employment relationship between you and the Company or any Affiliate or guarantee the right to remain employed by the Company or any Affiliate for any specified term.

  • Public Employees Retirement System “PERS”) Members.

  • Fixed Term Employment (1) An employee and an employer may agree that the employment of the employee will end: (a) At the close of a specified date or period; or (b) On the occurrence of a specified event; or (c) At the conclusion of a specified project. (2) Before an employee and employer agree that the employment of the employee will end in a way specified in subsection (1) the employer must: (a) Have genuine reasons based on reasonable grounds for specifying that the employment of the employee is to end in that way; and (b) Advise the employee of when or how his or her employment will end and the reasons for his or her employment ending in that way. (3) The following reasons are not genuine reasons for the purpose of subsection (2)(a): (a) To exclude or limit the rights of the employee under the Employment Relations Act 2000; (b) To establish the suitability of the employee for permanent employment.

  • Project Employment A. Permanent project employees have layoff rights. Options will be determined using the procedure outlined in Sections 35.9 and 35.10, above. B. Permanent status employees who left regular classified positions to accept project employment without a break in service have layoff rights within the Employer in which they held permanent status to the job classification they held immediately prior to accepting project employment.

  • in Employment If the total value of this contract is in excess of $10,000, Pur- chaser agrees during its performance as follows:

  • Where an Employee (a) at the maximum rate of a salary range is promoted, a new anniversary date is established based upon the date of promotion; (b) at a rate less than the maximum in the salary range is promoted and receives a promotional increase: (1) greater than a one-step increase, a new anniversary date based on the date of promotion is established; (2) of one step or less, the existing anniversary date is retained. 7.2.1 Where the duties of an employee are changed as a result of reorganization or reassignment of duties and the position is reclassified to a class with a lower maximum salary, an employee who occupies the position when the reclassification is made is entitled to salary progression based on merit to the maximum salary of the higher classification including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place. 7.2.2 An employee to whom Article 7. 2.1 applies is entitled to be appointed to the first vacant position in his or her former class that occurs in the same administrative district or unit, institution or other work area in the same ministry in which he or she was employed at the time the reclassification was made.

  • Fixed Term Employees The only terms of this Agreement that apply to employees who are not regular employees are those that are set out in Articles 31A, 32, 33 and 34. 31A.1 Articles 31A.2 to 31A.16 apply only to fixed-term employees other than seasonal, student and GO Temp employees.

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