Common use of Indigenous Employment and Reconciliation Clause in Contracts

Indigenous Employment and Reconciliation. 8.1 The University shares the vision of Reconciliation Australia for recognising the special place and culture of Aboriginal and Xxxxxx Xxxxxx Islander peoples as the First Australians, values their participation and provides equal life chances for all. The University acknowledges that reconciliation involves justice, recognition and healing and is about helping all Australians move forward with a better understanding of the past and how the past affects the lives of Indigenous people today. Further, the University understands that reconciliation involves symbolic recognition of the honoured place of the first Australians, as well as practical measures to address the disadvantage experienced by Indigenous people in health, employment, education and general opportunity. 8.2 In pursuing this commitment and these objectives, the University will respect the cultural, social and religious systems practised by Aboriginal and Xxxxxx Xxxxxx Islander Australians and will provide support to University employees to develop cultural competence so that they are able to interact and communicate effectively with Indigenous Australians and respect and value cultural difference and diversity. 8.3 Through its Reconciliation Action Plan, and as an outcome of the review of its Indigenous Employment Strategy, the University is committed to increasing employment and development opportunities for Indigenous Australians and will develop and implement an Indigenous Employment Policy with targets for Indigenous employment as a means of: 8.3.1 increasing, encouraging and fostering Indigenous employment and participation at the University; 8.3.2 maximising Indigenous staff development; and 8.3.3 facilitating and encouraging the direct involvement of Indigenous employees in determining their career strategies, goals and objectives. The Indigenous Employment Policy will also acknowledge that the long term effectiveness of the University’s Aboriginal Education Centre is dependent on Aboriginal and Xxxxxx Xxxxxx Islander people being the overwhelming majority of employees in the Centre and that the Head of the Centre will be an Aboriginal and/or Xxxxxx Xxxxxx Islander person. As a first step, the University undertakes to meet a target of 7 identified Indigenous employees by 31/12/2009. This figure will be adjusted to include higher targets which are expected to be established in the Reconciliation Action Plan. The parties note that the University’s previous Indigenous Employment Strategy committed it to a minimum target of 15. On this basis, and subject to consultation with the local Indigenous community, the parties expect that any final target will be no less than this. 8.4 The University’s Reconciliation Action Plan will also be its key Indigenous policy document where it will articulate its actions regarding improvements to the education, training and research opportunities for Indigenous students; improving the visibility and status of Indigenous culture, knowledge and studies; recruiting and retaining Indigenous staff at all levels of the University; and ensuring that there is involvement of Indigenous people in the decision-making of the University. 8.5 The University will consult with its community, the local Indigenous community and (at least annually) with the unions in the development, finalisation and implementation of its Reconciliation Action Plan. 8.6 Indigenous Australian employees shall be entitled to five days paid leave for ceremonial or culturally significant days. In addition, Indigenous Australian employees shall be entitled to a maximum of ten days unpaid leave in any twelve month period for the purpose of fulfilling cultural/ceremonial obligations. 1. The University can direct the allocation of an Employee's ordinary hours beyond 5.00 pm Monday to Friday up to a maximum of one night per week. 1.1. Consultation and agreement of an Employee is required where: 1.1.1. the allocation of an Employee's ordinary hours exceeds one night per week as described in clause 1 above; and/or 1.1.2. the Employee is allocated ordinary hours outside the ordinary span of hours described in clause 14 of this Agreement, in circumstances other than that which is described in sub-clause 1 above. 2. Where the Employee is allocated ordinary hours outside the ordinary span of hours described in clause 14 of this Agreement, the appropriate penalty rate shall be paid.

Indigenous Employment and Reconciliation. 8.1 The University shares the vision of Reconciliation Australia for recognising the special place and culture of Aboriginal and Xxxxxx Xxxxxx Islander peoples as the First Australians, values their participation and provides equal life chances for all. The University acknowledges that reconciliation involves justice, recognition and healing and is about helping all Australians move forward with a better understanding of the past and how the past affects the lives of Indigenous people today. Further, the University understands that reconciliation involves symbolic recognition of the honoured place of the first Australians, as well as practical measures to address the disadvantage experienced by Indigenous people in health, employment, education and general opportunity. 8.2 In pursuing this commitment and these objectives, the University will respect the cultural, social and religious systems practised by Aboriginal and Xxxxxx Xxxxxx Islander Australians and will provide support to University employees to develop cultural competence so that they are able to interact and communicate effectively with Indigenous Australians and respect and value cultural difference and diversity. 8.3 Through its Reconciliation Action Plan, and as an outcome of the review of its Indigenous Employment Strategy, the University is committed to increasing employment and development opportunities for Indigenous Australians and will develop and implement an Indigenous Employment Policy with targets for Indigenous employment as a means of: 8.3.1 increasing, encouraging and fostering Indigenous employment and participation at the University; 8.3.2 maximising Indigenous staff development; and 8.3.3 facilitating and encouraging the direct involvement of Indigenous employees in determining their career strategies, goals and objectives. The Indigenous Employment Policy will also acknowledge that the long term effectiveness of the University’s Aboriginal Education Centre is dependent on Aboriginal and Xxxxxx Xxxxxx Islander people being the overwhelming majority of employees in the Centre and that the Head of the Centre will be an Aboriginal and/or Xxxxxx Xxxxxx Islander person. As a first step, the University undertakes to meet a target of 7 identified Indigenous employees by 31/12/2009. This figure will be adjusted to include higher targets which are expected to be established in the Reconciliation Action Plan. The parties note that the University’s previous Indigenous Employment Strategy committed it to a minimum target of 15. On this basis, and subject to consultation with the local Indigenous community, the parties expect that any final target will be no less than this. 8.4 The University’s Reconciliation Action Plan will also be its key Indigenous policy document where it will articulate its actions regarding improvements to the education, training and research opportunities for Indigenous students; improving the visibility and status of Indigenous culture, knowledge and studies; recruiting and retaining Indigenous staff at all levels of the University; and ensuring that there is involvement of Indigenous people in the decision-making of the University. 8.5 The University will consult with its community, the local Indigenous community and (at least annually) with the unions in the development, finalisation and implementation of its Reconciliation Action Plan. 8.6 Indigenous Australian employees shall be entitled to five days paid leave for ceremonial or culturally significant days. In addition, Indigenous Australian employees shall be entitled to a maximum of ten days unpaid leave in any twelve month period for the purpose of fulfilling cultural/ceremonial obligations. 1. The University can direct the allocation of an Employee's ordinary hours beyond 5.00 pm Monday to Friday up to a maximum of one night per week. 1.1. Consultation and agreement of an Employee is required where: 1.1.1. the allocation of an Employee's ordinary hours exceeds one night per week as described in clause 1 above; and/or 1.1.2. the Employee is allocated ordinary hours outside the ordinary span of hours described in clause 14 of this Agreement, in circumstances other than that which is described in sub-clause 1 above. 2. Where the Employee is allocated ordinary hours outside the ordinary span of hours described in clause 14 of this Agreement, the appropriate penalty rate shall be paid.

Indigenous Employment and Reconciliation. 8.1 The University shares the vision of Reconciliation Australia for recognising the special place and culture of Aboriginal and Xxxxxx Xxxxxx Islander peoples as the First Australians, values their participation and provides equal life chances for all. The University acknowledges that reconciliation involves justice, recognition and healing and is about helping all Australians move forward with a better understanding of the past and how the past affects the lives of Indigenous people today. Further, the University understands that reconciliation involves symbolic recognition of the honoured place of the first Australians, as well as practical measures to address the disadvantage experienced by Indigenous people in health, employment, education and general opportunity. 8.2 In pursuing this commitment and these objectives, the University will respect the cultural, social and religious systems practised by Aboriginal and Xxxxxx Xxxxxx Strait Islander Australians and will provide support to University employees to develop cultural competence so that they are able to interact and communicate effectively with Indigenous Australians and respect and value cultural difference and diversity. 8.3 Through its Reconciliation Action Plan, and as an outcome of the review of its Indigenous Employment Strategy, the University is committed to increasing employment and development opportunities for Indigenous Australians and will develop and implement an Indigenous Employment Policy with targets for Indigenous employment as a means of: 8.3.1 increasing, encouraging and fostering Indigenous employment and participation at the University; 8.3.2 maximising Indigenous staff development; and 8.3.3 facilitating and encouraging the direct involvement of Indigenous employees in determining their career strategies, goals and objectives. The Indigenous Employment Policy will also acknowledge that the long term effectiveness of the University’s Aboriginal Education Centre is dependent on Aboriginal and Xxxxxx Xxxxxx Islander people being the overwhelming majority of employees in the Centre and that the Head of the Centre will be an Aboriginal and/or Xxxxxx Xxxxxx Strait Islander person. As a first step, the University undertakes to meet a target of 7 identified Indigenous employees by 31/12/2009. This figure will be adjusted to include higher targets which are expected to be established in the Reconciliation Action Plan. The parties note that the University’s previous Indigenous Employment Strategy committed it to a minimum target of 15. On this basis, and subject to consultation with the local Indigenous community, the parties expect that any final target will be no less than this. 8.4 The University’s Reconciliation Action Plan will also be its key Indigenous policy document where it will articulate its actions regarding improvements to the education, training and research opportunities for Indigenous students; improving the visibility and status of Indigenous culture, knowledge and studies; recruiting and retaining Indigenous staff at all levels of the University; and ensuring that there is involvement of Indigenous people in the decision-making of the University. 8.5 The University will consult with its community, the local Indigenous community and (at least annually) with the unions in the development, finalisation and implementation of its Reconciliation Action Plan. 8.6 Indigenous Australian employees shall be entitled to five days paid leave for ceremonial or culturally significant days. In addition, Indigenous Australian employees shall be entitled to a maximum of ten days unpaid leave in any twelve month period for the purpose of fulfilling cultural/ceremonial obligations. . APPENDIX 13 – VICTORIA UNIVERSITY ADDITIONAL OR ALTERNATE WORK OUTSIDE OF ORDINARY HOURS ARRANGEMENTS 1. The University can direct the allocation of an Employee's ordinary hours beyond 5.00 pm Monday to Friday up to a maximum of one night per week.5.00 1.1. Consultation and agreement of an Employee is required where:: 1. 1.1.11.1. the allocation of an Employee's ordinary hours exceeds one night per week as described in clause 1 above; and/oras 1.1.21.2. the Employee is allocated ordinary hours outside the ordinary span of hours described in clause 14 of this Agreement, in circumstances other than that which is described in sub-clause 1 above. 2. Where the Employee is allocated ordinary hours outside the ordinary span of hours described in clause 14 of this Agreement, the appropriate penalty rate shall be paid.

Indigenous Employment and Reconciliation. 8.1 The University shares the vision of Reconciliation Australia for recognising the special place and culture of Aboriginal and Xxxxxx Xxxxxx Islander peoples as the First Australians, values their participation and provides equal life chances for all. The University acknowledges that reconciliation involves justice, recognition and healing and is about helping all Australians move forward with a better understanding of the past and how the past affects the lives of Indigenous people today. Further, the University understands that reconciliation involves symbolic recognition of the honoured place of the first Australians, as well as practical measures to address the disadvantage experienced by Indigenous people in health, employment, education and general opportunity. 8.2 In pursuing this commitment and these objectives, the University will respect the cultural, social and religious systems practised by Aboriginal and Xxxxxx Xxxxxx Islander Australians and will provide support to University employees to develop cultural competence so that they are able to interact and communicate effectively with Indigenous Australians and respect and value cultural difference and diversity. 8.3 Through its Reconciliation Action Plan, and as an outcome of the review of its Indigenous Employment Strategy, the University is committed to increasing employment and development opportunities for Indigenous Australians and will develop and implement an Indigenous Employment Policy with targets for Indigenous employment as a means of: 8.3.1 increasing, encouraging and fostering Indigenous employment and participation at the University; 8.3.2 maximising Indigenous staff development; and 8.3.3 facilitating and encouraging the direct involvement of Indigenous employees in determining their career strategies, goals and objectives. The Indigenous Employment Policy will also acknowledge that the long term effectiveness of the University’s Aboriginal Education Centre is dependent on Aboriginal and Xxxxxx Xxxxxx Islander people being the overwhelming majority of employees in the Centre and that the Head of the Centre will be an Aboriginal and/or Xxxxxx Xxxxxx Islander person. As a first step, the University undertakes to meet a target of 7 identified Indigenous employees by 31/12/2009. This figure will be adjusted to include higher targets which are expected to be established in the Reconciliation Action Plan. The parties note that the University’s previous Indigenous Employment Strategy committed it to a minimum target of 15. On this basis, and subject to consultation with the local Indigenous community, the parties expect that any final target will be no less than this. 8.4 The University’s Reconciliation Action Plan will also be its key Indigenous policy document where it will articulate its actions regarding improvements to the education, training and research opportunities for Indigenous students; improving the visibility and status of Indigenous culture, knowledge and studies; recruiting and retaining Indigenous staff at all levels of the University; and ensuring that there is involvement of Indigenous people in the decision-making of the University. 8.5 The University will consult with its community, the local Indigenous community and (at least annually) with the unions in the development, finalisation and implementation of its Reconciliation Action Plan. 8.6 Indigenous Australian employees shall be entitled to five days paid leave for ceremonial or culturally significant days. In addition, Indigenous Australian employees shall be entitled to a maximum of ten days unpaid leave in any twelve month period for the purpose of fulfilling cultural/ceremonial obligations. . APPENDIX 13 – VICTORIA UNIVERSITY ADDITIONAL OR ALTERNATE WORK OUTSIDE OF ORDINARY HOURS ARRANGEMENTS 1. The University can direct the allocation of an Employee's ordinary hours beyond 5.00 pm Monday to Friday up to a maximum of one night per week.5.00 1.1. Consultation and agreement of an Employee is required where:: 1. 1.1.11.1. the allocation of an Employee's ordinary hours exceeds one night per week as described in clause 1 above; and/oras 1.1.21.2. the Employee is allocated ordinary hours outside the ordinary span of hours described in clause 14 of this Agreement, in circumstances other than that which is described in sub-clause 1 above. 2. Where the Employee is allocated ordinary hours outside the ordinary span of hours described in clause 14 of this Agreement, the appropriate penalty rate shall be paid.

Indigenous Employment and Reconciliation. 8.1 11.1 The University shares parties recognise the vision of Reconciliation Australia for recognising the special place and culture of vital role Aboriginal and Xxxxxx Xxxxxx Islander peoples as people bring to the First Australians, values their participation University and provides equal life chances for all. The University acknowledges that reconciliation involves justice, recognition and healing and is about helping all Australians move forward with a better understanding of the past and how the past affects the lives of Indigenous people today. Furtherto achieve true reconciliation, the University understands acknowledges the need to strengthen the commitment to a range of positive initiatives that reconciliation involves symbolic recognition of the honoured place of the first Australians, as well as practical measures to will address the current disadvantage experienced by Indigenous people that affect Aboriginal and Xxxxxx Xxxxxx Islanders, particularly in healththe areas of education, employment, education employment and general opportunitysocial justice. 8.2 11.2 In pursuing this commitment commitment, and these objectivesin accordance with its Reconciliation Action Plan, the University will take a range of active measures that respect the cultural, social and religious systems practised customs practiced by Aboriginal and Xxxxxx Xxxxxx Islander Australians peoples and will provide support to University employees continue the process to develop cultural competence competency amongst current and future staff and students so that they are able to interact in a culturally appropriate and communicate effectively with Indigenous Australians and respect and value respectful manner, that values cultural difference and diversity. The University’s Aboriginal and Xxxxxx Xxxxxx Islander Employment Policy, Procedure and Strategy, along with the implementation of the University’s Reconciliation Action Plan and the University’s Compact Agreement with the Commonwealth will form the key policy documents articulating the University’s commitment to improve education, training and research opportunities for current and future Aboriginal and Xxxxxx Xxxxxx Islander staff and students; improving the visibility and status of Aboriginal and Xxxxxx Xxxxxx Islander culture, knowledge and studies; recruiting additional Aboriginal and Xxxxxx Xxxxxx Islander staff. The University will include Aboriginal and Xxxxxx Xxxxxx Islander Community Members, Staff and Students as members of the RAP Implementation Working Party, and Progress/Monitoring Committee (or otherwise named). The University will ensure the involvement of Indigenous Staff in the planning and academic decision-making processes of the University including the Academic Board. 8.3 Through its Reconciliation Action Plan, 11.3 In accordance with the University’s current Aboriginal and as an outcome of the review of its Indigenous Xxxxxx Xxxxxx Islander Employment StrategyStrategy (version dated 05/04/12), the University is committed to increasing employment and development opportunities for Indigenous Aboriginal and Xxxxxx Xxxxxx Islander Australians and will develop implement the Aboriginal and implement an Indigenous Xxxxxx Xxxxxx Islander Employment Policy Policy, Procedure and related Strategy with targets for Indigenous maintaining, improving and increasing employment as a means of: 8.3.1 increasing, encouraging 11.3.1 maintaining and fostering Indigenous employment increasing the number of ongoing Aboriginal and participation Xxxxxx Xxxxxx Islander employees at the University; 8.3.2 11.3.2 maximising Indigenous Aboriginal and Xxxxxx Xxxxxx Islander staff development; and 8.3.3 11.3.3 facilitating and encouraging the direct involvement of Indigenous Aboriginal and Xxxxxx Xxxxxx Islander employees in determining their career strategies, goals and objectives. The Indigenous Aboriginal and Xxxxxx Xxxxxx Islander Employment Policy will also Policy, related Procedures and Strategy acknowledge that the long long-term effectiveness of the University’s Aboriginal Education Centre is dependent on Aboriginal and Xxxxxx Xxxxxx Islander people being the overwhelming majority of employees in the Centre and that the Head of the Centre (Manager/Director or so named) will continue to be an Aboriginal and/or Xxxxxx Xxxxxx Islander person. As a first stepThe position of Coordinator, Aboriginal and Xxxxxx Xxxxxx Islander Employment (or otherwise named) will remain as an Identified Aboriginal and Xxxxxx Xxxxxx Islander position. In accordance with University policy, the University undertakes to meet a target of 7 identified Indigenous employees by 31/12/2009. This figure Aboriginal and Xxxxxx Xxxxxx Islander Employment Policy, Procedures and Strategy will be adjusted to include higher targets which are expected to be established in reviewed at regular intervals over the Reconciliation Action Plan. The parties note that life of the University’s previous Indigenous Employment Strategy committed it to a minimum target of 15. On this basis, and subject to consultation Agreement. 11.4 In accordance with the local Indigenous community, the parties expect that any final target will be no less than this. 8.4 The University’s Reconciliation Action Plan and its Aboriginal and Xxxxxx Xxxxxx Islander Employment Strategy, the University shall maintain current Aboriginal and Xxxxxx Xxxxxx Islander staffing levels as at the time this Agreement comes into operation, and will also be its key Indigenous policy document where it will articulate its actions regarding improvements increase the number of Aboriginal and Xxxxxx Xxxxxx Islander employees at the University to a minimum of 16 full-time equivalent fixed-term or continuing Aboriginal and Xxxxxx Xxxxxx Islander employees by the education, training nominal expiry date of this Agreement including any Aboriginal and research opportunities for Indigenous students; improving the visibility and status of Indigenous culture, knowledge and studies; recruiting and retaining Indigenous staff at all levels of the University; and ensuring that there is involvement of Indigenous people in the decision-making of the University. 8.5 Xxxxxx Xxxxxx Islander employees appointed to traineeships. The University will consult endeavour to have four traineeships in operation at any time over the life of the Agreement. The University is committed to providing ongoing employment opportunities to trainees. To this end the University will amend the Recruitment and Merit Policy and Procedure by 30 September 2015 allowing Aboriginal and Xxxxxx Xxxxxx Islander employees who successfully complete a traineeship to be given preference to fill a suitable vacant position at the University, provided that they have the qualifications, knowledge, skills and/or experience to undertake the position. 11.5 Through the University’s Reconciliation Action Plan Implementation Committee, ongoing consultations will occur with its communityAboriginal and Xxxxxx Xxxxxx Islander staff, the local Indigenous community students and communities (at least annually) with the unions as recognised in the development, finalisation University’s Reconciliation Action Plan) and the Unions on the review and implementation of its Reconciliation Action Plan. 8.6 Indigenous Australian employees shall be entitled the Aboriginal and Xxxxxx Xxxxxx Islander Employment Policy, Procedures and Strategy and on appropriate mechanisms to five days paid leave for ceremonial meet or culturally significant days. In addition, Indigenous Australian employees shall be entitled to a maximum of ten days unpaid leave in any twelve month period for exceed the purpose of fulfilling cultural/ceremonial obligations. 1. The University can direct the allocation of an Employee's ordinary hours beyond 5.00 pm Monday to Friday up to a maximum of one night per week. 1.1. Consultation Aboriginal and agreement of an Employee is required where: 1.1.1. the allocation of an Employee's ordinary hours exceeds one night per week as described Xxxxxx Xxxxxx Islander Employment Target detailed in clause 1 above; and/or 1.1.2. the Employee is allocated ordinary hours outside the ordinary span of hours described in clause 14 of this Agreement, in circumstances other than that which is described in sub-clause 1 11.4 above. 2. Where 11.6 To ensure currency of cultural awareness, all staff involved as bargaining representatives for the Employee is allocated ordinary hours outside next agreement must have attended cultural awareness training within the ordinary span of hours described in clause 14 of this Agreement, the appropriate penalty rate shall be paidprevious 3 years.