Common use of Introduction of Shift Work Clause in Contracts

Introduction of Shift Work. (a) The Parties acknowledge that the placing of existing Employees onto a permanent, ongoing and/or long term shift has become an issue to Employees, as it can detrimentally affect the Employees’ family obligations and responsibilities, resulting in problems for the Employees at home, and their relationships with their partners and children. The Parties also acknowledge that it is a real concern that Employees feel pressure to abide by directions to work shifts, even though it is against their family interests to do so. Accordingly, an existing Employee will not be placed onto a permanent, ongoing and/or long term shift unless it is agreed to by the Employee. Prior to seeking agreement, the Employer must provide at least 7 days (or lesser if agreed) written notice to the Employee of the request for agreement. The written notice must also state: (i) All details of the shift, including hours of work, starting and finishing times, days to be worked, shift loadings and allowances, and any other relevant entitlements; (ii) a description of any potential adverse effects on the Employees (not including lifestyle related consequences e.g. loss of leisure time); (iii) the right for the Employee to not agree to work the shift and that no action will be taken against them if they do; and (iv) the right for the Employees to have the Union or other representative of their choice represent them in respect of the issue and that no action will be taken against them if they do. Failure to comply strictly with all of the aforementioned requirements shall render any agreement invalid. (b) Clause 10.1(a) does not apply to the introduction of temporary short term shift arrangements, where there is a genuine need for such and where the shifts don’t continue for more than five consecutive days.

Introduction of Shift Work. (a) The Parties acknowledge that the placing of existing Employees onto a permanent, ongoing and/or long term shift has become an issue to Employees, as it can detrimentally affect the Employees’ family obligations and responsibilities, resulting in problems for the Employees at home, and their relationships with their partners and children. The Parties also acknowledge that it is a real concern that Employees feel pressure to abide by directions to work shifts, even though it is against their family interests to do so. Accordingly, an existing Employee will not be placed onto a permanent, ongoing and/or long term shift unless it is agreed to by the Employee. Prior to seeking agreement, the Employer must provide at least 7 days (or lesser if agreed) written notice to the Employee of the request for agreement. The written Thewritten notice must also state: (i) All details of the shift, including hours of work, starting and finishing times, days to be worked, shift loadings and allowances, and any other relevant entitlements; (ii) a description of any potential adverse effects on the Employees (not including lifestyle related consequences e.g. loss of leisure time); (iii) the right for the Employee to not agree to work the shift and that no action will be taken against them if they do; and (iv) the right for the Employees to have the Union or other representative of their choice represent them in respect of the issue and that no action will be taken against them if they do. Failure to comply strictly with all of the aforementioned requirements shall render any agreement invalid. (b) Clause 10.1(a) does not apply to the introduction of temporary short term shift arrangements, where there is a genuine need for such and where the shifts don’t continue for more than five consecutive days.

Introduction of Shift Work. (a) The Parties acknowledge that the placing of existing Employees employees onto a permanent, ongoing and/or long term shift has become an issue to Employeesemployees, as it can detrimentally affect the Employeesemployees’ family obligations and responsibilities, resulting in problems for the Employees employees at home, and their relationships with their partners and children. The Parties also acknowledge that it is a real concern that Employees employees feel pressure to abide by directions to work shiftsshift, even though it is against their family interests to do so. Accordingly, an existing Employee employee will not be placed onto a permanent, ongoing and/or long term shift unless it is agreed to by the Employeeemployee. Prior to seeking agreement, the Employer must provide at least 7 days (or lesser if agreed) written notice to the Employee employee of the request for agreement. The written notice must also state: (i) All details of the shift, including hours of work, starting and finishing times, days to be worked, shift loadings and allowances, and any other relevant entitlements; (ii) a description of any potential adverse effects on the Employees employees (not including lifestyle related consequences e.g. loss of leisure time); (iii) the right for the Employee employee to not agree to work the shift and that no action will be taken against them if they do; and (iv) the right for the Employees employees to have the Union or other representative of their choice represent them in respect of the issue and that no action will be taken against them if they do. Failure to comply strictly with all of the aforementioned requirements shall render any agreement invalid. (b) Clause 10.1(a) does not apply to the introduction of temporary short term shift arrangements, where there is a genuine need for such and where the shifts don’t continue for more than five consecutive days.