Common use of Job Share Clause in Contracts

Job Share. ‌ The following provisions provide the minimum requirements for job share guidelines: Definition Job share is a voluntary arrangement in which a full-time continuing position, occupied by a full-time continuing employee, is divided between that employee and another suitable employee. Both employees will share responsibility for the position for a fixed-term period. Principles underpinning the guidelines Job share arrangements are arrangements entered into at an employee’s initiative. No employee will be coerced into taking up or converting to such a position. Size of school ratio The number of job share positions offered in any school will not normally exceed one (1) to seven (7) – (one job share position to seven full-time positions). The employer may vary the ratio above the maximum of 1:7 where necessary or desirable. Subsequent appointment At the conclusion of the job share period both employees return to the position as designated in the relevant letter of appointment and the employment status each held before the job-share began. Length of appointment Job share positions are usually for one school year. Job share positions may be for shorter periods and may be negotiated at the end of each year for a subsequent period. Arrangements Arrangements of the job share position will be detailed in a document signed by the employer/Principal and employees and will include but not limited to: days/hours worked, communication protocols, planning time, non-contact time, excursions, parent – teacher interviews, assessment and reporting procedures, playground and bus duty, attendance at staff meetings, timetabled sport and related arrangements, and professional development. The arrangements should outline the protocols to be followed, if for whatever reason, one member of the job share is unable to continue in the position during the period of the job share. Alterations to arrangements Alterations to arrangements may be initiated by the employee/s or employer and need to be mutually agreed. Such alterations will require at least two weeks’ notice or a shorter period by mutual agreement, before implementation. Division of position The position will generally be divided according to full days but other options may be mutually agreed between the employer and employees. Rates of pay Job share employees are to be remunerated on a pro rata basis according to their classification and include reference to any relevant allowances. Pro rata conditions and benefits Employees in job share positions will receive on a pro rata basis all entitlements in regard to: annual leave, annual leave loading, personal/carer’s leave, long service leave, superannuation and all other relevant benefits and allowances. Where one employee in a job share position accesses personal/carer’s leave or other short term leave the remaining employee will be offered the relief work. The method of remuneration associated with such relief work will be in accordance with the payment for additional hours that applies to the applicable part-time employee under this Agreement. Usual replacement conditions apply for leave such as long service leave, special leave and parental leave. Where situations of redundancy occur, redundancy provisions will apply to the job share incumbent/s. Professional development Job share employees are entitled to access professional development and promotion on the same basis as full-time employees. Calculation of service All work done by job-share employees counts towards incremental progression on a pro-rata basis. Professional development planning days Teacher job share employees are expected to attend professional development days as designated by the employer. The arrangements will specify remuneration arrangements for such attendance.

Job Share. ‌ The following provisions provide the minimum requirements to be included in job share guidelines: 3.3.1 Where job share guidelines currently do not exist, employers will develop, in consultation with employees and their representatives, guidelines which will address the areas listed below in Table 1. The provisions outlined below in Table 1 will be the minimum conditions to be included in any guidelines. 3.3.2 A central registry of names and relevant data of employees interested in job share arrangements shall be promoted and maintained. Such a registry will: (a) allow employees to enter their relevant data; and (b) be accessible such that employees may be able to identify and make contact with potential job share partners. 3.3.3 Where an employer does not offer a register, it may be established by IEUA. 3.3.4 Notwithstanding the above, employees are required to apply for job share guidelines: positions in accordance with existing policies and procedures, (incorporating the minimum provisions listed in the table below): Definition Job The guidelines will define job share is as a voluntary arrangement in which a full-time continuing position, occupied by a full-time continuing employee, is divided between that employee and another suitable employee. Both employees will share responsibility for the position for a fixed-term period. Principles underpinning the guidelines Job The guidelines will state that job share arrangements are arrangements entered into at an employee’s initiative. No employee initiative and that no employee will be coerced into taking up or converting to such a position. Size of school ratio The number of job share positions offered in any school will shall not normally exceed one (1) to seven (7) – (one job share position to seven full-time positions). The employer may vary the ratio above the maximum of 1:7 where necessary or desirable. Subsequent appointment At The guidelines will state that at the conclusion of the job share period both employees return to the position as designated in the relevant letter of appointment and the employment status each held before the job-share began. Length of appointment Job The guidelines will indicate that the job share positions are usually for one school year. Job share positions may be for shorter periods and may be negotiated at the end of each year for a subsequent period. Arrangements Arrangements of the job share position will be detailed in a document signed by the employer/Principal principal and employees and will to include but not limited to: days/hours worked, communication protocols, planning time, non-contact time, excursions, parent – teacher interviews, assessment and reporting procedures, playground and bus duty, attendance at staff meetingsmeeting, timetabled sport and related arrangements, and professional development. The arrangements should outline the protocols to be followed, if for whatever reason, one member of the job share is unable to continue in the position during the period of the job share. Alterations to arrangements Alterations The guidelines will indicate that alterations to arrangements may be initiated by the employee/s or employer and need to be mutually agreed. Such alterations will require at least two weeks’ notice or a shorter period by mutual agreement, before implementation. Division of position The guidelines may recommend the position will generally be divided according to full days but will provide for other options which may be mutually agreed between the employer and employees. Rates of pay Job The guidelines will specify that employees of job share employees positions are to be remunerated on a pro rata basis according to their classification and include reference to any relevant allowances. Pro rata conditions and benefits Employees The guidelines will specify that employees in job share positions will receive on a pro rata basis all entitlements in regard to: annual leave, annual leave loading, personal/carer’s personal leave, long service leave, superannuation and all other relevant benefits and allowances. Where The guidelines will specify that where one employee in a job share position accesses personal/carer’s personal leave or other short term leave the remaining employee will be offered the relief work. The method of remuneration associated with such relief work whether it be at the hourly rate with accrued leave entitlements or at the casual rate without accrued leave entitlements, will be agreed to and stated in accordance with the payment for additional hours initial arrangements. The guidelines will indicate that applies to the applicable part-time employee under this Agreement. Usual usual replacement conditions apply for leave such as long service leave, special leave leave, maternity/paternity and parental adoption leave. Where The guidelines will specify that where situations of redundancy occur, redundancy provisions will apply to the job share incumbent/s. Professional development Job The guidelines will acknowledge that job share employees are entitled to access professional development and promotion on the same basis as can full-time employees. Calculation of service All Guidelines will specify that all work done by job-share employees counts towards incremental progression on a pro-pro- rata basis. Professional development planning days Teacher Guidelines will specify that teacher job share employees are expected to attend professional development days as designated by the employer. The arrangements guidelines will specify remuneration arrangements for such attendance.

Job Share. ‌ The following provisions provide the minimum requirements to be included in job share guidelines: 3.3.1 Where job share guidelines currently do not exist, employers will develop, in consultation with employees and their representatives, guidelines which will address the areas listed below in Table 1. The provisions outlined below in Table 1 will be the minimum conditions to be included in any guidelines. 3.3.2 A central registry of names and relevant data of employees interested in job share arrangements shall be promoted and maintained. Such a registry will: (a) allow employees to enter their relevant data; and (b) be accessible such that employees may be able to identify and make contact with potential job share partners. 3.3.3 Where an employer does not offer a register, it may be established by IEUA. 3.3.4 Notwithstanding the above, employees are required to apply for job share guidelines: positions in accordance with existing policies and procedures, (incorporating the minimum provisions listed in the table below): Table 1 Definition Job The guidelines will define job share is as a voluntary arrangement in which a full-time continuing position, occupied by a full-time continuing employee, is divided between that employee and another suitable employee. Both employees will share responsibility for the position for a fixed-term period. Principles underpinning the guidelines Job The guidelines will state that job share arrangements are arrangements entered into at an employee’s initiative. No employee initiative and that no employee will be coerced into taking up or converting to such a position. Size of school ratio The number of job share positions offered in any school will shall not normally exceed one (1) to seven (7) – (one job share position to seven full-time positions). The employer may vary the ratio above the maximum of 1:7 where necessary or desirable. Subsequent appointment At The guidelines will state that at the conclusion of the job share period both employees return to the position as designated in the relevant letter of appointment and the employment status each held before the job-job- share began. Length of appointment Job The guidelines will indicate that the job share positions are usually for one school year. Job share positions may be for shorter periods and may be negotiated at the end of each year for a subsequent period. Arrangements Arrangements of the job share position will be detailed in a document signed by the employer/Principal principal and employees and will to include but not limited to: days/hours worked, communication protocols, planning time, non-contact time, excursions, parent – teacher interviews, assessment and reporting procedures, playground and bus duty, attendance at staff meetingsmeeting, timetabled sport and related arrangements, and professional development. The arrangements should outline the protocols to be followed, if for whatever reason, one member of the job share is unable to continue in the position during the period of the job share. Alterations to arrangements Alterations The guidelines will indicate that alterations to arrangements may be initiated by the employee/s or employer and need to be mutually agreed. Such alterations will require at least two weeks’ notice or a shorter period by mutual agreement, before implementation. Division of position The guidelines may recommend the position will generally be divided according to full days but will provide for other options which may be mutually agreed between the employer and employees. Rates of pay Job The guidelines will specify that employees in job share employees positions are to be remunerated on a pro rata basis according to their classification and include reference to any relevant allowances. Pro rata conditions and benefits Employees The guidelines will specify that employees in job share positions will receive receive, on a pro rata basis basis, all entitlements in regard to: annual leave, annual leave loading, personal/carer’s personal leave, long service leave, superannuation and all other relevant benefits and allowances. Where The guidelines will specify that where one employee in a job share position accesses personal/carer’s personal leave or other short term leave leave, the remaining employee will be offered the relief work. The method of remuneration associated with such relief work work, whether it be at the hourly rate with accrued leave entitlements or at the casual rate without accrued leave entitlements, will be agreed to and stated in accordance with the payment for additional hours initial arrangements. The guidelines will indicate that applies to the applicable part-time employee under this Agreement. Usual usual replacement conditions apply for leave such as long service leave, special leave leave, maternity/paternity and parental adoption leave. Where The guidelines will specify that where situations of redundancy occur, redundancy provisions will apply to the job share incumbent/s. Professional development Job The guidelines will acknowledge that job share employees are entitled to access professional development and promotion on the same basis as can full-time employees. Calculation of service All Guidelines will specify that all work done by job-share employees counts towards incremental progression on a pro-rata basis. Professional development planning days Teacher Guidelines will specify that teacher job share employees are expected to attend professional development days as designated by the employer. The arrangements guidelines will specify remuneration arrangements for such attendance.

Job Share. ‌ The following provisions provide the minimum requirements to be included in job share guidelines: 3.3.1 Where job share guidelines currently do not exist, employers will develop, in consultation with employees and their representatives, guidelines which will address the areas listed below in Table 1. The provisions outlined below in Table 1 will be the minimum conditions to be included in any guidelines. 3.3.2 A central registry of names and relevant data of employees interested in job share arrangements shall be promoted and maintained. Such a registry will: (a) allow employees to enter their relevant data; and (b) be accessible such that employees may be able to identify and make contact with potential job share partners. 3.3.3 Where an employer does not offer a register, it may be established by IEUA. 3.3.4 Notwithstanding the above, employees are required to apply for job share guidelines: positions in accordance with existing policies and procedures, (incorporating the minimum provisions listed in the table below): Definition Job The guidelines will define job share is as a voluntary arrangement in which a full-full- time continuing position, occupied by a full-time continuing employee, is divided between that employee and another suitable employee. Both employees will share responsibility for the position for a fixed-term period. Principles underpinning the guidelines Job The guidelines will state that job share arrangements are arrangements entered into at an employee’s initiative. No employee initiative and that no employee will be coerced into taking up or converting to such a position. Size of school ratio The number of job share positions offered in any school will shall not normally exceed one (1) to seven (7) – (one job share position to seven full-time positions). The employer may vary the ratio above the maximum of 1:7 where necessary or desirable. Subsequent appointment At The guidelines will state that at the conclusion of the job share period both employees return to the position as designated in the relevant letter of appointment and the employment status each held before the job-share began. Length of appointment Job The guidelines will indicate that the job share positions are usually for one school year. Job share positions may be for shorter periods and may be negotiated at the end of each year for a subsequent period. Arrangements Arrangements of the job share position will be detailed in a document signed by the employer/Principal principal and employees and will to include but not limited to: days/hours worked, communication protocols, planning time, non-contact time, excursions, parent – teacher interviews, assessment and reporting procedures, playground and bus duty, attendance at staff meetingsmeeting, timetabled sport and related arrangements, and professional development. The arrangements should outline the protocols to be followed, if for whatever reason, one member of the job share is unable to continue in the position during the period of the job share. Alterations to arrangements Alterations The guidelines will indicate that alterations to arrangements may be initiated by the employee/s or employer and need to be mutually agreed. Such alterations will require at least two weeks’ notice or a shorter period by mutual agreement, before implementation. Division of position The guidelines may recommend the position will generally be divided according to full days but will provide for other options which may be mutually agreed between the employer and employees. Rates of pay Job The guidelines will specify that employees of job share employees positions are to be remunerated on a pro rata basis according to their classification and include reference to any relevant allowances. Pro rata conditions and benefits Employees The guidelines will specify that employees in job share positions will receive on a pro rata basis all entitlements in regard to: annual leave, annual leave loading, personal/carer’s personal leave, long service leave, superannuation and all other relevant benefits and allowances. Where The guidelines will specify that where one employee in a job share position accesses personal/carer’s personal leave or other short term leave the remaining employee will be offered the relief work. The method of remuneration associated with such relief work whether it be at the hourly rate with accrued leave entitlements or at the casual rate without accrued leave entitlements, will be agreed to and stated in accordance with the payment for additional hours initial arrangements. The guidelines will indicate that applies to the applicable part-time employee under this Agreement. Usual usual replacement conditions apply for leave such as long service leave, special leave leave, maternity/paternity and parental adoption leave. Where The guidelines will specify that where situations of redundancy occur, redundancy provisions will apply to the job share incumbent/s. Professional development Job The guidelines will acknowledge that job share employees are entitled to access professional development and promotion on the same basis as can full-time employees. Calculation of service All Guidelines will specify that all work done by job-share employees counts towards incremental progression on a pro-rata basis. Professional development planning days Teacher Guidelines will specify that teacher job share employees are expected to attend professional development days as designated by the employer. The arrangements guidelines will specify remuneration arrangements for such attendance.

Job Share. ‌ The following provisions provide the minimum requirements to be included in job share guidelines: 3.3.1 Where job share guidelines currently do not exist, employers will develop, in consultation with employees and their representatives, guidelines which will address the areas listed below in Table 1. The provisions outlined below in Table 1 will be the minimum conditions to be included in any guidelines. 3.3.2 A central registry of names and relevant data of employees interested in job share arrangements shall be promoted and maintained. Such a registry will: (a) allow employees to enter their relevant data; and (b) be accessible such that employees may be able to identify and make contact with potential job share partners. 3.3.3 Where an employer does not offer a register, it may be established by IEUA. 3.3.4 Notwithstanding the above, employees are required to apply for job share guidelines: positions in accordance with existing policies and procedures, (incorporating the minimum provisions listed in the table below): Definition Job The guidelines will define job share is as a voluntary arrangement in which a full-time continuing position, occupied by a full-time continuing employee, is divided between that employee and another suitable employee. Both employees will share responsibility for the position for a fixed-term period. Principles underpinning the guidelines Job The guidelines will state that job share arrangements are arrangements entered into at an employee’s initiative. No employee initiative and that no employee will be coerced into taking up or converting to such a position. Size of school ratio The number of job share positions offered in any school will shall not normally exceed one (1) to seven (7) – (one job share position to seven full-time positions). The employer may vary the ratio above the maximum of 1:7 where necessary or desirable. Subsequent appointment At The guidelines will state that at the conclusion of the job share period both employees return to the position as designated in the relevant letter of appointment and the employment status each held before the job-share began. Length of appointment Job The guidelines will indicate that the job share positions are usually for one school year. Job share positions may be for shorter periods and may be negotiated at the end of each year for a subsequent period. Arrangements Arrangements of the job share position will be detailed in a document signed by the employer/Principal principal and employees and will to include but not limited to: days/hours worked, communication protocols, planning time, non-non- contact time, excursions, parent – teacher interviews, assessment and reporting procedures, playground and bus duty, attendance at staff meetingsmeeting, timetabled sport and related arrangements, and professional development. The arrangements should outline the protocols to be followed, if for whatever reason, one member of the job share is unable to continue in the position during the period of the job share. Alterations to arrangements Alterations The guidelines will indicate that alterations to arrangements may be initiated by the employee/s or employer and need to be mutually agreed. Such alterations will require at least two weeks’ notice or a shorter period by mutual agreement, before implementation. Division of position The guidelines may recommend the position will generally be divided according to full days but will provide for other options which may be mutually agreed between the employer and employees. Rates of pay Job The guidelines will specify that employees of job share employees positions are to be remunerated on a pro rata basis according to their classification and include reference to any relevant allowances. Pro rata conditions and benefits Employees The guidelines will specify that employees in job share positions will receive on a pro rata basis all entitlements in regard to: annual leave, annual leave loading, personal/carer’s personal leave, long service leave, superannuation and all other relevant benefits and allowances. Where The guidelines will specify that where one employee in a job share position accesses personal/carer’s personal leave or other short term leave the remaining employee will be offered the relief work. The method of remuneration associated with such relief work whether it be at the hourly rate with accrued leave entitlements or at the casual rate without accrued leave entitlements, will be agreed to and stated in accordance with the payment for additional hours initial arrangements. The guidelines will indicate that applies to the applicable part-time employee under this Agreement. Usual usual replacement conditions apply for leave such as long service leave, special leave leave, maternity/paternity and parental adoption leave. Where The guidelines will specify that where situations of redundancy occur, redundancy provisions will apply to the job share incumbent/s. Professional development Job The guidelines will acknowledge that job share employees are entitled to access professional development and promotion on the same basis as can full-time employees. Calculation of service All Guidelines will specify that all work done by job-share employees counts towards incremental progression on a pro-rata basis. Professional development planning days Teacher Guidelines will specify that teacher job share employees are expected to attend professional development days as designated by the employer. The arrangements guidelines will specify remuneration arrangements for such attendance.

Job Share. ‌ The following provisions provide the minimum requirements for job share guidelines: Definition Job share is a voluntary arrangement in which a full-time continuing position, occupied by a full-time continuing employee, is divided between that employee and another suitable employee. Both employees will share responsibility for the position for a fixed-term period. Principles underpinning the guidelines Job share arrangements are arrangements entered into at an employee’s initiative. No employee will be coerced into taking up or converting to such a position. Size of school ratio The number of job share positions offered in any school will not normally exceed one (1) to seven (7) – (one job share position to seven full-time positions). The employer may vary the ratio above the maximum of 1:7 where necessary or desirable. Subsequent appointment At the conclusion of the job share period both employees return to the position as designated in the relevant letter of appointment and the employment status each held before the job-share began. Length of appointment Job share positions are usually for one school year. Job share positions may be for shorter periods and may be negotiated at the end of each year for a subsequent period. Arrangements Arrangements of the job share position will be detailed in a document signed by the employer/Principal and employees and will include but not limited to: days/hours worked, communication protocols, planning time, non-contact time, excursions, parent – teacher interviews, assessment and reporting procedures, playground and bus duty, attendance at staff meetings, timetabled sport and related arrangements, and professional development. The arrangements should outline the protocols to be followed, if for whatever reason, one member of the job share is unable to continue in the position during the period of the job share. Alterations to arrangements Alterations to arrangements may be initiated by the employee/s or employer and need to be mutually agreed. Such alterations will require at least two weeks’ notice or a shorter period by mutual agreement, before implementation. Division of position The position will generally be divided according to full days but other options may be mutually agreed between the employer and employees. Rates of pay Job share employees are to be remunerated on a pro rata basis according to their classification and include reference to any relevant allowances. Pro rata conditions and benefits Employees in job share positions will receive on a pro rata basis all entitlements in regard to: annual leave, annual leave loading, personal/carer’s leave, long service leave, superannuation and all other relevant benefits and allowances. Where one employee in a job share position accesses personal/carer’s leave or other short term leave the remaining employee will be offered the relief work. The method of remuneration associated with such relief work will be in accordance with the payment for additional hours that applies to the applicable part-time employee under this Agreement. Usual replacement conditions apply for leave such as long service leave, special leave and parental leave. Where situations of redundancy occur, redundancy provisions will apply to the job share incumbent/s. Professional development Job share employees are entitled to access professional development and promotion on the same basis as full-time employees. Calculation of service All work done by job-share employees counts towards incremental progression on a pro-rata basis. Professional development planning days Teacher job share employees are expected to attend professional development days as designated by the employer. The arrangements will specify remuneration arrangements for such attendance.

Job Share. ‌ The following provisions provide the minimum requirements to be included in job share guidelines: 9.5.1 Where job share guidelines currently do not exist, employers will develop, in consultation with employees and their representatives, guidelines which will address the areas listed below in Table 1. The provisions outlined below in Table 1 will be the minimum conditions to be included in any guidelines. 9.5.2 A central registry of names and relevant data of employees interested in job share arrangements shall be promoted and maintained. Such a registry will: a Allow employees to enter their relevant data, and b Be accessible such that employees may be able to identify and make contact with potential job share partners. 9.5.3 Where an employer does not offer a register, it may be established by IEUA-QNT. 9.5.4 Notwithstanding the above, employees are required to apply for job share guidelines: positions in accordance with existing policies and procedures, (incorporating the minimum provisions listed in the table below): Table 1 Definition Job The guidelines will define job share is as a voluntary arrangement in which a full-full- time continuing position, occupied by a full-time continuing employee, is divided between that employee and another suitable employee. Both employees will share responsibility for the position for a fixed-term period. Principles underpinning the guidelines Job The guidelines will state that job share arrangements are arrangements entered into at an employee’s initiative. No employee initiative and that no employee will be coerced into taking up or converting to such a position. Size of school ratio The number of job share positions offered in any school will shall not normally exceed one (1) to seven (7) – (one job share position to seven full-time positions). The employer may vary the ratio above the maximum of 1:7 where necessary or desirable. Subsequent appointment At The guidelines will state that at the conclusion of the job share period both employees return to the position as designated in the relevant letter of appointment and the employment status each held before the job-share began. Length of appointment Job The guidelines will indicate that the job share positions are usually for one school year. Job share positions may be for shorter periods and may be negotiated at the end of each year for a subsequent period. Arrangements Arrangements of the job share position will be detailed in a document signed by the employer/Principal principal and employees and will to include but not limited to: days/hours worked, communication protocols, planning time, non-contact time, excursions, parent – teacher interviews, assessment and reporting procedures, playground and bus duty, attendance at staff meetingsmeeting, timetabled sport and related arrangements, and professional development. The arrangements should outline the protocols to be followed, if for whatever reason, one member of the job share is unable to continue in the position during the period of the job share. Alterations to arrangements Alterations The guidelines will indicate that alterations to arrangements may be initiated by the employee/s or employer and need to be mutually agreed. Such alterations will require at least two weeks’ notice or a shorter period by mutual agreement, before implementation. Division of position The guidelines may recommend the position will generally be divided according to full days but will provide for other options which may be mutually agreed between the employer and employees. Rates of pay Job The guidelines will specify that employees of job share employees positions are to be remunerated on a pro rata basis according to their classification and include reference to any relevant allowances. Pro rata conditions and & benefits Employees The guidelines will specify that employees in job share positions will receive on a pro rata basis all entitlements in regard to: annual leave, annual leave loading, personal/carer’s sick leave, long service leave, superannuation and all other relevant benefits and allowances. Where The guidelines will specify that where one employee in a job share position accesses personal/carer’s sick leave or other short term leave the remaining employee will be offered the relief work. The method of remuneration associated with such relief work whether it be at the hourly rate with accrued leave entitlements or at the casual rate without accrued leave entitlements, will be agreed to and stated in accordance with the payment for additional hours initial arrangements. The guidelines will indicate that applies to the applicable part-time employee under this Agreement. Usual usual replacement conditions apply for leave such as long service leave, special leave leave, maternity/paternity and parental adoption leave. Where The guidelines will specify that where situations of redundancy occur, redundancy provisions will apply to the job share incumbent/s. Professional development Job The guidelines will acknowledge that job share employees are entitled to access professional development and promotion on the same basis as can full-time employees. Calculation of service All Guidelines will specify that all work done by job-share employees counts towards incremental progression on a pro-rata basis. Professional development planning days Teacher Guidelines will specify that teacher job share employees are expected to attend professional development days as designated by the employer. The arrangements guidelines will specify remuneration arrangements for such attendance.