LIMITED TERM EMPLOYMENT Sample Clauses

LIMITED TERM EMPLOYMENT. Employment period between one (1) year and five (5) years.
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LIMITED TERM EMPLOYMENT. The Company may engage Employees on a Limited Term basis in appropriate circumstances:- (a) The anticipated term of employment will be provided in writing by the Company to the Employee when making an offer of employment. Termination is as per Clause 14.5. (b) A Limited Term Employee may be employed to cover long term personal leave/rehabilitation, parental leave, long service leave, the training needs of the Company, to assist during major capital expenditure projects or to cover absences or other business needs. (c) A Limited Term Employee shall be paid at the applicable annualised wage rate for the Job Role in which engaged and, if engaged on shift work, shall work the hours of the assigned roster. (d) A Limited Term Employee shall receive public holidays that fall within the term of engagement as per the applicable work roster. Annual leave and personal leave will accrue in accordance with the terms and conditions of this Appendix Agreement on a pro rata basis. (e) The provisions of this Appendix Agreement shall apply to a Limited Term Employee, except for Clause 36 - Redundancy. (f) Where a Limited Term Employee in the Company’s employ accepts an offer of continuing employment with the Company, continuous service as a Limited Term Employee will count for all purposes. 12.6 SUPPORT CREW (RELIEF) EMPLOYEES The site operates with a Support Crew comprising Employees with skill sets that can service the coverage requirements of the site. Ideally members of the Support Crew are multi skilled to provide coverage in more than one area of the site. The Support Crew roles are considered to be ongoing and not part of other career path structures. The intention is to further grow their individual skill sets so they can operate effectively and broadly across the site. Support Crew Employees are required to move between rosters and shifts at short notice in order to provide coverage for absences in a role by other Employees. During the life of this Appendix Agreement the numbers of members of the Support Crew will be maintained at 6% of the overall wages Employee workforce number on site. A Support Crew Employee shall be paid at the applicable annualised wage rate for the work in which engaged and the skill level at which they have been assessed. If they are engaged on shift work they shall work the hours of the roster to which they are assigned.
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LIMITED TERM EMPLOYMENT where an Employee’s employment will automatically terminate upon completion of a specified period or task, if not terminated earlier in accordance with any right to do so.
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LIMITED TERM EMPLOYMENT. 6.2.1 SBS will not engage employees as Limited-Term Employees as a substitute for probation, or to avoid merit-based selection processes where they are required. 6.2.2 Limited-Term Employees will be provided with a letter of engagement which specifies the relevant period or task. In the case of engagement for a specified task, the letter will include the nature and expected duration of the task. 6.2.3 If SBS proposes to offer a Limited-Term Employee a further period of employment in the same position, it will where possible advise the Employee of this at least 2 weeks before the end of their period of employment. 6.2.4 Ordinarily an Employee will not be engaged on a Limited-Term arrangement for more than 2 years, or more than 2 consecutive engagements (whichever comes first). A Limited-Term Employee who is on at least their second consecutive contract for a specified period or specified task may request to have their employment converted to Ongoing Employment. 6.2.5 A request under clause 6.2.4 must be made in writing to SBS. 6.2.6 SBS may agree to or refuse a request made under clause 6.2.4. A request made under clause 6.2.4 may only be refused on reasonable business grounds, which includes that it is known or reasonably foreseeable that the Limited-Term Employee’s position will not be filled on an Ongoing basis beyond the expiry of the Limited-Term Employee’s current contract for a specified period or specified task. 6.2.7 Where SBS intends to refuse a request made under clause 6.2.4, it must do so in writing and within 21 days of the date of the request, giving reasons for the refusal. 6.2.8 Where SBS intends to agree to a request made under clause 6.2.4, it must do so in writing and confirm to the Limited-Term Employee the form of employment to which the Limited-Term Employee will convert i.e. Ongoing Employment on either full-time or part time hours. 6.2.9 SBS will notify Limited-Term Employees of their right to request conversion to Ongoing Employment under clause 6.2.4. 6.2.10 Subject to clause 6.2.11, a Limited-Term Employee engaged for a specified task or specified period must not be engaged or re-engaged (which includes a refusal to re- engage), or have their hours reduced or varied, in order to avoid any obligation in respect of the Limited-Term Employee’s right to request conversion to Ongoing Employment. 6.2.11 Despite clauses 6.2.4 and 6.2.6, an Employee may be engaged under Limited-Term Employment arrangements for more than 2 years/engagemen...
Sample 1
LIMITED TERM EMPLOYMENT. (a) Limited term employees will be employed directly by the Company, on a full-time or part-time basis, for a fixed duration, as defined in their letter of offer. Generally, the purpose of limited term employment is to cover for the known temporary absence of a permanent employee (i.e. parental leave, project work, long service leave, etc.) that cannot be covered by existing employees. The specific terms and conditions regarding the use of limited term employment are defined below: i) Limited term employees will receive the same conditions of employment as permanent employees as set out in this Agreement. ii) Limited term employment will be the preferred method of employment for temporary requirements exceeding 4 weeks where: 1) The need for coverage is known at least 6 weeks beforehand. Where it is to cover leave, the leave request must be approved at least 6 weeks’ prior to taking leave. 2) The existing permanent workforce cannot cover the absence. 3) So far as reasonably practicable, the Company is able to source a suitably skilled applicant that meets the selection criteria for the role as part of the normal recruitment process. iii) After 52 weeks of continuous service as a limited term employee, an employee will be entitled to convert to permanent employment if a vacancy exists and, subject to the below exceptions, the Company must not unreasonably refuse such conversion. The 52 weeks will be calculated with the following conditions and exceptions: 1) Breaks of 6 weeks or less, between limited term engagements, will be deemed as continuous. 2) Standard working weeks employed as a casual employee between limited term employment will count towards the 52 weeks. Xxxxx worked as a limited term employee to cover parental leave, WorkCover absences, approved leave without pay and salary continuance is excluded from the 52 week count. 3) Periods worked to cover absences due to exceptional circumstances (such as to deal with major change, to assist with projects, to cover periods of special leave, etc.) where it is expected that a permanent employee will return to their substantive duties within 26 weeks after the 52 week period, are excluded from the 52 weeks count towards permanent employment. 4) The employee must have successfully completed the Company’s normal recruitment process (e.g. aptitude testing, pre-employment medical examinations, etc.). (b) The number of limited term employees will not exceed 15% of the number of full- time equivalent permanent ...
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Related to LIMITED TERM EMPLOYMENT

  • 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.

  • 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.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Casual Employment 24.1 A casual Employee is an Employee employed on an occasional basis and whose work pattern is not regular and systematic. When a person is engaged on a casual basis, they will be supplied in writing that the engagement is to be as a casual, the job to be performed, the classification level, the actual or likely length of engagement including number of hours to be worked per week, and the relevant rate of pay. 24.2 A casual Employee shall be entitled to all of the applicable rates and conditions of employment prescribed by this Agreement except annual leave, personal leave, and payment for public holidays on which no work is performed. A casual Employee is entitled to unpaid bereavement leave, domestic violence leave and unpaid career’s leave. 24.3 Except on Saturdays and Sundays, on each occasion a casual Employee is required to attend work, the Employee shall be entitled to payment for a minimum of eight (8) hours work (with 0.8 of an hour on each of these days accruing toward an RDO) plus the relevant fares and travel allowance prescribed by clause 0 below. On Saturdays and Sundays, a casual Employee is entitled to payment for a minimum of four (4) hours, plus the relevant fares and travel allowance prescribed by clause 0 below. 24.4 A casual Employee for working ordinary time shall be paid 125% of the hourly rate prescribed in APPENDIX 1 for the Employee's classification. 24.5 A casual Employee required to work overtime, or weekend work shall be entitled to the relevant penalty rates prescribed in this Agreement: (a) where the relevant penalty rate is time and a half, the Employee shall be paid 175% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification (b) where the relevant penalty rate is double time, the Employee shall be paid 225% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification; and (c) where the relevant penalty is a public holiday, the Employee shall be paid 275% of the hourly rate prescribed by APPENDIX 1 for the Employee's classification. 24.6 For the purposes of clarity, the applicable contributions to BUSSQ, XXXX, CIPQ and BEWT or other funds nominated herein, must be made by the Employer in respect of casual Employees. A casual Employee shall also be entitled to receive, in addition to their casual rate, penalty payments for Overtime, work performed on weekends, work performed on public holidays and RDOs, Domestic Violence leave and unpaid cultural leave. 24.7 Termination of all casual engagements shall require one hour's notice by either the Employer or Employee, or the payment or forfeiture of one hour's pay, as the case may be. This clause will not reduce the entitlements of injured Employees.

  • 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.

  • EMPLOYMENT TERM AND COMPENSATION A. The Board hereby employs the Employee for a salary of $6,769 per bi-weekly pay period ($175,997/Annualized), payable in installments less any legally authorized deductions as the D71, Director, Application Development. B. The term of this contract shall commence on 7/1/2024 and terminate on 6/30/2025. C. The Board shall designate eight and one-half (8.5) percent of Employee’s SURS-eligible earnings as the Board contribution on behalf of the Employee in satisfaction of the Employee's required contribution to the Illinois State Universities Retirement System. The purpose of this section is to allow such Board contribution for retirement to be tax sheltered after the qualifying period of time has been met and to the extent allowed by the appropriate statutes and regulations. Both parties acknowledge that the Employee did not have the option of choosing to receive the contributed amounts directly, instead of having such contributions paid by the Board to the State Retirement System, and that such contributions are made as a condition of employment to secure the Employee's future services, knowledge and experience.

  • Long-Term Disability (Employee Paid Plans) a) All permanent Teachers shall participate in the long term disability plan (LTD Plan) as a condition of employment, subject to the terms of the LTD plan. b) The Board shall cooperate in the administration of the LTD Plan. It is understood that administration means that the Board will co-operate with the enrolment and deduction of premiums and provide available necessary data to the insurer, upon request. The Board will remit premiums collected to the carrier on behalf of the Teachers. c) Where the plan administrator implements changes in the terms and conditions of the LTD Plan or the selection of an insurance carrier, the Board shall, for administrative purposes, be advised of changes at least thirty (30) days prior to the date the changes are to be implemented.

  • Term Employee Term employee means a new person employed without seniority for a specific time period or until the completion of a particular project in compliance with funding provided for that position or project. At the expiry of said term the employment of such employee shall be terminated unless the term employee is immediately hired as a full-time or part-time employee at which time the term employee's original starting date shall be utilized to establish their seniority.

  • EMPLOYEE WORK YEAR 9.1 The work year shall be as follows:

  • Equal Employment During the performance of this Agreement or any related Work Order, the CONSULTANT shall: A. Not discriminate against any employee or applicant for employment because of race, color, religion, age, sex, handicap, or national origin. The CONSULTANT shall take affirmative action to ensure that applicants are employed and that employees are treated during employment without regard to their race, color, religion, age, sex, handicap, or national origin. Such action shall include, but not be limited to the following: Employment, upgrading, demotion, or transfer; recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The CONSULTANT shall post in conspicuous places, available to employees and applicants for employment, notices to be provided setting forth the provisions of this nondiscrimination clause. B. In all solicitations or advertisements for employees placed by or on behalf of the CONSULTANT, it must state that all qualified applicants will receive considerations for employment without regard to race, color, religion, age, sex, handicap, or national origin.

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