Common use of Minimum Availability Clause in Contracts

Minimum Availability. Except as expressly set out in local issues memoranda provisions relating to unavailability, work refusals and/or removal from casual lists/employment, the following provisions shall apply: In order for a casual employee to maintain employment, the casual employee shall work a minimum of 200 hours over any fixed 12-month period, or a lower minimum number of hours as agreed between the Employer and employee in writing, and copied to the Union. Where a casual employee has not worked the minimum hours by the end of the 9th month of the fixed 12-month period, the Employer will notify the employee in writing to advise on how many hours the employee has worked to date and that they risk being removed from the call-in list in accordance with this article. Except where a casual employee provides bona fide reason(s), the casual employee may be removed from the casual list and, if so, their employment will end if they do not work the identified minimum number of hours. A casual employee shall be exempted from this requirement where the Employer has not offered the casual employee the minimum number of hours over the fixed 12-month period. A casual employee who is removed from the casual list as set out above will be notified of their termination of employment following the expiration of the fixed 12-month period, and will have 10 days to provide bona fide reason(s) for remaining on the casual list.

Minimum Availability. Except as expressly set out in local issues memoranda provisions relating to unavailability, work refusals and/or removal from casual lists/employment, the following provisions shall apply: In order for a casual employee to maintain employment, the casual employee shall work a minimum of 200 hours over any fixed 12-month period, or a lower minimum number of hours as agreed between the Employer and employee in writing, and copied to the Union. Where a casual employee has not worked the minimum hours by the end of the 9th month of the fixed 12-month period, the Employer employer will notify the employee in writing to advise on how many hours the employee has worked to date and that they risk being removed from the call-in list in accordance with this article. Except where a casual employee provides bona fide reason(s), the casual employee may be removed from the casual list and, if so, their employment will end if they do not work the identified minimum number of hours. A casual employee shall be exempted from this requirement where the Employer has not offered the casual employee the minimum number of hours over the fixed 12-month period. A casual employee who is removed from the casual list as set out above will be notified of their termination of employment following the expiration of the fixed 12-month period, and will have 10 days to provide bona fide reason(s) for remaining on the casual list.