Minimum Employment Period. (a) Employees (other than casual employees) will be on a period of probation for the first 6-months of employment (12-months for small business) for the purpose of determining the employee’s suitability for ongoing employment.
(b) At any time during the probation period, the employer or the employee can terminate the employment by providing written notice in accordance with clause 34 – Termination of Employment.
(c) Employees will not be protected from unfair dismissal. where they are terminated within the probation period ending at the earlier of:
(i) the time when the person is given notice of the dismissal; or
(ii) immediately before the dismissal
Minimum Employment Period. 12.1 An Employee’s employment is contingent upon the satisfactory completion of a minimum employment period of six- months.
12.2 If the Employer is to terminate the employment of an Employee during the first six months of the Employee’s employment, the Employer does not need to provide the relevant notice of termination in clause 46, 54, 63 and 68 and does not need to comply with any due process or performance management policies or procedures in place from time to time.
12.3 If the Employer is to terminate the employment of an Employee within the first six months of the Employee’s employment commencing, the Employee is entitled to notice prescribed as follows or payment in lieu of notice. Employee Teacher School Assistant All other Employee/s Period of Notice 4 weeks wholly within the one school term 4 weeks 1 week
12.4 If the Employee resigns within the first six months of the Employee’s employment commencing, then the Employee is required to give the same notice required of the Employer in 12.3 above.
Minimum Employment Period. This position is subject to a minimum employment period (6 months qualifying) during which time the employee’s suitability for ongoing employment will be assessed.
Minimum Employment Period. 20.1 An Employee’s employment is contingent upon the satisfactory completion of a minimum employment period of six months, as defined by the Act.
20.2 If the Company is to terminate the employment of an Employee during the minimum employment period, then the Company does not need to comply with any performance or conduct management policies or procedures in place.
Minimum Employment Period. For the purposes of the Unfair Dismissal Provisions of the Fair Work Act, the Minimum Employment Period that the University may rely upon is six (6) months ending at the earlier of the following times:
(i) The time when the staff member is given notice of the dismissal;
(ii) Immediately before the dismissal.
Minimum Employment Period. 13.1. An Employee’s employment is contingent upon the satisfactory completion of a six-month minimum employment period as defined by the Act.
13.2. If the Employer is to terminate the employment of an Employee during the six-month minimum employment period, the Employer does not need to comply with cl. 26 – Performance and Conduct management.
13.3. If the Employer is to terminate the employment of an Employee within the six-month minimum employment period, the Employee is entitled to four weeks’ notice or payment in lieu of such notice.
13.4. If the Employee is to resign within the six-month minimum employment period, then the Employee is required to give the same notice required of the Employer in cl. 12.3 above.
Minimum Employment Period. (a) Employees (other than casual employees) will be on a period of probation for the first six (6) months of engagement for the purpose of determining the employee’s suitability for ongoing employment.
(b) At any time during the probation period, PSVCAC or the employee can terminate the employment by providing written notice in accordance with Clause 36 – Termination of Employment.
(c) Employees will not be protected from unfair dismissal where they are terminated within the probation period ending at the earlier of:
(i) the time when the person is given notice of the dismissal; or
(ii) immediately before the dismissal.
Minimum Employment Period. 11.1 An Employee’s employment is contingent upon the satisfactory completion of a minimum employment period of six (6) months, as defined by the Act.
11.2 If the Employer is to terminate the employment of an Employee during the minimum employment period, the Employer does not need to provide the relevant notice of termination in cll.49 or 56 and does not need to comply with cl.36 (Performance and conduct management procedures), any due process or performance/conduct management policies or procedures in place from time to time.
11.3 If the Employer is to terminate the employment of an Employee within the minimum employment period, the Employee is entitled to four (4) weeks’ notice in writing or payment in lieu of notice.
11.4 If the Employee is to resign within the minimum employment period, then the Employee is required to give four (4) weeks’ notice in writing. Where the Employee fails to give the full amount of notice, the Employer may deduct from wages due to the Employee under this Agreement, an amount that is no more than one week’s wages for the Employee provided that:
(a) if the Employer has agreed to a shorter period of notice than that required, then no deduction will be made;
(b) an Employee must be at least 18 years of age; and
(c) any deduction must not be unreasonable in the circumstances.
Minimum Employment Period. 12.1 An Employee’s employment is contingent upon the satisfactory completion of a six month minimum employment period as defined in Section 383 of the Fair Work Act 2009.
12.2 If the Employer is to terminate the employment of an Employee during the minimum employment period, then the Employer does not need to comply with any due process, performance or conduct management policies or procedures in place, from time to time.
12.3 If the Employer is to terminate the employment of an Employee within the minimum employment period, then the Employee is entitled to notice prescribed by the relevant Award or payment in lieu of notice, as follows. Employee Period of Notice Teacher 7 term weeks General Staff 1 week
12.4 If the Employee is to resign within the minimum employment period, then the Employee is required to give the same notice required of the Employer in cl.12.3 above 13 PERSONAL/XXXXX’S LEAVE
13.1 Personal/carer’s leave is as provided for in the NES except where this Agreement provides ancillary or supplementary terms. Under the Agreement, the NES entitlement is increased to 15 days paid personal/carer’s leave for each year of service.
13.2 An Employee other than a casual Employee is entitled to a paid personal leave entitlement, which includes both sick leave and carer’s leave.
13.3 Where a full-time Employee has a need for personal or carer’s leave that exceeds the Employee’s accrued entitlement at the time that leave is needed, the Employee is entitled to be paid sick leave in advance of accrual as follows:
(a) six (6) days during the first term worked, and thereafter, an additional three (3) days at the commencement of each subsequent school term, if in the first year of service with the Employer, or
(b) up to the annual entitlement of 15 days, if in the second or subsequent year of service, provided that the notice and evidentiary requirements are met.
13.4 Paid sick leave is taken by the Employee because of a personal illness or injury.
13.5 Paid carer’s leave is taken by the Employee to provide care or support to a member of the Employee’s Immediate Family or a member of the Employee’s household, who requires care or support because of a personal illness, injury, or an unexpected emergency affecting the member.
13.6 Where the Employee has exhausted the paid personal/xxxxx’s leave entitlement, the Employee may take up to two days’ unpaid carer’s leave per permissible occasion. Unpaid carer’s leave may be taken as a single, unbroken period of up to ...
Minimum Employment Period. 12.1 An Employee’s employment is contingent upon the satisfactory completion of a six month minimum term employment period.
12.2 If the Employer is to terminate the employment of an Employee during the first six months of the Employee’s employment, the Employer does not need to comply with any due process, performance or conduct management policies or procedures in place from time to time.
12.3 If the Employer is to terminate the employment of an Employee within the first six months of the Employee’s employment commencing, the Employee is entitled to notice prescribed as follows or payment in lieu of notice. Teachers 7 term weeks General staff 1 week
12.4 If the Employee is to resign within the first six months of the Employee’s employment commencing, then the Employee is required to give the same notice required of the Employer in 12.3 above
