Offers and requests for casual conversion. Offers and requests for conversion from casual employment to full-time or part-time employment are provided for in the NES.
Offers and requests for casual conversion a) If we employ you as a Regular casual employee, you may request or the Company may offer conversion to full-time or part-time employment.
b) Offers and requests for conversion are in accordance with the NES and further details are set out in Company policy.
c) Where it is agreed that your casual employment will be converted to full-time or part-time employment, your service as a Regular casual employee will be recognised for service-related benefits including long service leave, parental leave and the calculation of retrenchment benefits.
d) For the purpose of long service leave credits and retrenchment benefits, a contiguous period of continuous regular and systematic casual service immediately preceding your conversion to full-time or part-time employment under this clause will be treated as part-time/full-time service (as applicable based on your hours).
e) A casual employee will not be engaged and re-engaged (which includes a refusal to re- engage), or have their hours reduced or varied, in order to avoid any right or obligation under this clause.
f) If you wish to dispute a decision by the Company to reject a request by you, or not to make an offer, to convert your employment to full-time or part-time employment, you may use the dispute resolution process outlined in Section 6. TELSTRA CORPORATION LIMITED (ABN 33 051 775 556) TELSTRA LIMITED ENTERPRISE AGREEMENT 2022-2024 SECTION 4: HOURS OF WORK AND SCHEDULING
Offers and requests for casual conversion. (a) Offers and requests for conversion from casual employment to full-time or part-time employment are provided for in the NES. Any dispute about offers or requests for casual conversion is to be dealt with under clause 9 – Dispute resolution procedures.
Offers and requests for casual conversion. (1) The employer will offer relevant casuals conversion to permanent full-time or permanent part-time as provided for under the NES. The casual must give a response in accordance with section 66D of the Act.143 139 See subsection 202(2) (Effect of an individual flexibility arrangement) of the Act. 140 If the employee is a junior, the IFA must also be genuinely agreed to and signed by a parent or guardian of the employee, but IFAs must otherwise not require the approval or consent of any other person. 141 Including any notice or agreement that terminates the IFA. 142 If no end date is stated, the variation will apply for the remained of the period of operation. 143 See section 66D Employee must give a response of the Act.
(2) Casuals may request conversion to permanent full-timer or permanent part-timer as provided for under the NES. The employer must give a response in accordance with section 66G of the Act.144 144 See section 66G Employer must give a response of the Act.
Offers and requests for casual conversion. (a) A casual employee who has been rostered on a regular and systematic basis over a period of 26 weeks has the right to request conversion to permanent employment:
(i) on a full-time basis where the employee has worked 38 hours per week or an average of 38 hours per week (excluding overtime) throughout the period of casual employment; or
(ii) on a permanent part time basis where the employee has worked a regular number of hours each week or fortnight (depending upon the roster) throughout the period of casual employment. Such part time engagement would be on the basis of the same number of hours as previously worked, unless other arrangements are agreed between the employer and the employee.
(b) The employer may consent to or refuse the request but shall not unreasonably withhold agreement to such a request.
(c) Casual conversion will not apply where a casual has covered absences of permanent employees who are expected to return to work. A casual employee who has been employed for 12 months or more and worked regularly for the last 6 months of that period will be offered conversion to permanent employment by the employer in accordance with sections 66B to 66M of the Act. Offers for conversion of casual employees to permanent employment under this clause will be made in accordance with the Act.
Offers and requests for casual conversion. 19.1 Offers and requests for conversion from casual employment to full-time or part- time employment are provided for in the NES.
19.2 Disputes about offers and requests for casual conversion under the NES are to be dealt with under clause 13 - Dispute Resolution.
Offers and requests for casual conversion. 6.2.1. Where an employee has been employed by the Company for a period of 6 months beginning the day the employment started; and
6.2.2. During those 6 months, the employee has worked a regular pattern of hours on an ongoing basis which, without significant adjustment, the employee could continue to work as a full-time employee or a part-time employee (as the case may be); then
6.2.3. Offers and requests for conversion from casual employment to full-time or part-time employment will follow the process outlined in the NES
6.2.4. Disputes about offers and requests for casual conversion under the NES are to be dealt with under clause 2.2 — Dispute resolution
Offers and requests for casual conversion.
12.1 This clause 12 applies in relation to an Employee who is a casual employee.
12.2 The parties recognise the needs of the business to employ both casuals and full-time and part-time Employees, and that casual Employees may request that their employment be converted to full-time or part-time employment.
12.3 Offers and requests for conversion from casual employment to full-time or part-time employment are provided for in the Act, save that instead of a requirement for a casual employee to have been employed for a period of 12 months that period under this Agreement is 6 months.
12.4 Where a casual employee seeks to convert to full-time or part-time employment, the Company may agree to or refuse the request, but the request may only be refused on reasonable grounds and after there has been consultation with the Employee.
12.5 Disputes about offers and requests for casual conversion under the Act are to be dealt with under the dispute resolution procedure in this Agreement.
12.6 A casual employee must not be engaged and re-engaged (which includes a refusal to re-engage) or have their hours reduced or varied, in order to avoid a right or obligation under this clause or the Act.
Offers and requests for casual conversion.
16.1 Where a casual Team Member has been engaged by the Company on a regular and systematic basis for a period of at least 6 months and there is a reasonable expectation of ongoing employment, the casual Team Member has the right to request to have their contract converted to a permanent position (either full time or part time). which reflects the number of hours usually worked by the casual Team Member.
16.2 Requests for conversion must be received in writing after the completion of 6 months’ regular service.
16.3 Where a casual Team Member seeks to convert to full-time or part-time employment, the Company may agree to or refuse the request, but the request may only be refused on reasonable grounds and after there has been consultation with the casual Team Member.
16.4 Reasonable grounds for refusal may include (but are not limited to):
(a) that it would require an adjustment to the casual Team Member’s hours of work in order for the casual Team Member to be engaged as a full-time or part-time Team Member; or
(b) that it is known or reasonably foreseeable that the casual Team Member’s position will cease to exist within the next 12 months; or
(c) that it is known or reasonably foreseeable that the hours of work which the casual Team Member is required to perform will be significantly reduced in the next 12 months; or
(d) that it is known or reasonably foreseeable that there will be a significant change in the days and/or times at which the casual Team Member’s hours of work are required to be performed in the next 12 months which cannot be accommodated within the days and/or hours during which the casual Team Member is available to work; and
(e) other reasonable grounds identified by the Company.
16.5 The Company must provide its response to the request within 4 weeks of receiving a request.
16.6 Where the Company refuses a request to convert, the Company must provide the casual Team Member with its reasons for refusal with its response. If the casual Team Member does not accept the Company’s refusal, this will constitute a dispute that will be dealt with under clause 11 (Dispute Settlement Term). Under clause 11, the casual Team Member or the Company may refer the matter to the FWC if the dispute cannot be resolved at the workplace level.
16.7 If the Company agrees to conversion, the casual Team Member will still be required to satisfactorily pass the Company’s recruitment process, including (but not limited to) any relevant interview and/or testing pr...
