Pathways to permanency. The Commission and the APS will comply with the casual conversion provision(s) of the FW Act. In addition, the Commission recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment.
Pathways to permanency. The Bureau and the APS will comply with the casual conversion provision(s) of the FW Act. In addition, the Bureau recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment. Casual (irregular or intermittent) employment
Pathways to permanency. The Department and the APS will comply with the casual conversion provision(s) of the FW Act. In addition, the Department recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment. Casual (irregular or intermittent) employment A casual (irregular or intermittent) employee is defined in the definitions section at clause 16. A decision to expand the use of casual employees is subject to Section 10: Consultation, representation and dispute resolution of this Agreement. The Department will regularly review the working arrangements of casual employees to assess if they are genuinely performing irregular or intermittent duties, and report de-identified outcomes to the Workplace Consultative Forum. Remuneration for casual employees is on an hourly basis. A casual employee will receive a 25 per cent loading on the base hourly rate of their classification as set out in this Agreement. The casual loading is paid in lieu of payment for public holidays not worked, notice of termination of employment, redundancy benefits and all paid leave entitlements, other than leave required by legislation including long service leave in accordance with the Long Service Leave (Commonwealth Employees) Act 1976 and leave for family and domestic violence support. A casual employee will be engaged for a minimum of 3 hours per engagement or shall be paid for a minimum of 3 hours at the appropriate casual rate. A casual employee who is eligible for a workplace responsibility allowance will be paid the full amount. Non-ongoing employment A non-ongoing employee is defined in the definitions section at clause 16. Non-ongoing employees will generally have the same terms and conditions of employment as ongoing employees under this Agreement’s terms, except: personal/xxxxx’s leave accrual at clauses 224 to 226; and redundancy provisions at clauses 469 to 508, subject to clause 101. If the non-ongoing employee’s contract is not permitted by section 333E of the FW Act, then the redundancy provisions at clauses 469 to 508 will apply. If the redundancy provisions apply to an employee under clause 101, the Department must adhere to the consultation requirements at Section 10: Consultation, representation and dispute resolution at clauses 473 to 478. Working hours The ordinary hours for a full time employee are 7 hours and 30 minutes per day, a total o...
Pathways to permanency. The National Blood Authority and the APS will comply with the casual conversion provision(s) of the FW Act. In addition, the National Blood Authority recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment. 75. A casual (irregular or intermittent) employee is defined in the definitions section.
Pathways to permanency. ARPANSA and the APS will comply with the casual conversion provision(s) of the FW Act. In addition, XXXXXX recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment. 110. Employees are able to work, paid or unpaid and voluntary work (including directorships of an outside organisation), outside the APS if it does not conflict with or adversely affect the performance of their official duties. Further information is contained in ARPANSA’s Outside Employment Policy. Casual (irregular or intermittent) employment 111. A casual (irregular or intermittent) employee is defined in the definitions section. 112. A decision to expand the use of casual employees is subject to clauses 442 to 464 of this agreement.
Pathways to permanency. The Memorial and the APS will comply with the casual conversion provision(s) of the FW Act. In addition, the Memorial recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment. 111. A casual (irregular or intermittent) employee is defined in the definitions section. 112. A decision to expand the use of casual employees is subject to clauses 425 to 445 of this agreement.
Pathways to permanency. The ACSQHC and the APS will comply with the casual conversion provision(s) of the FW Act. In addition, the ACSQHC recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment. Casual (irregular or intermittent) employment
Pathways to permanency. The NTC will comply with the casual conversion provision of the FW Act. In addition, the NTC recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment.
Pathways to permanency. The Museum and the APS will comply with the casual conversion provision(s) of the FW Act. In addition, the Museum recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment.
Pathways to permanency. The Administrative Appeals Tribunal and the APS will comply with the casual conversion provision of the FW Act. In addition, the Administrative Appeals Tribunal recognises that a proactive approach, including regularly reviewing casual and non-ongoing arrangements, is both a fair and efficient approach to supporting ongoing employment as the usual form of employment.
