Common use of PERMANENCY OF EMPLOYMENT Clause in Contracts

PERMANENCY OF EMPLOYMENT. 16.1 Preferred form of engagement and mode of employment (a) The parties to this Agreement agree that: (i) direct employment is the preferred form of engagement; and (ii) permanent employment is the preferred mode of employment; for Employees covered by this Agreement. (b) The parties to this Agreement agree that casual employment, agency engagements and other contract for service arrangements are not the preferred methods of delivery of services. (c) The parties recognise that fixed term contract and casual employment are required to allow flexibility in appropriate circumstances for both the Employer and Employees. The Employer will work towards minimising the use of casual and agency arrangements in Hospitals, including by complying with clause 16.5 - Review - Fixed Term Contract Employment and clause 16.7 - Review - Casual Employment. (d) The review mechanisms and processes detailed in clause 16.5 and clause 16.7 are to be reviewed by the parties over the life of this Agreement. (e) Suitable Surplus Employees are to be offered employment prior to advertising externally for new appointments, including fixed term contracts or agency engagements, using the following hierarchy: (i) Internal Surplus Employees will be considered first; (ii) if there are no suitable internal Surplus Employees, Registered Employees from other employing authorities will be considered; and (iii) if there are no suitable Registered Employees, Registrable Employees from other employing authorities will be considered.

PERMANENCY OF EMPLOYMENT. 16.1 Preferred form of engagement and mode of employment (a) The parties to this Agreement agree that: (i) direct employment is the preferred form of engagement; and (ii) permanent employment is the preferred mode of employment; for Employees covered by this Agreement. (b) The parties to this Agreement agree that casual employment, agency engagements and other contract for service arrangements are not the preferred methods of delivery of services. (c) The parties recognise that fixed term contract and casual employment are required to allow flexibility in appropriate circumstances for both the Employer and Employeesemployees. The Employer will work towards minimising the use of casual and agency arrangements in Hospitals, including by complying with clause 16.5 - Review - Fixed Term Contract Employment and clause 16.7 - Review -Review - Casual Employment. (d) The review mechanisms and processes detailed in clause 16.5 and clause 16.7 are to be reviewed by the parties over the life of this Agreement. (e) Suitable Surplus Employees are to be offered employment prior to advertising externally for new appointments, including fixed term contracts or agency engagements, using the following hierarchy: (i) Internal Surplus Employees will be considered first; (ii) if there are no suitable internal Surplus Employees, Registered Employees from other employing authorities will be considered; and (iii) if there are no suitable Registered Employees, Registrable Employees from other employing authorities will be considered.

PERMANENCY OF EMPLOYMENT. ‌ 16.1 Preferred form of engagement and mode of employment (a) The parties to this Agreement agree that: (i) direct employment is the preferred form of engagement; and (ii) permanent employment is the preferred mode of employment; for Employees covered by this Agreement. (b) The parties to this Agreement agree that casual employment, agency engagements and other contract for service arrangements are not the preferred methods of delivery of services. (c) The parties recognise that fixed term contract and casual employment are required to allow flexibility in appropriate circumstances for both the Employer and Employeesemployees. The Employer will work towards minimising the use of casual and agency arrangements in Hospitals, including by complying with clause 16.5 - Review - Fixed Term Contract Employment and clause 16.7 - Review -Review - Casual Employment. (d) The review mechanisms and processes detailed in clause 16.5 and clause 16.7 are to be reviewed by the parties over the life of this Agreement. (e) Suitable Surplus Employees are to be offered employment prior to advertising externally for new appointments, including fixed term contracts or agency engagements, using the following hierarchy: (i) Internal Surplus Employees will be considered first; (ii) if there are no suitable internal Surplus Employees, Registered Employees from other employing authorities will be considered; and (iii) if there are no suitable Registered Employees, Registrable Employees from other employing authorities will be considered.

PERMANENCY OF EMPLOYMENT. ‌ 16.1 Preferred form of engagement and mode of employment (a) The parties to this Agreement agree that: (i) direct employment is the preferred form of engagement; and (ii) permanent employment is the preferred mode of employment; for Employees covered by this Agreement. (b) The parties to this Agreement agree that casual employment, agency engagements and other contract for service arrangements are not the preferred methods of delivery of services. (c) The parties recognise that fixed term contract and casual employment are required to allow flexibility in appropriate circumstances for both the Employer and Employees. The Employer will work towards minimising the use of casual and agency arrangements in Hospitals, including by complying with clause 16.5 - Review - Fixed Term Contract Employment and clause 16.7 - Review - Casual Employment. (d) The review mechanisms and processes detailed in clause 16.5 and clause 16.7 are to be reviewed by the parties over the life of this Agreement. (e) Suitable Surplus Employees are to be offered employment prior to advertising externally for new appointments, including fixed term contracts or agency engagements, using the following hierarchy: (i) Internal Surplus Employees will be considered first; (ii) if there are no suitable internal Surplus Employees, Registered Employees from other employing authorities will be considered; and (iii) if there are no suitable Registered Employees, Registrable Employees from other employing authorities will be considered.