Permanent Employment. (FULL - TIME & PART-TIME)
Permanent Employment. The Queensland Government is committed to maximising permanent employment where possible. Casual or temporary forms of employment should only be utilised where permanent employment is not viable or appropriate. Agencies are encouraged to utilise workforce planning and management strategies to assist in determining the appropriate workforce mix for current and future needs.
Permanent Employment. 24.1 The parties are committed to maximising permanent employment where possible. Casual or temporary forms of employment should only be utilised where permanent employment is not a viable or appropriate. Agencies are encouraged to utilise workforce planning and management strategies to assist in determining the appropriate workforce mix for current and future needs.
Permanent Employment. (a) A permanent worker is a full-time or part-time worker engaged other than specifically on a casual or fixed term basis or under a subsidised employment scheme.
Permanent Employment. Full-time Part-time (% of full-time for benefit purposes is %) (Employment is “permanent employment” when the term is six months or more, regardless of whether it is at-will or term employment.)
Permanent Employment. (1) The parties are committed to maximising permanent employment where possible. Casual or temporary forms of employment or labour hire should only be utilised where permanent employment is not viable or appropriate. The employer is encouraged to proactively utilise workforce planning and management strategies to assist in determining the appropriate workforce mix for current and future needs. In particular, the future of work should be at the forefront of employer considerations in workforce planning and recruitment. The employer should review current and future capability requirements and funding availability and projections ahead of advertising roles with a view to maximising permanent employment.
Permanent Employment. Non-seasonal employment under a contract of unlimited duration and for which you are paid at least 20 hours per week. Physician: A person authorized by law to practise medicine in the region where the medical services are provided.
Permanent Employment. 9.2.1. The parties are committed to maximising permanent employment where possible. Casual or temporary forms of employment or labour hire should only be utilised where permanent employment is not viable or appropriate. The employer is encouraged to utilise workforce planning and management strategies to assist in determining the appropriate workforce mix for current and future needs. In particular, the future of work should be at the forefront of employer considerations in workforce planning and recruitment. The employer should review current and future capability requirements and funding availability and projections ahead of advertising roles with a view to maximising permanent employment.
9.2.2. The employer commits to using its best endeavours to ensure that should labour hire workers be engaged, such engagement occurs in a manner which minimises the impact upon the employment security of the employment of existing employees.
Permanent Employment. (A) Employees in the Pre-Professional Library Service are considered to be conditional employees until they graduate from library school. Employees in the Pre-Professional Library Service shall be granted six (6) months to obtain a professional service position from the date of the employee's graduation from library school. The Library will endeavor to continue the Pre-Professional program.
(B) All employees in the Pre-Professional Library Service are eligible for application and selection to P1 positions pursuant to Article XI of this Agreement while in attendance during the three (3) months prior to completion of their MLS Degree at an accredited ALA/equivalent or comparable school. Applications for such positions must be accompanied or immediately followed by a letter from the graduate library school confirming when the degree requirements will be completed. Permanent appointment is contingent upon successful completion of the MLS requirement. The employee's seniority date in the P1 position shall be as of the date of acceptance into the position. In the event that a Pre-Professional is appointed to a P1 position and fails to complete the MLS Degree as required, the Library shall return that employee to a Pre-Professional position if such a vacancy exists, or if no such vacancy exists, shall terminate that employee. The Library may consider extenuating circumstances surrounding the employee's failure to complete the MLS Degree, and may elect to grant a reasonable period of time prior to exercising its right to remove the employee from the P1 position. The Library's decision regarding extenuating circumstances shall not be arbitrary or capricious. Should the Library elect to re-hire an individual terminated under the foregoing provision within two (2) years of such termination, that individual's accrued seniority at the time of prior termination shall be restored upon completion of the employee's six (6) month probationary period.
Permanent Employment. 41.1 The employer is committed to maximising permanent employment.
41.2 While permanent employment is the preferred form of engagement, a temporary employee may be engaged to meet temporary circumstances such as:
(a) long term leave including personal, long service, parental and other leave;
(b) unplanned leave where a permanent reliever cannot be justified;
(c) fixed term projects;
(d) to address seasonal workload changes;
(e) in the event of organisational change;
(f) employees undertaking an accredited fixed term course of study;
(g) fixed term program funding; and
(h) without limiting access to higher duties, backfilling where a legitimate recruitment process is occurring.
41.3 A casual employee will not be engaged to permanently or temporarily fill any full-time or part-time position which should be filled by a permanent or temporary employee. A casual employee may be engaged to meet emergent circumstances such as unexpected or unplanned leave for short periods.
41.4 The employer supports the accepted industrial principle that temporary and casual nurses and midwives have the right to raise concerns with the employer in relation to their employment status or any other work-related matters without fear of victimisation.
41.5 NaMIG reporting: The makeup of the workforce in terms of types of employment will be reported on in accordance with the reporting requirements at Schedule 4 to this Agreement.
