Refusals of requests. (a) The Employer must not refuse the request unless:
(i) the Employer has consulted the Employee;
(ii) there are reasonable grounds the refuse the request; and
(iii) the reasonable grounds are based on facts that are known, or reasonably foreseeable, at the time of refusing the request.
(b) Without limiting subclause 20.7(a), reasonable grounds for refusing a request include the following:
(i) it would require a significant adjustment to the Employee’s hours of work in order for the Employee to be employed as a full-time Employee or part-time Employee
(ii) the Employee’s position will cease to exist in the period of 12 months after giving the request;
(iii) the hours of work which the Employee is required to perform will be significantly reduced in the period of 12 months after giving the request;
(iv) there will be a significant change in either or both of the following in the period of 12 months after giving the request:
(A) the days on which the Employee’s hours of work are required to be performed;
(B) the times at which the Employee’s hours of work are required to be performed; which cannot be accommodated within the days or times the Employee is available to work during that period;
(v) granting the request would not comply with a recruitment or selection process required by or under a law of the Commonwealth or a State or a Territory
(c) If the Employer refuses the request, the written response under clause 20.6 must include details of the reasons for the refusal.
Refusals of requests. (a) The Health Service must not refuse the request unless:
(i) the Health Service has consulted the Doctor;
(ii) there are reasonable grounds the refuse the request; and
(iii) the reasonable grounds are based on facts that are known, or reasonably foreseeable, at the time of refusing the request.
Refusals of requests. (1) The Company must not refuse the request unless:
(a) the Company has consulted the employee; and
(b) there are reasonable grounds to refuse the request; and
(c) the reasonable grounds are based on facts that are known, or reasonably foreseeable, at the time of refusing the request.
(2) Without limiting clause 13.6.3 (1)(b), reasonable grounds for refusing the request include the following:
(a) it would require a significant adjustment to the employee’s hours of work in order for the employee to be employed as a full-time employee or part-time employee;
(b) the employee’s position will cease to exist in the period of 12 months after giving the request;
(c) the hours of work which the employee is required to perform will be significantly reduced in the period of 12 months after giving the request;
(d) there will be a significant change in either or both of the following in the period of 12 months after giving the request:
(i) the days on which the employee’s hours of work are required to be performed;
(ii) the times at which the employee’s hours of work are required to be performed; which cannot be accommodated within the days or times the employee is available to work during that period;
(e) granting the request would not comply with a recruitment or selection process required by or under a law of the Commonwealth or a State or a Territory.
(3) If the Company refuses the request, the written response under clause 13.6.2 must include details of the reasons for the refusal.
Refusals of requests. (a) The Employer must not refuse the request unless: the Employer has consulted the Employee; there are reasonable grounds the refuse the request; and the reasonable grounds are based on facts that are known, or reasonably foreseeable, at the time of refusing the request.
Refusals of requests. (a) The Health Service must not refuse the request unless:
(i) the Health Service has consulted the Doctor;
(ii) there are reasonable grounds the refuse the request; and
(iii) the reasonable grounds are based on facts that are known, or reasonably foreseeable, at the time of refusing the request.
(b) Without limiting subclause 20.71.1(a), reasonable grounds for refusing a request include the following:
(i) it would require a significant adjustment to the Doctor’s hours of work in order for the Doctor to be employed as a full-time Doctor or part-time Doctor;
(ii) the Doctor’s position will cease to exist in the period of 12 months after giving the request;
(iii) the hours of work which the Doctor is required to perform will be significantly reduced in the period of 12 months after giving the request;
(iv) there will be a significant change in either or both of the following in the period of 12 months after giving the request:
(A) the days on which the Doctor’s hours of work are required to be performed;
(B) the times at which the Doctor’s hours of work are required to be performed; which cannot be accommodated within the days or times the Doctor is available to work during that period;
(v) granting the request would not comply with a recruitment or selection process required by or under a law of the Commonwealth or a State or a Territory
(c) If the Health Service refuses the request, the written response under subclause 20.6 must include details of the reasons for the refusal.
Refusals of requests. 13.5.6.1 The Employer will not refuse the request unless they have:
(a) consulted the Employee;
(b) there are reasonable grounds to refuse the request; and
(c) the reasonable grounds are based on facts that are known, or reasonably foreseeable, at the time of refusing the request.
13.5.6.2 If refused, the Employer will provide a written response which will include details of the reasons for the refusal. 13.5.7 Acceptances of Offer or Granting of Request
(a) whether the conversion is to full-time or part-time employment;
(b) outline the Employee’s hours of work, and shift allocation in accordance with this Agreement; and
(c) the date of commencement of the new contract (which shall be the first day of the next pay period unless another day is agreed).
Refusals of requests. The Company will not refuse the request unless they have:
