Resumption of duty. (a) On finishing parental leave, an employee is entitled to resume work in the position the employee held immediately before commencing parental leave except that:
(i) if the employee was transferred to a safe job because of her pregnancy, the relevant position is the position held immediately before the transfer;
(ii) if the employee began working part-time because of the pregnancy, the relevant position is the position held immediately before the employee began working part-time;
(iii) if immediately before starting parental leave the employee was acting in or temporarily performing the duties of a position for a period equal to or less than the parental leave, then the relevant position is the position held by the employee immediately before taking the acting or temporary position.
(b) An employee on parental leave will be consulted in accordance with clause 29.0 - Managing Change in the Workplace - of this Agreement concerning any significant workplace change affecting the position the employee held before commencing parental leave.
(c) If that position no longer exists, the University will employ the employee in a position commensurate with the classification and duties of the position the employee was performing immediately prior to taking parental leave.
(d) If no such position is identified, the employee may be retrenched with the appropriate retrenchment benefit in accordance with clause 29.0 - Managing Change in the Workplace - of this Agreement.
(e) An employee may negotiate with the University to return to work from a period of parental leave earlier than the date originally approved.
Resumption of duty. 52.10.1 An employee shall confirm their intention to return to work by providing written notice to the relevant supervisor of not less than eight weeks prior to the expiration of the period of parental leave.
52.10.2 One of the benefits of providing effective leave around maternity and child rearing is to encourage employees to return to work in normal circumstances. Good practice industrial principles should apply, including guaranteeing that employees can return to their existing position and level or alternative position and level with no disadvantage after embarking on parental leave.
52.10.3 Where the employee’s parental leave absence is twelve months or less, the employee is entitled to return to the position held immediately before taking parental leave. If that position no longer exists, or if the employee is returning to work after an absence of more than twelve months, the University shall endeavour to employ the employee in a position commensurate with the classification and duties for which the employee is qualified, provided that the position is at the substantive grade held prior to commencement of parental leave. If this is not feasible, it may be necessary to implement redundancy provisions as outlined in this Agreement.
52.10.4 An employee on parental leave will be consulted concerning any significant change in responsibilities of the position the employee held before commencing parental leave.
52.10.5 An employee returning to duty after working a reduced time fraction because of the pregnancy shall be returned to the position and time fraction held immediately prior to working part-time. Where it is not feasible to return the employee to the same position, the employee shall be placed in a position as nearly comparable to that of the former position.
52.10.6 Employees may negotiate return to work from a period of parental leave earlier than the date originally approved.
52.10.7 An employer must not fail to re-engage a casual employee because:
i) the employee or employee's spouse is pregnant; or
ii) the employee is or has been immediately absent on parental leave.
Resumption of duty a) A staff member (excluding a long term casual staff member) who returns to duty after absence on maternity, adoption, parenting or child rearing leave shall:
i) Unless agreed otherwise with the staff member, return to the position which they occupied immediately prior to such an absence. The staff member may negotiate a return to work on a fractional time basis by agreement with their supervisor in accordance with the provisions of Clause 36 – Flexible Work Arrangements.
ii) In the event that the position they occupied immediately prior to such absence is not available due to reorganisation of the work unit, they shall be appointed to a position equivalent in status and salary scale to the position formerly occupied. The location of that position shall be one which is mutually agreed between the staff member and the University.
b) A long term casual staff member who returns to duty after absence on maternity, adoption or parenting leave is entitled to return to the position which they held immediately prior to such absence. If the position no longer exists and the staff member is qualified and able to work in another position, the staff member is entitled to return to that position.
Resumption of duty. A Crewmember returning from sick leave will be returned to his assigned duty at the earliest, reasonable opportunity. The Company may assign the Crewmember to reserve until he is returned to his assigned duty.
Resumption of duty. 6.5.7.1. An employee (excluding a long term casual employee) who returns to work after absence on maternity or adoption leave shall:
a) Unless otherwise agreed by the employee, return to the position which they occupied immediately prior to such an absence. The employee may negotiate a return to work on a part-time basis in accordance with the provisions of clause 6.5.8).
b) In the event that the position the employee occupied immediately prior to such absence is not available due to reorganisation of the work unit, they shall be appointed to a position equivalent in status and salary scale to the position formerly occupied.
6.5.7.2. A long-term casual who returns to work after absence on maternity or adoption leave is entitled to return to the position which they held immediately prior to such absence. If the position no longer exists and the employee is qualified and able to work in another position, the employee is entitled to return to that position.
6.5.7.3. In the case of an employee transferred to a safe job pursuant to clause 6.5.9, the employee will be entitled to return to the position they held immediately before such transfer.
6.5.7.4. Where the employee has requested the employer to extend the period of unpaid parental leave for an additional period of unpaid leave for a further continuous period not exceeding 12 months pursuant to sub clause 6.5.5.5, the employee shall not have an automatic right to return to the employee’s substantive position at the completion of the period of parental leave. The CEO may exercise the discretion to return the employee to a position with similar duties and at the same City of Salisbury Municipal Officers Workplace Agreement 2013 34 classification level held before the employee commenced parental leave.
Resumption of duty. An employee shall confirm their intention to return to work by providing written notice to the relevant supervisor of not less than eight weeks prior to the expiration of the period of parental leave.
Resumption of duty. One month prior to the date on which a permanent staff member is due to resume duty she must either confirm in writing that she will be resuming duty, or apply for an extension of leave, or if resigning, submit notice of separation.
Resumption of duty. 38.11.1 The parties agree that one of the benefits of providing effective leave around maternity and child rearing is to positively encourage staff to return to work in normal circumstances. Therefore the parties agree that good practice industrial principles should apply, including guaranteeing that staff can return to their existing position and level or alternative position and level with no disadvantage after embarking on parental leave.
Resumption of duty. One of the benefits of providing effective leave around parental leave and child rearing is to encourage employees to return to work in normal circumstances. Good practice industrial principles should apply, including guaranteeing that employees can return to their existing position and level or alternative position and level with no disadvantage after embarking on parental leave.
52.13.1 An employee shall confirm their intention to return to work by providing written notice to the relevant supervisor of not less than eight (8) weeks prior to the expiration of the period of parental leave.
52.13.2 The employee is entitled to return to the position held immediately before taking parental leave. If that position no longer exists, the University shall endeavour to employ the employee in a position commensurate with the classification and duties for which the employee is qualified, provided that the position is at the substantive grade held prior to commencement of parental leave. If this is not feasible, it may be necessary to implement redundancy provisions as outlined in this Agreement.
52.13.3 An employee on parental leave will be consulted concerning any major changes proposed that may impact on their position, or where there is a significant change in the responsibilities of the position the employee held before commencing parental leave.
52.13.4 An employee returning to work after working a red uced time fraction because of primary carer responsibilities shall be returned to the position and time fraction held immediately prior to working part-time. Where it is not feasible to return the employee to the same position, the employee shall be placed in a position as nearly comparable to that of the former position.
Resumption of duty. On finishing parental leave, an Employee is entitled to resume work in the position they held immediately before commencing parental leave except that:
