Return to Work on a Part-Time Basis. Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee’s substantive level, until the child’s second birthday. The days and hours for the part time arrangement will be as agreed between the relevant Chief Executive and the employee.
Return to Work on a Part-Time Basis. (a) A full-time employee on a period of parental leave may return to work on a part- time basis for a defined period following the completion of the parental leave. An employee may request to extend the defined period until the child reaches school age.
(b) An application to return to work on a part-time basis must be made at least eight weeks prior to the completion of the parental leave.
(c) If it is not practicable for an employee to resume work on a part-time basis in the position held by the employee prior to taking parental leave, the employee will be so advised. If in such circumstances the University identifies a suitable vacant position to which the employee may be placed on a part-time basis, and the employee agrees, the employee will be placed in the alternate position and be paid the appropriate proportion of the salary applicable to the employee’s former substantive position for the period of part-time employment.
(d) At the conclusion of the period of part-time employment, the employee will return to their substantive position on a full-time basis. If the former position occupied by the employee prior to taking parental leave no longer exists, the provisions of subclauses 39.5.7(c) and (d) will apply.
(e) This subclause (39.5.8) will be read in conjunction with clause 46 in a way that is beneficial to the employee to best support flexibility on return from parental leave.
Return to Work on a Part-Time Basis. 7.3.1 Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee’s substantive classification level, until the child’s second birthday and may then revert to full time.
7.3.2 The following conditions apply to an employee applying to return on a part time basis:
7.3.3 The employee will provide such request at least 6 weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the Chief Executive (or delegate) such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday.
7.3.4 Prior to an employee’s return, the requested part time arrangements will be discussed between the employer and the employee having regard to operational requirements. The employer will not unreasonably refuse a request to work a designated proportion of time and will provide reasons for refusing any such request.
7.3.5 At least 6 weeks prior to the relevant child’s second birthday, the employee will advise the Chief Executive (or delegate) whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis.
7.3.6 An employee’s return to work part time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave.
Return to Work on a Part-Time Basis. (a) The University is committed to family friendly work practices and will give due consideration to assisting staff to balance work and family needs subject to the requirements of the work unit.
(b) A full-time employee on a period of parental leave may apply to return to work on a part-time basis for a defined period following the completion of the parental leave.
(c) An application to return to work on a part-time basis must be made at least eight weeks prior to the completion of the parental leave.
(d) If it is not practicable for an employee to resume work on a part-time basis in the position which s/he held prior to taking parental leave, the employee will be so advised. If in such circumstances the University identifies a suitable vacant position to which the employee may be placed on a part-time basis, and the employee agrees, the employee will be placed in the alternate position and be paid the appropriate proportion of the salary applicable to her/his former substantive position for the period of part-time employment.
(e) At the conclusion of the period of part-time employment, the employee will return to her/his substantive position on a full-time basis. If the former position occupied by the employee prior to taking parental leave no longer exists, the provisions of subclause 26.11(c) and (d) above will apply.
(f) Prior to the expiry of the defined period provided for in subclause 26.12(b) above, additional part-time employment may be negotiated between an employee and the supervisor.
Return to Work on a Part-Time Basis. 6.8.2.1 Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee’s substantive level, until the child’s second birthday.
6.8.2.2 The following conditions apply to an employee applying to return on a part time basis: • The employee will provide such request at least twelve (12) weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the CEO such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday; • At least twelve (12) weeks prior to the relevant child’s second birthday, the employee will advise the CEO whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis
Return to Work on a Part-Time Basis. 4.7.1 Subject to this clause, an employee is entitled to return to work after maternity/adoption/surrogacy leave on a part-time basis until the child’s second birthday at the level of the employee’s regular appointment. The days and hours for the part-time arrangement will be as agreed between the Chief Executive, Department for Education (or delegate) and the employee.
4.7.2 In the event that an employee is in a tenured leadership position prior to maternity/adoption/surrogacy leave, the employee is entitled to work on a part- time basis at the level of the tenured appointment immediately preceding the maternity/adoption/surrogacy leave until the end of the employee’s tenure or until the child’s second birthday, whichever occurs first.
4.7.3 The following conditions apply to an employee applying to return on a part-time basis:
(a) The employee will provide the Chief Executive with such a request giving as much notice as possible but not less than 6 weeks (excluding vacation periods) prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday.
(b) As much notice as possible but not less than 6 weeks (excluding vacation periods) prior to the relevant child’s second birthday, the employee will advise the Chief Executive whether the employee will revert to employment on a full-time basis or seeks to continue to be employed on a part-time basis so that adequate time is provided to make appropriate arrangements for the employee and any consequential vacancy at the site, where necessary.
(c) An employee’s return to work part-time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave.
4.7.4 This clause does not limit an employee’s right to request parental leave on a part-time basis until the child reaches school age, in accordance with clause 6.7.15 of the Teachers (DECS) Award and similar clauses in the other safety net awards.
Return to Work on a Part-Time Basis. 10.1 Subject to this clause, if agreed between the Member and employee (and approved by the employer), an employee’s return to work after maternity or adoption leave can be on a part time basis, at the employee’s substantive level, until the child’s second birthday.
10.1.1 The following conditions apply to an employee applying to return on a part time basis:
(a) The Member will consider an employee’s request having regard to both the operational needs of the electorate office or particular workplace, and the employee’s circumstances.
(b) The employee will provide such request at least 6 weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the employer such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday.
(c) At least 6 weeks prior to the relevant child’s second birthday, the employee will advise the employer whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis.
Return to Work on a Part-Time Basis. This clause changes from the current Agreement in that the days and hours for the part time arrangement are to be agreed between the employee and the Chief Executive of TAFE SA (or delegate).
Return to Work on a Part-Time Basis. 20.3.1 Subject to this clause, if agreed between the Chief Executive and employee, an employee’s return to work after maternity or adoption leave can be on a part time basis, at the employee’s substantive level, until the child’s second birthday.
20.3.2 The following conditions apply to an employee applying to return on a part time basis:
(a) The Chief Executive will consider an employee’s request having regard to both the operational needs of the business or particular workplace, and the employee’s circumstances;
(b) The employee will provide such request at least 6 weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday;
(c) At least 6 weeks prior to the relevant child’s second birthday, the employee will advise the Chief Executive whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis.
Return to Work on a Part-Time Basis. (a) The University is committed to family friendly work practices and will give due consideration to assisting staff to balance work and family needs subject to the requirements of the work unit.
(b) A full-time employee on a period of parental leave may apply to return to work on a fractional basis for a defined period following the completion of the parental leave.
(c) An application to return to work on a fractional basis must be made at least eight weeks prior to the completion of the parental leave.
(d) If it is not practicable for an employee to resume work on a fractional basis in the position which he/she held prior to taking parental leave, the employee will be so advised. If in such circumstances the University identifies a suitable vacant position to which the employee may be placed on a fractional basis, and the employee agrees, the employee will be placed in the alternate position and be paid the appropriate proportion of the salary applicable to her/his former substantive position for the period of fractional employment.
