Common use of Right to Revert Clause in Contracts

Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with sub-clause 50.14 (d) may subsequently request permission from the employer to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (ii) A request made under sub-clause 50.14 (e) (i) must be in writing and must be made at least four weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (iii) A Managing Director is to agree to a request to revert made under sub- clause 50.14 (e) (i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the College and those grounds would satisfy a reasonable person. (iv) A Managing Director is to give the employee written notice of the Managing Director’s decision on a request to revert under sub-clause 50.14 (e) (i). If the request is refused, the notice is to set out the reasons for the refusal. (v) An employee who believes their request to revert under sub-clause 50.14 (e) (i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Managing Director to demonstrate that the refusal was justified in the circumstances.

Right to Revert. (i) An employee who has returned on a part part-time or modified basis in accordance with sub-clause 50.14 (dsubclause 31.14(d) may subsequently request permission from the employer Employer to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full full-time work at the same classification level. (ii) A request made under sub-clause 50.14 (e) (isubclause 31.14(e)(i) must be in writing and must be made at least four (4) weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full full-time work at the same classification level. (iii) A Managing Director The Employer is to agree to a request to revert made under sub- clause 50.14 (e) (isubclause 31.14(e)(i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the College Employer and those grounds would satisfy a reasonable person. (iv) A Managing Director The Employer is to give the employee written notice of the Managing DirectorEmployer’s decision on a request to revert under sub-clause 50.14 (e) (isubclause 31.14(e)(i). If the request is refused, the notice is to set out the reasons for the refusal. (v) An employee who believes their request to revert under sub-clause 50.14 (e) (isubclause 31.14(e)(i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Managing Director Employer to demonstrate that the refusal was justified in the circumstances.

Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with sub-clause 50.14 (dsubclause 46.13(d) may subsequently request permission from the employer Employer to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (ii) A request made under sub-clause 50.14 (e) (isubclause 46.13(e)(i) must be in writing and must be made at least four weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (iii) A Managing Director An Employer is to agree to a request to revert made under sub- clause 50.14 (e) (isubclause 46.13(e)(i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the College Employer and those grounds would satisfy a reasonable person. (iv) A Managing Director An Employer is to give the employee written notice of the Managing DirectorEmployer’s decision on a request to revert under sub-clause 50.14 (e) (isubclause 46.13(e)(i). If the request is refused, the notice is to set out the reasons for the refusal. (v) An employee who believes their request to revert under sub-clause 50.14 (e) (isubclause 46.13(e)(i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Managing Director Employer to demonstrate that the refusal was justified in the circumstances.

Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with sub-clause 50.14 (dsubclause 41.15(d) may subsequently request permission from the employer Employer to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (ii) A request made under sub-clause 50.14 (e) (isubclause 41.15(e)(i) must be in writing and must be made at least four weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (iii) A Managing Director An Employer is to agree to a request to revert made under sub- clause 50.14 (e) (isubclause 41.15(e)(i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the College Employer and those grounds would satisfy a reasonable person. (iv) A Managing Director An Employer is to give the employee written notice of the Managing DirectorEmployer’s decision on a request to revert under sub-clause 50.14 (e) (isubclause 41.15(e)(i). If the request is refused, the notice is to set out the reasons for the refusal. (v) An employee who believes their request to revert under sub-clause 50.14 (e) (isubclause 41.15(e)(i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Managing Director Employer to demonstrate that the refusal was justified in the circumstances.

Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with sub-clause 50.14 (dsubclause 40.14(d) may subsequently request permission from the employer Employer to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (ii) A request made under sub-clause 50.14 (e) (isubclause 40.14(e)(i) must be in writing and must be made at least four 4 weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (iii) A Managing Director An Employer is to agree to a request to revert made under sub- clause 50.14 (e) (isubclause 40.14(e)(i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the College Employer and those grounds would satisfy a reasonable person. (iv) A Managing Director An Employer is to give the employee written notice of the Managing DirectorEmployer’s decision on a request to revert under sub-clause 50.14 (e) (isubclause 40.14(e)(i). If the request is refused, the notice is to set out the reasons for the refusal. (v) An employee who believes their request to revert under sub-clause 50.14 (e) (isubclause 40.14(e)(i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Managing Director Employer to demonstrate that the refusal was justified in the circumstances.

Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with sub-clause 50.14 (d53.15(d) may subsequently request permission from the employer to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (ii) A request made under sub-clause 50.14 (e) (i53.15(e)(i) must be in writing and must be made at least four (4) weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level. (iii) A Managing Director is to agree to a request to revert made under sub- sub-clause 50.14 (e) (i) unless 53.15(e)(i)unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the College and those grounds would satisfy a reasonable person. (iv) A Managing Director is to give the employee written notice of the Managing Director’s decision on a request to revert under sub-clause 50.14 (e) (i53.15(e)(i). If the request is refused, the notice is to set out the reasons for the refusal. (v) An employee who believes their request to revert under sub-clause 50.14 (e) (i53.15(e)(i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Managing Director to demonstrate that the refusal was justified in the circumstances.