Common use of EMPLOYER PREFERENCE Clause in Contracts

EMPLOYER PREFERENCE. 10.1 The Employer recognises that permanent employment is the preferred form of engagement for Employees covered by this General Agreement. 10.2 The Employer recognises that casual employment, labour hire, and other contract for service arrangements are not the preferred methods for delivery of services, and the Employer will work towards minimising the use of casual employment, labour hire and other contract for service arrangements. 10.3 The Employer recognises that fixed term contract and casual employment are required to allow flexibility in appropriate circumstances for both Employers and Employees. 10.4 Within 60 days of a request being made in writing, the Employer will provide to the Union the names of the labour hire businesses used; the functions undertaken; the headcount number of labour hire employees performing the work; and the amount of money paid to each labour hire business. 10.5 Prior to engaging, or extending the engagement of, a labour hire employee, or otherwise entering into a new or extended labour hire arrangement, the Employer must first consider whether any permanent Surplus employees can undertake the role or duties required. All duties undertaken by labour hire employees will be assessed every three months for the possibility of a Surplus employee instead undertaking the role or duties. If a permanent Surplus employee can undertake the role or duties, they will be offered the employment. 10.6 Where more than one appropriate permanent Surplus employee exists, the following hierarchy shall apply for access to the role or duties: (a) internal Surplus employees are considered first; (b) if no internal Surplus employees are suitable, Registered employees from other employing authorities are considered; and (c) if no Registered employees are suitable, Registrable employees from other employing authorities are considered.

EMPLOYER PREFERENCE. 10.1 14.1 The Employer recognises that permanent employment is the preferred form of engagement for Employees covered by this General Agreement. 10.2 14.2 The Employer recognises that casual Casual employment, labour hire, hire and other contract for service arrangements are not the preferred methods for delivery of services, and the Employer will work towards minimising the use of casual employment, labour hire and other contract for service arrangements. 10.3 The Employer recognises that fixed term contract and casual employment are required to allow flexibility in appropriate circumstances for both Employers and Employees. 10.4 14.3 Within 60 days of a request being made in writing, the Employer will provide to the Union Joint Consultative Committee the names of the labour hire businesses business used; the functions undertaken; the headcount number of labour hire employees performing the work; and the amount of money paid to each labour hire business. 10.5 14.4 Prior to engaging, engaging or extending the engagement of, a labour hire employeeemployees, or otherwise entering into a new or extended labour hire arrangement, the Employer must first consider whether any permanent Surplus employees Employees can undertake the role or duties required. All duties undertaken by labour hire employees will be assessed every three (3) months for the possibility of a Surplus employee Employee instead undertaking the role or duties. If a permanent Surplus employee Employee can undertake the role or duties, they will be offered the employment. 10.6 Where more than one appropriate permanent Surplus employee exists, the following hierarchy shall apply for access to the role or duties: (a) internal Surplus employees are considered first; (b) if no internal Surplus employees are suitable, Registered employees from other employing authorities are considered; and (c) if no Registered employees are suitable, Registrable employees from other employing authorities are considered.