Part-Time Review of Hours Clause Samples

Part-Time Review of Hours. (a) Where over a period of 26 weeks or more a part-time Employee regularly and systematically works more than their contracted hours, the Employer or the Employee may request in writing a contract variation reflecting that the Employee’s hours have increased on a permanent basis (including conversion to a full-time Employee). Such a request will not be unreasonably refused by the Employer. (b) Where the Employer makes the request under subclause 19.5(a), at the time of making the request the Employer will also notify the Employee in writing of their obligations under this subclause 19.5. (c) An Employee will not be considered to be regularly and systematically rostered if the shifts the Employee has been working are replacing an absent Employee (for example parental leave, long service leave, workers’ compensation or personal leave) or a temporary flexible work arrangement. (d) A written response will be provided no later than 21 days from the date of a request (by either an Employee or Employer) If the Employee fails to give the Employer a written response in accordance with this subclause 19.5(d), the Employee is deemed to have provided a response declining the offer. (e) Where the request is refused by the Employer: (i) the written response will include reasons for the refusal; (ii) an Employee may request that the Employer provides any evidence relied upon in making a determination under this subclause 19.5; and (iii) where a dispute arises in relation to the response by the Employer it will be dealt with in accordance with Clause 14 (Dispute Resolution Procedure).
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Part-Time Review of Hours. 14.1 Where over a period of 52 weeks or more a part-time Employee regularly and systematically works more than their contracted hours, the Employer or the Employee may request in writing a contract reflecting that the Employee’s hours have increased on a permanent basis. Such a request will not be unreasonably refused by either party. 14.2 An Employee will not be considered to be regularly and systematically rostered if the shifts the Employee has been working are replacing an absent Employee (for example parental leave, long service leave, workers’ compensation or personal leave) or a temporary flexible work arrangement. 14.3 A written response will be provided no later than 21 days from the date of a request (by either an Employee or Employer). Where the request is refused, the written response will include reasons for the refusal. Where the Employer makes the request under subclause 14.1, at the time of making the request the Employer will also notify the Employee in writing of their obligations under this subclause 14.4 Where such a conversion occurs, the Employee will be provided with a Letter of Appointment setting out the revised employment arrangements.
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Part-Time Review of Hours. 22.1 Where over a period of 26 weeks or more a part-time Employee regularly and systematically works more than their contracted hours, the Employer or the Employee may request in writing a contract reflecting that the Employee’s hours have increased on a permanent basis. Such a request will not be unreasonably refused by either party.
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Part-Time Review of Hours. At your written request, the hours you work will be reviewed annually.
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Part-Time Review of Hours. 19.1 Where over a period of 52 weeks or more a part-time Employee regularly and systematically works more than their contracted hours, the Company or the Employee may request in writing a contract reflecting that the Employee’s hours have increased on a permanent basis. Such a request will not be unreasonably refused by either party. 19.2 Where the Company makes the request under subclause 19.1, at the time of making the request the Company will also notify the Employee in writing of their obligations under this subclause. 19.3 An Employee will not be considered to be regularly and systematically rostered if the shifts the Employee has been working are replacing an absent Employee (for example parental leave, long service leave, workers’ compensation or personal leave) or a temporary flexible work arrangement. 19.4 A written response will be provided no later than 21 days from the date of a request (by either an Employee or the Company). 19.5 Where the request is refused: (a) the written response will include reasons for the refusal. (b) an Employee may request that the Company provides any evidence relied upon in making a determination under this clause, excluding confidential or commercial in confidence information. (c) where a dispute arises in relation to the response by either the Company or an Employee, it will be dealt with in accordance with Clause 14 (Dispute Resolution Procedure). 19.6 Where the request is granted, the Employee will be provided with a Contract of Employment setting out the revised employment arrangements.
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Part-Time Review of Hours. (a) At the written request of an Employee, the hours worked by the Employee will be reviewed annually. Where the Employee is regularly working more than their specified contract hours, then such contract hours shall be adjusted by the Employer to reflect the hours regularly worked. The hours worked in the following circumstances will not be incorporated in the adjustment: (i) if the increase in hours is as a direct result of an Employee being absent on leave, such as, for example, annual leave, long service leave, maternity leave, workers compensation; and (ii) if the increase in hours is due to a temporary increase in hours only, due for example, to address the specific needs of a resident. (iii) Any adjusted contracted hours resulting from a review, should, readily reflect roster cycles and shift configurations utilised at the workplace. (b) Where the change is agreed, the Employee will be provided with a revised Letter of Appointment setting out the new employment arrangements.
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Part-Time Review of Hours. (a) Part time hours specified in the Letter of Appointment/Contract of Employment will reflect the actual hours worked. (b) The Employer will annually review the hours of all part time employees to determine whether additional ordinary hours worked within the year are regular and should be incorporated into the contract of employment. Outside that review the employee will be entitled to request a review of working hours and any regular additional ordinary hours worked must be incorporated into their contracted hours. (c) Where over a period of 52 weeks or more a part-time Employee regularly and systematically works more than their contracted hours, the Employer or the Employee may request in writing a contract reflecting that the Employee’s hours have increased on a permanent basis. Such a request will not be unreasonably refused by either party. (d) An Employee will not be considered to be regularly and systematically rostered if the shifts the Employee has been working are replacing an absent Employee (for example parental leave, long service leave, workers’ compensation or personal leave) or a temporary flexible work arrangement. (e) A written response will be provided no later than 21 days from the date of a request (by either an Employee or Employer). Where the request is refused, the written response will include reasons for the refusal. Where the Employer makes the request under subclause 11.1, at the time of making the request the Employer will also notify the Employee in writing of their obligations under this subclause. (f) Where such a conversion occurs, the Employee will be provided with a Notice of Variation setting out the revised employment arrangements.
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Related to Part-Time Review of Hours

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

  • Part-time Scheduling Subject to Section B of this Article, the Employer and the Association endorse the principle that less than full time equivalent ("FTE") positions shall, within reason, be expected to work a biweekly work period that equates to an eighty (80) hour work period multiplied by the position's FTE. (e.g., 80 hours @ .75 = 60 hours). It is further understood by both parties that ASF Members assigned to less than a FTE position may be required, during the peak work periods, to exceed their normal biweekly work period. FLSA non-exempt ASF Members who work a part-time schedule will earn overtime for hours worked in excess of forty (40) in a work week. The Employer agrees to review any ASF position that is less than one (1) FTE if the Association can demonstrate that the position has regularly been required to work a work period that substantially exceeds the normal work period as defined above, and adjust the FTE of the respective position as deemed appropriate by the Employer.

  • Part-Time Nurse is a Nurse hired to a position to work on a regular or temporary basis that is less than the work period of a Full-Time Nurse.

  • Classification Review Grand Valley State University and APSS shall jointly determine the review assessment survey instrument to be used at Grand Valley State University. The parties shall maintain a Joint Review Committee, composed of three members appointed by the Human Resources Office and three members appointed by the Alliance. Bargaining unit members questioning the assigned classification of their position may do so by using the following procedure: A. Meet with the Employment Manager in the Human Resources Office to discuss the review process, changes in their job responsibilities, duties and any other process questions they may have. B. PSS member will fill out the assessment survey and email to the Employment Manager along with any other documentation that supports the request. The survey instrument will be jointly administered/reviewed by the Assessment Team (consisting of the Employment Manager and an Alliance member of the Joint Review Committee). A meeting with the PSS is scheduled for a verbal review of the documentation and to answer any questions the Assessment Team may have. The supervisor or appointing officer is encouraged to attend. If the Assessment Team believes a job site visit is warranted as a result of the survey information, they will schedule a time for a joint visit. C. The completed survey instrument shall be coded. The survey results, as determined by the Assessment Team, shall be shared with the survey participant. D. After receiving the survey results, the survey participant, if they so choose shall have the opportunity to meet with the Joint Review Committee for additional input and appeal. Any additional information shall be reviewed by the Committee, and where the Committee feels it is necessary, the survey will be recoded, in a manner mutually agreeable. E. The Joint Review Committee shall then deliberate as to the merit of the upgrade requested by the participant. If the Committee is not able to reach a consensus, the University will decide on the classification. The Alliance may appeal that decision through the arbitration procedure of the collective bargaining agreement. Professional Support Staff members may engage in the review process no more than once per year. Supervisors questioning the assigned classification of a staff member’s position shall provide supporting rationale, complete an assessment survey instrument and discuss with Manager of Employment. The Manager of Employment shall notify an Alliance Representative that a Supervisor is reviewing a staff member’s classification. The review and outcome shall be completed within 45 working days unless the Alliance Representative and Manager of Employment mutually agreed to an extension. The Alliance will be provided with the scored instrument and any supporting rationale.

  • Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the ▇▇▇▇▇▇▇ or the Union.