Common use of Casual Conversion Clause in Contracts

Casual Conversion. A casual employee who has been rostered on a regular and systematic basis over 26 weeks, (provided that the rostering pattern has not resulted from coverage for extended absences such as parental leave, long service leave, workers compensation leave and extended sick leave), has the right to request conversion to permanent employment and that request will not be unreasonably refused by the Employer.

Casual Conversion. A Where a casual employee who has been rostered on a regular and systematic basis over 26 weeks, (provided that the rostering pattern has not resulted from coverage for extended absences such as parental maternity leave, long service leave, workers compensation leave and extended sick leave), either the Employer or Employee has the right to request in writing the conversion to permanent employment and that request will not be unreasonably refused by the Employereither party.

Casual Conversion. A casual employee who has been rostered on a regular and systematic basis over 26 weeks, (provided that the rostering pattern has not resulted from coverage for extended absences such as parental maternity leave, long service leave, workers compensation leave and extended sick leave), has the right to request conversion to permanent employment and that request will not be unreasonably refused by the Employer.

Casual Conversion. A casual employee Employee who has been rostered on a regular and systematic basis over 26 weeks, (provided that the rostering pattern has not resulted from coverage for extended absences such as parental maternity leave, long service leave, workers compensation leave and extended sick leave), has the right to request conversion to permanent employment and that request will not be unreasonably refused by the Employer.

Casual Conversion. A (d) Where a casual employee who has been rostered on a regular and systematic basis over 26 weeks, (provided that the rostering pattern has not resulted from coverage for extended absences such as parental maternity leave, long service leave, workers compensation leave and extended sick leave), either the Employer or Employee has the right to request in writing the conversion to permanent employment and that request will not be unreasonably refused by the Employereither party.

Casual Conversion. A Where a casual employee who has been rostered on a regular and systematic basis over 26 weeks, (provided that the rostering pattern has not resulted from coverage for extended absences such as parental maternity leave, long service leave, workers compensation leave and extended sick leave), either the Employer or Employee has the right to request in writing the conversion to permanent employment and that request will not be unreasonably refused by the Employer.either party. 15.4.2 Caring Responsibilities Casual Employees

Casual Conversion. A casual employee who has been rostered on a regular and systematic basis over 26 weeks, weeks (provided that the rostering pattern has not resulted from coverage for extended absences such as parental maternity leave, long service leave, workers compensation leave and extended sick leave), ) has the right to request conversion to permanent employment and that request will not be unreasonably refused by the Employeremployer. Declining a request due to operational necessity will not be viewed as unreasonable.

Casual Conversion. A casual employee who has been rostered on a regular and systematic basis over 26 weeks, (provided that the rostering pattern has not resulted from coverage for extended absences such as parental maternity leave, long service leave, workers compensation leave and extended sick leave), has the right to request conversion to permanent employment and that request will not be unreasonably refused by the Employer.

Casual Conversion. A (d) Where a casual employee who has been rostered on a regular and systematic basis over 26 weeks, (provided that the rostering pattern has not resulted from coverage for extended absences such as parental maternity leave, long service leave, workers compensation leave and extended sick leave), the Employee has the right to request in writing the conversion to permanent employment and that request will not be unreasonably refused by the Employerrefused.