Common use of Formal requirements Clause in Contracts

Formal requirements. for Particular Groups of Employees (a) In accordance with the FW Act, where an employee, including an eligible casual employee, is making a request to change their working arrangements because certain circumstances, as set out in clause 20.4(b) below, apply to them and the employee would like to change their working arrangements because of those circumstances, the requirements of this clause will apply. (b) The following are the circumstances, the employee: • is the parent, or has responsibility for the care, of a child who is of school age or younger; • is a carer (within the meaning of the Carer Recognition Act 2010); • has a disability; • is 55 or older; • is experiencing violence from a member of the employee’s family; • provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family. (c) The employee’s request must: (i) be in writing; and (ii) set out details of the change sought and the reasons for the request. (d) The CEO must: (i) give the employee a written response to the request within 21 days, stating whether the CEO grants or refuses the request; (ii) only refuse the request on reasonable business grounds as set out in clause 20.4(e); and (iii) if the request is refused, provide details of the reasons for the refusal. (e) For the purposes of clause 20.4(d)(ii) reasonable business grounds includes, but are not limited to: • that the new working arrangements would be too costly for PWC; • that there is no capacity to change the working arrangements of other employees to accommodate the request; • that it would be impractical to change the working arrangements of other employees, or recruit new employees, to accommodate the request; • that there is likely to be a significant loss in efficiency or productivity; • that there is likely to be a significant negative impact on customer service. (f) An eligible casual employee is defined under clause 80.3(f) (Parental Leave).

Formal requirements. for Particular Groups of Employees (ai) In accordance with the FW Act, where an employee, including an eligible casual employee, is making a request to change their his or her working arrangements because certain circumstances, as set out in clause 20.4(bparagraph (ii) below, apply to them and the employee would like to change their his or her working arrangements because of those circumstances, the requirements of this sub-clause will apply. (bii) The following are the circumstances, the employee: • is the parent, or has responsibility for the care, of a child who is of school age or younger; • is a carer (within the meaning of the Carer Recognition Act 2010); • has a disability; • is 55 or older; • is experiencing violence from a member of the employee’s family; • provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family. (cb) The employee’s request must: (i) be in writing; and (ii) set out details of the change sought and the reasons for the request. (dc) The CEO must: (i) give the employee a written response to the request within 21 days, stating whether the CEO grants or refuses the request; (ii) only refuse the request on reasonable business grounds as set out in clause 20.4(eparagraph (d); and (iii) if the request is refused, provide details of the reasons for the refusal. (ed) For the purposes of clause 20.4(d)(iiparagraph (c)(ii) reasonable business grounds includes, but are not limited to: • that the new working arrangements would be too costly for the PWC; • that there is no capacity to change the working arrangements of other employees to accommodate the request; • that it would be impractical to change the working arrangements of other employees, or recruit new employees, to accommodate the request; • that there is likely to be a significant loss in efficiency or productivity; • that there is likely to be a significant negative impact on customer service. (fe) An ‘eligible casual employee employee’ is defined under sub-clause 80.3(f79.2(d) (Parental Leave).

Formal requirements. for Particular Groups of Employees (ai) In accordance with the FW Act, where an employee, including an eligible casual employee, is making a request to change their his or her working arrangements because certain circumstances, as set out in clause 20.4(bparagraph (ii) below, apply to them and the employee would like to change their his or her working arrangements because of those circumstances, the requirements of this sub-clause will apply. (bii) The following are the circumstances, the employee: •  is the parent, or has responsibility for the care, of a child who is of school age or younger; •  is a carer (within the meaning of the Carer Recognition Act 2010); •  has a disability; •  is 55 or older; •  is experiencing violence from a member of the employee’s family; •  provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family. (cb) The employee’s request must: (i) be in writing; and (ii) set out details of the change sought and the reasons for the request. (dc) The CEO must: (i) give the employee a written response to the request within 21 days, stating whether the CEO grants or refuses the request; (ii) only refuse the request on reasonable business grounds as set out in clause 20.4(eparagraph (d); and (iii) if the request is refused, provide details of the reasons for the refusal. (ed) For the purposes of clause 20.4(d)(iiparagraph (c)(ii) reasonable business grounds includes, but are not limited to: •  that the new working arrangements would be too costly for PWCTerritory Generation; •  that there is no capacity to change the working arrangements of other employees to accommodate the request; •  that it would be impractical to change the working arrangements of other employees, or recruit new employees, to accommodate the request; •  that there is likely to be a significant loss in efficiency or productivity; •  that there is likely to be a significant negative impact on customer service. (fe) An ‘eligible casual employee employee’ is defined under sub-clause 80.3(f79.2(d) (Parental Leave).

Formal requirements. for Particular Groups of Employees (a) In accordance with the FW Act, where an employee, including an eligible casual employee, is making a request to change their working arrangements because certain circumstances, as set out in clause 20.4(b) below, apply to them and the employee would like to change their working arrangements because of those circumstances, the requirements of this clause will apply. (b) The following are the circumstances, the employee: •  is the parent, or has responsibility for the care, of a child who is of school age or younger; •  is a carer (within the meaning of the Carer Recognition Act 2010); •  has a disability; •  is 55 or older; •  is experiencing violence from a member of the employee’s family; •  provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family. (c) The employee’s request must: (i) be in writing; and (ii) set out details of the change sought and the reasons for the request. (d) The CEO must: (i) give the employee a written response to the request within 21 days, stating whether the CEO grants or refuses the request; (ii) only refuse the request on reasonable business grounds as set out in clause 20.4(e); and (iii) if the request is refused, provide details of the reasons for the refusal. (e) For the purposes of clause 20.4(d)(ii) reasonable business grounds includes, but are not limited to: •  that the new working arrangements would be too costly for PWC; •  that there is no capacity to change the working arrangements of other employees to accommodate the request; •  that it would be impractical to change the working arrangements of other employees, or recruit new employees, to accommodate the request; •  that there is likely to be a significant loss in efficiency or productivity; •  that there is likely to be a significant negative impact on customer service. (f) An eligible casual employee is defined under clause 80.3(f) (Parental Leave).

Formal requirements. for Particular Groups of Employees (ai) In accordance with the FW Act, where an employee, including an eligible casual employee, is making a request to change their his or her working arrangements because certain circumstances, as set out in clause 20.4(bparagraph (ii) below, apply to them and the employee would like to change their his or her working arrangements because of those circumstances, the requirements of this sub-clause will apply. (bii) The following are the circumstances, the employee: •  is the parent, or has responsibility for the care, of a child who is of school age or younger; •  is a carer (within the meaning of the Carer Recognition Act 2010); •  has a disability; •  is 55 or older; •  is experiencing violence from a member of the employee’s family; •  provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family. (cb) The employee’s request must: (i) be in writing; and (ii) set out details of the change sought and the reasons for the request. (dc) The CEO must: (i) give the employee a written response to the request within 21 days, stating whether the CEO grants or refuses the request; (ii) only refuse the request on reasonable business grounds as set out in clause 20.4(eparagraph (d); and (iii) if the request is refused, provide details of the reasons for the refusal. (ed) For the purposes of clause 20.4(d)(iiparagraph (c)(ii) reasonable business grounds includes, but are not limited to: •  that the new working arrangements would be too costly for the PWC; •  that there is no capacity to change the working arrangements of other employees to accommodate the request; •  that it would be impractical to change the working arrangements of other employees, or recruit new employees, to accommodate the request; •  that there is likely to be a significant loss in efficiency or productivity; •  that there is likely to be a significant negative impact on customer service. (fe) An ‘eligible casual employee employee’ is defined under sub-clause 80.3(f79.2(d) (Parental Leave).