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Level 4 On The Flourish Australia Enterprise Agreement (2018)

22.2. A full-time employee may apply for a term part-time job, subject to review and extension. Part-time contracts are reviewed after two years. This position is classified as full-time (76 hours/2 weeks) and at Level 4 of the Flourish Australia Enterprise Agreement (2018). They work mainly from Monday to Friday with casual work on weekends and night shifts. 4.1. A worker dissatisfied with the action in paragraph 3, with the exception of paragraph 3.2 (e), may bring an appeal under the litigation and circumvention provisions of the agreement and the relevant provisions of the Public Service Act 1999. 74.4. The CEO or delegate may, with a four-week delay, reduce the qualification of the surplus worker as a means of guaranteeing alternative employment for a surplus worker. If an excess staff member is reduced in the filing before the expiry of the corresponding retention period, the employee will continue to be paid at his or her previous level for the remaining period. 66.3. First, the parties to the dispute must endeavour to resolve the employment issue through interviews between the worker/worker concerned and the competent supervisor/manager.

Title, scope and decision-making2. Title 3. Duration 4. Parties covered by Agreement 5. Flexibility agreements 6. Guidelines, guidelines and procedures in support of this Agreement 7. Transfer of powers under this agreement 27.1. Workers who must work for at least five days at a level above their classification are entitled to payment at the base rate of this higher classification for the entire period. 1.2. The agreement supports substantial improvements in court action, which must be implemented through a series of efficiency/productivity measures for businesses.

The Business Efficiency/Productivity Program is designed to cover all functions and levels of the courts, with audits aimed at achieving savings in areas such as 31.1. The Court may authorize the payment of language assistance to a community worker if it considers that there is an identifiable and persistent need for language knowledge in a language other than English, including Aboriginal and Torres Strait Islander and AUSLAN languages or other deaf communication skills, and where the worker has the required skills and provides client or staff services in the language. 58.3. Formal measures taken as a result of poor performance under this agreement would generally only be followed by trying to help the worker improve his performance at a satisfactory level.