by the employer or employee giving 13 weeks’ written notice to the other party (reduced to 4 weeks if the agreement was entered into before the first full pay period starting on or after 4 December 2013). Note: If an employer and employee agree to an arrangement that purports to be an individual flexibility arrangement under this award term and the arrangement does not meet a requirement set out in s.144 then the employee or the employer may terminate the arrangement by giving written notice of not more than 28 days (see s.145 of the ). An agreement terminated as mentioned in clause 7.11(b) ceases to have effect at the end of the period of notice required under that clause. The right to make an agreement under clause 7 is additional to, and does not affect, any other term of this award that provides for an agreement between an employer and an individual employee. and Dispute Resolution Consultation about major workplace change [8—Consultation regarding major workplace change renamed and substituted by , 8—Consultation renamed and substituted by ppc 01Nov18] If an employer makes a definite decision to make major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer must: give notice of the changes to all employees who may be affected by them and their representatives (if any); and discuss with affected employees and their representatives (if any): the introduction of the changes; and their likely effect on employees; and measures to avoid or reduce the adverse effects of the changes on employees; and commence discussions as soon as practicable after a definite decision has been made. For the purposes of the discussion under clause 8.1(b), the employer must give in writing to the affected employees and their representatives (if any) all relevant information about the changes including: their nature; and their expected effect on employees; and any other matters likely to affect employees.
Call out An employee who is on call and in receipt of an on call allowance will be paid at the appropriate overtime rate for time required to attend work. Actual time worked will be deemed to apply from the time the employee leaves home. Remote response An employee who is in receipt of an on call allowance and available to immediately: respond to phone calls or messages; provide advice (‘phone fixes’); arrange call out/rosters of other employees; and remotely monitor and/or address issues by remote telephone and/or computer access, will be paid the applicable overtime rate for the time actually taken in dealing with each particular matter. An employee remotely responding will be required to maintain and provide to the employer a time sheet of the length of time taken in dealing with each matter remotely for each day commencing from the first remote response. The total overtime paid to an employee for all time remotely responding in any day commencing from the first response will be rounded up to the nearest 15 minutes. Sleepover allowance A community service employee who is required to be present at the workplace for any period while on a sleepover shift will be paid 50% of the for each hour plus the on call allowance provided for in clause 24.6(b). Time spent while on a sleepover shift will not be regarded as ordinary hours or as time worked for any purpose whatsoever. Payment of the on call allowance referred to in clause 24.7(a) will be payment for work undertaken by the employee during any continuous period of a sleepover shift unless the work is in excess of either: one hour; or two call outs. Subject to clause 24.7(c), an employee called out to work will be paid at overtime rates for the period of the call out with a minimum payment of 30 minutes. A sleepover shift will not exceed 12 hours unless the premises at which the employee is required to remain is the employee’s principal place of residence, in which case the employee may be on a sleepover shift for up to 14 hours.