For any ground of refusal to be reasonable, it must be based on facts which are known or reasonably foreseeable. Where the employer refuses a regular casual employee’s request to convert, the employer must provide the casual employee with the employer’s reasons for refusal in writing within 21 days of the request being made. If the employee does not accept the employer’s refusal, this will constitute a dispute that will be dealt with under the dispute resolution procedure in clause 9. Under that procedure, the employee or the employer may refer the matter to the Fair Work Commission if the dispute cannot be resolved at the workplace level. Where it is agreed that a casual employee will have their employment converted to full-time or part-time employment as provided for in this clause, the employer and employee must discuss and record in writing: the form of employment to which the employee will convert – that is, full-time or part-time employment; and if it is agreed that the employee will become a part-time employee, the matters referred to in clause 10.3(b). The conversion will take effect from the start of the next pay cycle following such agreement being reached unless otherwise agreed. Once a casual employee has converted to full-time or part-time employment, the employee may only revert to casual employment with the written agreement of the employer. A casual employee must not be engaged and re-engaged (which includes a refusal to re-engage), or have their hours reduced or varied, in order to avoid any right or obligation under this clause. Nothing in this clause obliges a regular casual employee to convert to full-time or part-time employment, nor permits an employer to require a regular casual employee to so convert. Nothing in this clause requires an employer to increase the hours of a regular casual employee seeking conversion to full-time or part-time employment. An employer must provide a casual employee, whether a regular casual employee or not, with a copy of the provisions of this subclause within the first 12 months of the employee’s first engagement to perform work. In respect of casual employees already employed as at 1 October 2018, an employer must provide such employees with a copy of the provisions of this subclause by 1 January 2019. A casual employee’s right to request to convert is not affected if the employer fails to comply with the notice requirements in paragraph (p).
Melbourne/Brisbane Newell Highway 1682 Melbourne/Sydney Hume Highway 858 Melbourne/Adelaide Dukes/Western Highway 731 Melbourne/Perth Western/Eyre Highway 3407 Melbourne/Darwin Stuart/Western Highway 3749 Adelaide/Brisbane Broken Hill/Newell Highway 2015 Adelaide/Sydney Bathurst/Sturt Highway 1367 Adelaide/Perth Eyre Highway 2677 Adelaide/Melbourne Dukes/Western Highway 731 Adelaide/Darwin Stuart Highway 3019 Brisbane/Sydney New England 950 Brisbane/Melbourne Pacific/Hume Highway 1790 Brisbane/Adelaide Broken Hill/Newell Highway 2015 Brisbane/Perth New England/Newell/Barrier 4314 Brisbane/Darwin Roma 3417 Perth/Adelaide Eyre Highway 2677 Perth/Melbourne Western/Eyre Highway 3407 Perth/Sydney Broken Hill 4044 Perth/Brisbane New England/Newell/Barrier 4314 Perth/Darwin North West Coastal 4027 Darwin/Brisbane Roma 3417 Darwin/Sydney Charleville/Dubbo 3978 Darwin/Melbourne Stuart/Western Highway 3749 Darwin/Adelaide Stuart Highway 3019 Darwin/Perth North West Coastal 4027 Rates of pay—hourly driving method [13.5(a) varied by ppc 01Jul17] An employee engaged in a long distance operation may be paid for the driving component of a particular journey by means of an hourly driving rate for the relevant grade of vehicle. The hourly driving rate may only be applied as follows: