CrimTrac Enterprise Agreement 2011-2014

viii. privacy.
Managers’ responsibilities
25. CrimTrac employees in management roles have particular responsibilities which include (but are not
limited to):
a. creating a workplace culture based on respect, trust and a sense of collective purpose
b. being fully conversant with, and upholding, the principles and provisions of this Agreement and
other supporting policies, guidelines and instructions
c. providing employees in their teams with the tools they need to do their work efficiently,
effectively, ethically and creatively
d. building organisational capability through encouraging employees in their teams to access
learning and development and giving employees guidance and encouragement to undertake
their work effectively
e. regularly reviewing and prioritising workloads in their teams and if necessary making
recommendations to senior management regarding the appropriateness of staffing levels and
classifications to achieve desired outcomes that do not negatively impact on employees
f. actively managing the performance of employees in their teams
g. encouraging and acknowledging good performance
h. ensuring appropriate consultation on all workplace issues and initiatives that affect employees.
BASIS OF EMPLOYMENT
26. An employee may be employed as:
a. an ongoing employee on either a full-time or part-time basis
b. a non-ongoing employee on a full-time, part-time or casual basis.
Employment on a part-time basis
27. The general arrangements applying to part-time work are covered in clauses 31-38 of this
Agreement. Remuneration for part-time employees is covered in Part C – Remuneration and
Performance.
Employment on an irregular or intermittent (casual) basis
28. An employee who is employed for duties that are intermittent or irregular (a casual employee) is
paid for actual hours worked and is entitled to a salary loading of 20% in lieu of all leave entitlements
except:
a. Long Service Leave
b. Maternity Leave (if the employee is an eligible casual employee as defined by the Fair Work Act
2009).
29. A casual employee is entitled to attend the following activities without loss of pay if they would
otherwise have been performing duties at the relevant time:
a. industrial proceedings under the FW Act as a necessary witness
b. if the person is an employee representative, FWA proceedings to assist in the resolution of a
dispute, or a short course on effective dispute resolution.
30. In accordance with the FW Act, a casual employee is entitled to unpaid carer’s leave and unpaid
compassionate leave, subject to meeting the conditions applicable to these forms of leave.
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