Identify the need for a variation
A principal can only make a variation to a part-time employee’s number of hours and/or days and/or times of attendance where it can be demonstrated that such a variation is required as a result of a change in enrolment, organisation, funding, curriculum, structure, program or technology.
Specific reasons that may require consideration of variation of hours and/or days and/or times of attendance for part-time employees may include one or more of the following:
- the number of new enrolments is decreasing
- the requirement for some specialist classes is decreasing
- there is a change in the delivery of a program, e.g. change of day or times
- an employee is returning from parental leave on a part-time basis
- to avoid a redundancy
- the use of new technology, decreasing the number of hours required to undertake a task
- there is a reduction in funding for a particular program by 2 hours per week.
Further information is available in the Implementation Guide Part 6: Variation of Part-Time Employees Hours of Work as well as Template Letters.
In accordance with the Victorian Catholic Education Multi Enterprise Agreement 2013 (VCEMEA), employers will need to undertake the following prior to varying a part-time employee’s number of hours and/or days and/or times of attendance:
- consult with employees and give due consideration to the impact of the variation
- advise the employee why the variation is required
- implement the variation if no other appropriate alternatives are available
An employer cannot vary the hours and/or days and/or times of attendance of a part-time employee unless that have complied with the provisions of clause 15.1 of the VCEMEA and provided the employee with a minimum of eight weeks’ notice.
Further information can be reviewed in the Variation of Hours procedures.