Access to Leave. Terminally Ill Member of Household
6.6.1 Employees are entitled to access paid leave to care for or support a household member who is terminally ill. This leave shall be deducted from the employee’s personal leave accrual.
6.6.2 A further three (3) months of unpaid leave can be accessed by the employee to continue such care and support if necessary.
6.6.3 An employing authority may request a doctor’s certificate indicating the terminal nature of the illness.
Access to Leave. Care and Support An employee with responsibilities in relation to either members of their immediate family or members of their household who need their care and support may access paid leave to provide care and or support for such persons when they are affected by illness, injury or an unexpected emergency. This leave shall be taken as special responsibility leave and deducted from accrued personal leave.
Access to Leave. The entitlement to use personal/carer's leave in accordance with this clause is subject to the person being either:
(a) a member of the employee's immediate family; or
(b) a member of the employee's household.
Access to Leave. 25.1.1 SAMFS will amend the SAP 41Leave Provisions in relation to access to leave, as agreed between SAMFS and the UFU.
Access to Leave emotional recovery
a. An employee may access paid leave for periods of their emotional recovery following a traumatic event such as the death of either a member of their immediate family or members of their household. This leave shall be taken as special responsibility leave and deducted from accrued sick leave.
b. An employing authority may request a doctor’s certificate indicating the nature of the illness or confirming the need for emotional recovery.
c. The employer will consider the particular circumstances associated with any further application for special responsibility leave beyond the provisions of clauses 6.6.1,
Access to Leave. Care and Support A principal with responsibilities in relation to either members of their immediate family or members of their household who need their care and support may access paid leave to provide care and or support for such persons when they are affected by illness, injury or an unexpected emergency. This leave shall be taken as Special Responsibility Leave and deducted from accrued personal leave.
Access to Leave. (a) Following a 12 month qualifying period, employees who have formally advised the College that they are members of the ADF Reserves may access leave without pay to attend periods of required training offered in normal working hours (such as but not limited to camps, field exercises or required courses) up to a maximum of 10 calendar days during term time each school year.
(b) In addition, an employee may access a further 22 calendar days unpaid leave during term time each school year, provided that the employer receives a payment for the employee’s absence under the Employer Support Payment Scheme (Defence Reserves Support) or howsoever named.
(c) In addition to the above, a further 14 calendar days leave without pay may be accessed during term time in an employee’s first year of ADF Reserve service, where attendance at recruitment or initial training is required.
(d) The employee is not required to forward to the College any monies or allowances paid by the Defence Force for their attendance at camps, courses or other training whilst on periods of leave without pay during term time.
(e) The employee shall not be disadvantaged in terms of continuity of service for accrued entitlements during absence on leave without pay for this purpose provided such absence does not exceed a total of six weeks in any school year.
(f) Wherever possible, the employee should schedule their attendance at ADF Reserve activities during school holiday periods.
(g) ADF Reserve service leave entitlement is not cumulative and cannot be carried over to the following school year.
Access to Leave. 36.1 Leave arrangements provide opportunities to achieve a sensible and workable balance between organisational requirements and the needs of employees. Managers should encourage employees to take a minimum of 10 working days annual leave in each calendar year. The operational requirements of the ACMA and other relevant circumstances including family responsibilities will be taken into account when applications for leave are considered.
Access to Leave care and support An employee with responsibilities in relation to either members of their immediate family or members of their household who need their care and support may access up to ten
Access to Leave emotional recovery a An employee may access up to ten (10) days paid leave for periods of their emotional recovery following a traumatic event such as the death of either a member of their immediate family or members of their household. This leave shall be taken as special responsibility leave and deducted from accrued sick leave.
