Common use of Additional Discretionary Leave Clause in Contracts

Additional Discretionary Leave. In the event an employee has no entitlement left, are entitled to apply for up to ten 10 days’ discretionary leave per annum. The employer recognises that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. The first five (5) days of discretionary leave shall be approved on the same basis as leave under clause 9. In considering the grant of leave under this clause the employer shall take into account the following: − The employee’s length of service − The employee’s attendance record − The consequences of not providing the leave − Any unusual and/or extenuating circumstances Requests should be considered at the closest possible level of delegation to the employee and in the quickest time possible. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.

Additional Discretionary Leave. In the event an employee has no entitlement left, they are entitled to apply for up to ten 10 days’ discretionary leave per annum. annum The employer recognises that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. The first five (5) days of discretionary leave shall be approved on the same basis as leave under clause 913.1. In considering the grant of leave under this clause the employer shall take into account the following: − - The employee’s length of service − - The employee’s attendance record − - The consequences of not providing the leave − - Any unusual and/or extenuating circumstances Requests should be considered at the closest possible level of delegation to the employee and in the quickest time possible. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.

Additional Discretionary Leave. In the event an employee has no entitlement left, they are entitled to apply for up to ten 10 days’ discretionary leave per annum. annum The employer recognises l that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. The first five (5) days of discretionary leave shall be approved on the same basis as leave under clause 913. 1. In considering the grant of leave under this clause the employer shall take into account the following: − - The employee’s length of service − - The employee’s attendance record − - The consequences of not providing the leave − - Any unusual and/or extenuating circumstances Requests should be considered at the closest possible level of delegation to the employee and in the quickest time possible. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.

Additional Discretionary Leave. 10.2.1 In the event an employee has no entitlement left, are entitled to apply for up to ten 10 days’ discretionary leave per annum. The employer recognises that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. The first five (5) days of discretionary leave shall be approved on the same basis as leave under clause 9. 10.1. 10.2.2 In considering the grant of leave under this clause the employer shall take into account the following: − • The employee’s length of service − • The employee’s attendance record − • The consequences of not providing the leave − • Any unusual and/or extenuating circumstances circumstances 10.2.3 Requests should be considered at the closest possible level of delegation to the employee and in the quickest time possible. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. . 10.2.4 Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.