Common use of Annual Holidays Clause in Contracts

Annual Holidays. (i) On completion of 12 months service an employee shall be entitled to annual paid leave of 4 working weeks. Leave for employees with less than 12 months service shall be calculated on a pro-rata basis. (ii) Annual leave will continue to accrue while an employee is on ACC, parental leave, leave for voluntary military service, paid or unpaid sick or bereavement leave or periods of unpaid leave provided in clause 11(e) of up 20 working days in any one year. (iii) Annual leave may be anticipated or deferred by agreement between the employer and the employee. Where no agreement has been reached to defer annual leave, the employer may give two weeks notice that annual leave is to be taken. (iv) Annual holidays shall be taken at a time agreed by the employer and the employee except where the centre is closed for the Christmas/New Year holiday period. When an employee is required to take their annual holidays during this close down time, five days annual holidays shall remain to be taken at a time/s mutually agreed. Employers with less than one year’s service at the date the centre closes shall be paid holiday pay as provided in the Holidays Act 2003. The employment anniversary date for the purpose of determining future holiday entitlements will then be deemed to be date the centre closed for the initial close down. (v) On completion of three years service with the employer each employee shall, at the end of the third year and for subsequent years, be entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (vi) The employer shall allow employees, at least once in every year, to take at least two uninterrupted weeks of annual leave as per the Holidays Act 2003. (vii) Where an employee is sick or injured (or their partner or dependant is sick or injured) on a public holiday or while on annual leave, the employer may agree that the employee can take the period of sickness or injury as sick leave rather than annual leave. (viii) Where an employee suffers bereavement while on annual leave the employer shall agree that the employee can take the period of bereavement/tangihanga leave rather than annual leave.

Annual Holidays. Employees will be entitled to the following annual holidays: (i) On on completion of 12 months twelve months’ continuous service an employee shall be with the employer, employees are entitled to four weeks’ paid annual paid leave holidays, calculated in accordance with the provisions of 4 working weeks. Leave for employees with less than 12 months service shall be calculated on a pro-rata basis.the Holidays Act 2003, per annum; and (ii) Annual on completion of five years continuous service with the employer, employees are entitled to five weeks’ paid annual holidays per annum. In addition to the entitlement to paid annual holidays set out at subclause (a) above, employees who qualify for shift leave will continue be entitled to accrue while up to five additional days paid annual holidays per annum, pro-rated, as follows: (i) to qualify for shift leave, an employee is must perform at least two hours of work outside the hours of 6:45am and 5:00pm (“qualifying shift”) on ACC, parental leave, leave for voluntary military service, paid or unpaid sick or bereavement leave or periods a minimum of unpaid leave provided 21 shifts in clause 11(e) of up 20 working days in any one a calendar year.; and (iiiii) Annual leave may be anticipated or deferred by agreement between once the employer and the employee. Where no agreement has been reached to defer annual employee qualifies for shift leave, the employer may give two weeks notice that annual employee will be entitled to the below number of additional shift leave is to days depending on how many qualifying shifts the employee works in the calendar year: 121 or more 5 days 96 - 120 4 days 71 - 95 3 days 46 - 70 2 days 21 - 45 1 day Casual employees will be taken. (iv) paid 8% of their gross earnings at the completion of each period of employment. Annual holidays shall be taken at a time mutually agreed by between the employer Employer and the employee except where or, failing agreement, as directed by the centre is closed Employer. The Employer shall not give less than two weeks' notice of requirement for the Christmas/New Year holiday period. When an employee is required to take their annual holidays. An employee may, with the mutual agreement of the employer, take anticipated annual holidays during this but must pay back any such holiday pay if she/he resigns before working the required amount of time to earn those holidays. The Employer may temporarily close down timepart or the whole of the Hospital for an annual shutdown for a period not exceeding two weeks. Where practicable, five days the Employer will give at least six weeks’ notice of the dates of the shutdown. Where an employee’s entitlement to annual holidays shall remain to be taken at a time/s mutually agreed. Employers with is less than one year’s service at the date the centre closes shall be paid holiday pay as provided in the Holidays Act 2003. The employment anniversary date for the purpose of determining future holiday entitlements will then be deemed to be date the centre closed for the initial close down. (v) On completion of three years service with the employer each employee shall, at the end of the third year and for subsequent years, be entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (vi) The employer shall allow employees, at least once in every year, to take at least two uninterrupted weeks of annual leave as per the Holidays Act 2003. (vii) Where an employee is sick or injured (or their partner or dependant is sick or injured) on a public holiday or while on annual leave, the employer may agree that the employee can take the period of sickness the shutdown, he or injury as sick she can access long service leave, if applicable, or leave rather than annual leavewithout pay. Annual Leave applications will be responded to within 14 days of receipt. (viii) Where an employee suffers bereavement while on annual leave the employer shall agree that the employee can take the period of bereavement/tangihanga leave rather than annual leave.

Annual Holidays. (i) On completion of 12 months service an employee shall be entitled to The Employee will accrue four weeks annual paid leave of 4 working weeks. Leave for employees with less than 12 months service shall be calculated on a holidays per year, pro-rata basis. (ii) Annual leave will continue to accrue while an employee is on ACC, parental leave, leave for voluntary military service, paid or unpaid sick or bereavement leave or periods in accordance with the provisions of unpaid leave provided in clause 11(e) of up 20 working days in any one year. (iii) Annual leave may be anticipated or deferred by agreement between the employer Holidays Act 2003 and the employeeits amendments. Where no agreement has been reached to defer annual leave, the employer may give two weeks notice that All annual leave is to be taken. (iv) Annual holidays shall be taken at a time mutually convenient to the employee and the employer. Unless otherwise agreed by with the employer, all annual leave should be taken within 12 months of gaining entitlement. If no mutual agreement is reached then the employer and shall give the employee except where at least fourteen (14) days notice of the centre is closed for the Christmas/New Year holiday period. When an employee is required requirement to take this leave. The Employer may, at its sole discretion, allow the Employee to take annual holidays in advance, but if employment is terminated by either the Employee or the Employer, the Employer will be entitled to deduct from any money owing to the Employee an amount equal to the holiday pay paid in advance. The Employee agrees to have their annual holidays during paid in the regular pay cycle. Where the Employee qualifies for Family Violence Leave and this close down timeoccurs as a scheduled annual holiday is about to commence or whilst they are on annual holidays, five days annual holidays shall remain to the Employee can take Family Violence Leave entitlement for all or part of the period of the Family Violence Leave. Public Holidays Where a public holiday falls on a day that would otherwise be taken at a time/s mutually agreed. Employers with less than one year’s service at working day for the date Employee and the centre closes shall Employee does not work on that day the Employee will be paid holiday pay as provided the daily rate entitlement in accordance with the Holidays Act 20032003 and its amendments. The employment anniversary date for the purpose of determining future holiday entitlements will then be deemed to be date the centre closed for the initial close down. (v) On completion of three years service with the employer each employee shall, at the end of the third year and for subsequent years, be entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (vi) The employer shall allow employees, at least once in every year, to take at least two uninterrupted weeks of annual leave as per the Holidays Act 2003. (vii) Where an employee is sick or injured (or their partner or dependant is sick or injured) on a public holiday or while falls on annual leavea day that would otherwise be a working day for the Employee, and the Employee is directed to work on that day: The Employee will be paid time and a half for their hours worked on the Public Holiday. The Employee will also be granted an alternative day holiday. Where a public holiday falls on a day that would not otherwise be a working day for the Employee, and the Employer has requested the Employee to work on that day, the employer may agree Employee will be paid time and a half of the hourly rate of pay for the number of hours actually worked. No alternate day will be due. In the event of either Christmas Day or Boxing Day, New Years Day or 2nd January falling on either a Saturday or Sunday, those public holidays shall be treated as follows: If the public holiday falls on a Saturday or a Sunday, and one or both of those days would otherwise be a working day for the employee, then the public holiday shall be observed and treated as falling on that day. If the employee can take public holiday falls on a Saturday and the period of sickness or injury day would not otherwise be a working day for the employee, the public holiday shall be observed and treated as sick leave rather than annual leavefalling on the following Monday. If the public holiday falls on a Sunday and the day would not otherwise be a working day for the employee, the public holiday shall be observed and treated as falling on the following Tuesday. (viii) Where an employee suffers bereavement while on annual leave the employer shall agree that the employee can take the period of bereavement/tangihanga leave rather than annual leave.

Annual Holidays. (i) On 22.1 Each employee shall, on completion of 12 months each year’s continuous service an with the employer, be entitled to four weeks' annual provided that on completion of five years' service, each employee shall be entitled to five weeks' annual paid leave. 22.2 Annual leave of 4 working weeks. Leave for employees with less than 12 months service shall be calculated on paid in accordance with the Xxxxxxxx Xxx 0000 at the time the annual leave is taken. (Please note this does not apply to employees who have taken Parental Leave in the previous 52 weeks and the Holiday’s Act provisions will apply). Deleted: , unless the request for leave is in more than three months’ time. In which the case the leave will be declined or approved as soon as the business is practically able to do this and within a pro-rata basisreasonable timeframe 22.3 Employees must give the employer at least one month’s notice in writing when requesting leave for one week or more. All employees who apply for annual leave days/alternative holidays will be advised whether this leave has been approved or declined within one week of applying.. 22.4 Leave requests which are for more than one month are to be sent through the Manager to the Area Manager or Convenience Retail Operations Manager. Employees seeking approval must give at least one month notice in writing. (ii) 22.5 Annual leave will continue requests should not be unreasonably withheld. Any incidents where an employee feels that a request for annual leave has been unreasonably withheld, they may escalate the issue to accrue while HR. 22.6 Where the employment of an employee is on ACCterminated and within one month that employee is again employed with the same employer, parental leavethen for the purposes of calculating annual leave payments, leave for voluntary military serviceand entitlements pursuant to this Agreement, paid or unpaid sick or bereavement leave or periods of unpaid leave provided in clause 11(e) of up 20 working days in any one yearthe employee’s employment is deemed to have been continuous. (iii) Annual 22.7 Unless the annual leave may be anticipated or deferred period is fixed by mutual agreement between the employer and the employee. Where no agreement has been reached to defer annual leavemajority of employees, the employer may give two weeks employees shall, where practicable, have at least one month’s notice that annual before leave is to be taken. (iv) Annual holidays shall be taken at a time agreed by the employer and the employee except where the centre is closed for the Christmas/New Year holiday period. When 22.8 Where an employee is required to take their annual holidays during this close down time, five days annual holidays shall remain to be taken at a time/s mutually agreed. Employers with less than one year’s service at the date the centre closes shall be paid holiday pay as provided in the Holidays Act 2003. The employment anniversary date for the purpose of determining future holiday entitlements will then be deemed to be date the centre closed for the initial close down. (v) On completion of three years service with the employer each employee shall, at the end of the third year and for subsequent years, be becomes entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (vi) The leave the employer shall allow employees, at least once in every year, to take the employee at least two uninterrupted weeks of annual leave as per commencing within six months after the Holidays Act 2003date on which the employee becomes entitled, and shall allow the employee the balance of that annual leave commencing within twelve months after the date on which the employee becomes entitled. (vii) Where an employee is sick or injured (or their partner or dependant is sick or injured) on a public holiday or while on 22.9 For the purposes of calculating annual leave, leave payments the employer may agree that fix a cut-off date other than the employee can take anniversary of commencement of the period of sickness or injury as sick leave rather than annual leaveemployee’s employment. (viii) Where an employee suffers bereavement while on annual 22.10 Employees may carryover one week of entitled leave to the employer shall agree that following year if it is agreed in the employee can take plan and approved in the period of bereavement/tangihanga leave rather than annual leavemanagement system.

Annual Holidays. (i) On completion of 12 months service an employee shall be entitled to annual paid leave of 4 working weeks. Leave for employees with less than 12 months service shall be calculated on a pro-rata basis. (ii) Annual leave will continue to accrue while an employee is on ACC, parental leave, leave for voluntary military service, paid or unpaid sick or bereavement leave or periods of unpaid leave provided in clause 11(e12(e) of up ofup 20 working days in m any one year. (iii) Annual leave may be anticipated or deferred by agreement between the employer and the employee. Where no agreement has been reached to defer annual leave, the employer may give two weeks notice that annual leave is to be taken. (iv) Annual holidays shall be taken at a time agreed by the employer and the employee except where the centre is closed for the Christmas/New Year holiday period. When an employee is required to take their annual holidays during this close down time, five days the balance of annual holidays shall remain to be taken at a time/s mutually agreed. Employers with less than one year’s 's service at the date the centre closes shall be paid holiday pay as provided in the Holidays Act 2003Xxx 0000. The employment anniversary date for the purpose of determining future holiday entitlements will then be deemed to be date the centre closed for the initial close down. (v) On completion of three years service with the employer each employee shall, at the end of the third year and for subsequent years, be entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (vi) The employer shall allow employees, at least once in every year, to take at least two uninterrupted weeks of annual leave as per the Holidays Act 2003Xxx 0000. (viivi) Where an employee is sick or injured (or their partner or dependant is sick or injured) on a public holiday or while on annual leave, the employer may agree that the employee can take the period of sickness or injury as sick leave rather than annual leave. (viiivii) Where an employee suffers bereavement while on annual leave the employer shall agree that the employee can take the period of bereavement/tangihanga leave rather than annual leave.

Annual Holidays. (i) On completion The Employee will accrue four weeks annual holidays per year, pro-rata in accordance with the provisions of 12 months service an employee shall the Holidays Act 2003 and its amendments. The Employer may, at its sole discretion, allow the Employee to take annual holidays in advance, but if employment is terminated by either the Employee or the Employer, the Employer will be entitled to deduct from any money owing to the Employee an amount equal to the holiday pay paid in advance. The Employee agrees to have their annual holidays paid in the regular pay cycle. Where sickness, injury or bereavement occurs as a scheduled annual holiday is about to commence or whilst they are on annual holidays, the Employee can take sick leave of 4 working weeks. Leave for employees with less than 12 months service shall be calculated on a pro-rata basis. (ii) Annual leave will continue to accrue while an employee is on ACC, parental leave, leave for voluntary military service, paid or unpaid sick or bereavement leave entitlement for all or periods part of unpaid the period of sickness, injury or bereavement rather than the Employee utilising annual holiday entitlement. Where the Employee qualifies for Family Violence Leave and this occurs as a scheduled annual holiday is about to commence or whilst they are on annual holidays, the Employee can take Family Violence Leave entitlement for all or part of the period of the Family Violence Leave. Public Holidays Where a public holiday falls on a day that would otherwise be a working day for the Employee and the Employee does not work on that day the Employee will be paid the daily rate entitlement in accordance with the Holidays Act 2003 and its amendments. Where a public holiday falls on a day that would otherwise be a working day for the Employee, and the Employee is directed to work on that day: The Employee will be paid time and a half for their hours worked on the Public Holiday. The Employee will also be granted an alternative day holiday. Where a public holiday falls on a day that would not otherwise be a working day for the Employee, and the Employer has requested the Employee to work on that day, the Employee will be paid time and a half of the hourly rate of pay for the number of hours actually worked. No alternate day will be due. Holidays Observed are: New Year’s Day and New Years Day Holiday, Anniversary Day, Waitangi Day, Good Friday, Easter Monday, Anzac Day, the Sovereign’s Birthday, Matariki, Labour Day, Christmas Day, Boxing Day in any year and any other day or days which may from time to time be proclaimed as public holidays or added as a public holiday in legislation. Sick Leave The Employee is entitled to sick leave provided in clause 11(e) of accordance with the Holidays Act 2003 and its amendments. The Employee is entitled to take sick leave for when they are personally sick or someone in their dependent care is sick. The Employee must tell the Employer as soon as possible before their shift is due to start if they are unable to work due to being sick. If for some exceptional circumstance they cannot contact the Employer prior to the shift starting, they must endeavour to do so as soon as possible. The Employee can accumulate up to 20 days sick leave. The Employer may request a medical certificate after three working days in any one year. (iii) Annual leave at the Employees expense. The Employer may be anticipated or deferred by agreement between request a medical certificate within three working days, at the employer and the employeeEmployers expense. Where no agreement has been reached to defer annual leave, the employer may give two weeks notice that annual Xxxx leave is not paid to be taken. (iv) Annual holidays shall be taken at a time agreed by the employer and the employee except where the centre is closed for the Christmas/New Year holiday period. When an employee is required to take their annual holidays during this close down time, five days annual holidays shall remain to be taken at a time/s mutually agreed. Employers with less than one year’s service Employee at the date end of the centre closes shall be paid holiday pay as provided employment relationship. Bereavement Leave The Employee is entitled to Bereavement Leave in accordance with the Holidays Act 2003. The employment anniversary date for Employee is entitled to three days Xxxxxxxxxxx Leave in the purpose event of determining future holiday entitlements will then be deemed the death of an immediate family member (eg parents, child (including by miscarriage or still birth), partner or spouse, grandparents, grandchildren, sibling, spouses/partner’s parent. The Employee is entitled to up to one day’s bereavement leave after the death of another person if the Employer deems the Employee has suffered a bereavement. The Employee is required to inform the Employer of any bereavement as soon as practicable and inform them who has died and the dates they wish to be date the centre closed for the initial close down. (v) On completion of three years service with the employer each employee shall, at the end of the third year and for subsequent years, be away from work. The Employer will endeavour to make a decision as quickly as possible. Family Violence Leave The Employee is entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (vi) The employer shall allow employees, at least once Family Violence Leave in every year, to take at least two uninterrupted weeks of annual leave as per accordance with the Holidays Act 2003. (vii) Where an employee 2003 and its amendments. The Employee is sick required to notify the Employer of their absence due to Family Violence Leave as early as possible before they are due to start work on the day that leave is to be taken; or injured if that is not practicable, as early as possible after that time. The Employee is entitled to take Family Violence Leave for themselves or in the event of someone in their dependent care experiencing or experienced Family Violence. If the Employee is affected by Family Violence they (or someone on their partner or dependant is sick or injuredbehalf) can request a maximum two-month variation to their working arrangements to deal with effects of Family Violence. The Employer will respond within 10 working days following a variation request and we are entitled to ask for proof of Family Violence and can refuse the request on a public holiday or while on annual leave, the employer grounds set out in the Employment Relations Act 2000. The Employee may agree that the employee can take the period be required to provide proof before payment of sickness or injury as sick leave rather than annual leaveFamily Violence Leave. (viii) Where an employee suffers bereavement while on annual leave the employer shall agree that the employee can take the period of bereavement/tangihanga leave rather than annual leave.

Annual Holidays. (i) On 2.1 Annual holidays shall be allowed in accordance with the Holidays Act 2003 and its amendments. The employee is entitled to four weeks annual holiday on the completion of 12 months service an employee shall be entitled to of current continuous employment with the employer. The taking of annual paid leave of 4 working weeks. Leave for employees with less than 12 months service shall be calculated on a pro-rata basis. (ii) Annual leave will continue to accrue while an employee holidays is on ACC, parental leave, leave for voluntary military service, paid or unpaid sick or bereavement leave or periods of unpaid leave provided in clause 11(e) of up 20 working days in any one year. (iii) Annual leave may be anticipated or deferred by each occasion subject to agreement between the employer and the employee. Where no agreement has been reached to defer annual leave, the employer may give two weeks notice that annual leave is to be taken. (iv) Annual holidays The employee shall be taken at a time agreed by the employer and the employee except where the centre is closed for the Christmas/New Year holiday period. When an employee is required endeavour to take their annual holidays during this close down timeholiday within a period of 12 months of the date on which they become entitled to it and to provide [x] days’ notice to the employer of an annual holiday request. Notwithstanding the provisions of 2.2 above, five days if agreement on the taking of annual holidays shall remain is not reached, or where a closedown applies the employer may require the employee to be taken at a time/s mutually agreed. Employers with take annual holidays, by giving not less than one year’s service 14 days’ notice. [Where a closedown usually applies] If the employee is not entitled to annual holidays at the date of a closedown, they shall not be required to work during the centre closes closedown and, in such circumstances, shall not be entitled to any [wages/salary] for this period. The employer shall pay the employee an amount equal to 8 percent of the employee's gross earnings since either the commencement of the employee’s employment where the employee has been employed for less than 12 continuous months at the date of a closedown or since the employee last became entitled to annual holidays. The pay will be less any amount paid holiday pay as provided for annual holidays taken in advance or paid out in accordance with the Holidays Act 2003Act. The employment anniversary date year for the purpose of determining future holiday entitlements will then shall be deemed to be commence from a date the centre closed for the initial close down. (v) On completion of three years service with nominated by the employer each that is close to the date of the closedown. [Where an employer needs provision for a second closedown] The employer may operate non-customary closedowns in addition to those provided for in 2.3 above (or ‘shut downs’) from time to time. The employee agrees to take annual holidays, annual holidays in advance of entitlement or unpaid leave during these non-customary closedowns (‘shut downs’). The employer shall, at the end of the third year and for subsequent yearswhere practicable, be entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (vi) The employer shall allow employees, at least once in every year, to take at least two uninterrupted weeks of annual leave as per the Holidays Act 2003. (vii) Where an employee is sick or injured (or their partner or dependant is sick or injured) on a public holiday or while on annual leave, the employer may agree that provide the employee can take with no less than [x] weeks’ notice of any non-customary closedown (‘shut down’). Any annual holidays taken in advance of entitlement shall be later deducted from the employee’s entitlement or, where applicable, from any final payments on termination of employment. Payment for annual holidays will be processed in the pay period that relates to the period of sickness or injury as sick leave rather than annual leaveduring which the holiday was taken. (viii) Where an employee suffers bereavement while on annual leave the employer shall agree that the employee can take the period of bereavement/tangihanga leave rather than annual leave.

Annual Holidays. (i) On completion of 12 months service an employee shall be entitled to annual paid leave of 4 four (4) working weeks. Leave for employees with less than 12 months months’ service shall be calculated on a pro-pro- rata basis. (ii) For employees employed before 31 December 2019, on completion of three (3) years’ service with the employer, each employee shall at the end of the third (3) year and for subsequent years, be entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (iii) For employees employed after 31 December 2019, on completion of five (5) years’ service with the employer, each employee shall at the end of the fifth (5) year and for subsequent years, be entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (iv) Annual leave will continue to accrue while an employee is on ACC, parental leave, leave for voluntary military service, paid or unpaid sick or bereavement leave leave, or periods of unpaid leave provided in clause 11(e) of up 20 working days in any one year. (iiiv) Annual leave may be anticipated or deferred by agreement between the employer and the employee. Where no agreement has been reached to defer annual leave, the employer may give two weeks notice that annual leave is to be taken. (ivvi) Annual holidays shall be taken at a time agreed by the employer and the employee except where the centre is closed for the Christmas/New Year holiday period. When an employee is required to take their annual holidays during this close down time, five days annual holidays shall remain to be taken at a time/s mutually agreed. Employers with less than one year’s service at the date the centre closes shall be paid holiday pay as provided in the Holidays Act 2003. The employment anniversary date for the purpose of determining future holiday entitlements will then be deemed to be date the centre closed for the initial close down. (v) On completion of three years service with the employer each employee shall, at the end of the third year and for subsequent years, be entitled to an annual holiday of five (5) working weeks instead of four (4) working weeks. (vivii) The employer shall allow employees, at least once in every year, to take at least two uninterrupted weeks of annual leave as per the Holidays Act 2003. (viiviii) Where an employee is sick or injured (or their partner or dependant is sick or injured) on a public holiday or while on annual leave, the employer may agree that the employee can take the period of sickness or injury as sick leave rather than annual leave. (viiiix) Where an employee suffers bereavement while on annual leave the employer shall agree that the employee can take the period of bereavement/tangihanga leave rather than annual leave.