APPLYING FOR AND TAKING RETENTION LEAVE. Retention leave may only be granted to an employee on application made to the chief executive, agency head or delegate of a public sector agency in a form approved by the public sector agency. Employees cannot be directed to apply for and take retention leave. However a chief executive, agency head or delegate should ensure that there is a planned approach to retention leave, which allows equitable access by employees to such leave, and encourages the taking of retention leave. If urgent retention leave is sought consequent on domestic/family violence (refer to Glossary for definition of “domestic/ family violence”) all reasonable steps will be taken to facilitate the approval of such application. Retention leave is to be taken (depending on the amount of days of leave. Remuneration during retention leave such leave accrued) as 1 or more whole working During a period of retention leave an employee is entitled to be paid at the rate of their normal salary (adjusted as required by this Determination for part time employees) and the following allowances (if applicable): • Whyalla cost of living allowance; • locality allowance; • qualification, proficiency and skill allowance (including first aid allowance); • additional duties allowance if it is intended that the additional duties will continue to be performed when the employee returns from retention leave; or • casual loading if applicable. which would be payable on paydays during that leave on the payday prior to the leave being taken. An employee who applies for and is granted retention leave may request to be paid the total remuneration
