BEREAVEMENT/TANGIHANGA LEAVE. 15.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer.
15.2 If bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 15.1 above. This provision will not apply if the employee is on leave without pay.
15.3 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner.
BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent).
28.7.2 In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account:
(a) the closeness of the association between the employee and the deceased, which association need not be a blood relationship;
(b) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death;
(c) the amount of time needed to discharge properly any responsibilities or obligations;
(d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;
(e) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary
28.7.3 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort.
28.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.
BEREAVEMENT/TANGIHANGA LEAVE. 14.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a Tupapaku/deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer and should not be unreasonably withheld and will be exercised in accordance with the Holidays Xxx 0000.
14.2 If bereavement occurs while an employee is absent on annual leave, sick leave on pay or any other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of clause 14.1.
14.3 This provision will not apply if the employee is on leave without pay.
14.4 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally appropriate manner, especially in the case of Tangihanga.
14.5 The employer agrees that on application, it may be appropriate, to grant leave without pay in order to accommodate various special bereavement needs not recognised in clause 14.1 above.
BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the employee suffers bereavement:
23.1.1 The employee’s manager will approve bereavement leave on pay for the employee to discharge any obligation and/or to pay respects to a deceased person with whom he/she had a close
23.1.2 If bereavement occurs while the employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of Clause 23.1.1 above. This provision will not apply if the employee is on leave without pay.
23.1.3 In granting time off therefore, managers must administer these provisions in a culturally sensitive manner. Managers are encouraged to seek advice from their Maori or appropriate cultural advisor on the organisational response.
23.1.4 In granting time off, therefore, and for how long, the employer must take into account the following points:
a) Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death.
b) The amount of time needed to discharge properly any responsibilities or obligations.
c) Reasonable travelling time should be allowed. For cases involving overseas travel payment may not cover the full period of travel.
d) A decision must be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangements. In most cases the approval will be given immediately, but may be given retrospectively.
e) If paid special leave is not appropriate then annual leave or leave without pay should be granted, but as a last resort.
23.1.5 Payment for bereavement leave will be as follows:
a) On the death of an immediate family member employees are entitled for up to three days of bereavement leave to be paid at relevant daily pay. Where more than three days of bereavement leave on pay is approved, payment will be made at normal/ordinary rates of pay (T1 rates).
b) On the death of a person with whom the employee has a close association, employees are entitled to one day of bereavement leave to be paid at relevant daily pay. Where more than one day of bereavement leave on pay is approved, payment will be made at normal/ordinary rates of pay (T1 rates).
BEREAVEMENT/TANGIHANGA LEAVE. 7.6.1 An employer shall approve special bereavement/tangihanga leave on pay for a principal to discharge any obligation and/or to pay respects to a deceased person with whom the principal has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga or its equivalent.
7.6.2 In granting leave the following must be taken into account:
(a) The closeness of association between the principal and the deceased. (Note: This association need not be a blood relationship);
(b) Whether the principal has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from death;
(c) The amount of time needed to discharge properly any responsibilities or obligations;
(d) Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;
(e) When an unveiling ceremony occurs on a school working day, leave on pay shall be granted.
BEREAVEMENT/TANGIHANGA LEAVE. 27.1 An employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent) or attending hura kōhatu /unveiling. The length of time off shall be at the discretion of the employer.
27.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 27.1 above. This provision will not apply if the employee is on leave without pay.
27.3 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner.
BEREAVEMENT/TANGIHANGA LEAVE. 6.6.1 An employee shall be granted bereavement/tangihanga leave on pay to allow a reasonable opportunity for the employee to discharge his or her obligations and/or to pay his or her respects to a deceased person with whom he/she has had a close association. The entitlement to this leave extends to the death of any members of the employee's family, or person who, because of particular cultural requirements on the employee, he or she is obliged to attend to as a part of a tangihanga or its equivalent.
6.6.2 In exercising its discretion to grant this leave, and in fixing the length of leave, the employer must discharge its obligations in a culturally sensitive manner, taking into account the following:
(a) the closeness of the association between the employee and the deceased;
(b) the responsibilities of the employee for any or all of the arrangements for the ceremonies resulting from the death;
(c) the amount of time needed properly to discharge any responsibilities or obligations by an employee; and
(d) reasonable travelling time, provided that the employer need not take into account total travelling time where an employee must attend a funeral overseas. However, any decision regarding the length of bereavement leave will be no less than the minimum amounts set out by s70 of the Holidays Xxx 0000.
Note 1: The minimum entitlement prescribed in the Xxxxxxxx Xxx 0000 for a bereavement on the death of the employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days’ paid leave.
Note 2: The minimum entitlement prescribed in the Xxxxxxxx Xxx 0000 for a bereavement on the death of any other person where obligations (such as those in 6.6.1) exist is one day.
6.6.3 The employer’s decision on this leave and the length of such leave will be made as quickly as possible so that the employee is given maximum time possible to make any arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. If paid leave is not appropriate then leave without pay shall be granted, but as a last resort.
(a) Where an employee is absent on annual leave and a bereavement occurs the employer shall be notified and will determine the number of days of bereavement leave to be granted in accordance with 6.6.2 above. The days shall replace the annual leave.
(b) If bereavement leave is sought while an employee is absent on sick leave or any other leave with pay, the emplo...
BEREAVEMENT/TANGIHANGA LEAVE. 1. An employee shall be granted bereavement leave with pay to discharge their obligation and/or pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent).
2. In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner, taking into account the following points:
a. the closeness of the association between the employee and the deceased. (Note: This association need not be a blood relationship);
b. whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death;
c. the amount of time needed to discharge properly any responsibilities or obligations;
d. reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;
e. a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary;
f. if paid leave is not appropriate then leave without pay should be granted, but as a last resort.
3. In operating provisions of 4.4.1 and 4.4.2 above, the employer shall recognise at least the minimum entitlements provided under statute.
BEREAVEMENT/TANGIHANGA LEAVE. (a) An employee shall be granted special bereavement/tangihanga leave on full pay to discharge their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of tangihanga (or its equivalent).
(b) In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account:
(i) The closeness of the association between the employee and the deceased, which association need not be a blood relationship;
(ii) Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death;
(iii) The amount of time needed to discharge properly any responsibilities or obligations;
(iv) Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;
(v) A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary.
(c) If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer.
BEREAVEMENT/TANGIHANGA LEAVE. 6.7.1 A teacher shall be granted special bereavement leave on full pay to discharge their obligations and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent).
6.7.2 In granting time off the employer must administer these provisions in a culturally sensitive manner taking into account:
(a) the closeness of the association between the teacher and the deceased (Note: This association need not be a blood relationship).
(b) whether the teacher has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death.
(c) the amount of time needed to discharge properly any responsibilities or obligations.
(d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel.
6.7.3 A decision must be made as quickly as possible so that the teacher is given maximum time possible to make any arrangements necessary. In most cases the necessary approval will be given immediately, but maybe given retrospectively where necessary.
6.7.4 If paid special leave is not appropriate then leave without pay should be granted.
