Common use of BEREAVEMENT/TANGIHANGA LEAVE Clause in Contracts

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. 23.1 Where the employee suffers 5.7.1 An employer shall approve special bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on pay for the an employee to discharge any obligation obligations and/or to pay respects to a deceased person with whom he/she the employee has had a closeclose 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. 23.1.2 5.7.2 If a bereavement occurs while the an employee is on annual leave, this leave will be interrupted and bereavement leave granted in terms of clause 5. 7.1. 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 Clause 23.1.1 abovebe 7.1. 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 5.7.3 In granting time off, therefore, and for how long, the employer must take into account the following pointsinto account: (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. b(c) The amount of time needed to discharge properly any responsibilities or obligations. c(d) Reasonable travelling time should be allowed. For , but for cases involving overseas travel payment that may not cover be the full period of travel. d(e) A decision must be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectivelyretrospectively where necessary. e(f) If paid special leave is not appropriate then annual leave or leave without pay should be granted, granted but as a last resort. 23.1.5 Payment for bereavement (g) When an unveiling ceremony occurs on a working day, leave will on pay shall be as followsgranted. (h) Notwithstanding the above: a(i) On The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of an immediate family member employees are entitled for up to the employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days of bereavement leave to be days’ 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)leave. b(ii) On The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of any other person where obligations such as those in 5.7.1 exist is one day. 5.7.4 An employee is also entitled to 3 days’ paid bereavement leave for a pregnancy which ended by way of a miscarriage or still birth where: • It was their own pregnancy • It was their spouse or partner’s pregnancy • It was the pregnancy of their former spouse or partner if they would have been the biological parent of a child born as a result of the pregnancy • They had undertaken to be the Primary Carer of a child born as a result of the pregnancy, or • They are the spouse or partner of a person with whom the employee has a close association, employees are entitled to one day of bereavement leave who had undertaken to be paid at relevant daily paythe Primary Carer of a child born as a result of the pregnancy. Where more ‘Primary Carer’ in this context means a person, other than one day the biological mother or her spouse or partner, who takes permanent primary responsibility for the care of bereavement leave on pay a child who is approved, payment will be made at normal/ordinary rates under the age of pay (T1 rates)6 years.

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the 5.6.1 An employee suffers shall be granted bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on full pay to allow a reasonable opportunity for the employee to discharge any obligation their obligations and/or to pay their respects to a deceased person with whom he/she they have had a closeclose 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, is obliged to attend to as a part of a tangihanga or its equivalent. 23.1.2 5.6.2 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 (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 Holidays Xxx 0000. Notes: (i) 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. (ii) 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 clause 5.6.1 exist is one day. 5.6.3 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 bereavement occurs paid leave is not appropriate then leave without pay shall be granted, but as a last resort, and not where it undermines the entitlements to paid leave outlined in Notes (i) and (ii). 5.6.4 Bereavement while the absent on leave (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 clause 5.6.2 above. The days shall replace the annual leave, . (b) If bereavement leave is sought while an employee is absent on sick leave on or any other leave with pay, or other special leave on pay, the employer may agree to such leave may be being interrupted and bereavement leave being granted in terms of Clause 23.1.1 above. This provision its place. (c) The above provisions 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 5.6.5 Payment 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 an amount that is equivalent to the death of an immediate family member employees are entitled for up to three days of bereavement leave to be paid at employee’s 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 for each 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.

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the employee suffers 7.7.1 An employer shall approve special bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on pay for the an employee to discharge any obligation obligations and/or to pay respects to a deceased person with whom he/she the employee has had a closeclose 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. 23.1.2 7.7.2 If a bereavement occurs while the an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may will be interrupted and bereavement leave granted in terms of Clause 23.1.1 abovegranted. 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 7.7.3 In granting time off, therefore, and for how long, the employer must take into account the following pointsinto account: a) Whether 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.; bc) The the amount of time needed to discharge properly any responsibilities or obligations.; cd) Reasonable reasonable travelling time should be allowed. For , but for cases involving overseas travel payment that may not cover be the full period of travel. d) 7.7.4 A decision must be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectivelyretrospectively where necessary. e) 7.7.5 If paid special leave is not appropriate then annual leave or leave without pay should be granted, granted but as a last resort. 23.1.5 Payment for bereavement 7.7.6 When an unveiling ceremony occurs on a working day, leave will on pay shall be as followsgranted. 7.7.7 Not withstanding the above: a) On The minimum entitlement prescribed in the Xxxxxxxx Xxx 0000 for a bereavement on the death of an immediate family member employees are entitled for up to the employee’s spouse, partner, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days of bereavement leave to be days’ 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)leave. b) On The minimum entitlement prescribed in the Xxxxxxxx Xxx 0000 for a bereavement on the death of a any other person with whom the employee has a close association, employees are entitled to where obligations such as those in 7.7.1 exist is 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)day.

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the employee suffers 5.7.1 An employer shall approve special bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on pay for the an employee to discharge any obligation obligations and/or to pay respects to a deceased person with whom he/she the employee has had a closeclose 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. 23.1.2 5.7.2 If a bereavement occurs while the an employee is on annual leave, this leave will be interrupted and bereavement leave granted in terms of clause 5. 7.1. 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 Clause 23.1.1 abovebe 7.1. 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 5.7.3 In granting time off, therefore, and for how long, the employer must take into account the following pointsinto account: (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. b(c) The amount of time needed to discharge properly any responsibilities or obligations. c(d) Reasonable travelling time should be allowed. For , but for cases involving overseas travel payment that may not cover be the full period of travel. d(e) A decision must be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectivelyretrospectively where necessary. e(f) If paid special leave is not appropriate then annual leave or leave without pay should be granted, granted but as a last resort. 23.1.5 Payment for bereavement (g) When an unveiling ceremony occurs on a working day, leave will on pay shall be as followsgranted. (h) Notwithstanding the above: a(i) On The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of an immediate family member employees are entitled for up to the employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days of bereavement leave to be days’ 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)leave. b(ii) On The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of a any other person with whom the employee has a close association, employees are entitled to where obligations such as those in 5.7.1 exist is 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)day.

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the 6.6.1 An employee suffers shall be granted bereavement: 23.1.1 The employee’s manager will approve bereavement /xxxxxxxxxx leave on pay to allow a reasonable opportunity for the employee to discharge any obligation his or her obligations and/or to pay his or her respects to a deceased person with whom he/she has had a closeclose 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, they are obliged to attend to as a part of a tangihanga or its equivalent. 23.1.2 If bereavement occurs while the employee is absent on annual 6.6.2 In exercising its discretion to grant this leave, sick leave on payand in fixing the length of leave, 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 employer must administer these provisions discharge its obligations 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 taking into account the following points: a) Whether following: the closeness of the association between the employee has to take significant responsibility and the deceased; the responsibilities of the employee for any or all of the arrangements to do with for the ceremonies resulting from the death. b) The ; the amount of time needed properly to discharge properly any responsibilities or obligationsobligations by an employee; and 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 Act 2003. c) Reasonable travelling time should be allowed. For cases involving overseas travel payment may not cover Note 1: The minimum entitlement prescribed in the full period Holidays Act 2003 for a bereavement on the death of travelthe employee’s spouse, parent, child (including by reason of miscarriage or still birth), brother or sister, grandparent, grandchild or spouse’s parent is three days’ paid leave. dNote 2: The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of any other person where obligations (such as those in 6.6.1) A exist is one day. 6.6.3 The employer’s decision must on this leave and the length of such leave will be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively. e) retrospectively where necessary. If paid special leave is not appropriate then annual leave or leave without pay should shall be granted, but as a last resort. 23.1.5 Payment for 6.6.4 Where an employee is absent on annual leave and a bereavement leave occurs the employer shall be notified and will be as follows: a) On determine the death number 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)granted in accordance with 6. 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. 23.1 Where the ‌ 7.7.1 An employee suffers bereavement: 23.1.1 The employee’s manager will approve shall be granted bereavement leave on full pay for the employee to either: • discharge any obligation their obligations and/or to pay their respects to a deceased person with whom he• Attend an Hura Kōhatu (unveiling) • Work through a loss where an employee who is pregnant suffers a whakatahe/she had miscarriage during the second or third trimester of the pregnancy. In this case, bereavement leave will be granted for a close 23.1.2 If bereavement occurs while reasonable period of time as agreed between the employee is absent on annual leaveand their manager. 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, sick leave on pay, Hura Kōhatu (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 payits equivalent). 23.1.3 7.7.2 In granting time off therefore, managers the manager 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 manner taking into account the following pointsaccount: (a) The closeness of the association between the employee and the deceased (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.; b(c) The amount of time needed to discharge properly any responsibilities or obligations.; c(d) Reasonable travelling time should be allowed. For , but for cases involving overseas travel payment that may not cover be the full period of travel.; d(e) A decision must be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively.retrospectively where necessary; e(f) 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 7.7.3 The period of the bereavement/tangihanga/hura kōhatu leave will be as follows: a) On agreed with the manager. However for the avoidance of doubt employees will receive a minimum of three days’ paid bereavement/tangihanga/hura kōhatu leave on the death of an immediate family member employees are a: • Spouse or Partner • Parent • Child • Brother/Sister • Grandparent • Grandchild; Spouse or Partner’s parent. 7.7.4 Employees will be entitled for up to three days a minimum of bereavement leave to be one day’s 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 any other person, if the employee’s manager accepts, having regard to clause 7.7.1, the employee has suffered bereavement. 7.7.5 If a close associationbereavement/tangihanga/hura kōhatu occurs while an employee is absent on paid leave such as annual leave (except where this is taken on termination of duty), employees are entitled to one day of sick leave on pay, then such leave will be interrupted and 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)granted.

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the employee suffers 7.7.1 An employer shall approve special bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on pay for the an employee to discharge any obligation obligations and/or to pay respects to a deceased person with whom he/she the employee has had a closeclose 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. 23.1.2 7.7.2 If a bereavement occurs while the an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may will be interrupted and bereavement leave granted in terms of Clause 23.1.1 abovegranted. 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 7.7.3 In granting time off, therefore, and for how long, the employer must take into account the following pointsinto account: a) Whether 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.; bc) The the amount of time needed to discharge properly any responsibilities or obligations.; cd) Reasonable reasonable travelling time should be allowed. For , but for cases involving overseas travel payment that may not cover be the full period of travel. d) 7.7.4 A decision must be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, immediately but may be given retrospectivelyretrospectively where necessary. e) 7.7.5 If paid special leave is not appropriate then annual leave or leave without pay should be granted, granted but as a last resort. 23.1.5 Payment for bereavement 7.7.6 When an unveiling ceremony occurs on a working day, leave will on pay shall be as followsgranted. 7.7.7 Not withstanding the above: a) On The minimum entitlement prescribed in the Xxxxxxxx Xxx 0000 for a bereavement on the death of an immediate family member employees are entitled for up to the employee’s spouse, partner, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days of bereavement leave to be days’ 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)leave. b) On 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 7.7.1 exist is one day. 7.7.8 An employee is also entitled to 3 days’ paid bereavement leave for a pregnancy which ended by way of a miscarriage or still birth where: • It was their own pregnancy • It was their spouse or partner’s pregnancy • It was the pregnancy of their former spouse or partner if they would have been the biological parent of a child born as a result of the pregnancy • They had undertaken to be the Primary Carer of a child born as a result of the pregnancy, or • They are the spouse or partner of a person with whom the employee has a close association, employees are entitled to one day of bereavement leave who had undertaken to be paid at relevant daily paythe Primary Carer of a child born as a result of the pregnancy. Where more ‘Primary Carer’ in this context means a person, other than one day the biological mother or her spouse or partner, who takes permanent primary responsibility for the care of bereavement leave on pay a child who is approved, payment will be made at normal/ordinary rates under the age of pay (T1 rates)6 years.

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the employee suffers bereavement: 23.1.1 16.1 The employee’s manager will employer shall approve bereavement leave on pay for the an employee to discharge any obligation and/or to pay respects to a deceased person with whom he/she the employee has had a closeclose 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). Employees shall be entitled to ▪ 7 days bereavement leave (pro-rata for part-time but no less than 3 days) on the death of a spouse/partner, a parent or child; ▪ 7 days bereavement leave (pro-rata for part-time but no less than 3 days) in the circumstance the employee has a miscarriage or stillbirth and the employee: o Is the person’s partner o Is the person’s former partner and would have been a biological parent of a child born as a result of the pregnancy o Had agreed to be the primary carer of a child born as a result of the pregnancy (e.g. through a formal adoption or a whangai arrangement) o Is the partner of a person who had agreed to be the primary carer of a child born as a result of the pregnancy ▪ 3 days bereavement leave on the death of a grandparent, grandchild, a brother or sister, spouse/partner’s parent or grandparent; ▪ 1 days bereavement leave on the death of any other person that the employer accepts as being bereavement for the employee ▪ Additional bereavement leave shall be at the discretion of the employer including consideration of any travel time. 23.1.2 16.2 If bereavement occurs while the 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 Clause 23.1.1 16.1 above. This provision will not apply if the employee is on leave without pay. 23.1.3 16.3 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 deathadminister these provisions in a culturally sensitive manner. 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. 23.1 Where the employee suffers 5.7.1 An employer shall approve special bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on pay for the an employee to discharge any obligation obligations and/or to pay respects to a deceased person with whom he/she the employee has had a closeclose 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. 23.1.2 5.7.2 If a bereavement occurs while the an employee is on annual leave, this leave will be interrupted and bereavement leave granted in terms of clause 5. 7.1. 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 Clause 23.1.1 aboveclause 5. 7.1. 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 5.7.3 In granting time off, therefore, and for how long, the employer must take into account the following pointsinto account: (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. b(c) The amount of time needed to discharge properly any responsibilities or obligations. c(d) Reasonable travelling time should be allowed. For , but for cases involving overseas travel payment that may not cover be the full period of travel. d(e) A decision must be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectivelyretrospectively where necessary. e(f) If paid special leave is not appropriate then annual leave or leave without pay should be granted, granted but as a last resort. 23.1.5 Payment for bereavement (g) When an unveiling ceremony occurs on a working day, leave will on pay shall be as followsgranted. (h) Notwithstanding the above: a(i) On The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of an immediate family member employees are entitled for up to the employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days of bereavement leave to be days’ 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)leave. b(ii) On The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of a any other person with whom the employee has a close association, employees are entitled to where obligations such as those in 5.7.1 exist is 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)day.

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the 6.6.1 An employee suffers shall be granted bereavement: 23.1.1 The employee’s manager will approve bereavement /xxxxxxxxxx leave on pay to allow a reasonable opportunity for the employee to discharge any obligation his or her obligations and/or to pay his or her respects to a deceased person with whom he/she has had a closeclose 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. 23.1.2 If bereavement occurs while the employee is absent on annual 6.6.2 In exercising its discretion to grant this leave, sick leave on payand in fixing the length of leave, 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 employer must administer these provisions discharge its obligations 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 taking into account the following points: a) Whether following: the closeness of the association between the employee has to take significant responsibility and the deceased; the responsibilities of the employee for any or all of the arrangements to do with for the ceremonies resulting from the death. b) The ; the amount of time needed properly to discharge properly any responsibilities or obligationsobligations by an employee; and 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 Act 2003. c) Reasonable travelling time should be allowed. For cases involving overseas travel payment may not cover Note 1: The minimum entitlement prescribed in the full period Holidays Act 2003 for a bereavement on the death of travelthe employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days’ paid leave. dNote 2: The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of any other person where obligations (such as those in 6.6.1) A exist is one day. 6.6.3 The employer’s decision must on this leave and the length of such leave will be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively. e) retrospectively where necessary. If paid special leave is not appropriate then annual leave or leave without pay should shall be granted, but as a last resort. 23.1.5 Payment for 6.6.4 Where an employee is absent on annual leave and a bereavement leave occurs the employer shall be notified and will be as follows: a) On determine the death number 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)granted in accordance with 6. 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. 23.1 Where the 4.7.1 An employee suffers shall be granted bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on pay to allow a reasonable opportunity for the employee to discharge any obligation his or her obligations and/or to pay his or her respects to a deceased person with whom he/she they have had a closeclose 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. 23.1.2 If bereavement occurs while the employee is absent on annual 4.7.2 In exercising its discretion to grant this leave, sick and in fixing the length of 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 employer must administer these provisions discharge its obligations 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 manner taking into account the following pointsfollowing: (a) Whether The closeness of the association between the employee has to take significant responsibility and the deceased (b) The responsibilities of the employee for any or all of the arrangements to do with for the ceremonies resulting from the death. b(c) The amount of time needed properly to discharge properly any responsibilities or obligations.obligations by an employee c(d) Reasonable travelling time, provided that the employer need not take into account total travelling time should where an employee must attend a funeral overseas. However any decision regarding the length of bereavement leave will be allowedno less than the minimum amounts set out by S70 Holidays Act 2003. For cases involving overseas travel payment may not cover Note: (i) The minimum entitlement prescribed in the full period Holidays Act 2003 for a bereavement on the death of travelthe employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days’ paid leave. d(ii) A The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of any other person where obligations such as those in 4.7.1 exist is one day. 4.7.3 The employer’s decision must on this leave and the length of such leave will be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively. e) retrospectively where necessary. If paid special leave is not appropriate then annual leave or leave without pay should shall be granted, but as a last resort. 23.1.5 Payment for bereavement leave will be as follows: 4.7.4 (a) On Where an employee is absent on annual leave and a bereavement occurs the death employer shall be notified and will determine the number 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)granted in accordance with 4. 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. 23.1 4.5.1 Where the employee suffers bereavement: 23.1.1 The a bereavement the employee’s manager will approve special 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 closeclose 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 employee may have a combination of leave-on- pay and leave-without-pay, with the leave-on-pay being at the employer’s discretion. This will be addressed on a case by case basis. 23.1.2 4.5.2 If a 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 4.5.1 above. This provision will not apply if the employee is on leave without pay. 23.1.3 4.5.3 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 Advisor on the appropriate 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 4.5.4 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 approvedtaken, 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 for one day of bereavement leave to be paid at relevant daily pay. Where more than one day of bereavement leave on pay is approvedtaken, payment will be made at normal/ordinary rates of pay (T1 rates).

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the employee suffers bereavement: 23.1.1 The employee’s manager will approve a) Employees are entitled up to 3 days' bereavement leave on pay for the death of a close family member (including whāngai). This could be their spouse, partner, child (including miscarriage or stillbirth), brother, sister, parent and grandparent, grandchild, or spouse’s or partner’s parent. This also includes if another person has a miscarriage or stillbirth and the employee: • is the person’s partner • is the person’s former partner and would have been a biological parent of a child born as a result of the pregnancy • had agreed to be the primary carer of a child born as a result of the pregnancy (e.g., through a formal adoption or a whāngai arrangement) • is the partner of a person who had agreed to be the primary carer of a child born as a result of the pregnancy. b) Employees are entitled to 1 day's bereavement leave on the death of someone other than those listed above if Home Support North accepts that the employee to discharge any obligation and/or to pay respects to has suffered a deceased person with whom he/she had bereavement as a closeresult of the death. This could include the death of a client supported for 6 months or more. 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 c) When considering requests for bereavement leave granted in terms of Clause 23.1.1 above. This provision the Employer 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 have regard 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 pointsrelevant factors such as: ai) Whether the employee has to take significant responsibility for all or any or all of the arrangements to do with for the ceremonies resulting from relating to the death. bii) Any cultural responsibilities for the employee in relation to the death. iii) The amount closeness 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 relationship in the case of travelclient death, between the support worker and the client. d) A decision must be made as quickly as possible so that If an employee suffers bereavement during their annual holidays, Home Support North will allow 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 retrospectivelytake that period as bereavement leave provided this falls on a ‘normal day of work’. 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 Bereavement / Xxxxxxxxxx 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 the employee’s 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 ratesor average daily pay as applicable). bf) On Additional bereavement leave, with or without pay, may be granted at Home Support North’s discretion or, if requested by the death of employee, Home Support North may agree to the leave being taken as annual holidays or alternative days. g) Employees must notify Home Support North as early as possible if they intend to take bereavement leave, complete a person with whom the employee has a close associationleave application form, employees are entitled and submit this 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)Home Support North as soon as possible.

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 closeclose 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 employee may have a combination of leave-on-pay and leave-without-pay, with the leave-on-pay being at the employer’s discretion. This will be addressed on a case by case basis. 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 rate of pay (T1 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 rate of pay (T1 T1) rates).

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the 6.6.1 An employee suffers shall be granted bereavement: 23.1.1 The employee’s manager will approve bereavement /xxxxxxxxxx leave on pay to allow a reasonable opportunity for the employee to discharge any obligation his or her obligations and/or to pay his or her respects to a deceased person with whom he/she has had a closeclose 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. 23.1.2 If bereavement occurs while the employee is absent on annual 6.6.2 In exercising its discretion to grant this leave, sick leave on payand in fixing the length of leave, 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 employer must administer these provisions discharge its obligations 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 taking into account the following points: a) Whether following: the closeness of the association between the employee has to take significant responsibility and the deceased; the responsibilities of the employee for any or all of the arrangements to do with for the ceremonies resulting from the death. b) The ; the amount of time needed properly to discharge properly any responsibilities or obligationsobligations by an employee; and 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 Act 2003. c) Reasonable travelling time should be allowed. For cases involving overseas travel payment may not cover Note 1: The minimum entitlement prescribed in the full period Holidays Act 2003 for a bereavement on the death of travelthe employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days’ paid leave. dNote 2: The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of any other person where obligations (such as those in 6.6.1) A exist is one day. 6.6.3 The employer’s decision must on this leave and the length of such leave will be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively. e) retrospectively where necessary. If paid special leave is not appropriate then annual leave or leave without pay should shall be granted, but as a last resort. 23.1.5 Payment for 6.6.4 Where an employee is absent on annual leave and a bereavement leave occurs the employer shall be notified and will be as follows: a) On determine 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).number

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the 5.6.1 An employee suffers shall be granted bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on full pay to allow a reasonable opportunity for the employee to discharge any obligation their obligations and/or to pay their respects to a deceased person with whom he/she they have had a closeclose 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, is obliged to attend to as a part of a tangihanga or its equivalent. 23.1.2 5.6.2 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: The closeness of the association between the employee and the deceased The responsibilities of the employee for any or all of the arrangements for the ceremonies resulting from the death The amount of time needed properly to discharge any responsibilities or obligations by an employee 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 Holidays Act 2003. Notes: The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of any other person where obligations such as those in clause 5.6.1 exist is one day. 5.6.3 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 bereavement occurs paid leave is not appropriate then leave without pay shall be granted, but as a last resort, and not where it undermines the entitlements to paid leave outlined in Notes (i) and (ii). 5.6.4 Bereavement while the absent on leave 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 clause 5.6.2 above. The days shall replace the annual leave, . If bereavement leave is sought while an employee is absent on sick leave on or any other leave with pay, or other special leave on pay, the employer may agree to such leave may be being interrupted and bereavement leave being granted in terms of Clause 23.1.1 aboveits place. This provision The above provisions 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 5.6.5 Payment 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 an amount that is equivalent to the death of an immediate family member employees are entitled for up to three days of bereavement leave to be paid at employee’s 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 for each 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.

BEREAVEMENT/TANGIHANGA LEAVE. 23.1 Where the employee suffers bereavement: 23.1.1 13.1 The employee’s manager will employer shall approve bereavement leave on pay for the an employee to discharge any obligation and/or to pay respects to a deceased person with whom he/she the employee has had a closeclose 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). Employees shall be entitled to ▪ 7 days bereavement leave (pro-rata for part-time but no less than 3 days) on the death of a spouse/partner, a parent or child; ▪ 7 days bereavement leave (pro-rata for part-time but no less than 3 days) in the circumstance the employee has a miscarriage or stillbirth and the employee: o Is the person’s partner o Is the person’s former partner and would have been a biological parent of a child born as a result of the pregnancy o Had agreed to be the primary carer of a child born as a result of the pregnancy (e.g. through a formal adoption or a whangai arrangement) o Is the partner of a person who had agreed to be the primary carer of a child born as a result of the pregnancy ▪ 3 days bereavement leave on the death of a grandparent, grandchild, a brother or sister, spouse/partner’s parent or grandparent; ▪ 1 days bereavement leave on the death of any other person that the employer accepts as being bereavement for the employee ▪ Additional bereavement leave shall be at the discretion of the employer including consideration of any travel time. 23.1.2 16.2 If bereavement occurs while the 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 Clause 23.1.1 16.1 above. This provision will not apply if the employee is on leave without pay. 23.1.3 16.3 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 deathadminister these provisions in a culturally sensitive manner. 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. 23.1 Where the employee suffers 5.7.1 An employer shall approve special bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on pay for the an employee to discharge any obligation obligations and/or to pay respects to a deceased person with whom he/she the employee has had a closeclose 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. 23.1.2 5.7.2 If a bereavement occurs while the an employee is on annual leave, this leave will be interrupted and bereavement leave granted in terms of clause 5. 7.1. 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 Clause 23.1.1 abovebe 7.1. 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 5.7.3 In granting time off, therefore, and for how long, the employer must take into account the following pointsinto account: (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. b(c) The amount of time needed to discharge properly any responsibilities or obligations. c(d) Reasonable travelling time should be allowed. For , but for cases involving overseas travel payment that may not cover be the full period of travel. d(e) A decision must be made as quickly as possible so that the employee is given the maximum time possible to make necessary arrangementsany arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectivelyretrospectively where necessary. e(f) If paid special leave is not appropriate then annual leave or leave without pay should be granted, granted but as a last resort. 23.1.5 Payment for bereavement (g) When an unveiling ceremony occurs on a working day, leave will on pay shall be as followsgranted. (h) Notwithstanding the above: a(i) On The minimum entitlement prescribed in the Xxxxxxxx Xxx 0000 for a bereavement on the death of an immediate family member employees are entitled for up to the employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days of bereavement leave to be days’ 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)leave. b(ii) On 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 5.7.1 exist is one day. 5.7.4 An employee is also entitled to 3 days’ paid bereavement leave for a pregnancy which ended by way of a miscarriage or still birth where: • It was their own pregnancy • It was their spouse or partner’s pregnancy • It was the pregnancy of their former spouse or partner if they would have been the biological parent of a child born as a result of the pregnancy • They had undertaken to be the Primary Carer of a child born as a result of the pregnancy, or • They are the spouse or partner of a person with whom the employee has a close association, employees are entitled to one day of bereavement leave who had undertaken to be paid at relevant daily paythe Primary Carer of a child born as a result of the pregnancy. Where more ‘Primary Carer’ in this context means a person, other than one day the biological mother or her spouse or partner, who takes permanent primary responsibility for the care of bereavement leave on pay a child who is approved, payment will be made at normal/ordinary rates under the age of pay (T1 rates)6 years.

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 closeclose association. Such obligations may exist because of blood or family ties or because of 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. 23.1 Where the G.9.1 An employee suffers shall be granted bereavement: 23.1.1 The employee’s manager will approve bereavement /tangihanga leave on full pay for the employee to discharge any their obligation and/or to pay their respects to a deceased person with whom he/she they have had a close 23.1.2 If bereavement occurs while the employee is absent on annual leaveclose association. Such obligations may exist because of blood or family ties or because of particular cultural requirements to perform roles at all or part of a tangihanga (or its equivalent), sick leave on payincluding karanga, mihi, karakia, kaumatua, kuia or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of Clause 23.1.1 abovekaitautoko. This provision will not apply if the employee is on shall include leave without payto attend hura kohatu (unveilings), kawe mate (re-enactment of tangihanga), and maumaharatanga (memorial services). 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 G.9.2 In granting time off, therefore, and for how long, the employer Employer must take administer these provisions in a culturally sensitive manner taking into account the following pointsaccount: 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.; bc) The amount of time needed to discharge properly any responsibilities or obligations.; cd) Reasonable travelling time should be allowed. For , but for cases involving overseas travel payment that may not cover be the full period of travel.; de) 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 retrospectivelyretrospectively where necessary. e) G.9.3 If paid special bereavement leave is not appropriate appropriate, then annual leave or leave without pay should be granted, but as a last resort. 23.1.5 Payment for G.9.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will be as follows:not apply if the employee is on leave without pay. a) On the death G.9.5 This leave is inclusive of an immediate family member employees are entitled for up any entitlement 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)under the Holidays Act 2003. 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).