Common use of BEREAVEMENT/TANGIHANGA LEAVE Clause in Contracts

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 employer may agree to such leave being interrupted and bereavement leave being granted in its place. (c) The above provisions will not apply if the employee is on leave without pay. 6.6.5 Payment of bereavement leave will be an amount that is equivalent to the employee’s relevant daily pay for each day of bereavement taken by the employee that would otherwise be a working day for the employee.

BEREAVEMENT/TANGIHANGA LEAVE. 6.6.1 7.7.1 An employee employer shall be granted approve special bereavement/tangihanga leave on pay to allow a reasonable opportunity for the an employee to discharge his or her any obligations and/or to pay his or her respects to a deceased person with whom he/she the employee has had a close association. The entitlement to this leave extends to the death Such obligations may exist because of any members of the employee's family, blood or person who, family ties or because of particular cultural requirements on the employee, he such as attendance at all 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 7.7.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave will be interrupted and in fixing bereavement leave granted. This provision will not apply if the length of leaveemployee is on leave without pay. 7.7.3 In granting time off, therefore, and for how long, the employer must discharge its obligations in a culturally sensitive manner, taking take the following into account the followingaccount: (a) the closeness of the association between the employee and the deceaseddeceased (Note: this association need not be a blood relationship); (b) the responsibilities of whether the employee has to take significant responsibility for any or all of the arrangements for to do with the ceremonies resulting from the death; (c) the amount of time needed properly to discharge properly any responsibilities or obligations by an employee; andobligations; (d) reasonable travelling timetime should be allowed, provided but for cases involving overseas travel that may not be the employer need not take into account total travelling time where an employee must attend a funeral overseas. However, any decision regarding the length full period of bereavement leave will be no less than the minimum amounts set out by s70 of the Holidays Xxx 0000travel. 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 7.7.4 A decision on this leave and the length of such leave will must 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, immediately but may be given retrospectively where necessary. . 7.7.5 If paid special leave is not appropriate then annual leave or leave without pay shall should be granted, granted but as a last resort. (7.7.6 When an unveiling ceremony occurs on a working day, leave on pay shall be granted. 7.7.7 Not withstanding the above: a) Where an employee is absent on annual leave and The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement occurs on the employer shall be notified and will determine death of the number of days of bereavement leave to be granted in accordance with 6.6.2 above. The days shall replace the annual employee’s spouse, partner, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days’ paid leave. (b) If 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 7.7.1 exist is one day. 7.7.8 An employee is also entitled to 3 days’ paid bereavement leave is sought while an employee is absent on sick leave for a pregnancy which ended by way of a miscarriage or any 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 who had undertaken to be the Primary Carer of a child born as a result of the pregnancy. ‘Primary Carer’ in this context means a person, other leave with paythan the biological mother or her spouse or partner, the employer may agree to such leave being interrupted and bereavement leave being granted in its place. (c) The above provisions will not apply if the employee is on leave without pay. 6.6.5 Payment of bereavement leave will be an amount that is equivalent to the employee’s relevant daily pay for each day of bereavement taken by the employee that would otherwise be a working day who takes permanent primary responsibility for the employeecare of a child who is under the age of 6 years.

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 they are 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 0000Act 2003. Note 1: The minimum entitlement prescribed in the Xxxxxxxx Xxx 0000 Holidays Act 2003 for a bereavement on the death of the employee’s spouse, parent, childchild (including by reason of miscarriage or still birth), 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 Holidays Act 2003 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 employer may agree to such leave being interrupted and bereavement leave being granted in its place. (c) The above provisions will not apply if the employee is on leave without pay. 6.6.5 Payment of bereavement leave will be an amount that is equivalent to the employee’s relevant daily pay for each day of bereavement taken by the employee that would otherwise be a working day for the employee.

BEREAVEMENT/TANGIHANGA LEAVE. 6.6.1 5.7.1 An employee employer shall be granted approve special bereavement/tangihanga leave on pay to allow a reasonable opportunity for the an employee to discharge his or her any obligations and/or to pay his or her respects to a deceased person with whom he/she the employee has had a close association. The entitlement to this leave extends to the death Such obligations may exist because of any members of the employee's family, blood or person who, family ties or because of particular cultural requirements on the employee, he such as attendance at all 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 5.7.2 If a bereavement occurs while an employee is on annual leave, this leave will be interrupted and bereavement leave granted in fixing terms of clause 5. 7.1. If a bereavement occurs while an employee is absent on sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of clause 5. 7.1. This provision will not apply if the length of leaveemployee is on leave without pay. 5.7.3 In granting time off, therefore, and for how long, the employer must discharge its obligations in a culturally sensitive manner, taking take the following into account the followingaccount: (a) the The closeness of the association between the employee and the deceased;deceased (note: this association need not be a blood relationship). (b) the responsibilities of Whether the employee has to take significant responsibility for any or all of the arrangements for to do with the ceremonies resulting from the death;. (c) the The amount of time needed properly to discharge properly any responsibilities or obligations by an employee; andobligations. (d) reasonable Reasonable travelling timetime should be allowed, provided 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 employer need not take into account total travelling employee is given the maximum time where an employee must attend a funeral overseaspossible to make any arrangements necessary. However, any decision regarding In most cases the length of bereavement leave necessary approval will be no less than the minimum amounts set out by s70 of the Holidays Xxx 0000given immediately, but may be given retrospectively where necessary. Note 1: (f) If paid special leave is not appropriate then annual leave or leave without pay should be granted but as a last resort. (g) When an unveiling ceremony occurs on a working day, leave on pay shall be granted. (h) Notwithstanding the above: (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. Note 2: (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 6.6.1) 5.7.1 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 employer may agree to such leave being interrupted and bereavement leave being granted in its place. (c) The above provisions will not apply if the employee is on leave without pay. 6.6.5 Payment of bereavement leave will be an amount that is equivalent to the employee’s relevant daily pay for each day of bereavement taken by the employee that would otherwise be a working day for the employee.

BEREAVEMENT/TANGIHANGA LEAVE. 6.6.1 An employee shall be granted bereavement/tangihanga xxxxxxxxxx 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 they are 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, childchild (including by reason of miscarriage or still birth), 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 employer may agree to such leave being interrupted and bereavement leave being granted in its place. (c) The above provisions will not apply if the employee is on leave without pay. 6.6.5 Payment of bereavement leave will be an amount that is equivalent to the employee’s relevant daily pay for each day of bereavement taken by the employee that would otherwise be a working day for the employee.

BEREAVEMENT/TANGIHANGA LEAVE. 6.6.1 4.3.1 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 4.3.2 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: (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. Note 2: (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 6.6.14.3.1) exist is one day. 6.6.3 4.3.3 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 4.3.2 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 employer may agree to such leave being interrupted and bereavement leave being granted in its place. (c) The above provisions will not apply if the employee is on leave without pay. 6.6.5 4.3.5 Payment of bereavement leave will be an amount that is equivalent to the employee’s relevant daily pay for each day of bereavement taken by the employee that would otherwise be a working day for the employee.

BEREAVEMENT/TANGIHANGA LEAVE. 6.6.1 An employee shall be granted bereavement/tangihanga xxxxxxxxxx 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 employer may agree to such leave being interrupted and bereavement leave being granted in its place. (c) The above provisions will not apply if the employee is on leave without pay. 6.6.5 Payment of bereavement leave will be an amount that is equivalent to the employee’s relevant daily pay for each day of bereavement taken by the employee that would otherwise be a working day for the employee.

BEREAVEMENT/TANGIHANGA LEAVE. 6.6.1 4.3.1 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 4.3.2 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: (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. Note 2: (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 6.6.1) exist 4.3.1exist is one day. 6.6.3 4.3.3 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 leave4. (b) If bereavement leave is sought while an employee is absent on sick leave or any other leave with pay, the employer may agree to such leave being interrupted and bereavement leave being granted in its place. (c) The above provisions will not apply if the employee is on leave without pay. 6.6.5 Payment of bereavement leave will be an amount that is equivalent to the employee’s relevant daily pay for each day of bereavement taken by the employee that would otherwise be a working day for the employee.