Common use of BEREAVEMENT/TANGIHANGA LEAVE Clause in Contracts

BEREAVEMENT/TANGIHANGA LEAVE. 1. An employee shall be granted bereavement leave with pay to discharge their obligation and/or pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 2. In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner, taking into account the following points: a. the closeness of the association between the employee and the deceased. (Note: This association need not be a blood relationship); b. whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; c. the amount of time needed to discharge properly any responsibilities or obligations; d. reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; e. a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary; f. if paid leave is not appropriate then leave without pay should be granted, but as a last resort. 3. In operating provisions of 4.4.1 and 4.4.2 above, the employer shall recognise at least the minimum entitlements provided under statute.

BEREAVEMENT/TANGIHANGA LEAVE. 1. An The intent of this provision is to provide every reasonable opportunity for an employee shall be granted bereavement leave with pay to discharge their any obligation and/or to pay their respects to a deceased person with whom they have the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent) or Hura Kohatu (unveiling). 222.1. The Employer may approve up to five days bereavement leave on pay. In granting time off therefore, and for how longthe leave, the employer Employer must administer these provisions in a culturally sensitive manner, taking take into account the following points: a. the (a) The closeness of the association between the employee and the deceased. (Note: This association , which need not be a blood relationship);. b. whether (b) Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death;. c. the (c) The amount of time needed to discharge properly any responsibilities or obligations;. d. reasonable (d) Reasonable travelling time should be allowed, but for cases involving overseas travel travel, that may might not be the full period of travel;. e. a (e) A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any arrangements necessaryneeded. In most cases the necessary approval will shall be given immediately, but may be given retrospectively where necessary;. f. if (f) If paid bereavement leave is not appropriate appropriate, then annual leave or leave without pay should be granted, but as a last resort. 3. In operating provisions of 4.4.1 and 4.4.2 above, the employer shall recognise at least the minimum entitlements provided under statute(g) The Employer may require that satisfactory proof be produced when paid leave is requested.

BEREAVEMENT/TANGIHANGA LEAVE. 1. ‌ 4.4.1 An employee shall be granted bereavement leave with pay to discharge their obligation and/or pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 2. 4.4.2 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner, taking into account the following points: a. (a) the closeness of the association between the employee and the deceased. (Note: This association need not be a blood relationship); b. (b) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; c. (c) the amount of time needed to discharge properly any responsibilities or obligations; d. (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; e. (e) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary; f. (f) if paid leave is not appropriate then leave without pay should be granted, but as a last resort. 3. 4.4.3 In operating provisions of 4.4.1 and 4.4.2 above, the employer shall recognise at least the minimum entitlements provided under statute.