Common use of Calculation of Service Clause in Contracts

Calculation of Service. 24.1 Subject to the provisions contained elsewhere in this Agreement, calculation of service will include the total period of employment with Wollongong City Council from the date of commencing duties to the date of termination of employment, plus all service transferred from other Council’s for the purposes of Long Service Leave Entitlements. 24.2 In calculating periods of service with Council, the following will be taken into account and counted as service: i. Any leave of absence with pay approved by Council; ii. Any leave of absence without pay approved (including unpaid parental leave) by the Council not exceeding thirty consecutive days or shifts within any one service year; iii. Any leave of absence without pay approved by the Council for any period to enable the employee to gain experience with other employers or to improve the employee’s knowledge on matters pertaining to the Council’s activities; iv. Sick Leave with pay approved by Council; v. Periods of absence due to accident whilst an employee of the Council and whilst receiving payment under the Workers’ Compensation Act 1987 as amended; vi. Annual and Long Service Leave; vii. Any absence on paid parental leave; viii. Periods of service whilst in employment as a temporary employee; ix. Where an employee has resigned or has been terminated by Wollongong City Council for any reason other than misconduct and is re-employed by Wollongong City Council within a twelve month period, the total length of service accruing to them at the date of resignation, retirement or discharge will be taken into account for calculating length of service and leave entitlements; x. Leave of absence paid or unpaid for the purpose of undergoing service with any branch of the Armed Services either compulsorily or voluntarily. Refer to Council’s Military Leave Policy in regard to Defence Force Reserve Leave. 24.3 For the purpose of calculating Long Service leave entitlements, the continuity of service will be deemed to be unbroken when transferring from one Council to another within NSW: i. Where the break in service is less than one month in the case of an employee who has not yet qualified for long service leave accruals; or ii. Where the break in service is less than three months in the case of an employee who has qualified for long service leave accruals; iii. Provided that the employee does not undertake paid employment for another organisation between leaving one Council and commencing with Wollongong City Council.

Calculation of Service. 24.1 Subject to the provisions contained elsewhere in this Agreement, calculation of service will include the total period of employment with Wollongong City Council from the date of commencing duties to the date of termination of employment, plus all service transferred from other Council’s for the purposes of Long Service Leave Entitlements. 24.2 In calculating periods of service with Council, the following will be taken into account and counted as service: i. Any leave of absence with pay approved by Council; ii. Any leave of absence without pay approved (including unpaid parental leave) by the Council not exceeding thirty consecutive days or shifts within any one service year; iii. Any leave of absence without pay approved by the Council for any period to enable the employee to gain experience with other employers or to improve the employee’s knowledge on matters pertaining to the Council’s activities; iv. Sick Leave with pay approved by Council; v. Periods of absence due to accident whilst an employee of the Council and whilst receiving payment under the Workers’ Compensation Act 1987 Xxx 0000 as amended; vi. Annual and Long Service Leave; vii. Any absence on paid parental leave; viii. Periods of service whilst in employment as a temporary employee; ix. Where an employee has resigned or has been terminated by Wollongong City Council for any reason other than misconduct and is re-employed by Wollongong City Council within a twelve month period, the total length of service accruing to them at the date of resignation, retirement or discharge will be taken into account for calculating length of service and leave entitlements; x. Leave of absence paid or unpaid for the purpose of undergoing service with any branch of the Armed Services either compulsorily or voluntarily. Refer to Council’s Military Leave Policy in regard to Defence Force Reserve Leave. 24.3 For the purpose of calculating Long Service leave entitlements, the continuity of service will be deemed to be unbroken when transferring from one Council to another within NSW: i. Where the break in service is less than one month in the case of an employee who has not yet qualified for long service leave accruals; or ii. Where the break in service is less than three months in the case of an employee who has qualified for long service leave accruals; iii. Provided that the employee does not undertake paid employment for another organisation between leaving one Council and commencing with Wollongong City Council.