Cashing out of Personal Leave. 18.8.1 An Employee may have their accrued personal leave cashed out in accordance with the following provisions:
(a) If s/he retires, is made redundant or dies. In the case of death, the Employee’s legal representative will be paid an amount equivalent to the Employee’s unused accumulated sick leave entitlement;
(b) resigns after 5 continuous years of service;
(c) has their employment terminated after 5 continuous years of service;
(d) is accepted by their superannuation fund as totally or permanently disabled; the Employee will be paid an amount equivalent to the Employee’s unused accumulated sick leave entitlement.
18.8.2 Where an Employee has accumulated in excess of 28 days unused personal leave, they may elect to receive payment for any amount of personal leave in excess of 28 days provided they do so between 1 July and 31 July each year. In cases of hardship, employees may apply at any time on a case by case basis.
18.8.3 Any personal leave cashed out in accordance with 18.8.1 will be paid at clause 11 - Rates of Pay where a day of personal leave is 8 hours.
Cashing out of Personal Leave. An employee at the conclusion of his/her anniversary date of employment may apply for the payment of a bonus payment for the amount of unused sick leave. They may cash out their personal leave subject to the following restrictions:
a) An employee must retain a personal leave balance of at least 15 days;
b) Each cashing out must be in a separate agreement in writing between the employee and the Company; and
c) The employee must be paid at least the full amount that would have been payable had they taken the leave that was forgone. *This is to be paid out at the end of December of each subsequent year or on his/ her termination of employment.
Cashing out of Personal Leave. 25.6.1 The Employer and an Employee may agree to cash out an amount of personal leave in any 12-month period of employment: Provided that any Agreement must be in writing and the Employee must always maintain a balance of ‘protected amount of paid personal leave’. For the purposes of this clause the ‘protected amount of paid personal leave’ shall be 3/52 of the number of nominal hours worked by the Employee for the Employer during:
(a) a continuous period of 12 months service with the Employer ending on the last day of the previous pay fortnight on which the Employee makes an election under this clause; or
(b) a sequence of periods totalling 12 months of service with the Employer, ending on the last day of the previous pay fortnight the Employee makes an election under this clause.
25.6.2 Employees who terminate employment after the completion of 10 years of continuous service shall be entitled to have all unused accrued personal leave cashed out upon termination. This entitlement shall be subject to the following conditions: • Such payment not putting the organization in financial jeopardy (a lesser payout may be offered to the Employee if financial circumstances of TIPACL Inc prevent a full payout); • The Employee not being summarily dismissed; • The Employee not being subject to a process of Performance Management at the time employment is terminated; and • Board of Management approval.
25.6.3 Upon the death of an Employee, regardless of the length of tenure, and the edicts contained in clause 25.6.2 of this Agreement, any accrued sick pay entitlements will be included in the final entitlement payout for the deceased and forwarded onto the executor of the estate.
Cashing out of Personal Leave. 26.9.1 An Employee is entitled to forego the entitlement to, and therefore cash-out a portion of accrued personal leave provided that:
26.9.1.1 The Employee gives the Company a written election to forgo the amount of personal leave.
26.9.1.2 An Employee is not entitled to forgo an amount of personal leave if it would result in the Employee’s remaining accrued entitlement to paid personal leave being less than fifteen (15) days (114 hours).
26.9.1.3 The Company authorises the Employee to forgo the amount of personal leave.
26.9.2 At the time of providing the Company with the written request to cash out a portion of accrued personal leave an Employee must elect to access the cashed out personal leave in one of two ways;
26.9.2.1 An Employee may elect to be paid the cashed out personal leave as a gross lump sum payment; or
26.9.2.2 The cashing out of personal/carer’s leave may be requested by the Employee to coincide with an authorised period of unpaid leave.
26.9.3 The authorisation of leave under the provisions of clause 25.9.2.2 is subject to the Company’s operational requirements.
26.9.4 In circumstances where personal leave is cashed out, the Company must pay the Employee at least the full amount that would have been payable to the Employee had the Employee taken the leave that the Employee had forgone.
Cashing out of Personal Leave. There is no entitlement to cash out personal leave under this agreement.
Cashing out of Personal Leave. (a) Where a Team Member has more than 10 days of accumulated untaken personal leave, the team member is entitled to have a part of that accumulated entitlement cashed out.
(b) If the Team Member elects in writing to have a part of the accrued entitlement cashed out, Bunnings shall pay such a Team Member for any accumulated untaken personal leave exceeding 10 days, up to a maximum payment of 3 days. The Team Member must be paid the full amount that would have been payable to the Team Member had the Team Member taken the leave that has been cashed out, which is the Team Member’s base hourly rate of pay for the Team Member’s ordinary hours of work.
(c) The Team Member may only make this request once in any 12 month period.
(a) Each cashing out of a particular amount of paid personal/carer’s leave must be by separate agreement in writing between Bunnings and the Team Member.
Cashing out of Personal Leave. 32.1 An Employee may elect to cash out untaken personal leave in accordance with the NES. The Employee must retain a minimum of fifteen (15) days accumulated provision for personal leave.
32.2 Each cashing out of a particular amount of paid personal/carer’s leave must be by a separate agreement in writing between Team Global Express and the Employee.
32.3 Team Global Express agrees to pay out any excess personal leave if requested to do so by an Employee in the second pay period each December.
32.4 The maximum payout of untaken personal leave shall be ten (10) days in any one year.
Cashing out of Personal Leave. Where agreed between the Employee and the Employer, so long as an amount of fifteen
Cashing out of Personal Leave. Employees may elect in writing, subject to the Chief Executive Officer’s approval, to cash out an amount of credited personal leave. However, before approving a written election from Employees to cash out credited personal leave the Chief Executive Officer must ensure that Employees retain a balance of credited personal leave that is not less than 152 ordinary hours.
Cashing out of Personal Leave. 28.3.1 Employees are permitted to cash out personal leave in accordance with the provisions of the Act. As such, the Employee and the Employer can agree to cash out an amount of personal leave provided that the ‘protected amount’ of leave (as prescribed by the Act) remains available after cashing out takes place.
28.3.2 The Employee shall have the choice of two ‘cash in periods’ each in which the Employee can elect to cash out personal leave. These periods are:
(a) the 1st pay week in January; and
(b) the 1st pay week in June. The Employee must elect, in writing, to cash out their personal leave at least 14 days in advance so as to ensure that the Company can process the payments in the ‘cash in period’.
