Deeming and compulsory taking of leave. Supervisors and employees acknowledge the importance of taking regular recreation leave in the context of the employees’ health and in balancing work and personal life. Supervisors and employees share the responsibility for the effective management of recreation leave which includes steps to be taken to ensure that deeming of leave is avoided. Recognising the importance of employee well being, all employees are required to take a minium of 10 days recreation leave per year except in the employee’s first year of employment. In circumstances where an employee fails to take the minimum leave, the employee will be notified and directed to go on leave at a particular date. All employees are limited to accruing no more than 40 days recreation leave at any point in the calendar year. When an employee reaches 35 days accrual then the employee and supervisor will be notified by HR. The employee will be advised by HR that he/she will be required to take 5 days leave within the next three months. Where the employee has not taken steps to take leave and reaches 40 days, then the employee will be notified by HR that he/she will be deemed to be on leave for 5 days, thus reducing his/her credit to 35 days. Employees who are shift workers can accrue 50 days before deeming action is taken. Part time employees are limited to accruing no more than 40 days at their normal part time hours and will be treated the same as full time employees in respect of excess credits. Where previously approved leave has been denied or changed for business or operational reasons, the employee will be given an additional four months from the date of the change to discharge the excess credits and reach 35 days accrual. Exceptional Circumstances An employee seeking to accrue recreation leave for an extended period (greater than 40 days) is required to do the following: • Provide an explanation regarding the need for the extended leave and obtain approval for the leave from their manager through the use of an ANSTO leave form which is signed and approved. • Advise their relevant HR Adviser of the arrangement and submit the form to HR for input into SAP. HR will then make system changes in SAP which will override messages relating to excess leave.
