Defence Reservists Leave Sample Clauses

Defence Reservists Leave. 62.1 An employee may be granted leave (with or without pay) to fulfil their Australian Defence Force (ADF) Reserve, continuous full time service (CFTS) or Cadet Force obligations. 62.2 An eligible employee is entitled to ADF Reserve leave with pay, for up to four weeks during each financial year and an additional two weeks’ paid leave in their first year of ADF Reserve service. With the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 62.3 Employees are not required to pay their tax free ADF Reserve salary to the ATO in any circumstances. 62.4 An employee who is an officer or instructor of cadets in a Cadet Force may be granted paid leave of up to three weeks each financial year to perform duties as an officer or instructor of Cadets. For these purposes ‘Cadet Force’ means the Australian Navy Cadets, Australian Army Cadets, or the Australian Air Force Cadets. 62.5 Defence Reserve leave counts as service for all purposes, except when an employee takes unpaid leave to undertake CFTS, in which circumstance it will not count for Annual Leave purposes.
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Defence Reservists Leave. ‌ 184 An employee may be granted leave with or without pay to enable the employee to fulfil Australian Defence Force (ADF) Reserve and Continuous Full- Time Service (CFTS) or Cadet Force obligations. 185 An employee is entitled to ADF Reserve leave with pay, for up to four weeks during each financial year for the purpose of fulfilling service in the ADF Reserve. These purposes include training and operational duty as required and the following provisions apply:
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Defence Reservists Leave. ‌ Defence reservist leave will be provided in accordance with the Act and the Defence Reserve Service (Protection) Act 2001 (Cth), unless a more beneficial entitlement is specified in an employment contract or company procedure.
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Defence Reservists Leave. 49.1 An employee may be granted leave (with or without pay) to enable the employee to fulfil Australian Defence Force (ADF) Reserve and Continuous Full Time Service (CFTS) or Cadet Force obligations. 49.2 An employee is entitled to leave with pay, for up to four weeks during each calendar year, and an additional two weeks paid leave in the first year of ADF Reserve Service, for the purpose of fulfilling service in the ADF Reserve. 49.3 With the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a member of the ADF Reserves. 49.4 Defence Reserve leave counts as service for all purposes, except for unpaid leave to undertake CFTS. Unpaid leave for the purpose of CFTS counts for all purposes except annual leave accrual. 49.5 Eligible employees may also apply for annual leave, long service leave or flex days, for the purpose of fulfilling ADF Reserve, CFTS or Cadet Force obligations.
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Defence Reservists Leave. An employee may be granted leave (with or without pay) to enable the employee to fulfil Australian Defence Force (ADF) Reserve and Continuous Full Time Service (CFTS) or Cadet Force obligations.
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Defence Reservists Leave. 38.1. An employee may be granted leave (with or without pay) to enable the employee to fulfil Australian Defence Force (ADF) Reserve and Continuous Full Time Service (CFTS) or Cadet Force obligations. 38.2. An employee is entitled to ADF Reserve leave with pay, for up to four weeks during each financial year and an additional two weeks’ paid leave in the first year of ADF Reserve service, for the purpose of fulfilling service in the ADF Reserve. 38.3. With the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. 38.4. An employee who is an officer or instructor of cadets in a Cadet Force may be granted paid leave of up to three weeks each financial year to perform duties as an officer or instructor of Cadets. For these purposes ‘Cadet Force’ means the Australian Navy Cadets, Australian Army Cadets, or the Australian Air Force Cadets. 38.5. Defence Reserve leave counts as service for all purposes, except for unpaid leave to undertake CFTS. Unpaid leave for the purpose of CFTS counts for all purposes except Recreation Leave.
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Defence Reservists Leave. ‌ 35.1 An employee may be granted leave (with or without pay) to enable the employee to fulfil Australian Defence Force (ADF) Reserve and Continuous Full Time Service (CFTS) or Cadet Force obligations. 35.2 An employee is entitled to ADF Reserve Leave with pay, for up to four weeks during each financial year, for the purpose of fulfilling service in the ADF Reserve. These purposes include training and operational duty as required. (a) During the employee’s first year of ADF Reserve service, a further two weeks paid leave may be granted to facilitate participation in additional ADF Reserve training, including induction requirements. (b) With the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a member of the ADF Reserves. (c) Employees are not required to pay their tax free ADF Reserve salary to the department in any circumstances. 35.3 An employee who is an officer or instructor of cadets in a Cadet Force may be granted paid leave of up to three weeks each financial year to perform duties as an officer or instructor of Cadets. For these purposes ‘Cadet Force’ means the Australian Navy Cadets, Australian Army Cadets or the Australian Air Force Cadets. 35.4 Defence Reserve Leave counts as service for all purposes, except for unpaid leave to undertake Continuous Full Time Service (CFTS). Unpaid leave for the purpose of CFTS counts for all purposes except Annual Leave. 35.5 Eligible employees may also apply for Recreation Leave, Long Service Leave, Leave Without Pay, top-up pay or they may use flex time or make up time for the purpose of fulfilling ADF Reserve, CFTS or Cadet Force obligations. 35.6 Employees are to notify supervisors at the earliest opportunity once the dates for ADF Reserve, CFTS or Cadet Force activities are known and/or changed.
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Defence Reservists Leave. 64.1 An employee may be granted leave (with or without pay) to enable the employee to fulfil Australian Defence Force (ADF) Reserve and Continuous Full Time Service (CFTS) or Cadet Force obligations. 64.2 An employee is entitled to ADF Reserve leave with pay, for up to four weeks during each calendar year for the purpose of fulfilling service in the ADF Reserve. These purposes include training and operational duty as required. During the employee’s first year of ADF Reserve service, a further two weeks paid leave may be granted to facilitate participation in additional ADF Reserve training, including induction requirements. With the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years, to enable the employee to undertake training as a member of the ADF Reserves. 64.3 Defence Reserve leave counts as service for all purposes, except for unpaid leave to undertake CFTS. Unpaid leave for the purpose of CFTS counts for all purposes except Annual Leave. 64.4 Eligible employees may also apply for Annual Leave, Long Service Leave or flex days, for the purpose of fulfilling ADF Reserve, CFTS or Cadet Force obligations. 64.5 Employees are to notify supervisors when the dates of ADF Reserve, CFTS or Cadet Force activities are known and/or changed.
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Defence Reservists Leave. An employee may be granted leave (with or without pay) to enable the employee to fulfil Australian Defence Force (ADF) Reserve and Continuous Full Time Service (CFTS) or Cadet Force obligations. An employee is entitled to leave with pay, for up to four [4] weeks during each financial year and an additional two [2] weeks’ paid leave in the first year of ADF Reserve service, for the purpose of fulfilling service in the ADF Reserve. With the exception of the additional two [2] weeks in the first year of service, leave can be accumulated and taken over a period of two [2] years. An employee who is an officer or instructor of cadets in a Cadet Force may be granted paid leave of up to three [3] weeks each financial year to perform duties as an officer or instructor of Cadets. For these purposes ‘Cadet Force’ means the Australian Navy Cadets, Australian Army Cadets, or the Australian Air Force Cadets. Defence Reserve leave counts as service for all purposes, except for unpaid leave to undertake Continuous Full Time Service (CFTS). Unpaid leave for the purpose of CFTS counts for all purposes except Annual leave.
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Related to Defence Reservists Leave

  • Donor Leave An employee shall be granted the necessary leave of absence with pay for the purpose of donating bone marrow or an organ.

  • Personal/Xxxxx’s Leave 7.3.1 All full time employees shall be entitled to accrue paid personal / xxxxx's leave on the basis of 10 days per year (or pro-rata thereof for any period less than one year). Part-time employees are entitled to a pro-rata benefit. Paid personal / carer's leave is cumulative. 7.3.2 All accrued personal leave shall be available for use as carer's leave in accordance with the provisions outlined below. 7.3.3 As part of its commitment to provide a family-friendly workplace, the employer will allow employees to use any amount of accrued personal /xxxxx's leave to enable employees to: (a) provide primary care to partners, children and/or other household or family members. (b) attend the funerals of family or household members or close family relatives (if compassionate leave is not available in the circumstances). 7.3.4 The leave provided for in this clause will be granted subject to the following: (a) The employee must notify the employer of the reason and likely duration of the absence before 7.00 am on the first day of the absence, unless this is not possible due to an unexpected emergency in which case the employee must notify the employer as soon as practicable. (b) Where circumstances permit, an employee must endeavour to arrange leave to minimise the impact on operational needs. (c) The provision of appropriate documentary evidence. 1. For sick leave, a medical certificate or if not reasonably practicable to provide a medical certificate- a statutory declaration made by the employee. 2. For xxxxx's leave, a medical certificate in respect to the family or household member, or a statutory declaration by the employee. 3. For compassionate leave, any evidence that the employer reasonably requires. 7.3.5 The employee is not entitled to take more than 10 days of paid xxxxx’s leave (1/26th of the nominal hours worked by the employee) per year, regardless of the amount of personal leave the employee has accumulated over time. 7.3.6 An employee may request to cash out any amount of paid personal/xxxxx’s leave that they have accrued that is excess of 3/52 of the number of nominal hours worked over the past 12 months. For example, an employee working 38 hours per week over 12 months must retain 15 days of paid personal/carer’s leave and may cash out any further personal/carer’s leave that has been accumulated. 7.3.7 In addition to the above, a request to cash out personal/xxxxx’s leave will only be granted where: (a) the employee elects to cash out their leave in writing; and (b) the employer agrees. 7.3.8 Casual Employees engaged in continuous service shall be entitled to personal leave limited to the provision of sub clause 7.3.

  • Unpaid Personal Leave Where an employee has exhausted all paid personal leave entitlements, they are entitled to take unpaid personal leave to care for members of their immediate family or household who are sick and require care and support or who require care due to an unexpected emergency. The employer and the employee shall agree on the period. In the absence of agreement, the employee is entitled to take up to two days (up to a maximum of 16 hours) of unpaid leave per occasion, provided the requirements of 7.2.5(a) and 7.2.5(b) are met.

  • Court Leave Leave of absence with pay shall be given to every employee, other than an employee on leave of absence without pay or under suspension, who is required:

  • Xxxx Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are reappointed. Whenever a person becomes ineligible for reemployment, and such person has not been re-employed, then, if at the point of layoff such person was eligible to receive a sick leave accrual payoff, such person shall be paid for existing sick leave accruals in accordance with Section 1408 of this Agreement.

  • Bereavement Leave With Pay 26.01 For the purpose of this Article, immediate family is defined as father, mother (or alternatively stepfather, stepmother, or xxxxxx parent), brother, sister, spouse (including common-law partner resident with the Employee), child (including child of common-law partner), stepchild or xxxx of the Employee, grandchild, grandparent, spouse’s parents or any relative permanently residing in the Employee's household or with whom the Employee permanently resides. a) When a member of the Employee's immediate family dies, the Employee shall be granted leave with pay for a period up to five (5) days for purposes relating to the bereavement. In addition, they may be granted up to three (3) days' leave for the purpose of travel related to the death. b) An Employee is entitled to one (1) day's bereavement leave with pay for the purpose related to the death of their son-in-law, daughter-in-law, brother-in-law or sister-in-law, aunt or uncle. c) If, during a period of sick leave, vacation leave or compensatory leave, an Employee is bereaved in circumstances under which they would have been eligible for bereavement leave with pay under paragraph a) or b) of this clause, the Employee shall be granted bereavement leave with pay and their sick leave, vacation leave or compensatory leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted. d) It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Director of Human Resources and Organizational Effectiveness may, after considering the particular circumstances involved, grant leave with pay for a period greater than that provided for in clauses a) and b) above.

  • Personal Leave With Pay Full-time employees who are eligible to accrue sick leave may use up to a maximum of six days personal leave with pay per year provided that such days shall be charged against the employee's currently accrued sick leave. This leave is non-cumulative.

  • Approved Leave of Absence With Pay During Vacation When an employee is qualified for bereavement leave, sick leave or any other approved leave with pay during her vacation period, there shall be no deduction from the vacation credits for such leave. In the case of sick leave, this section shall only apply when the period of illness or injury is in excess of two (2) days and a note from a physician may be required. The period of vacation so displaced shall be taken at a mutually agreed time. An employee intending to claim displaced vacation leave must advise the Employer and provide necessary documentation within seven (7) days of returning to work.

  • Civil Leave A. A bargaining unit member subpoenaed to appear in court for a work-related matter or serve on jury duty shall be granted leave without loss of pay. A copy of the court summons, subpoena, or letter from the court requesting the bargaining unit member’s presence must be submitted to administration. B. When a bargaining unit member is scheduled to be absent and such appearance in court is negated or the bargaining unit member is excused in such time to return to his/her work site for the remainder of his/her workday, then he/she is required to do so.

  • Personal/Carer’s Leave 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

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