Common use of Documentation Requirements Clause in Contracts

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a) (sick leave), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for and length of the absence. (c) Subject to clause 56.8(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b) (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency and that this unexpected emergency required the employee’s care or support. (iii) A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of duty.

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d54.8d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a54.2a)(i) (sick leave), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for and length of the absence. (c) Subject to clause 56.8(d54.8d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b54.2a)(ii) (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required the employee’s care or support.; (iii) A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of duty.

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d37.8(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a37.2(a)(i) (sick leave), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for and length of the absence. (c) Subject to clause 56.8(d37.8(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b37.2(a)(ii) (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required the employee’s care or support.; (iii) A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of duty.

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d39.8(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a39.2(a)(i) (sick leave), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for and length of the absence. (c) Subject to clause 56.8(d39.8(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b39.2(a)(ii) (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required the employee’s care or support. (iii) A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of duty.

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d24.7(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a24.2(a)(i)(sick leave) (sick leave), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if where it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area in a remote or regional locality or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for reasons for, and length of the absence. (c) Subject to clause 56.8(d), 24.7(d) to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b) (carer24.2(a)(ii)(carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner Registered Health Practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required requires the employee’s care or support. (iii) A The CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, evidence up to a maximum of the employee’s weekly hours or five days or the equivalent number of hours of duty shifts whichever is greater per personal leave year, provided that no more than three of those days shifts may be consecutive working days or the equivalent number of hours of dutyconsecutive.

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d), 39.8(d) to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a39.2(a) (sick leave), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area in a remote or regional locality or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason reasons for and length of the absence. (c) Subject to clause 56.8(d39.8(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b39.2(b) (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required the employee’s care or support. (iii) A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of duty.

Documentation Requirements. (‌ a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d53.8d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a) 53.2a)i (sick leave), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) i. a medical certificate from a registered health practitioner; or (ii) . if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for and length of the absence. (c) Subject to clause 56.8(d53.8d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b) 53.2a)ii (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) i. evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) . other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required the employee’s care or support.; (iii) . A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of duty.duty.‌

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d64.6(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a) (sick leave64.1(a)(i), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for and length of the absence. (c) Subject to clause 56.8(d64.6(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b64.1(a)(ii) (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required the employee’s care or support. (iii) A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of duty. NTPS Aboriginal Health Practitioner 2022 - 2025 Enterprise Agreement (e) An employee who is a shiftworker may access personal leave without providing documentary evidence up to a maximum of the employee’s weekly hours or five shifts, whichever is the greater, provided that no more than three of those shifts may be consecutive working days.

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to sub-clause 56.8(d62.6(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in sub-clause 56.2(a62.1(a)(i) (sick personal leave), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for and length of the absence. (c) Subject to sub-clause 56.8(d62.6(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in sub-clause 56.2(b62.1(a)(ii) (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required the employee’s care or support.; (iii) A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of duty.

Documentation Requirements. ‌ (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d62.8(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a) (sick leave62.2(a)(i), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for and length of the absence. (c) Subject to clause 56.8(d62.8(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b62.2(a)(ii) (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required the employee’s care or support. (iii) A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of dutyduty.‌ (e) An employee who is a shiftworker may access personal leave without providing documentary evidence up to a maximum of the employee’s weekly hours or five shifts, whichever is the greater, provided that no more than three of those shifts may be consecutive working days.

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d64.6(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a) (sick leave64.1(a)(i), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for and length of the absence. (c) Subject to clause 56.8(d64.6(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b64.1(a)(ii) (carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required the employee’s care or support. (iii) A CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, up to a maximum of five days or the equivalent number of hours of duty per personal leave year, provided that no more than three of those days may be consecutive working days or the equivalent number of hours of duty. (e) An employee who is a shiftworker may access personal leave without providing documentary evidence up to a maximum of the employee’s weekly hours or five shifts, whichever is the greater, provided that no more than three of those shifts may be consecutive working days.

Documentation Requirements. (a) An employee must apply for personal leave in the form required by the CEO as soon as it is reasonably practicable for the employee to make the application. (b) Subject to clause 56.8(d26.5(d), to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(a26.1(a)(i)(sick leave) (sick leave), an employee must, as soon as reasonably practicable provide the CEO with the following documentary evidence: (i) a medical certificate from a registered health practitioner; or (ii) if where it is not reasonably practicable for the employee to access a registered health practitioner to obtain a medical certificate for reasons that include because they reside outside an urban area in a remote or regional locality or for any other reason approved by the CEO, a statutory declaration may be submitted in writing detailing: A. the reasons why it was not practicable to provide a medical certificate; and B. the reason for reasons for, and length of the absence. (c) Subject to clause 56.8(d), 26.5(d) to assist the CEO to determine if the leave taken, or to be taken, was or is for one of the reasons set out in clause 56.2(b) (carer26.1(a)(ii)(carer’s leave), an employee must, as soon as reasonably practicable, provide the CEO with: (i) evidence which may include a medical certificate from a registered health practitioner Registered Health Practitioner stating the condition of the person concerned and that the condition requires the employee’s care or support to the extent that they will not be able to attend for duty; or (ii) other relevant documentary evidence stating the unexpected emergency emergency, and that this unexpected emergency required requires the employee’s care or support.; and (iii) A the CEO may request further additional evidence about the requirement to provide care or support where the employee is on personal leave. (d) An employee may access personal leave without providing documentary evidence, evidence up to a maximum of the employee’s weekly hours or five days or the equivalent number of hours of duty shifts whichever is greater per personal leave year, provided that no more than three of those days shifts may be consecutive working days or the equivalent number of hours of dutyconsecutive.