Common use of Entitlement to paid and unpaid leave Clause in Contracts

Entitlement to paid and unpaid leave. a. Each year, a full-time team member is entitled to 5 days’ paid leave and 5 days’ unpaid leave to deal with family and domestic violence. A part-time team member has an entitlement to 5 days of paid leave on a pro-rata basis, and 5 days of unpaid leave (not pro-rated) per year. Casual team members are entitled to 5 days’ unpaid leave per year. b. The entitlement: i. is available in full at the start of each 12-month period of the team member’s employment; ii. does not accumulate from year to year; iii. (where the leave is paid leave) is paid at the team member’s base rate of pay for the hours normally rostered to work; and iv. is not paid out on termination of employment if unused. c. A team member may take any combination of paid or unpaid family and domestic violence leave to deal with family and domestic violence if the team member: i. is experiencing family and domestic violence; and ii. needs to do something to deal with the impact of family and domestic violence (for example, making arrangements for their safety or the safety of others (including relocation), attending urgent court hearings, or accessing police services) and it is impractical for the team member to attend to it outside of their ordinary hours of work. d. Leave may be granted for the purpose of seeking medical, legal or police assistance, for counselling, relocation or other directly related activities. e. In the event a team member has exhausted their entitlement to paid leave under this clause, they may access other paid leave, including personal leave, carer’s leave or annual leave whether or not they have used their unpaid leave under this clause. If they have used their unpaid leave, they may take an unpaid leave of absence. f. A team member who supports a person experiencing family or domestic violence may take personal/carer’s leave (as per clause 14) to accompany them to court or hospital or to mind children. g. Team members are required to notify their Manager of such absence on the first day of absence if prior notice is not possible. If possible, the team member should indicate the expected duration of the period of leave. Where not appropriate to notify their Manager, or if a team member does not feel comfortable doing so in a particular circumstance, a team member should instead notify Woolworths People Advisory or the relevant Culture & People Partner/Manager. h. Xxxxxxxxxx may request reasonable supporting evidence in relation to any leave taken under this clause. This may include documentation from the Police Service, a Court, a Doctor, District Nurse, Maternal and Child Health Care Nurse, a Family Violence Support Lawyer, Lawyer or any other reasonable form of evidence. i. In order to provide support and a safe work environment for a team member experiencing family and domestic violence, Xxxxxxxxxx will consider any reasonable request from a team member for: i. changes to their spread of hours or pattern of hours and/or shifts; ii. job redesign or change of duties; iii. relocation to a suitable location within Woolworths; iv. any other appropriate measures including those available under existing provisions for flexible working arrangements.

Entitlement to paid and unpaid leave. a. 15.2.1 Each year, a full-full time team member is entitled to 5 days’ paid leave and 5 days’ unpaid leave to deal with family and domestic violence. A part-part time team member has an entitlement to 5 days of paid leave on a pro-rata basis, and 5 days of unpaid leave (not pro-rated) per year. Casual team members are entitled to 5 days’ days unpaid leave per yearleave. b. 15.2.2 The entitlement: i. (a) is available in full at the start of each 12-month period of the team member’s employment; ii. (b) does not accumulate from year to year; iii. (c) (where the leave is paid leave) is paid at the team member’s base rate of pay for the hours normally rostered to work; and iv. (d) is not paid out on termination of employment if unused. c. 15.2.3 A team member may take any combination of paid or unpaid family and domestic violence leave to deal with family and domestic violence if the team member: i. (a) is experiencing family and domestic violence; and ii. (b) needs to do something to deal with the impact of family and domestic violence (for example, making arrangements for their safety or the safety of others (including relocation), attending urgent court hearings, or accessing police services) and it is impractical for the team member to attend to it outside of their the ordinary hours of work. d. 15.2.4 Leave may be granted for the purpose of seeking medical, legal or police assistance, for counselling, relocation or other directly related activities. e. 15.2.5 In the event a team member has exhausted their entitlement to paid leave under this clause, they may access other paid leave, including personal leave, carerxxxxx’s leave or annual leave leave, regardless of whether or not they have used their unpaid leave under this clause. If they have used their unpaid leave, they may take an unpaid leave of absence. f. A team member who supports a person experiencing family or domestic violence may take personal/carer’s leave (as per clause 14) to accompany them to court or hospital or to mind children. g. Team members are required to notify their Manager of such absence on the first day of absence if prior notice is not possible. If possible, the team member should indicate the expected duration of the period of leave. Where not appropriate to notify their Manager, or if a team member does not feel comfortable doing so in a particular circumstance, a team member should instead notify Woolworths People Advisory or the relevant Culture & People Partner/Manager. h. Xxxxxxxxxx may request reasonable supporting evidence in relation to any leave taken under this clause. This may include documentation from the Police Service, a Court, a Doctor, District Nurse, Maternal and Child Health Care Nurse, a Family Violence Support Lawyer, Lawyer or any other reasonable form of evidence. i. In order to provide support and a safe work environment for a team member experiencing family and domestic violence, Xxxxxxxxxx will consider any reasonable request from a team member for: i. changes to their spread of hours or pattern of hours and/or shifts; ii. job redesign or change of duties; iii. relocation to a suitable location within Woolworths; iv. any other appropriate measures including those available under existing provisions for flexible working arrangements.

Entitlement to paid and unpaid leave. a. Each year, a full-time team member is entitled to 5 days’ paid leave and 5 days’ unpaid leave to deal with family and domestic violence. A part-time team member has an entitlement to 5 days of paid leave on a pro-rata basis, and 5 days of unpaid leave (not pro-rated) per year. Casual team members are entitled to 5 days’ unpaid leave per year. b. The entitlement: i. is available in full at the start of each 12-month period of the team member’s employment; ; ii. does not accumulate from year to year; iii. (where the leave is paid leave) is paid at the team member’s base rate of pay for the hours normally rostered to work; and iv. is not paid out on termination of employment if unused. c. A team member may take any combination of paid or unpaid family and domestic violence leave to deal with family and domestic violence if the team member: i. is experiencing family and domestic violence; and ii. needs to do something to deal with the impact of family and domestic violence (for example, making arrangements for their safety or the safety of others (including relocation), attending urgent court hearings, or accessing police services) and it is impractical for the team member to attend to it outside of their ordinary hours of work. d. Leave may be granted for the purpose of seeking medical, legal or police assistance, for counselling, relocation or other directly related activities. e. In the event a team member has exhausted their entitlement to paid leave under this clause, they may access other paid leave, including personal leave, carer’s leave or annual leave whether or not they have used their unpaid leave under this clause. If they have used their unpaid leave, they may take an unpaid leave of absence. f. A team member who supports a person experiencing family or domestic violence may take personal/carer’s leave (as per clause 14) to accompany them to court or hospital or to mind children.clause g. Team members are required to notify their Manager of such absence on the first day of absence if prior notice is not possible. If possible, the team member should indicate the expected duration of the period of leave. Where not appropriate to notify their Manager, or if a team member does not feel comfortable doing so in a particular circumstance, a team member should instead notify Woolworths People Advisory or the relevant Culture & People Partner/Manager. h. Xxxxxxxxxx Woolworths may request reasonable supporting evidence in relation to any leave taken under this clause. This may include documentation from the Police Service, a Court, a Doctor, District Nurse, Maternal and Child Health Care Nurse, a Family Violence Support Lawyer, Lawyer or any other reasonable form of evidence. i. In order to provide support and a safe work environment for a team member experiencing family and domestic violence, Xxxxxxxxxx Woolworths will consider any reasonable request from a team member for: i. changes to their spread of hours or pattern of hours and/or shifts; ii. job redesign or change of duties; iii. relocation to a suitable location within Woolworths; iv. any other appropriate measures including those available under existing provisions for flexible working arrangements.

Entitlement to paid and unpaid leave. a. 16.2.1 Each year, a full-full time, part time or casual team member is entitled to 5 10 days’ paid leave and 5 10 days’ unpaid leave to deal with family and domestic violence. A part-time team member has an entitlement to 5 days of paid leave on a pro-rata basis, and 5 days of unpaid leave (not pro-rated) per year. Casual team members are entitled to 5 days’ unpaid paid family and domestic violence leave per yearwhen they are unable to attend a rostered shift due to the impact of family and domestic violence. b. 16.2.2 The entitlement: i. (a) is available in full at the start of each 12-month period of the team member’s employment; ii. (b) does not accumulate from year to year. If a team member needs more support to deal with family and domestic violence, they are encouraged to speak to their leader to discuss what support can be provided. This includes casual team members who may not otherwise be entitled to paid leave; iii. (c) (where the leave is paid leave) is paid at the team member’s base rate of pay for the hours normally rostered to work; and; iv. (d) is not paid out on termination of employment if unused; and (e) if a team member needs to take the leave during a period of paid personal/carer’s leave or annual leave, they may apply to have their paid personal/carer’s or annual leave re-credited for any period of family and domestic violence leave they are eligible to take. c. 16.2.3 A team member may take any combination of paid or unpaid family and domestic violence leave to deal with family and domestic violence if the team member: i. (a) is experiencing family and domestic violence; and ii. (b) needs to do something to deal with the impact of family and domestic violence (for example, making arrangements for their safety or the safety of others a family member (including relocation, changing schools and childcare arrangements), attending urgent court hearings, seeking medical, legal, financial or accessing police services) assistance, or attending to other matters relating to family and domestic violence where it is impractical for the team member to attend to it do this outside of their ordinary hours of work. d. Leave may be granted for the purpose of seeking medical, legal or police assistance, for counselling, relocation or other directly related activities. e. 16.2.4 In the event a team member has exhausted their entitlement to paid leave under this clause, they may access other paid leave, including personal leave, carerxxxxx’s leave or annual leave leave, regardless of whether or not they have used their unpaid leave under this clause. If they have used their unpaid leave, they may take an unpaid leave of absence. f. 16.2.5 A team member may take personal/xxxxx’s leave, as per clause 13, to support a family member or a member of their household who supports a person is experiencing family or domestic violence may take violence. For example, personal/carerxxxxx’s leave (as per clause 14) may be available to accompany them the family member or household member to court court, to attend appointments or hospital or to mind children. g. Team members are required children so that steps can be taken to notify their Manager of such absence on deal with the first day of absence if prior notice is not possible. If possible, the team member should indicate the expected duration of the period of leave. Where not appropriate to notify their Manager, family or if a team member does not feel comfortable doing so in a particular circumstance, a team member should instead notify Woolworths People Advisory or the relevant Culture & People Partner/Manager. h. Xxxxxxxxxx may request reasonable supporting evidence in relation to any leave taken under this clause. This may include documentation from the Police Service, a Court, a Doctor, District Nurse, Maternal and Child Health Care Nurse, a Family Violence Support Lawyer, Lawyer or any other reasonable form of evidence. i. In order to provide support and a safe work environment for a team member experiencing family and domestic violence, Xxxxxxxxxx will consider any reasonable request from a team member for: i. changes to their spread of hours or pattern of hours and/or shifts; ii. job redesign or change of duties; iii. relocation to a suitable location within Woolworths; iv. any other appropriate measures including those available under existing provisions for flexible working arrangements.

Entitlement to paid and unpaid leave. a. 15.2.1 Each year, a full-full time team member is entitled to 5 days’ paid leave and 5 days’ unpaid leave to deal with family and domestic violence. A part-part time team member has an entitlement to 5 days of paid leave on a pro-rata basis, and 5 days of unpaid leave (not pro-rated) per year. Casual team members are entitled to 5 days’ days unpaid leave per yearleave. b. 15.2.2 The entitlement: i. (a) is available in full at the start of each 12-month period of the team member’s employment; ii. (b) does not accumulate from year to year; iii. (c) (where the leave is paid leave) is paid at the team member’s base rate of pay for the hours normally rostered to work; and iv. (d) is not paid out on termination of employment if unused. c. 15.2.3 A team member may take any combination of paid or unpaid family and domestic violence leave to deal with family and domestic violence if the team member: i. (a) is experiencing family and domestic violence; and ii. (b) needs to do something to deal with the impact of family and domestic violence (for example, making arrangements for their safety or the safety of others (including relocation), attending urgent court hearings, or accessing police services) and it is impractical for the team member to attend to it outside of their the ordinary hours of work. d. 15.2.4 Leave may be granted for the purpose of seeking medical, legal or police assistance, for counselling, relocation or other directly related activities. e. 15.2.5 In the event a team member has exhausted their entitlement to paid leave under this clause, they may access other paid leave, including personal leaveleave , carerxxxxx’s leave or annual leave whether or not they have used their unpaid leave under this clause. If they have used their unpaid leave, they may take an unpaid leave of absence. f. A team member who supports a person experiencing family or domestic violence may take personal/carer’s leave (as per clause 14) to accompany them to court or hospital or to mind children. g. Team members are required to notify their Manager of such absence on the first day of absence if prior notice is not possible. If possible, the team member should indicate the expected duration of the period of leave. Where not appropriate to notify their Manager, or if a team member does not feel comfortable doing so in a particular circumstance, a team member should instead notify Woolworths People Advisory or the relevant Culture & People Partner/Manager. h. Xxxxxxxxxx may request reasonable supporting evidence in relation to any leave taken under this clause. This may include documentation from the Police Service, a Court, a Doctor, District Nurse, Maternal and Child Health Care Nurse, a Family Violence Support Lawyer, Lawyer or any other reasonable form of evidence. i. In order to provide support and a safe work environment for a team member experiencing family and domestic violence, Xxxxxxxxxx will consider any reasonable request from a team member for: i. changes to their spread of hours or pattern of hours and/or shifts; ii. job redesign or change of duties; iii. relocation to a suitable location within Woolworths; iv. any other appropriate measures including those available under existing provisions for flexible working arrangements.