Common use of Evidence required for compassionate leave Clause in Contracts

Evidence required for compassionate leave. The employee’s entitlement to paid compassionate leave is subject to the employee providing any evidence that the employer reasonably requires of the illness, injury or death that gave rise to the entitlement for compassionate leave. An eligible employee is entitled to 52 weeks of unpaid parental leave. This period of unpaid parental leave will be reduced by any period of authorised leave taken by the employee (such as paid maternity leave, annual leave or long service leave), and any other parental leave taken by the employee’s spouse (other than a period of one week from the time of birth or three weeks in the case of adoption). The employer will grant unpaid parental leave in accordance with Part 7, Division 6 of the Workplace Relations Act 1996. A copy of these provisions will be posted in a public place such as staff notice board or intranet and are available on request to the employer. Periods of unpaid parental leave will not count as service for the purpose of accruing leave entitlements but will not break the employee’s continuity of service. Parental leave refers to maternity, paternity or adoption leave. An eligible employee includes: • a full-time or part-time employee who has completed 12 months of continuous service with the employer; and • a casual employee who has been employed by the employer on a regular and systematic basis for a period (or sequence of periods) of at least 12 months, where such an employee has a reasonable expectation of continuing employment with the employer on a regular and systematic basis.

Evidence required for compassionate leave. The employee’s entitlement to paid compassionate leave is subject to the employee providing any evidence that the employer reasonably requires of the illness, injury or death that gave rise to the entitlement for compassionate leave. An eligible employee is entitled to 52 weeks of unpaid parental leave. This period of unpaid parental leave will be reduced by any period of authorised leave taken by the employee (such as paid maternity leave, annual leave or long service leave), and any other parental leave taken by the employee’s spouse (other than a period of one week from the time of birth or three weeks in the case of adoption). The employer will grant unpaid parental leave in accordance with Part 7, Division 6 of the Workplace Relations Act 1996. A copy of these provisions will be posted in a public place such as staff notice board noticeboard or intranet and are available on request to the employer. Periods of unpaid parental leave will not count as service for the purpose of accruing leave entitlements but will not break the employee’s continuity of service. Parental leave refers to maternity, paternity or adoption leave. An eligible employee includes: • a full-time or part-time employee who has completed 12 months of continuous service with the employer; and • a casual employee who has been employed by the employer on a regular and systematic basis for a period (or sequence of periods) of at least 12 months, where such an employee has a reasonable expectation of continuing employment with the employer on a regular and systematic basis. When returning to work from parental leave, the employee is entitled to return to: • the position they held before taking leave; or • a position that is reasonably comparable to the position they held immediately prior to commencing parental leave. The employee’s ordinary rate of pay will not be reduced as a result of accepting a comparable position. In the case of an employee who was transferred to a safe job prior to taking parental leave, the employee will be entitled to return to the position they held immediately before the transfer.

Evidence required for compassionate leave. The employee’s entitlement to paid compassionate leave is subject to the employee providing any evidence that the employer reasonably requires of the illness, injury or death that gave rise to the entitlement for compassionate leave. An eligible employee is entitled to 52 weeks of unpaid parental leave. This period of unpaid parental leave will be reduced by any period of authorised leave taken by the employee (such as paid maternity leave, annual leave or long service leave), and any other parental leave taken by the employee’s spouse (other than a period of one week from the time of birth or three weeks in the case of adoption). The employer will grant unpaid parental leave in accordance with Part 7, Division 6 of the Workplace Relations Act 1996. A copy of these provisions will be posted in a public place such as staff notice board noticeboard or intranet and are available on request to the employer. Periods of unpaid parental leave will not count as service for the purpose of accruing leave entitlements but will not break the employee’s continuity of service. Parental leave refers to maternity, paternity or adoption leave. An eligible employee includes: • a full-time or part-time employee who has completed 12 months of continuous service with the employer; and • a casual employee who has been employed by the employer on a regular and systematic basis for a period (or sequence of periods) of at least 12 months, where such an employee has a reasonable expectation of continuing employment with the employer on a regular and systematic basis.