Common use of Excessive Annual Leave Accruals Clause in Contracts

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200% of the employee’s annual leave entitlement (e.g. in excess of 10 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200% of the an employee’s annual leave entitlement (e.g. in excess of 10 7.5 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to t (iii) o the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200% of the employee’s annual leave entitlement (e.g. in excess of 10 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200150% of the employee’s employees annual leave entitlement (e.g. in excess of 10 7.5 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks week of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200150% of the employee’s annual leave entitlement (e.g. in excess of 10 7.5 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not may direct the Employee employee to reduce the accrued excess amount of leave back to an amount of no less than 150% of their an amount equivalent to the employee’s annual leave entitlement.accrued entitlement (e.g. 5 weeks or 4 weeks as determined in this agreement) (b) The Employer has an expectation that each employee will take at least two weeks of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200% of the employee’s annual leave entitlement (e.g. in excess of 10 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200% of the employee’s employees annual leave entitlement (e.g. in excess of 10 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks week of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (ai) The employer Baptcare may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200150% of the employee’s annual leave entitlement (e.g. e.g., in excess of 10 7.5 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer Baptcare will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (bii) The Employer Baptcare has an expectation that each employee will take at least two weeks of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (ciii) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer Baptcare will: (iiv) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (iiv) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200% of the employee’s annual leave entitlement (e.g. in excess of 10 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks week of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date in advance of the written notice.

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200% of the an employee’s annual leave entitlement (e.g. in excess of 10 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (a) The employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200% of the an employee’s annual leave entitlement (e.g. in excess of 10 7.5 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement six weeks within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date of the written notice.

Excessive Annual Leave Accruals. (a) The employer Employer may direct an employee take a period of annual leave where the employee has accrued excessive annual leave. Excessive annual leave is defined as accrued leave in excess of 200% of the employee’s employees annual leave entitlement (e.g. in excess of 10 weeks leave for an employee who has an entitlement to 5 weeks’ leave per year as an RN or as a shift worker PCW or Enrolled Nurse). The Employer will not direct the Employee to reduce the accrued leave to less than 150% of their annual leave entitlement. (b) The Employer has an expectation that each employee will take at least two weeks of annual leave in each year and reserves the right to discuss the taking of leave and fatigue issues where an Employee has not taken any leave for a period longer than six months and does not have leave planned. (c) Where the employee has excessive annual leave, and before directing the employee to take a period of leave, the employer will: (i) give the employee a reasonable opportunity to submit a plan (but no longer than three weeks) to reduce the leave to not less than 150% more than their annual leave entitlement within six three months; and (ii) not unreasonably refuse to agree to a leave reduction plan which includes saving leave for an extended holiday within 12 months of the date of agreement, provided the plan will not result in the employee continuing to have an excessive leave balance taking in to account future accruals between agreeing to the leave plan and the taking of the leave. (d) Where an employee fails or refuses to produce a leave plan within three weeks, the employer can then direct the employer to take leave, but the commencement date of the leave can be no sooner than eight weeks or longer than 12 months after the date in advance of the written notice.