Common use of Extended Family Leave Clause in Contracts

Extended Family Leave. An Employee who is the Primary Caregiver and has exhausted all parental leave entitlements may apply for unpaid Extended Family Leave as a continuous extension to their parental leave taken in accordance with this clause. The total amount of leave, inclusive of parental leave taken in accordance with this clause cannot exceed seven years. The Employee must make an application for Extended Family Leave each year. An Employee will not be entitled to paid parental leave whilst on Extended Family leave. Upon return to work the Employer may reallocate the Employee to other duties. A replacement Employee is an Employee specifically engaged or temporarily acting on higher duties or transferred, as a result of an Employee proceeding on parental leave. Before an Employer engages a replacement Employee the Employer must inform that person of the temporary nature of the employment and of the rights of the Employee who is being replaced. The limitation in clause 15.6 on the use of fixed term employment to replace the Employee does not apply in this case.

Extended Family Leave. An Employee who is the Primary Caregiver and has exhausted all parental leave entitlements may apply for unpaid Extended Family Leave as a continuous extension to their parental leave taken in accordance with this clause. The total amount of leave, inclusive of parental leave taken in accordance with this clause cannot exceed seven yearsyears from the commencement date of parental leave. The Employee must make an application for Extended Family Leave each year. An Employee will not be entitled to paid parental leave whilst on Extended Family leave. Upon return to work the Employer may reallocate the Employee to other duties. A replacement Employee is an Employee specifically engaged or temporarily acting on higher duties or transferred, as a result of an Employee proceeding on parental leave. Before an the Employer engages a replacement Employee the Employer must inform that person of the temporary nature of the employment and of the rights of the Employee who is being replaced. The limitation in clause 15.6 17.3 on the use of fixed term employment to replace the Employee does not apply in this case.

Extended Family Leave. An Employee who is the Primary Caregiver and has exhausted all parental leave entitlements may apply for unpaid Extended Family Leave as a continuous extension to their parental leave taken in accordance with this clause. The total amount of leave, inclusive of parental leave taken in accordance with this clause cannot exceed seven yearsyears from the commencement date of parental leave. The Employee must make an application for Extended Family Leave each year. An Employee will not be entitled to paid parental leave whilst on Extended Family leave. Upon return to work the Employer may reallocate the Employee to other duties. A replacement Employee is an Employee specifically engaged or temporarily acting on higher duties or transferred, as a result of an Employee proceeding on parental leave. Before an the Employer engages a replacement Employee the Employer must inform that person of the temporary nature of the employment and of the rights of the Employee who is being replaced. The limitation in clause 15.6 18 on the use of fixed term employment to replace the Employee does not apply in this case.

Extended Family Leave. An Employee who is the Primary Caregiver and has exhausted all parental leave entitlements may apply for unpaid Extended Family Leave as a continuous extension to their parental leave taken in accordance with this clause. The total amount of leave, inclusive of parental leave taken in accordance with this clause cannot exceed seven (7) years. The Employee must make an application for Extended Family Leave each year. An Employee will not be entitled to paid parental leave whilst on Extended Family leave. Upon return to work the Employer may reallocate the Employee to other duties. A replacement Employee is an Employee specifically engaged or temporarily acting on higher duties or transferred, as a result of an Employee proceeding on parental leave. Before an Employer engages a replacement Employee the Employer must inform that person of the temporary nature of the employment and of the rights of the Employee who is being replaced. The limitation in clause 15.6 14.7 on the use of fixed term employment to replace the Employee does not apply in the application of this caseclause when engaging a replacement Employee. The Employer must re-engage a Casual Employee because the Employee has accessed parental leave in accordance with this clause. The rights of the Employer in relation to engagement and re-engagement of Casual Employees are not affected, other than in accordance with this clause.