Gender Affirmation Leave. An employee who provides a certificate from a medical practitioner confirming that the employee requires a leave of absence in order to undergo gender transition will be granted a leave for the procedure required during the transition period. The provisions of that leave will follow the provisions of unpaid leave of absence unless otherwise provided for within the Collective Agreement. The Union, the Employer, and the employee will work together to tailor the general transition plan to the employee’s particular needs based upon the direction and advice provided from a medical practitioner.
Gender Affirmation Leave. 33.1. You can take up to 8 calendar weeks’ paid leave for the purpose of taking medical, social and/or legal steps to affirm your gender.
33.2. You should refer to Company policy to find out how to take gender affirmation leave and in what circumstances it is paid.
Gender Affirmation Leave. An Employee who provides documentation from a medical practitioner confirming that the Employee requires a leave of absence in order to undergo the medical procedure(s) related to gender affirmation shall be granted a paid leave of absence of up to four (4) weeks. Leave may be extended without pay upon updated documentation from the medical practitioner.
Gender Affirmation Leave. 75.1 Epworth encourages a culture that is supportive of transgender and gender diverse Employees and recognises the importance of providing a safe environment for Employees undertaking gender transition or otherwise seeking to affirm their gender.
75.2 Employees may affirm their gender or give effect to their gender transition in a number of different ways. Employees are not required to undergo or have undergone any specific type of procedure (such as surgery or hormone therapy) in order to access gender affirmation leave under this clause.
75.3 Employees who identify as transgender and/or gender diverse are entitled to access gender affirmation leave for the purpose of undergoing essential gender affirmation or transition procedures.
75.4 Essential gender affirmation procedures may include:
(a) medical or psychological appointments; or
(b) hormonal appointments; or
(c) surgery and associated appointments; or
(d) appointments to alter the Employee's legal status or amend the Employee's gender on legal documentation; or
(e) any other similar necessary appointment or procedure, as agreed with Epworth, to give effect to the Employee's transition.
75.5 Gender affirmation leave may be taken as consecutive, single, or part days.
75.6 An Employee is not required to have exhausted or otherwise utilised another type of leave before accessing gender affirmation leave.
75.7 Gender affirmation leave will not accrue from year to year and cannot be cashed out on termination of employment.
75.8 Annual leave accrues when an Employee is utilising paid gender affirmation leave.
75.9 An absence from work on paid gender affirmation leave will count towards continuous service. Use of gender affirmation leave by an Employee will not break their continuous service, however, will not count towards accrual of Long Service Leave. Amount of gender affirmation leave available
75.10 Epworth is to provide to full-time and part time Employees:
(a) up to 4 weeks (20 days) paid gender affirmation leave; and
(b) up to 48 weeks of unpaid gender affirmation leave.
75.11 Casual employees may access up to 52 weeks of unpaid gender affirmation leave.
75.12 Use of the wording “up to” in this Clause 76 is not intended to imply there is discretion to limit the amount of leave to a quantity less than that provided in 76.10 and 76.
Gender Affirmation Leave. 1.23.1 The University is committed to supporting Employees who are undergoing gender affirmation and Employees who identify as transgender.
1.23.2 In addition to Personal Leave set out at clause 1.21, an Employee who is undergoing gender affirmation is entitled to 30 days’ paid Gender Affirmation Leave per annum for purposes incidental to the affirmation of their gender. Gender Affirmation Leave can be accessed prior to accessing accrued Personal Leave.
1.23.3 Gender Affirmation Leave may be used for associated treatment, procedures and other appointments, inclusive of but not limited to medical, psychological, hormonal, surgical, legal status and documentation amendment appointments that a person has as part of their gender affirmation.
1.23.4 The Employee may be required to provide such evidence as would satisfy a reasonable person that the Gender Affirmation Leave is being used for the purpose intended by this clause, in the form of, for example, a medical certificate from a treating practitioner, or a statutory declaration (Evidence).
1.23.5 If an Employee has used all of their paid Gender Affirmation Leave under this clause, the Employee may apply for further unpaid Gender Affirmation Leave, which will not be unreasonably refused by the University.
1.23.6 Gender Affirmation Leave provided for in this clause:
1.23.6.1 is available in full at the start of each calendar year of the Employee’s employment,
Gender Affirmation Leave. In the event of an employee who intends to or is affirming their gender, Council and relevant parties including the ASU, will make every effort to protect the privacy and safety of affirming workers during and post affirmation.
(a) Council is committed to providing a safe, supportive and respectful environment for all staff regardless of their gender identity or expression. We value diversity and inclusiveness and staff affirming their gender during their employ at Council will be supported and respected in the workplace.
(b) Managers and direct supervisors will work with staff to maximise their sense of belonging and connection to the workplace during gender affirmation.
(c) In addition to any personal, annual or long service leave entitlement, employees will have access up to an additional five (5) days paid special leave where an Gender Affirmation Plan has been created, to support time off for appointments relating to gender affirmation.
(d) Council will offer to undertake a Gender Affirmation Plan with the Employee, upon an employee informing Council they intend to affirm their gender. The Gender Affirmation Plan will be undertaken within a reasonable time upon request of an employee and reviewed as required to address any future amendments the employee wishes to make. A copy of the Gender Affirmation Plan will be made available to the employee and Council (maintained on the employee’s file and restricted to access by human resources unless otherwise agreed by the employee).
(e) Upon request by an employee, the Council will update employee records and directories to reflect the employee’s name and gender change. Council will ensure that all workplace-related documents, inclusive of titles, are also amended to reflect the change. This may include but not be limited to name tags, employee ID’s, email addresses, organisational charts, and rosters. No records of the employee’s previous name, sex or gender, or affirmation will be maintained post-affirmation, unless required by law or requested by the employee.
Gender Affirmation Leave. (a) A fixed-term or ongoing staff member will be entitled up to a total of 40 days per person during employment with the University paid gender affirmation leave to assist with the processes associated with gender affirmation, including, but not limited to, medical, psychological, and legal documentation amendment appointments.
(b) Gender Affirmation is the process by which trans and gender diverse people affirm their gender identity.
(c) Once the full 40 days has been exhausted, there is no further gender affirmation leave available to a staff member, including subsequent employment with the University.
(d) This leave does not accumulate from year to year. A staff member may also utilise other leave entitlements for gender affirmation leave.
(e) Notification and documentary requirements for gender affirmation leave will be in accordance with University policy.
Gender Affirmation Leave. (a) Entitlement to leave
(i) Gender affirmation leave may be taken to provide support to a trans, non-binary or gender diverse Employee who is affirming their gender.
(ii) Employees (excluding casuals) are entitled to: • up to 6 weeks’ paid leave; • up to 12 months’ unpaid leave in accordance with the Leave Without Pay Policy (provided the Employee’s total absence including any paid and unpaid leave taken under this clause does not exceed 12 months); • take other forms of paid leave in accordance with the relevant Policy (i.e. annual leave or sick or carer’s leave); and • take leave in consecutive or in separate periods.
Gender Affirmation Leave. 31.1 Employees are entitled to up to 10 paid days off per year to access gender affirming care or pro rata leave based on their usual hours of work. This will be used to allow employees to have the time and financial support required to engage in the steps they need to affirm their gender through social, medical or legal affirmation.
31.2 This leave will require the prior approval of the Chief Executive Officer or their nominee and must be taken at a mutually convenient time.
31.3 This leave is not cumulative and will not be treated as an entitlement to be paid out upon termination of employment.
31.4 An employee is required to provide at least (4) weeks of notice in writing prior to the commencement of gender affirmation leave. However, with the approval from the Chief Executive Officer or their nominee, this notice period can be waived.
31.5 The Chief Executive Officer or their nominee may approve a further period of gender affirmation leave, in excess of the 10 days entitlement, on request.
Gender Affirmation Leave. 39.1. We are committed to supporting employees who would like to affirm their gender in our workplace. Optus Retail policies will provide for up to 4 weeks of paid leave for the purpose of an employee affirming their gender.
