Gender Affirmation Leave Clause Samples

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. 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. 41.1 The Employer 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 affirmation. 41.2 Gender Affirmation Leave (GA Leave) is available to transgender Employees who are undergoing a process to affirm their gender. ‘Transgender’ is a broad term used for people whose gender differs from what they were assigned at birth. Transgender Employees may affirm their gender through medical, social or legal changes. Employees may give effect to their affirmation in several ways and are not required to be undergoing specific types of changes, such as surgery, to access GA leave 41.3 An Employee (other than a Casual Employee) who is undergoing a process of affirming their gender is entitled to GA Leave over the period of their employment with the Employer, for the purpose of supporting the Employee’s affirmation. GA Leave will comprise a maximum of: (a) up to six weeks (30 days) paid leave for essential and necessary gender affirmation procedures, and (b) up to 46 weeks of unpaid leave. 41.4 GA Leave: (a) may be used flexibly over an Employee’s employment with the Employer: (b) may be taken as consecutive, single or part days, as agreed with the Employer; (c) is not paid on termination of employment. 41.5 Essential gender affirmation procedures may include: (a) medical or psychological appointments; (b) hormonal appointments; (c) surgery and associated appointments; (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 to give effect to the Employee’s affirmation as agreed with the Employer. 41.6 An Employee may, by agreement, utilise accrued annual or long service leave, or where appropriate Personal Leave, instead of unpaid GA Leave or to complement GA Leave.

Gender Affirmation Leave. 44.1 The Employer CLCs are committed to providing a culture that is supportive of transgender and gender diverse employees and recognises the importance of providing a safe environment for employees who are taking steps to affirm their gender. 44.2 Gender affirmation refers to the process where a transgender employee commences living as a member of another gender. This may occur through medical, social or legal changes. 44.3 Employees may give effect to their transition in a number of ways and are not required to be undergoing specific types of changes, such as surgery, to access leave under this clause. 44.4 An employee who commences living as a member of another gender is entitled to gender affirmation leave for the purpose of supporting the employee’s affirmation. 44.5 Gender affirmation leave will comprise: 44.5.1 up to four weeks’ (20 days) paid leave in each 12 month period available to full- time employees and pro rata for part-time employees for essential and necessary gender affirmation procedures; and 44.5.2 up to 48 weeks’ unpaid leave for full-time and part-time employees over the lifetime of an employee’s employment with the Employer CLC. 44.6 Essential gender affirmation procedures may include: 44.6.1 medical or psychological appointments; 44.6.2 hormonal appointments; 44.6.3 surgery and associated appointments; 44.6.4 mental health related appointments, including counselling or psychologist appointments; 44.6.5 appointments to alter the employee’s legal status or amend the employee’s gender on legal documentation; or 44.6.6 any other similar necessary appointment or procedure to give effect to the employee’s affirmation as agreed with the Employer CLC. 44.7 An employee who is entitled to unpaid gender affirmation leave may, in conjunction with all or part of that leave, utilise accrued annual or long service leave provided that the combined total of all paid and unpaid leave taken does not exceed 52 continuous weeks. 44.8 Gender affirmation leave may be taken as consecutive, single, or part days as agreed with the Employer CLC. 44.9 Leave under this clause 44 will not accrue from year to year and cannot be paid out on termination of employment. 44.10 Casual employees are entitled to access unpaid leave of up to 52 continuous weeks for gender affirmation purposes. 44.11 An employee seeking to access gender affirmation leave, for 3 or more consecutive days, must provide the Employer CLC with at least four weeks’ written notice of their intende...

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. 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 a) The Employer 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. b) 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. c) 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. d) Essential gender affirmation procedures may include: i. medical or psychological appointments; or ii. hormonal appointments; or iii. surgery and associated appointments; or iv. appointments to alter the Employee's legal status or amend the Employee's gender on legal documentation; or v. any other similar necessary appointment or procedure, as agreed with the Employer, to give effect to the Employee's transition. e) Gender affirmation leave may be taken as consecutive, single, or part days. f) An Employee is not required to have exhausted or otherwise utilised another type of leave before accessing gender affirmation leave. g) Gender affirmation leave will not accrue from year to year, and cannot be cashed out on termination of employment. h) Annual leave accrues when an Employee is utilising paid gender affirmation leave. i) An absence from work on paid or unpaid gender affirmation leave will count towards continuous service. Use of gender affirmation leave by an Employee will not break their continuous service. j) Amount of gender affirmation leave available Full-time and part time Employees are to have access to: i. up to 4 weeks (20 days) paid gender affirmation leave; and ii. up to 48 weeks of unpaid gender affirmation leave. k) Casual employees are to have access to up to 52 weeks of unpaid gender affirmation leave. l) Use of the wording “up to” in this Clause j is not intended to imply there is discretion to limit the amount of leave to a quantity less than that provided in j(i.) and 1(ii.). Where an Employee is eligible to access gender affirmation leave under this clause, they are entitled to utilise the full extent necessary for the procedure(s), up to the maximum quantities expressed in j(i.) and j(ii.).

Gender Affirmation Leave. 28.1. The Firm 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 affirmation. 28.2. Gender affirmation refers to the process where a transgender Employee affirms their gender. This may occur through medical, social or legal changes. 28.3. An employee (other than a casual employee) will be entitled to the following Gender Affirmation leave: 28.3.1. up to 4 weeks (20 days) paid leave, pro-rated for part-time employees, for essential and necessary gender affirmation procedures; and 28.3.2. up to 48 weeks of unpaid leave. 28.4. No leave loading is payable in relation to Gender Affirmation Leave. 28.5. Gender Affirmation Leave may be taken as consecutive, single or part days as agreed with the Firm. 28.6. The Gender Affirmation Leave entitlements are available to be taken by the Employee within the first 52 weeks after they commence living as a member of another gender subject to meeting the notice and evidence requirements outlined in this clause. 28.7. An Employee seeking to access gender affirmation leave may be required to provide suitable supporting documentation or evidence of their attendance at gender affirmation procedures.

Gender Affirmation Leave. An employee who requires a leave of absence in order to undergo medical procedure(s) related to gender affirmation will be granted unpaid Gender Affirmation Leave up to four (4) weeks. Should the Employee require more than four (4) weeks leave, they must provide a medical certificate confirming the request. For Full-Time employees, during unpaid leave of absence for gender affirmation, the employee will accrue service in accordance with the Collective Agreement for purposes of seniority, wage increment, vacation, sick leave, and the provision of any other benefits under the Collective Agreement, shall continue for the period of the absence.