Infectious disease leave a) Where Employees are compulsorily isolated because of contact with a person suffering from a notifiable infectious disease, they may be granted at the discretion of the employer leave with pay for the period of compulsory isolation, subject to the production of a certificate from the Medical Officer of Health certifying to the period that compulsory isolation is necessary. Only the certificate of the Medical Officer of Health will be accepted for this purpose.
Infectious disease leave. 33.1.5.1. This clause applies to employees who perform work described by the classification structure contained in Schedule 2C (CS Award).
33.1.5.2. Employees who contract, or believe they have contracted, one of the infectious diseases listed in this clause must as soon as possible notify their employer.
33.1.5.3. Employees who contract an infectious disease through a contact in the area of employment shall be entitled to infectious diseases leave in accordance with the following scale: Chicken pox (Varicella) 5 working days German measles (Rubella) 5 working days Hepatitis As decided by medical practitioner Influenza 5 working days Measles (Morbelli) 10 working days Mumps 10 working days Rheumatic fever As decided by medical practitioner Scarlet fever 10 working days Whooping cough 10 working days
33.1.5.4. A duly signed certificate by a qualified medical practitioner must accompany any application for leave with pay under the provisions of this subclause. In cases where employees contract influenza, the medical certificate must state the word “influenza” in full, and that the pathology result is present.
Infectious disease leave. This is clause 56.10 in the current Agreement (under Personal Leave). The improved provisions provide for evidence that would satisfy a reasonable person for working from another location to be considered prior to utilising recreation leave where required to self-isolate. There is a new sub clause that acknowledges that if an employee suffers an injury or disease in the course of employment, they may be eligible for worker’s compensation entitlements.
Infectious disease leave. Where an employee produces documentary evidence that or evidence that would satisfy a reasonable person that:
Infectious disease leave. 37.1 An Employee shall be entitled to leave with pay when the Employee contracts one of the following infectious diseases through contact in the workplace:
(a) chicken pox;
(b) German measles;
(c) glandular fever;
(d) hepatitis;
(e) measles;
(f) mumps;
(g) rheumatic fever;
(h) scarlet fever;
(i) whooping cough; or
(j) any other prescribed infectious disease other than poliomyelitis, pulmonary tuberculosis or infectious hepatitis.
37.2 The Employee must produce a medical certificate which specifically names the disease and the Employee shall request in writing that the leave not be debited against sick leave.
Infectious disease leave. 1.22.6.1 The University recognises that, due to the nature of their work, Employees who are employed to care for children in one of the University’s Early Learning/Children’s Centres (Early Childhood Employee) more frequently come into contact with infectious diseases than other Employees.
1.22.6.2 Accordingly, the University provides additional paid infectious disease special leave to Early Childhood Employees who contract infectious diseases (as defined in the Public Health Regulations) through contact at the workplace for, on each occasion, the specified Infectious Disease Exclusion Period set out in Schedule 7 “Minimum Period of Exclusion from Primary Schools and Children's Services Centres for Infectious Diseases Cases and Contacts” of the Public Health and Wellbeing Regulations 2009 (Vic) (Public Health Regulations).
1.22.6.3 The Early Childhood Employee may be required to provide Evidence as set out at clause 1.22.1.6.
Infectious disease leave. 67.1 Where an employee produces evidence that would satisfy a reasonable person that:
(a) the employee is infected with, or has been in contact with, an infectious disease as defined under the Notifiable Diseases Act 1981; and
(b) by reason of any law of the Territory or state or territory of the Commonwealth is required to be isolated from other persons, the CEO may grant
(c) sick leave for any period during which the employee actually suffers from illness; or
(d) where working from another location during the isolation period is not possible (e.g. working from home), recreation leave in relation to any period during which the employee does not actually suffer from illness.
Infectious disease leave. 22.1. Employees who contract, or believe they have contracted, one of the infectious diseases listed in this clause must as soon as possible notify their employer.
22.2. Employees (other than a casual employee) who contract an infectious disease through a contact in the area of employment shall be entitled to infectious diseases leave in accordance with the following scale: Chicken pox (Varicella) 5 working days German measles (Rubella) 5 working days Hepatitis As decided by medical practitioner Influenza 5 working days Measles (Morbelli) 10 working days Mumps 10 working days Rheumatic fever As decided by medical practitioner Scarlet fever 10 working days Whooping cough 10 working days
22.3. A duly signed certificate by a qualified medical practitioner must accompany any application for leave with pay under the provisions of this subclause. In cases where employees contract influenza, the medical certificate must state the word “influenza” in full, and that the pathology result is present.
Infectious disease leave. 28.1 Where an employee produces documentary evidence or evidence that would satisfy a reasonable person that:
(a) the employee is infected with, or has been in contact with, an infectious disease as defined under the Notifiable Diseases Act 1981; and
(b) by reason of any law of the Territory or state or territory of the Commonwealth is required to be isolated from other persons, the CEO may grant
(c) personal leave for any period during which the Employee actually suffers from illness; or
(d) where working from another location during the isolation period is not possible (e.g. working from home), recreation leave in relation to any period during which the employee does not actually suffer from illness.
28.2 In the course of an employees duties where they have come into contact with an infectious disease and are required to isolate, an employee may be granted up to 38 hours or as per isolation hours advised by the medical practitioner, miscellaneous leave if:
(a) they have been in contact with, an infectious disease as defined under the
(b) they have medical evidence from a medical practitioner stating they are required to isolate.
28.3 Where an employee suffers an injury or disease in the course of their employment they may be eligible for workers compensation entitlements in accordance with the Return to Work Act 1986.
Infectious disease leave. 41.1 An employee (other than a casual employee) is entitled to access up to 5 days of paid leave per annum if there is an outbreak of an infectious disease at their workplace and the employee becomes infected having been rostered to provide direct care to an infected resident. For the purposes of this clause, an outbreak occurs where three or more residents test positive for or exhibit the symptoms of the nominated infectious disease.
41.2 Infectious disease leave will apply to the following diseases and must be contracted within 72 hours of their shift:
41.3 Infectious disease leave is by application and will be subject to a medical certificate / appropriately dated positive test result being provided by the employee.
41.4 All applications will be assessed against the staffing roster to ensure that the employee has met the above conditions.
41.5 This leave is paid at base rates and is additional to other forms of paid leave. Part 7—Training and General 42. In-Service Training
42.1 Attendance at compulsory training and meetings during rostered hours will be paid at ordinary hourly rates.
42.2 In-service training may include attendance at workshops/seminars devoted solely to skill related career paths, multi-skilling and broadening of tasks which employees may be expected to acquire in enhancing flexibility and the efficiency of the industry.
42.3 An Employer granting an employee leave to attend such workshop/seminars is required to pay no more than the appropriate ordinary rate of wages that employee would have received otherwise for each day of attendance at the workshop/seminar. Where the duration of the workshop/seminar exceeds 4 hours, the Employer's responsibility for payment of wages may be halved. An Employer would not be responsible for any other expenses incurred by the employee whilst attending such workshop/seminar.
42.4 The employer will support registered and enrolled nurses in maintaining their registration by providing internal training opportunities. The employer will also review all requests for financial assistance to attend up to three (3) days paid leave per annum external training on a case by case basis, however, will not unreasonably refuse such a request. Factors which will be taken into account by the employer in deciding whether or not to agree to a request to attend external training include: relevance of the proposed external training, whether the same or similar training is provided internally and the cost of the proposed exter...
