Jury Service Leave. 30.1 Employees called on for jury service are required to serve. Where the need is urgent, the employing DHB may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances. 30.2 An employee called on for jury service may elect to take annual leave, leave on pay, or leave without pay. Where annual leave or leave without pay is granted or where the service is performed during an employee’s off duty hours, the employee may retain the juror’s fee (and expenses paid). 30.3 Where leave on pay is granted, a certificate is to be given to the employee by the employer to the effect that the employee has been granted leave on pay and requesting the court to complete details of juror’s fees’ and expenses paid. The employee is to pay the fees received to the employing DHB but may retain expenses. 30.4 Where leave on pay is granted, it is only in respect of time spent on jury service, including reasonable travelling time. Any time during normal working hours when the employee is not required by the court, the employee is to report back to work where this is reasonable and practicable.
Appears in 6 contracts
Samples: Multi Employer Collective Agreement, Multi Employer Collective Agreement, Multi Employer Collective Agreement
Jury Service Leave. 30.1 25.1 Employees called on for jury service are required to serve. Where the need is urgent, the employing DHB District Health Board may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances.
30.2 25.2 An employee called on for jury service may elect to take annual leave, leave on pay, or leave without pay. Where annual leave or leave without pay is granted or where the service is performed during an employee’s off duty hours, the employee may retain the juror’s fee (and expenses paid).
30.3 25.3 Where leave on pay is granted, a certificate is to be given to the employee by the employer to the effect that the employee has been granted leave on pay and requesting the court to complete details of juror’s fees’ and expenses paid. The employee is to pay the fees received to the employing DHB District Health Board but may retain expenses.
30.4 25.4 Where leave on pay is granted, it is only in respect of time spent on jury service, including reasonable travelling time. Any time during normal working hours when the employee is not required by the court, the employee is to report back to work where this is reasonable and practicable.
Appears in 6 contracts
Samples: Multi Employer Collective Agreement, Multi Employer Collective Agreement, Multi Employer Collective Agreement
Jury Service Leave. 30.1 Employees called on for jury service are required to serve. Where the need is urgent, the employing DHB may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances.
30.2 An employee called on for jury service may elect to take annual leave, leave on pay, or leave without pay. Where annual leave or leave without pay is granted or where the service is performed during an employee’s off duty hours, the employee may retain the juror’s fee (and expenses paid).
30.3 Where leave on pay is granted, a certificate is to be given to the employee by the employer to the effect that the employee has been granted leave on pay and requesting the court to complete details of juror’s fees’ fees and expenses paid. The employee is to pay the fees received to the employing DHB but may retain expenses.
30.4 Where leave on pay is granted, it is only in respect of time spent on jury service, including reasonable travelling time. Any time during normal working hours when the employee is not required by the court, the employee is to report back to work where this is reasonable and practicable.
Appears in 4 contracts
Samples: Multi Employer Collective Agreement, Multi Employer Collective Agreement, Multi Employer Collective Agreement
Jury Service Leave. 30.1 Employees called on for jury service are required to serve. Where the need is urgent, the employing DHB District may apply for postponement because of particular work needs, but this may be done only in exceptional circumstances.
30.2 An employee called on for jury service may elect to take annual leave, leave on pay, or leave without pay. Where annual leave or leave without pay is granted or where the service is performed during an employee’s off duty hours, the employee may retain the juror’s fee (and expenses paid).
30.3 Where leave on pay is granted, a certificate is to be given to the employee by the employer to the effect that the employee has been granted leave on pay and requesting the court to complete details of juror’s fees’ fees and expenses paid. The employee is to pay the fees received to the employing DHB District but may retain expenses.
30.4 Where leave on pay is granted, it is only in respect of time spent on jury service, including reasonable travelling time. Any time during normal working hours when the employee is not required by the court, the employee is to report back to work where this is reasonable and practicable.
Appears in 2 contracts