Keeping in touch days. (a) This clause does not prevent an Eligible Employee from performing work for the Employer on a keeping in touch day while the Eligible Employee is taking Long Parental Leave. If the Eligible Employee does so, the performance of that work does not break the continuity of the period of Long Parental Leave.
(b) Any day or part of a day on which the Eligible Employee performs work for the Employer during the period of leave is a keeping in touch day if:
(i) the purpose of performing the work is to enable the Eligible Employee to keep in touch with their employment in order to facilitate a return to that employment after the end of the period of leave;
(ii) both the Eligible Employee and Employer consent to the Eligible Employee performing work for the Employer on that day; and
(iii) the day is not within:
(A) if the Eligible Employee suggested or requested that they perform work for the Employer on that day - 14 days after the date of birth, or day of placement, of the Child to which the period of leave relates; or
(B) otherwise - 42 days after the date of birth, or day of placement, of the Child; and
(iv) the Eligible Employee has not already performed work for the Employer or another entity on ten days during the period of leave that were keeping in touch days, subject to (d)(ii) below.
(c) The Employer must not exert undue influence or undue pressure on an Eligible Employee to consent to a keeping in touch day.
(d) For the purposes of subclause 59.18(b)(iv) the following will be treated as two separate periods of unpaid parental leave (meaning that an Eligible Employee can work up to ten keeping in touch days during each period of leave):
(i) a period of Long Parental Leave taken during the Eligible Employee's available parental leave period under subclause
Keeping in touch days. (a) During a period of parental leave the Employer and Employee may agree to perform work for the purpose of keeping in touch in order to facilitate a return to employment at the end of the period of leave.
(b) Keeping in touch days must be agreed and be in accordance with section 79A of the Fair Work Act 2009.
Keeping in touch days. (i) An Employee may agree to attend the workplace on up to ten separate occasions of up to one day each so as to keep in touch with developments in the workplace (for meetings and training etc) provided that:
A. an Employee will be paid his or her normal salary for the day’s (or part day’s) work performed for the purpose of a keeping in touch day; or
B. an Employee who performs work under paragraph 55.11(b)(i) during a period of paid parental leave will be paid his or her normal salary for the day’s (or part day’s) work performed and the CEO will authorise the equivalent period of parental leave to be re-credited.
(ii) After considering all the circumstances, including any duty performed under paragraph(a) the CEO may approve an amount of keeping in touch days in excess of the amount specified in paragraph 55.11(b)(i)
Keeping in touch days. A Nurse Caregiver may access, subject to agreement by the Employer, up to ten keeping in touch days during the period of parental leave in accordance with the provisions of section 79A of the Fair Work Act 2009 (as amended).
Keeping in touch days. Keeping in touch days set out at section 79A of the FW Act are separate and paid in addition to paid Parental Leave set out in this clause 1.25.
Keeping in touch days. This clause does not prevent an Employee from performing work for the Employer on a keeping in touch day while the Employee is taking unpaid parental leave. If the Employee does so, the performance of that work does not break the continuity of the period of unpaid parental leave.
Keeping in touch days. (KIT Days)
Keeping in touch days. The intent of this provision is to provide employees who are on parental leave to stay connected with their workplace and assist with their transition back to work.
Keeping in touch days. (a) This clause 59 does not prevent an Employee from performing work for the Employer on a keeping in touch day while the Employee is taking unpaid parental leave. If the Employee does so, the performance of that work does not break the continuity of the period of unpaid parental leave.
(b) A day on which the Employee performs work for the Employer during the period of leave is a keeping in touch day if: the purpose of performing the work is to enable the Employee to keep in touch with their employment in order to facilitate a return to that employment after the end of the period of leave; both the Employee and Employer consent to the Employee performing work for the Employer on that day; the day is not within:
(A) if the Employee suggested or requested that they perform work for the Employer on that day—14 days after the date of birth, or day of placement, of the child to which the period of leave relates; or
(B) otherwise — 42 days after the date of birth, or day of placement, of the child; and the Employee has not already performed work for the Employer or another entity on 10 days during the period of leave that were keeping in touch days. The duration of the work the Employee performs on that day is not relevant for the purposes of this sub-clause 59.20.
(c) The Employer must not exert undue influence or undue pressure on an Employee to consent to a keeping in touch day.
(d) For the purposes of sub-clause 59.20(b)(iv) the following will be treated as 2 separate periods of unpaid parental leave:
Keeping in touch days. 22.1 If you wish, you can work up to 10 days with normal pay during your Maternity Leave under your contract of employment without bringing your maternity leave to an end. Normal pay will be an amount inclusive of SMP or Maternity Allowance, as appropriate. „Keeping in Touch‟ Days do not have to be worked consecutively and are useful if you would like to simply keep in touch, attend a particular event or take up a training opportunity. Working for part of a day will count as one „Keeping in Touch‟ day worked. (Refer to paragraph 22.3 below for information on pay for part-days worked once SMP, SAP or Maternity Allowance is no longer being paid)). You will not lose any SMP for working up to 10 days. Should you carry out any further work you would lose your SMP. (See paragraph 4.4 above)
22.2 „Keeping in Touch‟ days are not a requirement and they are subject to agreement by you and your Head Teacher / Line Manager to both the activity and the timing. More detailed advice can be found in MNCT 08/03.
22.3 Where SMP, SAP or Maternity Allowance are no longer being paid, normal contractual pay will be paid for such days (as set out in the SNCT Handbook, Part 2, Section 1, Pay) as well as payment for accrued leave (Part 2, Section 5, Annual Leave). Where the period worked is less than a full day, you shall be paid an hourly rate with payment of accrued leave on a pro rata basis.
