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.
Keeping in touch days. (a) This clause does not prevent an Eligible Doctor from performing work for the Health Service on a keeping in touch day while the Eligible Doctor is taking Long Parental Leave. If the Eligible Doctor does so, the performance of that work does not break the continuity of the period of Long Parental Leave.
Keeping in touch days. (i) An Employee may agree to attend the workplace on up to ten (10) 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:
Keeping in touch days. (KIT Days) Where employees and employers agree, a woman on maternity leave can go into work for up to 10 days without losing her right to maternity leave or a week’s statutory pay. Payment should be made based on the existing rate of pay or offset against Statutory or Occupational Maternity Pay as appropriate. Any work undertaken during an employees maternity leave period will count as a whole KIT day. Up to 10 days maximum; if a woman works more than 10 KIT days they are deemed to have returned to work and therefore lose their right to SMP for any week in which they have worked under their contract.
Keeping in touch days. 6.6.16(a) In accordance with the NES, an employee on unpaid parental leave can take ten (10) keeping in touch days. If the employee extends their period of unpaid parental leave beyond twelve
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. 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. During a period of parental leave the Centre and the 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. Keeping in touch days must be agreed and be in accordance with section 79A of the Fair Work Act 2009. An Employee may perform up to ten (10) days of paid work for their Employer (or another entity) as keeping in touch days whilst the Employee is taking unpaid parental leave if:
Keeping in touch days. (xx) A Nurse Caregiver may access, subject to agreement by the Employer, up to 10 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. You can work for up to 10 mutually agreed days without bringing your maternity leave to an end. These days are known as “Keeping in Touch” (KIT) days. The 10 day maximum is the same regardless of if you work on a full or part time basis. Keeping-in-touch days are useful for updating or refreshing an employee's knowledge and skills if they are invited to training sessions and professional development events and can help ensure that the logistics are in place for the employee's return to work. It is also a good way of maintaining or re-establishing the employee's relationships with key contacts and colleagues. Work done in a “Keeping in Touch” day is any work done under your contract of employment and may include training or any activity undertaken to “Keep in Touch” with the workplace. Any work done on a day during the maternity leave period will count as a whole Keeping in Touch day. If, for example, you attend a 3 hour training session to “keep in touch”, you will have used one of your 10 KIT days. Keeping in Touch days cannot be converted into hours to span more than 10 days. You will receive your normal pay for these “Keeping in touch” days on a pro rata basis, even during unpaid maternity leave. You are paid for the actual hours you work. If you decide to attend a “Keeping in Touch” day whilst you are receiving SMP and/or OMP, then this will be offset against your normal pay for the day. This should not add to more than full pay on any of these days. Keeping in Touch days can be worked either before or after the birth. However, there is a period of two weeks following the birth of your child where, by law, you are unable to carry out any work. This is called the compulsory maternity period. If you work more than the allocated 10 days, you will lose your SMP for any work done in that week. Your line manager must inform HR if this situation arises. Your line manager will need to send your KIT dates on an email or electronic C288 to the HR Pay & Administration team so that your pay can be adjusted appropriately. It would be good practice prior to starting maternity leave to have a conversation with your manager to investigate the opportunities and protocol that may arise for any opportunities for KITs in the future.
