Common use of Keeping in touch days Clause in Contracts

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) 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 his or her employment in order to facilitate a return to that employment after the end of the period of leave;; and (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)(iv68.18(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 ’s available parental leave period under subclausesubclause 68.3; and (ii) an extension of the period of Long Parental Leave under subclause 68.11.

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 his or her employment in order to facilitate a return to that employment after the end of the period of leave;; and (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)(iv60.18(d) 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 ’s available parental leave period under subclausesubclause 60.3; and (ii) an extension of the period of Long Parental Leave under subclause 60.11.

Keeping in touch days. (a) This clause does not prevent an Eligible Employee Doctor from performing work for the Employer Health Service on a keeping in touch day while the Eligible Employee Doctor is taking Long Parental Leave. If the Eligible Employee Doctor 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 Doctor performs work for the Employer Health Service 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 Doctor to keep in touch with their his or her employment in order to facilitate a return to that employment after the end of the period of leave;; and (ii) both the Eligible Employee Doctor and Employer Health Service consent to the Eligible Employee Doctor performing work for the Employer Health Service on that day; and (iii) the day is not within: (A) if the Eligible Employee Doctor suggested or requested that they perform work for the Employer Health Service 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 Doctor has not already performed work for the Employer Health Service 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 Health Service must not exert undue influence or undue pressure on an Eligible Employee Doctor to consent to a keeping in touch day. (d) For the purposes of subclause 59.18(b)(iv54.19(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 Doctor’s available parental leave period under subclausesubclause 54.4; and (ii) an extension of the period of Long Parental Leave under subclause 54.13.

Keeping in touch days. (a) This clause does not prevent an Eligible Employee Doctor from performing work for the Employer on a keeping in touch day while the Eligible Employee Doctor is taking Long Parental Leave. If the Eligible Employee Doctor 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 Doctor 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 Doctor 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 Doctor and Employer consent to the Eligible Employee Doctor performing work for the Employer on that day; and (iii) the day is not within: (A) A. if the Eligible Employee Doctor 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) B. otherwise - – 42 days after the date of birth, or day of placement, of the Child; and (iv) the Eligible Employee Doctor 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)(ii54.18(d)(ii) below. (c) The Employer must not exert undue influence or undue pressure on an Eligible Employee Doctor to consent to a keeping in touch day. (d) For the purposes of subclause 59.18(b)(iv54.18(b)(iv) the following will be treated as two separate periods of unpaid parental leave (meaning that an Eligible Employee Doctor 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 Doctor’s available parental leave period under subclausesubclause 54.3 (Long Parental Leave – Unpaid) and 54.11 (Variation of period of unpaid parental leave (up to 12 months)); and (ii) an extension of the period of Long Parental Leave under subclause 54.12 (Right to request an extension of period of unpaid parental leave beyond 12 months). (e) Subclause 54.18(a) does not apply in relation to the Eligible Doctor on and after the first day on which the Doctor takes flexible unpaid parental leave in relation to the Child.

Keeping in touch days. (a) This clause does not prevent an Eligible Employee Doctor from performing work for the Employer Health Service on a keeping in touch day while the Eligible Employee Doctor is taking Long Parental Leave. If the Eligible Employee Doctor 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 Doctor performs work for the Employer Health Service 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 Doctor to keep in touch with their his or her employment in order to facilitate a return to that employment after the end of the period of leave;; and (ii) both the Eligible Employee Doctor and Employer Health Service consent to the Eligible Employee Doctor performing work for the Employer Health Service on that day; and (iii) the day is not within: (A) if the Eligible Employee Doctor suggested or requested that they perform work for the Employer Health Service 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 Doctor has not already performed work for the Employer Health Service 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 Health Service must not exert undue influence or undue pressure on an Eligible Employee Doctor to consent to a keeping in touch day. (d) For the purposes of subclause 59.18(b)(iv67.20(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 Doctor’s available parental leave period under subclausesubclause 67.4; and (ii) an extension of the period of Long Parental Leave under subclause 67.13.

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 his or her employment in order to facilitate a return to that employment after the end of the period of leave;; and (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)(iid) (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)(iv50.20(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 ’s available parental leave period under subclausesubclause 50.3; (Long Parental Leave – Unpaid) and 50.13 (Variation of periods of unpaid parental leave (up to 12 months)); and (ii) an extension of the period of Long Parental Leave under subclause 50.13 (Right to request an extension of period of unpaid parental leave beyond 12 months). (e) Subclause 50.20 (a) does not apply in relation to the Eligible Employee on and after the first day on which the Employee takes flexible unpaid parental leave in relation to the Child.