Common use of Leave Management Clause in Contracts

Leave Management. (a) In administering the recreation leave and long service leave provisions, managers responsible for approving leave and maintaining work rosters shall comply with the agreed Recreation Leave Management Principles as provided herein. (b) Recreation leave and long service leave are industrial entitlements of employees. Wherever possible and when given reasonable notice, the NTPF should accommodate a member’s leave request, provided that the provisions of clause 29(c) below apply to this decision-making process. (c) Recreation leave is taken annually by members for health safety and wellbeing reasons. Ensuring sufficient staffing is a management issue – the onus is not on a member applying for leave to ensure that the NTPF has adequate staffing (unless that member has responsibility for the decision-making about leave for the work area concerned). Rather the onus is on management to ensure that leave decisions take into account the need for sufficient staffing for service delivery and the need to ensure undue workload is not placed on remaining members. (d) Members have an obligation to have an active involvement in ensuring they plan ahead and take their leave. (e) Members may have good reasons for accumulating leave. Where a member does not wish to take accumulated recreation leave in a given year, it is not unreasonable to require members to articulate the reasons they have for accumulating leave and to suggest a plan for exhausting it. (f) Subject to clauses 29(l) and (m) or to operational or organisational necessities: (i) members are to apply for and managers are to ensure both recreation leave and long service leave is set down during the period October to December each year for the following calendar year, and it shall then be published in the Police Gazette in the January of the following year; and (ii) if a member does not provide leave date/s by the end of December each year, managers are to set leave date/s for them; provided that the manager will first consult with the member, particularly if a member has been absent from October to December. This means that a member who will be absent for the planning period who has particular needs for the following year is then obliged to communicate those needs before proceeding on leave. (g) Each year’s leave roster must include, for every member, either: (i) at least a total of the recreation leave entitlement; or (ii) a footnote for each member not set down for at least 6 weeks annual leave, outlining the member’s reason or the operational or organisational reason why the leave has not been rostered, (the footnote is not for publication in the Police Gazette). (h) Where a member is to take long service leave in a given calendar year, that long service leave is to be included in the leave roster. (i) Managers are required to consult with members who are required by the Long Service Leave provisions of Determination No.1 of 2011 to take long service leave. (j) Members who are required by to take long service leave must, at the time those provisions become active, develop with their Officer in Charge a plan for taking their long service leave. (k) Mechanisms are to be put in place so there is consistency in decision-making about the granting or refusal of leave across the NTPF. (l) Members may ask for changes to their set down or gazetted leave. Where given reasonable notice, the NTPF should endeavour to accommodate the request for a change of leave, subject to the operational ability to release the member at the new desired time, i.e. managers are not to leave their establishment short of members and needing relief from elsewhere so as to meet service delivery requirements and so as not to place undue workload on remaining members. (m) Where the NTPF compulsorily transfers a member, the member’s leave is not to be changed without the informed consent of the member.

Leave Management. (a) In administering the recreation leave and long service leave provisions, managers responsible for approving leave and maintaining work rosters shall comply with the agreed Recreation Leave Management Principles as provided herein. (b) Recreation leave and long service leave are industrial entitlements of employees. Wherever possible and when given reasonable notice, the NTPF should accommodate a member’s leave request, provided that the provisions of sub-clause 29(c(c) below apply to this decision-making process. (c) Recreation leave is taken annually by members (subject to exceptions for good reasons – further outlined below) for health safety and wellbeing reasons. Ensuring sufficient staffing is a management issue – the onus is not on a member applying for leave to ensure that the NTPF has adequate staffing (unless that member has responsibility for the decision-making about leave for the work area concerned). Rather the onus is on management to ensure that leave decisions take into account the need for sufficient staffing for service delivery and the need to ensure undue workload is not placed on remaining members. (d) Members have an obligation to have an active involvement in ensuring they plan ahead and take their leave. (e) Members may have good reasons for accumulating leave. Where a member does not wish to take accumulated recreation leave in a given year, it is not unreasonable to require members to articulate the reasons they have for accumulating leave and to suggest a plan for exhausting it. (f) Subject to sub-clauses 29(l(l) and (m) or to operational or organisational necessities: (i) members are to apply for and managers are to ensure both recreation leave and long service leave is set down during the period October to December each year for the following calendar year, and it shall then be published in the Police Gazette in the January of the following year; and (ii) if a member does not provide leave date/s by the end of December each year, managers are to set leave date/s for them; provided that the manager will first consult with the member, particularly if a member has been absent from October to December. This means that a member who will be absent for the planning period who has particular needs for the following year is then obliged to communicate those needs before proceeding on leave. (g) Each year’s leave roster must include, for every member, either: (i) at least a total of the recreation leave entitlement; or (ii) a footnote for each member not set down for at least 6 weeks annual leave, outlining the member’s reason or the operational or organisational reason why the leave has not been rostered, (the footnote is not for publication in the Police Gazette). (h) Where a member is to take long service leave in a given calendar year, that long service leave is to be included in the leave roster. (i) Managers are required to consult with members who are required by the Long Service Leave provisions of Determination No.1 of 2011 to take long service leave. (j) Members who are required by to take long service leave must, at the time those provisions become active, develop with their Officer in Charge a plan for taking their long service leave. (k) Mechanisms are to be put in place so there is consistency in decision-making about the granting or refusal of leave across the NTPF. (l) Members may ask for changes to their set down or gazetted leave. Where given reasonable notice, the NTPF should endeavour to accommodate the request for a change of leave, subject to the operational ability to release the member at the new desired time, i.e. managers are not to leave their establishment short of members and needing relief from elsewhere so as to meet service delivery requirements and so as not to place undue workload on remaining members. (m) Where the NTPF compulsorily transfers a member, the member’s leave is not to be changed without the informed consent of the member.

Leave Management. ‌ (a) In administering the recreation leave and long service leave provisions, managers responsible for approving leave and maintaining work rosters shall comply with the agreed Recreation Leave Management Principles as provided herein. (b) Recreation leave and long service leave are industrial entitlements of employees. Wherever possible and when given reasonable notice, the NTPF should accommodate a member’s leave request, provided that the provisions of clause 29(c31(c) below apply to this decision-making process. (c) Recreation leave is taken annually by members for health safety and wellbeing reasons. Ensuring sufficient staffing is a management issue – the onus is not on a member applying for leave to ensure that the NTPF has adequate staffing (unless that member has responsibility for the decision-making about leave for the work area concerned). Rather the onus is on management to ensure that leave decisions take into account the need for sufficient staffing for service delivery and the need to ensure undue workload is not placed on remaining members. (d) Members have an obligation to have an active involvement in ensuring they plan ahead and take their leave. (e) Members may have good reasons for accumulating leave. Where a member does not wish to take accumulated recreation leave in a given year, it is not unreasonable to require members to articulate the reasons they have for accumulating leave and to suggest a plan for exhausting it. (f) Subject to clauses 29(l31(l) and (m) or to operational or organisational necessities: (i) members are to apply for and managers are to ensure both recreation leave and long service leave is set down during the period October to December each year for the following calendar year, and it shall then be published in the Police Gazette in the January of the following year; and (ii) if a member does not provide leave date/s by the end of December each year, managers are to set leave date/s for them; provided that the manager will first consult with the member, particularly if a member has been absent from October to December. This means that a member who will be absent for the planning period who has particular needs for the following year is then obliged to communicate those needs before proceeding on leave. (g) Each year’s leave roster must include, for every member, either: (i) at least a total of the recreation leave entitlement; or (ii) a footnote for each member not set down for at least 6 weeks annual leave, outlining the member’s reason or the operational or organisational reason why the leave has not been rostered, (the footnote is not for publication in the Police Gazette). (h) Where a member is to take long service leave in a given calendar year, that long service leave is to be included in the leave roster. (i) Managers are required to consult with members who are required by the Long Service Leave provisions of Determination No.1 of 2011 to take long service leave. (j) Members who are required by to take long service leave must, at the time those provisions become active, develop with their Officer in Charge a plan for taking their long service leave. (k) Mechanisms are to be put in place so there is consistency in decision-making about the granting or refusal of leave across the NTPF. (l) Members may ask for changes to their set down or gazetted leave. Where given reasonable notice, the NTPF should endeavour to accommodate the request for a change of leave, subject to the operational ability to release the member at the new desired time, i.e. managers are not to leave their establishment short of members and needing relief from elsewhere so as to meet service delivery requirements and so as not to place undue workload on remaining members. (m) Where the NTPF compulsorily transfers a member, the member’s leave is not to be changed without the informed consent of the member.

Leave Management. (a) In administering the recreation leave and long service leave provisionsprovisions of Determination No. 1 of 2000 and this Agreement, managers responsible for approving leave and maintaining work rosters shall comply with the agreed Recreation Leave Management Principles as provided hereinin this clause below. (b) Recreation leave and long service leave are industrial entitlements of employees. Wherever possible and when given reasonable notice, the NTPF should accommodate a member’s leave request, provided that the provisions of clause 29(csub-clauses (c) to (g) below apply to this decision-making process. (c) Recreation leave and long service leave shall be managed/rostered in a way that best manages the people resources of the NTPF. This includes that leave is managed so it allows sufficient staffing at all times to provide service delivery – this includes during popular periods for leave such as Christmas, Easter and mid year, and public holidays. (d) Recreation leave is taken annually by members (subject to exceptions for good reasons – further outlined below) for health safety and wellbeing reasons. Ensuring sufficient staffing is a management issue – the onus is not on a member applying for leave to ensure that the NTPF has adequate staffing (unless that member has responsibility for the decision-making about leave for the work area concerned). Rather the onus is on management to ensure that leave decisions take into account the need for sufficient staffing for service delivery and the need to ensure undue workload is not placed on remaining members. (de) Long service leave is taken by a member in accordance with Clause 37 and either at the time they wish to take it or at a time as close as possible to that time, given the needs of the NTPF to maintain adequate staffing levels. (f) Members should be as fit and rested as possible to gain work satisfaction from challenges and development opportunities while at work. (g) There is a balancing of the types of members (in terms of rank, experience, etc.) who are on leave at the same time, so as to not place undue workload on the remaining members and not to leave establishments short of capability. (h) The taking of recreation leave by members shall be actively managed by the NTPF. (i) Members have an obligation to have an active involvement in ensuring they plan ahead and take their leave. (ej) Members may have good reasons for accumulating leave. Where a member does not wish to take accumulated recreation leave in a given year, it is not unreasonable to require members to articulate the reasons they have for accumulating leave and to suggest a plan for exhausting it. (fk) Subject to sub-clauses 29(l) (u), (v), and (mw) or to operational or organisational necessities: (i) members Members are to apply for and managers are to ensure both recreation leave and long service leave is set down during the period October to December each year for the following calendar year, and it shall then be published in the Police Gazette in the January of the following year; and. (ii) if If a member does not provide leave date/s by the end of December each year, managers are to set leave date/s for them; provided that the manager will first consult with the member, particularly if a member has been absent from October to December. This means that a member who will be absent for the planning period who has particular needs for the following year is then obliged to communicate those needs before proceeding on leave. (gl) Each year’s leave roster must include, for every member, either: (i) at At least a total of the annual recreation leave entitlement; or (ii) a A footnote for each member not set down for at least 6 weeks annual leave, outlining the member’s reason or the operational or organisational reason why the leave has not been rostered, rostered (the footnote is not for publication in the Police Gazette). (hm) Where a member is to take long service leave in a given calendar year, that long service leave is to be included in the leave roster. (in) Managers are required to consult with members who are required by the Long Service Leave provisions of Determination No.1 of 2011 Clause 37 to take long service leave. (jo) Members who are required by the provisions of Clause 37 to take long service leave must, at the time those provisions become active, develop with their Officer in Charge a plan for taking their long service leave. (kp) Mechanisms are There will be a long term long service leave roster which will indicate in which year a member intends to take long service leave as required by the provisions of Clause 37. This roster will be put kept centrally and will be informed by the plans developed in place so there is consistency in decisionaccordance with sub-making about the granting or refusal of leave across the NTPFclause (o). (lq) Members may ask for changes to their set down or gazetted leave. Where given reasonable noticeWhen appropriate, the NTPF should endeavour plan developed as a result of sub-clause (o) is to accommodate the request for form a change of leave, subject to the operational ability to release the member at the new desired time, i.e. managers are not to leave their establishment short of members and needing relief from elsewhere so as to meet service delivery requirements and so as not to place undue workload on remaining members. (m) Where the NTPF compulsorily transfers a member, the member’s leave is not to be changed without the informed consent part of the member.Leave Roster developed in pursuance of sub-clauses (k),

Leave Management. (a) In administering the recreation leave and long service leave provisions, managers responsible for approving leave and maintaining work rosters shall comply with the agreed Recreation Leave Management Principles as provided herein. (b) Recreation leave and long service leave are industrial entitlements of employees. Wherever possible and when given reasonable notice, the NTPF should accommodate a member’s leave request, provided that the provisions of clause 29(c34(c) below apply to this decision-making process. (c) Recreation leave is taken annually by members for health safety and wellbeing reasons. Ensuring sufficient staffing is a management issue – the onus is not on a member applying for leave to ensure that the NTPF has adequate staffing (unless that member has responsibility for the decision-making about leave for the work area concerned). Rather the onus is on management to ensure that leave decisions take into account the need for sufficient staffing for service delivery and the need to ensure undue workload is not placed on remaining members. (d) Members have an obligation to have an active involvement in ensuring they plan ahead and take their leave. (e) Members may have good reasons for accumulating leave. Where a member does not wish to take accumulated recreation leave in a given year, it is not unreasonable to require members to articulate the reasons they have for accumulating leave and to suggest a plan for exhausting it. (f) Subject to clauses 29(l34(l) and (m) or to operational or organisational necessities: (i) members are to apply for and managers are to ensure both recreation leave and long service leave is set down during the period October to December each year for the following calendar year, and it shall then be published in the Police Gazette in the January of the following year; and (ii) if a member does not provide leave date/s by the end of December each year, managers are to set leave date/s for them; provided that the manager will first consult with the member, particularly if a member has been absent from October to December. This means that a member who will be absent for the planning period who has particular needs for the following year is then obliged to communicate those needs before proceeding on leave. (g) Each year’s leave roster must include, for every member, either: (i) at least a total of the recreation leave entitlement; or (ii) a footnote for each member not set down for at least 6 weeks annual leave, outlining the member’s reason or the operational or organisational reason why the leave has not been rostered, (the footnote is not for publication in the Police Gazette). (h) Where a member is to take long service leave in a given calendar year, that long service leave is to be included in the leave roster. (i) Managers are required to consult with members who are required by the Long Service Leave provisions of Determination No.1 of 2011 to take long service leave. (j) Members who are required by to take long service leave must, at the time those provisions become active, develop with their Officer in Charge a plan for taking their long service leave. (k) Mechanisms are to be put in place so there is consistency in decision-making about the granting or refusal of leave across the NTPF. (l) Members may ask for changes to their set down or gazetted leave. Where given reasonable notice, the NTPF should endeavour to accommodate the request for a change of leave, subject to the operational ability to release the member at the new desired time, i.e. managers are not to leave their establishment short of members and needing relief from elsewhere so as to meet service delivery requirements and so as not to place undue workload on remaining members. (m) Where the NTPF compulsorily transfers a member, the member’s leave is not to be changed without the informed consent of the member.