Common use of Leave Management Clause in Contracts

Leave Management. 8.1 Public Holiday Employees will be entitled to public holidays in accordance with the Holidays Act 2003. Public holidays that fall on a day that would otherwise be a working day, the employee will be entitled to be paid for that holiday at their relevant daily pay. Public holidays that fall on a day that would not otherwise be a working day the employee shall not be entitled to be paid for that holiday. An employee shall be entitled to a public holiday if they have worked 6 out of 13 preceding weeks on the day the public holiday falls. A working day is determined on the basis of where the majority of the shift has been worked. A permanent employee may be required to work on any public holiday. If the employee works on the public holiday they are entitled to: • Be paid one and a half times their relevant daily pay for the time they actually work on the public holiday, and • An alternative holiday. A permanent employee rostered to work on Christmas Day or Boxing Day will be paid double time for the hours worked and an alternate day. A casual employee working on a public holiday: • Is entitled to be paid one and a half times their relevant daily pay for the time they actually work on the public holiday • But does not receive an alternative holiday. If a public holiday is “Mondayised” an employee cannot claim two public holidays. Where an employee normally works on both the calendar date of the public holiday and the possible Mondayisation date, their public holiday is on the calendar date. Alternative holidays are to be taken at a time agreeable to the employer and the employee, within 12 months. If the employee and the employer cannot agree on the timing of an alternative day within the 12 months, the employer can direct the employee to take the alternative day with 14 days written notice. Where part of the shift starts or finishes on a public holiday, the employee will be entitled to be paid at time and half, of their relevant daily pay, for the hours worked on the public holiday, and normal time for the hours worked either side of the public holiday. Employees required to be on-call on a public holiday and are not required to work are entitled to an alternative holiday. 8.2 Annual Leave All employees are entitled to four weeks annual leave per annum following the first completed year of service, as per the Holidays Act 2003. On at the completion of six years continuous service, permanent employees will be entitled to five weeks leave per annum. In the event it becomes law for employers to grant employees five weeks annual leave per annum this additional leave entitlement will discontinue. Casual employees will be paid 8% of their gross earnings at the completion of each period of employment. 8.3 Closedown The employer may have a closedown which is normally over the Christmas and New Year period and requires employees to take annual leave as per Evolution policy. Where practicable notification of closedown will be three months and no less than four weeks prior to the commencement date. 8.4 Sick leave On commencement of employment a permanent employee is entitled to 11 days sick leave. On the completion of six months continuous service a permanent full- time employee shall be entitled to a further two days sick leave. After each 12 months continuous service a permanent full-time employee is entitled to a further 13 days per annum. After each 12 months continuous service a permanent part-time employee is entitled to a further 11 days sick leave per annum. Sick leave entitlements may accumulate to a maximum of 60 days. Sick leave may be taken if the employee is sick or injured, or the employee’s spouse, child or dependent is sick or injured and requires the employee to care for them. Where the employee has taken sick leave and has been absent from work for at least three consecutive rostered days, the employer may require the employee to provide a medical certificate, at the employee’s cost. The employer may require the employee to provide proof of sickness or injury to support any sick leave absence of less than three consecutive rostered days at the employer’s expense. An employee shall advise the employer as soon as practicable prior to the commencement of work period of inability to work because of sickness and/or injury unless exceptional circumstances prevent this. 8.5 Bereavement Leave In accordance with the provisions of the Holidays Act 2003, an employee will be entitled to three days bereavement leave on the occasion of a death of a family member, including the loss of a pregnancy through a still birth or miscarriage. Where the employee is required to take significant responsibility for all or any of the arrangements relating to the bereavement they are entitled to up to three days. Employees shall be granted one day’s bereavement leave to discharge their obligations and/or to pay their respects to a deceased person with whom they have had a close association. On application the employer may approve additional bereavement leave with or without pay for an employee to discharge additional cultural obligations in relation to the death of or to show respect to the deceased person with whom the employee has had a close association.

Leave Management. 8.1 Public Holiday Employees will be entitled to public holidays in accordance with the Holidays Act 2003Xxx 0000. Public holidays that fall on a day that would otherwise be a working day, the employee will be entitled to be paid for that holiday at their relevant daily pay. Public holidays that fall on a day that would not otherwise be a working day the employee shall not be entitled to be paid for that holiday. An employee shall be entitled to a public holiday if they have worked 6 out of 13 preceding weeks on the day the public holiday falls. A working day is determined on the basis of where the majority of the shift has been worked. A permanent employee may be required to work on any public holiday. If the employee works on the public holiday they are entitled to: • Be paid one and a half times their relevant daily pay for the time they actually work on the public holiday, and • An alternative holiday. A permanent employee rostered to work on Christmas Day or Boxing Day will be paid double time for the hours worked and an alternate day. A casual employee working on a public holiday: • Is entitled to be paid one and a half times their relevant daily pay for the time they actually work on the public holiday • But does not receive an alternative holiday. If a public holiday is “Mondayised” an employee cannot claim two public holidays. Where an employee normally works on both the calendar date of the public holiday and the possible Mondayisation date, their public holiday is on the calendar date. Alternative holidays are to be taken at a time agreeable to the employer and the employee, within 12 months. If the employee and the employer cannot agree on the timing of an alternative day within the 12 months, the employer can direct the employee to take the alternative day with 14 days written notice. Where part of the shift starts or finishes on a public holiday, the employee will be entitled to be paid at time and half, of their relevant daily pay, for the hours worked on the public holiday, and normal time for the hours worked either side of the public holiday. Employees required to be on-call on a public holiday and are not required to work are entitled to an alternative holiday. 8.2 Annual Leave All employees are entitled to four weeks annual leave per annum following the first completed year of service, as per the Holidays Act 2003Xxx 0000. On at the completion of six years continuous service, permanent employees will be entitled to five weeks leave per annum. In the event it becomes law for employers to grant employees five weeks annual leave per annum this additional leave entitlement will discontinue. Casual employees will be paid 8% of their gross earnings at the completion of each period of employment. 8.3 Closedown The employer may have a closedown which is normally over the Christmas and New Year period and requires employees to take annual leave as per Evolution AHGL policy. Where practicable notification of closedown will be three months and no less than four weeks prior to the commencement date. 8.4 Sick leave On commencement of employment a permanent employee is entitled to 11 days sick leave. On the completion of six months continuous service a permanent full- time employee shall be entitled to a further two days sick leave. After each 12 months continuous service a permanent full-time employee is entitled to a further 13 days per annum. After each 12 months continuous service a permanent part-time employee is entitled to a further 11 days sick leave per annum. Sick k leave entitlements may accumulate to a maximum of 60 days. Sick leave may be taken if the employee is sick or injured, or the employee’s spouse, child or dependent is sick or injured and requires the employee to care for them. Where the employee has taken sick leave and has been absent from work for at least three consecutive rostered days, the employer may require the employee to provide a medical certificate, at the employee’s cost. The employer may require the employee to provide proof of sickness or injury to support any sick leave absence of less than three consecutive rostered days at the employer’s expense. An employee shall advise the employer as soon as practicable prior to the commencement of work period of inability to work because of sickness and/or injury unless exceptional circumstances prevent this. 8.5 Bereavement Leave In accordance with the provisions of the Holidays Act 2003Xxx 0000, an employee will be entitled to three days bereavement leave on the occasion of a death of a family member, including the loss of a pregnancy through a still birth or miscarriage. Where the employee is required to take significant responsibility for all or any of the arrangements relating to the bereavement they are entitled to up to three days. Employees shall be granted one day’s bereavement leave to discharge their obligations and/or to pay their respects to a deceased person with whom they have had a close association. On application the employer may approve additional bereavement leave with or without pay for an employee to discharge additional cultural obligations in relation to the death of or to show respect to the deceased person with whom the employee has had a close association.

Leave Management. 8.1 Public Holiday Employees will be entitled to public holidays in accordance with the Holidays Act 2003. Public holidays that fall on a day that would otherwise be a working day, the employee will be entitled to be paid for that holiday at their relevant daily pay. Public holidays that fall on a day that would not otherwise be a working day the employee shall not be entitled to be paid for that holiday. An employee shall be entitled to a public holiday if they have worked 6 out of 13 preceding weeks on the day the public holiday falls. A working day is determined on the basis of where the majority of the shift has been worked. A permanent employee may be required to work on any public holiday. If the employee works on the public holiday they are entitled to: • Be paid one and a half times their relevant daily pay for the time they actually work on the public holiday, and • An alternative holiday. A permanent employee rostered to work on Christmas Day or Boxing Day will be paid double time for the hours worked and an alternate day. A casual employee working on a public holiday: • Is entitled to be paid one and a half times their relevant daily pay for the time they actually work on the public holiday • But does not receive an alternative holiday. If a public holiday is “Mondayised” an employee cannot claim two public holidays. Where an employee normally works on both the calendar date of the public holiday and the possible Mondayisation date, their public holiday is on the calendar date. Alternative holidays are to be taken at a time agreeable to the employer and the employee, within 12 months. If the employee and the employer cannot agree on the timing of an alternative day within the 12 months, the employer can direct the employee to take the alternative day with 14 days written notice. Where part of the shift starts or finishes on a public holiday, the employee will be entitled to be paid at time and half, of their relevant daily pay, for the hours worked on the public holiday, and normal time for the hours worked either side of the public holiday. Employees required to be on-call on a public holiday and are not required to work are entitled to an alternative holiday. 8.2 Annual Leave All employees are entitled to four weeks annual leave per annum following the first completed year of service, as per the Holidays Act 2003. On at the completion of six years continuous service, permanent employees will be entitled to five weeks leave per annum. In the event it becomes law for employers to grant employees five weeks annual leave per annum this additional leave entitlement will discontinue. Casual employees will be paid 8% of their gross earnings at the completion of each period of employmentemployment where the criteria for ‘pay as you go’ is met in accordance with the Holidays Act. 8.3 Closedown The employer may have a closedown which is normally over the Christmas and New Year period and requires employees to take annual leave as per Evolution policy. Where practicable notification of closedown will be three months and no less than four weeks prior to the commencement date. 8.4 Sick leave On commencement of employment a permanent employee is entitled to 11 days sick leave. On the completion of six months continuous service a permanent full- time employee shall be entitled to a further two days sick leave. After each 12 months continuous service a permanent full-time employee is entitled to a further 13 days per annum. After each 12 months continuous service a permanent part-time employee is entitled to a further 11 days sick leave per annum. Sick leave entitlements may accumulate to a maximum of 60 days. Sick leave may be taken if the employee is sick or injured, or the employee’s spouse, child or dependent is sick or injured and requires the employee to care for them. Where the employee has taken sick leave and has been absent from work for at least three consecutive rostered days, the employer may require the employee to provide a medical certificate, at the employee’s cost. The employer may require the employee to provide proof of sickness or injury to support any sick leave absence of less than three consecutive rostered days at the employer’s expense. An employee shall advise the employer as soon as practicable prior to the commencement of work period of inability to work because of sickness and/or injury unless exceptional circumstances prevent this. 8.5 Bereavement Leave In accordance with the provisions of the Holidays Act 2003, an employee will be entitled to three days bereavement leave on the occasion of a death of a family member, including the loss of a pregnancy through a still birth or miscarriage. Where the employee is required to take significant responsibility for all or any of the arrangements relating to the bereavement they are entitled to up to three days. Employees shall be granted one day’s bereavement leave to discharge their obligations and/or to pay their respects to a deceased person with whom they have had a close association. On application the employer may approve additional bereavement leave with or without pay for an employee to discharge additional cultural obligations in relation to the death of or to show respect to the deceased person with whom the employee has had a close association.