Notice and Evidence Requirements. (a) An Employee must give at least 10 weeks written notice of the intention to take parental leave, including the proposed start and end dates. At this time, the Employee must also provide a statutory declaration stating:
(i) that the Employee will become either the Primary Carer or non- Primary Carer of the Child, as appropriate;
(ii) the particulars of any parental leave taken or proposed to be taken or applied for by the Employee’s Spouse; and
(iii) that for the period of parental leave the Employee will not engage in any conduct inconsistent with their contract of employment.
(b) At least four weeks before the intended commencement of parental leave, the Employee must confirm in writing the intended start and end dates of the parental leave, or advise the Employer of any changes to the notice provided in subclause 80.6(a) , unless it is not practicable to do so.
(c) The Employer may require the Employee to provide evidence which would satisfy a reasonable person of:
(i) in the case of birth-related leave, the date of birth of the Child (including without limitation, a medical certificate or certificate from a registered midwife, stating the date of birth or expected date of birth); or
(ii) in the case of adoption-related leave, the commencement of the placement (or expected day of placement) of the Child and that the Child will be under 16 years of age as at the day of placement or expected day of placement.
(d) An Employee will not be in breach of this clause if failure to give the stipulated notice is occasioned by the birth of the Child or placement occurring earlier than the expected date or in other compelling circumstances. In these circumstances the notice and evidence requirements of this clause should be provided as soon as reasonably practicable.
Notice and Evidence Requirements. (a) To be entitled to leave under Clause 44 an employee must give the employer notice of the period, or expected period of the leave:
(i) as soon as reasonably practicable (which may be at a time before or after the leave has started) that the employee is (or will be) absent from their employment.
(b) To be entitled to personal leave during the period, the employee may be required to give the employer as soon as reasonably practicable (which may be at a time before or after the personal leave has started) either:
(i) a medical certificate from a medical practitioner stating that in their opinion, the employee was, is, or will be unfit for work during the period because of a personal illness or injury; or
(ii) a statutory declaration made by the employee stating that the employee was, is, or will be unfit for work during the period because of a personal illness or injury; or
(iii) evidence that would satisfy a reasonable person that the leave was taken for a permissible reason or occasion.
(c) To be entitled to xxxxx’s leave during the period the employee may be required to give the employer as soon as reasonably practicable (which may be at a time before or after the carer’s leave has started) either:
(i) a medical certificate from a medical practitioner stating that in their opinion the member requires or required care and support during the period due to personal illness or injury; or
(ii) a statutory declaration made by the employee stating that the employee requires or required leave during the period to provide care or support to a member of the employee’s immediate family or household because of personal illness, or injury, or an unexpected emergency; or
(iii) evidence that would satisfy a reasonable person that the leave was taken for a permissible reason or occasion
(d) To be entitled to compassionate leave during the period, the employee may be required to give the employer as soon as reasonably practicable (which may be at a time before or after the compassionate leave has started):
(i) a medical certificate from a medical practitioner stating that in their opinion the member is suffering from an illness or injury that poses a serious threat to the member’s life; or
(ii) a statutory declaration made by the employee stating that the employee requires or required leave during the period due to the death of the member.
(iii) evidence that would satisfy a reasonable person that the leave was taken for a permissible reason or occasion
Notice and Evidence Requirements. (a) Notice An employee must give their employer notice of the taking of leave by the employee under clause 38. The notice:
(i) must be given to the employer as soon as practicable (which may be a time after the leave has started); and
(ii) must advise the employer of the period, or expected period, of the leave.
Notice and Evidence Requirements. An Employee must give at least 10 weeks written notice of the intention to take parental leave, including the proposed start and end dates. At this time, the Employee must also provide a statutory declaration stating:
Notice and Evidence Requirements. (a) An employee must provide the CEO with notice of the taking of Xxxxxx and Kinship Carers leave as soon as practicable, and must advise of the period, or expected period, of the leave.
(b) Carer Assessment and Training Leave should be taken at a time that is agreed with the CEO.
(c) An employee must provide the CEO with documentation from the department responsible for children in authorised care, supporting their eligibility for leave.
Notice and Evidence Requirements. (a) An employee must provide the Director with notice of the taking of compassionate leave as soon as practicable (which may be a time after the leave has started), and must advise of the period, or expected period, of the leave.
(b) Subject to clause 59.7(c), the Director may require an employee to produce documentary evidence of the need for compassionate leave.
(c) In relation to leave under clause 59.3 (miscarriage), the employee must produce a medical certificate from a medical practitioner stating that the employee’s pregnancy or their partner’s pregnancy has ended.
Notice and Evidence Requirements. (a) To be entitled to leave under this clause an employee must give the employer notice of the period, or expected period of the leave:
(i) as soon as reasonably practicable (which may be at a time before or after the leave has started) that the employee is (or will be) absent from his or her employment;
(b) An employer may require an employee to give the employer evidence that would satisfy a reasonable person that the leave was taken for a permissible reason or occasion.
(c) To be entitled to personal leave during the period, the employee may be required to give the employer as soon as reasonably practicable (which may be at a time before or after the personal leave has started) either:
(i) a medical certificate from a medical practitioner stating that in their opinion, the employee was, is, or will be unfit for work during the period because of a personal illness or injury; or
(ii) a statutory declaration made by the employee stating that the employee was, is, or will be unfit for work during the period because of a personal illness or injury.
(d) To be entitled to xxxxx’s leave during the period, the employee may be required to give the employer as soon as reasonably practicable (which may be at a time before or after the carer’s leave has started) either:
(i) a medical certificate from a medical practitioner stating that in their opinion the member requires or required care and support during the period due to personal illness or injury; or
(ii) a statutory declaration made by the employee stating that the employee requires or required leave during the period to provide care or support to the member because the member requires or required care or support during the period because of personal illness, or injury, of the member or an unexpected emergency affecting the member.
(e) For the purpose of clause 36.6(c) the employer will require an employee to provide evidence in the following circumstances:
(i) The absence is for two or more consecutive days;
(ii) The employee has been absent for a total of three single days in the preceding twelve months, without the production of evidence;
(iii) The absence is from a day immediately before or after a period of authorised or unauthorised absence, including all forms of paid and unpaid leave, Public Holidays, Rostered Days Off and Workers Compensation;
(iv) At any other time the employer holds a reasonable belief that the employee does not have a valid reason to take the leave.
Notice and Evidence Requirements. 48.14.1 An Employee must give at least 10 weeks written notice of the intention to take parental leave, including the proposed start and end dates. At this time, the Employee must also provide a statutory declaration stating:
(a) that the Employee will become either the Primary Caregiver or Secondary Caregiver of the Child, as appropriate;
(b) the particulars of any parental leave taken or proposed to be taken or applied for by the Employee’s Spouse; and
(c) that for the period of parental leave the Employee will not engage in any conduct inconsistent with their contract of employment.
48.14.2 At least four weeks before the intended commencement of parental leave, the Employee must confirm in writing the intended start and end dates of the parental leave, or advise the Employer of any changes to the notice provided in clause 48.14.1, unless it is not practicable to do so.
48.14.3 The Employer may require the Employee to provide evidence which would satisfy a reasonable person of:
(a) in the case of birth-related leave, the date of birth of the Child (including without limitation, a medical certificate stating the date of birth or expected date of birth); or
(b) in the case of adoption-related leave, the commencement of the placement (or expected day of placement) of the Child and that the Child will be under 16 years of age as at the day of placement or expected day of placement.
48.14.4 An Employee will not be in breach of this clause if failure to give the stipulated notice is occasioned by confinement or placement occurring earlier than the expected date or in other compelling circumstances. In these circumstances the notice and evidence requirements of this clause should be provided as soon as reasonably practicable.
Notice and Evidence Requirements. (a) An employee must give the CEO the required notice and evidence in accordance with the below table in order to access parental leave.
(b) An employee who fails to give the required notice in respect to parental leave will not be in breach of this clause if the failure to give the stipulated notice is occasioned by confinement or placement occurring earlier than the expected date, or in other compelling circumstances. In these circumstance the notice and evidence required must be provided as soon as practicable. Timeframe to provide notice Types of notice required What must be included in the notice Primary caregiver parental leave (clause 87.8) and partner leave (clause 87.9) Intention to take primary caregiver leave or partner leave 10 weeks prior to commencement date of leave Written notice and evidence that would satisfy a reasonable person, that the leave is being taken for the purpose requested (this may include medical certificate if requested by the CEO) Confirmation that the employee intends to take leave and the proposed start and end dates. Timeframe to provide notice Types of notice required What must be included in the notice Prior to commencement of the primary caregiver leave or partner leave 4 weeks prior to commencement date of leave Written notice and evidence that would satisfy a reasonable person, that the leave is being taken for the purpose requested (this may include medical certificate if requested by the CEO) And a statutory declaration Written notice: confirmation of the intended start and end dates of the leave (unless it is not practicable to do so); and if the leave is birth related leave: the date of birth, or expected date of birth of the child; or if the leave is adoption/permanent care order related leave: the day of placement, or the expected placement, of the child. Statutory declaration: if the request is for primary caregiver leave: a statement that the employee will become the primary caregiver at all times while on leave; or if the request is for partner leave: a statement that the employee will have responsibility for the care of the child at all times while on leave. Pregnancy related illness (clause 87.5) All circumstances As soon as reasonably practicable (which may be a time after the leave has started) Written notice and a medical certificate Written notice: the proposed start and end date of the leave Medical certificate: stating the employee is unfit for work for the stated period because of a pregnancy-rela...
Notice and Evidence Requirements. (a) An employee must give at least 10 weeks written notice of the intention to take parental leave, including the proposed start and end dates. At this time, the employee must also provide a statutory declaration stating:
(i) the employee will become either the primary caregiver or secondary caregiver of their child, as appropriate;
(ii) particulars of any parental leave taken or proposed to be taken or applied for by the employee’s spouse; and
(iii) that during the period of parental leave the employee will not engage in any conduct inconsistent with their contract of employment.
(b) At least four weeks before the intended commencement of parental leave, the employee must confirm in writing the intended start and end dates of the parental leave, or advise the employer of any changes to the notice provided in subclause 40.14(a), unless it is not practicable to do so.
(c) The employer may require the employee to provide evidence which would satisfy a reasonable person of:
(i) in the case of birth-related leave, the date of birth of the child (including, without limitation, a medical certificate stating the date of birth or expected date of birth); or
(ii) in the case of adoption-related leave, the commencement of the placement (or expected day of placement) of the child and that the child will be under 16 years of age as at the day of placement or expected day of placement.
(d) An employee will not be in breach of this clause if failure to give the stipulated notice is occasioned by confinement or placement occurring earlier than the expected date or in other compelling circumstances. In these circumstances the notice and evidence requirements of this clause should be provided as soon as reasonably practicable.
