Common use of Notice and Evidence Requirements Clause in Contracts

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.

Notice and Evidence Requirements. (a) An employee Employee who intends to take parental leave must give provide Uniting with: i. at least 10 weeks written notice of the intention to take parental leave, including the proposed start and end dates; ii. At this time, the employee must also provide a statutory declaration stating: (iA) that the employee Employee will become either the primary caregiver Primary Caregiver or secondary caregiver Secondary Caregiver of their child, the child as appropriate;; and (iiB) the particulars of any parental leave taken or proposed to be taken or applied for by the employeeEmployee’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 iii. Reasonable evidence which would satisfy a reasonable person of: (iA) in the case of For birth-related leave, the date of birth of the child (including, including without limitation, a medical certificate stating the date of birth of the child or expected date of birth); or (iiB) in the case of For adoption-related leave, the commencement of the placement (or expected day of placement) of the child and that the child will be under 16 6 years of age as at the day of placement or expected day of placement. (db) An employee will At least 4 weeks prior to the date on which the Employee intends to commence leave, the Employee must confirm in writing the intended start and end dates of the parental leave, or advise of any changes. c) If an Employee is not be in breach of this clause if failure able to give the stipulated notice is occasioned by confinement due to the birth or placement of the child 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 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 Employee must also provide a statutory declaration stating: (i) : That the employee Employee will become either the primary caregiver Primary Caregiver or secondary caregiver Secondary Caregiver of their childthe Child, as appropriate; (ii) ; The particulars of any parental leave taken or proposed to be taken or applied for by the employeeEmployee’s spouseSpouse; and (iii) that during and That for the period of parental leave the employee 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 Employee must confirm in writing the intended start and end dates of the parental leave, or advise the employer Employer of any changes to the notice provided in subclause 40.14(aclause 24.3.14(a), unless it is not practicable to do so. (c) . The employer Employer may require the employee Employee to provide evidence which would satisfy a reasonable person of: (i) in : In the case of birth-related leave, the date of birth of the child Child (including, including without limitation, a medical certificate stating the date of birth or expected date of birth); or (ii) in or In the case of adoption-related leave, the commencement of the placement (or expected day of placement) of the child Child and that the child Child will be under 16 years of age as at the day of placement or expected day of placement. (d) . An employee 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 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 Employee must also provide a statutory declaration stating: (i) : that the employee Employee will become either the primary caregiver Primary Caregiver or secondary caregiver Secondary Caregiver of their childthe Child, as appropriate; (ii) ; and the particulars of any parental leave taken or proposed to be taken or applied for by the employeeEmployee’s spouseSpouse; and (iii) and that during for the period of parental leave the employee 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 Employee must confirm in writing the intended start and end dates of the parental leave, or advise the employer Employer of any changes to the notice provided in subclause 40.14(aclause 55.16(a), unless it is not practicable to do so. (c) . The employer Employer may require the employee Employee to provide evidence which would satisfy a reasonable person of: (i) in the case of : for birth-related leave, the date of birth of the child Child (including, including without limitation, a medical certificate stating the date of birth or expected date of birth); or (ii) in the case of or for adoption-related leave, the commencement of the placement (or expected day of placement) of the child Child and that the child Child will be under 16 years of age as at the day of placement or expected day of placement. (d) . An employee Employee will not be in breach of this clause if failure to give the stipulated notice is occasioned by confinement or the 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 at least 10 weeks 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 caregiver or secondary caregiver of their 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 during 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 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, 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.

Notice and Evidence Requirements. (a) An employee must give at least 10 weeks 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.

Notice and Evidence Requirements. (a) 35.16.1. 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: (ia) that the employee will become either the primary caregiver or secondary caregiver of their child, the child as appropriate; (iib) the particulars of any parental leave taken or proposed to be taken or applied for by the employee’s spouse; and (iiic) that during for the period of parental leave the employee will not engage in any conduct inconsistent with their contract of employment. (b) 35.16.2. 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, leave or advise the employer of any changes to the notice provided in subclause 40.14(aclause 35.16.1), unless it is not practicable to do so. (c) 35.16.3. The employer may require the employee to provide evidence which would satisfy a reasonable person of: (ia) in the case of for birth-related leave, the date of birth of the child (including, including without limitation, a medical certificate stating the date of birth or expected date of birth); or (iib) in the case of for 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) 35.16.4. An employee will not be in breach of this clause if failure to give the stipulated notice is occasioned by confinement or the placement occurring earlier than the expected date or in other compelling circumstances. In these circumstances circumstances, the notice and evidence requirements of this clause should be provided as soon as reasonably practicable.

Notice and Evidence Requirements. (a) 47.11.1 An employee must give at least 10 weeks 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 (or any other form of written notice, as agreed to by the Employer CLC) stating: (ia) that the employee will become either the primary caregiver or secondary non-primary caregiver of their child, the child as appropriate; (ii) particulars of any parental leave taken or proposed to be taken or applied for by the employee’s spouse; and (iiib) that during for the period of parental leave the employee will not engage in any conduct inconsistent with their contract of employment. (b) 47.11.2 At least four 4 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)dates, unless it is not practicable to do so. (c) 47.11.3 The employer Employer CLC may require the employee to provide evidence which would satisfy a reasonable person of: (ia) in the case of for birth-related leave, the date of birth of the child (including, including without limitation, a medical certificate stating the date of birth or expected date of birth); or (iib) in the case of for 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) 47.11.4 An employee will not be in breach of this clause 47.11 if failure to give the stipulated notice is occasioned by confinement or the placement occurring earlier than the expected date or in other compelling circumstances. In these circumstances circumstances, the notice and evidence requirements of this clause should be provided as soon as reasonably practicable.