Common use of Other leave entitlements Clause in Contracts

Other leave entitlements. (a) Annual and long service leave An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued annual leave and/or long service leave to which the employee is entitled for the whole or part of the period of unpaid parental leave. (b) Time off in lieu of overtime, flexi leave and banked hours (i) An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued time off in lieu of overtime, flexi leave and/or banked hours to which the employee is entitled. (ii) The taking of accrued time off in lieu of overtime, flexi leave and/or banked hours in substitution for unpaid parental leave shall be subject to the provisions of clause 22 – Overtime Allowance of the Award, and clause 16 – Hours of the General Agreement, where applicable. (c) Extended unpaid parental leave (i) Subject to all other leave entitlements being exhausted, an employee shall be entitled to apply for leave without pay following parental leave (‘extended unpaid parental leave’) to extend their leave by up to two years. The employer is to agree to a request for extended unpaid parental leave unless: • having considered the employee’s circumstances, the employer is not satisfied that the request is genuinely based on the employee’s parental responsibilities; or • there are grounds to refuse the request relating to its adverse effect on the employer’s business and those grounds would satisfy a reasonable person. These grounds might include, but are not limited to, cost; lack of adequate replacement staff; loss of efficiency; impact on the production or delivery of products or services by the employer. (ii) The employer is to give the employee written notice of the employer’s decision on a request for extended unpaid parental leave under clause 22.4 (c). If the request is refused, the notice is to set out the reasons for the refusal. (iii) An employee who believes their request for extended unpaid parental leave under clause 22.4 (c) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer to demonstrate that the refusal was justified in the circumstances. (iv) Any period of extended unpaid parental leave must be applied for and approved in advance and will be granted on a year-by-year basis. Where both partners work for the employer the total combined period of extended unpaid parental leave shall not exceed two years. (d) Personal leave (i) An employee on paid or unpaid parental leave is not entitled to paid personal leave other than as specified in clause 22.4 (d) (ii). (ii) Should the birth or adoption result in other than the arrival of a living child, the employee shall be entitled to such period of paid personal leave to which the employee is entitled or unpaid leave for a period certified as necessary by a registered medical practitioner. Paid personal leave cannot be taken concurrently with paid parental leave. (iii) Where a pregnant employee not on parental leave suffers illness related to the pregnancy or is required to undergo a pregnancy related medical procedure the employee may take any paid personal leave to which the employee is entitled or unpaid leave for a period as certified necessary by a registered medical practitioner. (e) Public holidays

Other leave entitlements. (a) Annual and long service leave An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued annual leave and/or or long service leave to which the employee is entitled for the whole or part of the period of unpaid parental leave. (b) Time off in lieu of overtime, flexi leave and banked hours (i) An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued time off in lieu of overtime, flexi leave and/or banked hours to which the employee is entitled. (ii) The taking of accrued time off in lieu of overtime, flexi leave and/or banked hours in substitution for unpaid parental leave shall be subject to the provisions of clause 22 – Overtime Allowance of the Award, and clause 16 – Hours of the General Agreement, where applicable. (c) Extended unpaid parental leave (i) Subject to all other leave entitlements being exhausted, exhausted an employee shall will be entitled to apply for leave without pay following parental leave (‘extended unpaid parental leave’) to extend their leave by up to two 2 years. . (c) The employer is to agree to will only refuse such a request for extended unpaid parental leave unless: • having considered on reasonable grounds related to the employee’s circumstances, the employer is not satisfied that the request is genuinely based on the employee’s parental responsibilities; or • there are grounds to refuse the request relating to its adverse effect on the workplace or the employer’s business and those grounds would satisfy a reasonable personbusiness. These Such grounds might include, but are not limited to, : (i) cost; ; (ii) lack of adequate replacement staff; ; (iii) loss of efficiency; and (iv) the impact on the production or delivery of products or services by the employercustomer service. (ii) The employer is to give the employee written notice of the employer’s decision on a request for extended unpaid parental leave under clause 22.4 (c). If the request is refused, the notice is to set out the reasons for the refusal. (iiid) An employee who believes their request for extended unpaid parental leave under clause 22.4 (c) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer to demonstrate that the refusal was justified in the circumstances. (ive) Any period of extended unpaid parental leave without pay must be applied for and approved in advance and will be granted on a year-by-year basis. Where both partners work for the employer the total combined period of extended unpaid leave without pay following parental leave shall will not exceed two 2 years. (d) Personal leave (if) An employee on paid or unpaid parental leave is not entitled to paid personal sick leave and other paid absences other than as specified in clause 22.4 (dsubclause 33.7(a) (iiand 33.7(b). (iig) Should the birth or adoption result in other than the arrival of a living child, the employee shall will be entitled to such period of paid personal sick leave to which the employee is entitled or unpaid leave for a period certified as necessary by a registered medical practitioner. Paid personal Such paid sick leave cannot be taken concurrently with paid parental leave. (iiih) Where a pregnant employee not on parental leave suffers illness related to the pregnancy or is required to undergo a pregnancy related medical procedure the employee may take any paid personal sick leave to which the employee is entitled or unpaid leave for a specified period as certified necessary by a registered medical practitioner. (e) Public holidays

Other leave entitlements. (a) Annual and long service leave leave (b) An employee Employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued annual leave and/or long service leave to which the employee Employee is entitled for the whole or part of the period of unpaid parental leave. (bc) Time off in lieu of overtime, overtime and flexi leave and banked hourscredits (i) An employee an Employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued time off in lieu of overtime, overtime or flexi leave and/or banked hours credits to which the employee Employee is entitled. (ii) The the taking of accrued time off in lieu of overtime, overtime or flexi leave and/or banked hours in substitution for unpaid parental leave shall be subject to the provisions of clause Clause 23 – Overtime and Leave in Lieu for Employees and Clause 22 – Overtime Allowance of the Award, and clause 16 – Hours of the General AgreementFlexitime , where applicable. (cd) Extended unpaid parental leave (i) Subject subject to all other leave entitlements being exhausted, an employee Employee shall be entitled to apply for leave without pay following parental leave (‘extended unpaid parental leave’) to extend their leave by up to two years. The employer Employer is to agree to a request for extended unpaid parental leave unless: •  having considered the employeeEmployee’s circumstances, the employer Employer is not satisfied that the request is genuinely based on the employeeEmployee’s parental responsibilities; or •  there are grounds to refuse the request relating to its adverse effect on the employerEmployer’s business and those grounds would satisfy a reasonable person. These grounds might include, but are not limited to, cost; lack of adequate replacement staff; loss of efficiency; impact on the production or delivery of products or services by the employerEmployer. (ii) The employer the Employer is to give the employee Employee written notice of the employerEmployer’s decision on a request for extended unpaid parental leave under clause 22.4 (c33.3(c). If the request is refused, the notice is to set out the reasons for the refusal. (iii) An employee an Employee who believes their request for extended unpaid parental leave under clause 22.4 (c33.3(c) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer Employer to demonstrate that the refusal was justified in the circumstances. (iv) Any any period of extended unpaid parental leave must be applied for and approved in advance and will be granted on a year-by-year basis. Where both partners work for the employer Employer the total combined period of extended unpaid parental leave shall not exceed two years. (de) Personal leave (i) An employee an Employee on paid or unpaid parental leave is not entitled to paid personal leave other than as specified in clause 22.4 (d) (ii33.3(d)(ii). (ii) Should should the birth or adoption result in other than the arrival of a living child, the employee Employee shall be entitled to such period of paid personal leave to which the employee Employee is entitled or unpaid leave for a period certified as necessary by a registered medical practitioner. Paid personal leave cannot be taken concurrently with paid parental leave. (iii) Where where a pregnant employee Employee not on parental leave suffers illness related to the pregnancy or is required to undergo a pregnancy related medical procedure the employee Employee may take any paid personal leave to which the employee Employee is entitled or unpaid leave for a period as certified necessary by a registered medical practitioner. (ef) Public holidaysholidays Any public holidays that fall during paid or unpaid parental leave shall be counted as part of the parental leave and do not extend the period of parental leave.

Other leave entitlements. (a) Annual and long service leave An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued annual leave and/or or long service leave to which the employee is entitled for the whole or part of the period of unpaid parental leave. (b) Time off in lieu of overtime, flexi leave and banked hours (i) An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued time off in lieu of overtime, flexi leave and/or banked hours to which the employee is entitled. (ii) The taking of accrued time off in lieu of overtime, flexi leave and/or banked hours in substitution for unpaid parental leave shall be subject to the provisions of clause 22 – Overtime Allowance of the Award, and clause 16 – Hours of the General Agreement, where applicable. (c) Extended unpaid parental leave (i) Subject to all other leave entitlements being exhausted, exhausted an employee shall be entitled to apply for leave without pay following parental leave (‘extended unpaid parental leave’) to extend their leave by up to two 2 years. . (c) The employer is to agree to shall only refuse such a request for extended unpaid parental leave unless: • having considered on reasonable grounds related to the employee’s circumstances, the employer is not satisfied that the request is genuinely based on the employee’s parental responsibilities; or • there are grounds to refuse the request relating to its adverse effect on the workplace or the employer’s business and those grounds would satisfy a reasonable personbusiness. These Such grounds might include, but are not limited to, : (i) cost; ; (ii) lack of adequate replacement staff; ; (iii) loss of efficiency; and (iv) the impact on the production or delivery of products or services by the employercustomer service. (ii) The employer is to give the employee written notice of the employer’s decision on a request for extended unpaid parental leave under clause 22.4 (c). If the request is refused, the notice is to set out the reasons for the refusal. (iiid) An employee who believes their request for extended unpaid parental leave under clause 22.4 (c) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer to demonstrate that the refusal was justified in the circumstances. (ive) Any period of extended unpaid parental leave without pay must be applied for and approved in advance and will be granted on a year-by-year basis. Where both partners work for the employer the total combined period of extended unpaid leave without pay following parental leave shall will not exceed two years. (d) Personal leave (if) An employee on paid or unpaid parental leave is not entitled to paid personal sick leave and other paid absences other than as specified in clause 22.4 (dsubclause 33.7(a) (iiand 33.7(b). (iig) Should the birth or adoption result in other than the arrival of a living child, the employee shall be entitled to such period of paid personal sick leave to which the employee is entitled or unpaid leave for a period certified as necessary by a registered medical practitioner. Paid personal Such paid sick leave cannot be taken concurrently with paid parental leave. (iiih) Where a pregnant employee not on parental leave suffers illness related to the pregnancy or is required to undergo a pregnancy related medical procedure the employee may take any paid personal sick leave to which the employee is entitled or unpaid leave for a specified period as certified necessary by a registered medical practitioner. (e) Public holidays

Other leave entitlements. (a) Annual and long service leave An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued annual leave and/or long service leave to which the employee is entitled for the whole or part of the period of unpaid parental leave. (b) Time off in lieu of overtime, flexi leave and banked hours (i) An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued time off in lieu of overtime, flexi leave and/or banked hours to which the employee is entitled. (ii) The taking of accrued time off in lieu of overtime, flexi leave and/or banked hours in substitution for unpaid parental leave shall be subject to the provisions of clause 22 – Overtime Allowance of the Award, and clause 16 17 – Hours of the General Agreement, where applicable. (c) Extended unpaid parental leave (i) Subject to all other leave entitlements being exhausted, an employee shall be entitled to apply for leave without pay following parental leave (‘extended unpaid parental leave’) to extend their leave by up to two years. The employer is to agree to a request for extended unpaid parental leave unless: • having considered the employee’s circumstances, the employer is not satisfied that the request is genuinely based on the employee’s parental responsibilities; or • there are grounds to refuse the request relating to its adverse effect on the employer’s business and those grounds would satisfy a reasonable person. These grounds might include, but are not limited to, cost; lack of adequate replacement staff; loss of efficiency; impact on the production or delivery of products or services by the employer. (ii) The employer is to give the employee written notice of the employer’s decision on a request for extended unpaid parental leave under clause 22.4 23.4 (c). If the request is refused, the notice is to set out the reasons for the refusal. (iii) An employee who believes their request for extended unpaid parental leave under clause 22.4 23.4 (c) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer to demonstrate that the refusal was justified in the circumstances. (iv) Any period of extended unpaid parental leave must be applied for and approved in advance and will be granted on a year-by-year basis. Where both partners work for the employer the total combined period of extended unpaid parental leave shall not exceed two years. (d) Personal leave (i) An employee on paid or unpaid parental leave is not entitled to paid personal leave other than as specified in clause 22.4 (d) (ii). (ii) Should the birth or adoption result in other than the arrival of a living child, the employee shall be entitled to such period of paid personal leave to which the employee is entitled or unpaid leave for a period certified as necessary by a registered medical practitioner. Paid personal leave cannot be taken concurrently with paid parental leave. (iii) Where a pregnant employee not on parental leave suffers illness related to the pregnancy or is required to undergo a pregnancy related medical procedure the employee may take any paid personal leave to which the employee is entitled or unpaid leave for a period as certified necessary by a registered medical practitioner. (e) Public holidays

Other leave entitlements. (a) Annual and long service leave An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued annual leave and/or long service leave to which the employee is entitled for the whole or part of the period of unpaid parental leave. (b) Time off in lieu of overtime, flexi leave and banked hours (i) An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued time off in lieu of overtime, flexi leave and/or banked hours to which the employee is entitled. (ii) The taking of accrued time off in lieu of overtime, flexi leave and/or banked hours in substitution for unpaid parental leave shall be subject to the provisions of clause 22 – Overtime Allowance of the Award, and the Hours clause 16 – Hours of the General this Agreement, where applicable. (c) Extended unpaid parental leave (i) Subject to all other leave entitlements being exhausted, an employee shall be entitled to apply for leave without pay following parental leave (‘extended unpaid parental leave’) to extend their leave by up to two years. The employer is to agree to a request for extended unpaid parental leave unless: • having considered the employee’s circumstances, the employer is not satisfied that the request is genuinely based on the employee’s parental responsibilities; or • there are grounds to refuse the request relating to its adverse effect on the employer’s business and those grounds would satisfy a reasonable person. These grounds might include, but are not limited to, cost; lack of adequate replacement staff; loss of efficiency; impact on the production or delivery of products or services by the employer. (ii) The employer is to give the employee written notice of the employer’s decision on a request for extended unpaid parental leave under clause 22.4 18.4 (c). If the request is refused, the notice is to set out the reasons for the refusal. (iii) An employee who believes their request for extended unpaid parental leave under clause 22.4 18.4 (c) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer to demonstrate that the refusal was justified in the circumstances. (iv) Any period of extended unpaid parental leave must be applied for and approved in advance and will be granted on a year-by-year basis. Where both partners work for the employer the total combined period of extended unpaid parental leave shall not exceed two years. (d) Personal leave (i) An employee on paid or unpaid parental leave is not entitled to paid personal leave other than as specified in clause 22.4 (d) (ii). (ii) Should the birth or adoption result in other than the arrival of a living child, the employee shall be entitled to such period of paid personal leave to which the employee is entitled or unpaid leave for a period certified as necessary by a registered medical practitioner. Paid personal leave cannot be taken concurrently with paid parental leave. (iii) Where a pregnant employee not on parental leave suffers illness related to the pregnancy or is required to undergo a pregnancy related medical procedure the employee may take any paid personal leave to which the employee is entitled or unpaid leave for a period as certified necessary by a registered medical practitioner. (e) Public holidays

Other leave entitlements. (a) Annual and long service leave leave (b) An employee Employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued annual leave and/or long service leave to which the employee Employee is entitled for the whole or part of the period of unpaid parental leave. (bc) Time off in lieu of overtime, overtime and flexi leave and banked hourscredits (i) An employee an Employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued time off in lieu of overtime, overtime or flexi leave and/or banked hours credits to which the employee Employee is entitled. (ii) The the taking of accrued time off in lieu of overtime, overtime or flexi leave and/or banked hours in substitution for unpaid parental leave shall be subject to the provisions of clause 22 – 23, Overtime Allowance of the Award, and Leave in Lieu for Employees and clause 16 – Hours of the General Agreement22, Flexitime, where applicable. (cd) Extended unpaid parental leave (i) Subject subject to all other leave entitlements being exhausted, an employee Employee shall be entitled to apply for leave without pay following parental leave (‘extended unpaid parental leave’) to extend their leave by up to two years. The employer Employer is to agree to a request for extended unpaid parental leave unless: •  having considered the employeeEmployee’s circumstances, the employer Employer is not satisfied that the request is genuinely based on the employeeEmployee’s parental responsibilities; or •  there are grounds to refuse the request relating to its adverse effect on the employerEmployer’s business and those grounds would satisfy a reasonable person. These grounds might include, but are not limited to, cost; lack of adequate replacement staff; loss of efficiency; and impact on the production or delivery of products or services by the employerEmployer. (ii) The employer the Employer is to give the employee Employee written notice of the employerEmployer’s decision on a request for extended unpaid parental leave under clause 22.4 (c33.3(c). If the request is refused, the notice is to set out the reasons for the refusal. (iii) An employee an Employee who believes their request for extended unpaid parental leave under clause 22.4 (c33.3(c) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer Employer to demonstrate that the refusal was justified in the circumstances. (iv) Any any period of extended unpaid parental leave must be applied for and approved in advance and will be granted on a year-by-year basis. Where both partners work for the employer Employer, the total combined period of extended unpaid parental leave shall not exceed two (2) years. (d) Personal leave (i) An employee on paid or unpaid parental leave is not entitled to paid personal leave other than as specified in clause 22.4 (d) (ii). (ii) Should the birth or adoption result in other than the arrival of a living child, the employee shall be entitled to such period of paid personal leave to which the employee is entitled or unpaid leave for a period certified as necessary by a registered medical practitioner. Paid personal leave cannot be taken concurrently with paid parental leave. (iii) Where a pregnant employee not on parental leave suffers illness related to the pregnancy or is required to undergo a pregnancy related medical procedure the employee may take any paid personal leave to which the employee is entitled or unpaid leave for a period as certified necessary by a registered medical practitioner. (e) Public holidays

Other leave entitlements. (a) 20.4.1 Annual and long service leave leave (a) An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued annual leave and/or or long service leave to which the employee is entitled for the whole or part of the period of unpaid parental leave. (bi) An employee may elect to substitute any part of their entitlement to one week’s unpaid partner leave as provided for in 20.3.2 with accrued annual or long service leave to which the employee is entitled for the whole or part of that period of unpaid partner leave. (ii) Where an employer agrees to an employee’s request to extend their period of unpaid partner leave under 20.3.3, the employer must allow an employee to elect to substitute any part of that period of unpaid partner leave with accrued annual or long service leave to which the employee is entitled or the whole or part of that period of unpaid partner leave. 20.4.2 Time off in lieu of overtime, flexi leave and banked hours (i) overtime An employee proceeding on unpaid parental leave or unpaid partner leave may elect to substitute any part of that leave with accrued time off in lieu of overtime, flexi leave and/or banked hours overtime to which the employee is entitled. (ii) The taking entitled for the whole or part of accrued time off in lieu the period of overtime, flexi leave and/or banked hours in substitution for unpaid parental leave shall be subject to the provisions of clause 22 – Overtime Allowance of the Award, and clause 16 – Hours of the General Agreement, where applicableor unpaid partner leave. (c) Extended unpaid parental leave20.4.3 Leave without pay (ia) Subject to all other leave entitlements being exhausted, exhausted an employee shall be entitled to apply for leave without pay following parental leave (‘extended unpaid parental leave’) to extend their leave by up to two years. The employer is to agree to a request for extended unpaid parental to extend their leave unless: • : (i) having considered the employee’s circumstances, the employer is not satisfied that the request is genuinely based on the employee’s parental responsibilities; or • or (ii) there are grounds to refuse the request relating to its adverse effect on the employer’s business and those grounds would satisfy a reasonable person. These grounds might include, but are not limited to, : _ cost; _ lack of adequate replacement staff; _ loss of efficiency; _ impact on the production or delivery of products or services by the employer. (iib) The employer is to give the employee written notice of the employer’s decision on a request for extended unpaid parental leave without pay under clause 22.4 20.4.3 (ca). If the request is refused, the notice is to set out the reasons for the refusal. (iiic) An employee who believes their request for extended unpaid parental leave without pay under clause 22.4 20.4.3 (ca) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer to demonstrate that the refusal was justified in the circumstances. (ivd) Any period of extended unpaid parental leave without pay must be applied for and approved in advance and will be granted on a year-by-year basis. Where both partners work for the employer the total combined period of extended unpaid leave without pay following parental leave shall not exceed two years. (d) Personal leave (i) An employee on paid or unpaid parental leave is not entitled to paid personal leave other than as specified in clause 22.4 (d) (ii). (ii) Should the birth or adoption result in other than the arrival of a living child, the employee shall be entitled to such period of paid personal leave to which the employee is entitled or unpaid leave for a period certified as necessary by a registered medical practitioner. Paid personal leave cannot be taken concurrently with paid parental leave. (iii) Where a pregnant employee not on parental leave suffers illness related to the pregnancy or is required to undergo a pregnancy related medical procedure the employee may take any paid personal leave to which the employee is entitled or unpaid leave for a period as certified necessary by a registered medical practitioner. (e) Public holidays

Other leave entitlements. (a) Annual and long service leave An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued annual leave and/or long service leave to which the employee is entitled for the whole or part of the period of unpaid parental leave. (b) Time off in lieu of overtime, flexi leave and banked hours (i) An employee proceeding on unpaid parental leave may elect to substitute any part of that leave with accrued time off in lieu of overtime, flexi leave and/or banked hours to which the employee is entitled. (ii) The taking of accrued time off in lieu of overtime, flexi leave and/or banked hours in substitution for unpaid parental leave shall be subject to the provisions of clause 22 “Clause 21 – Overtime Allowance of the Award, Overtime” and clause 16 “Clause 19 – Hours of the General AgreementHours”, where applicable. (c) Extended unpaid parental leave (i) Subject to all other leave entitlements being exhausted, an employee shall be entitled to apply for leave without pay following parental leave (‘extended unpaid parental leave’) to extend their leave by up to two years. The employer is to agree to a request for extended unpaid parental leave unless: • having considered the employee’s circumstances, the employer is not satisfied that the request is genuinely based on the employee’s parental responsibilities; or • there are grounds to refuse the request relating to its adverse effect on the employer’s business and those grounds would satisfy a reasonable person. These grounds might include, but are not limited to, cost; lack of adequate replacement staff; loss of efficiency; impact on the production or delivery of products or services by the employer. (ii) The employer is to give the employee written notice of the employer’s decision on a request for extended unpaid parental leave under clause 22.4 (cparagraph 28.3(c). If the request is refused, the notice is to set out the reasons for the refusal. (iii) An employee who believes their request for extended unpaid parental leave under clause 22.4 (cparagraph 28.3(c) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer to demonstrate that the refusal was justified in the circumstances. (iv) Any period of extended unpaid parental leave must be applied for and approved in advance and will be granted on a year-by-year basis. Where both partners work for the employer the total combined period of extended unpaid parental leave shall not exceed two years. (d) Personal leave (i) An employee on paid or unpaid parental leave is not entitled to paid personal leave other than as specified in clause 22.4 (d) (ii). (ii) Should the birth or adoption result in other than the arrival of a living child, the employee shall be entitled to such period of paid personal leave to which the employee is entitled or unpaid leave for a period certified as necessary by a registered medical practitioner. Paid personal leave cannot be taken concurrently with paid parental leave. (iii) Where a pregnant employee not on parental leave suffers illness related to the pregnancy or is required to undergo a pregnancy related medical procedure the employee may take any paid personal leave to which the employee is entitled or unpaid leave for a period as certified necessary by a registered medical practitioner. (e) Public holidays