Parental Leave Absence Filled by Temporary Appointee. If a position held open for an employee on parental leave is filled on a temporary basis, the employer must inform the temporary appointee that their employment will terminate on the return of the employee from parental leave.
Parental Leave Absence Filled by Temporary Appointee. If a position held open for an Employee on parental leave is filled on a temporary basis, the Employer must inform the temporary appointee that their employment will terminate on the return of the Employee from parental leave. You will find set out in this Schedule information relating to the services available to you for the resolution of employment relationship problems and the time limit you have to raise a personal grievance. Employment relationship problems include:
a. unjustifiable dismissal;
b. unjustifiable action resulting in a disadvantage;
c. discrimination;
Parental Leave Absence Filled by Temporary Appointee. If a position held open for an employee on parental leave is filled on a temporary basis, NZBS must inform the temporary appointee that their employment will terminate on the return of the employee from parental leave.
Parental Leave Absence Filled by Temporary Appointee. If a position held open for an Employee on parental leave is filled on a temporary basis, the Employer must inform the temporary appointee that their employment will terminate on the return of the Employee from parental leave. You will find set out in this Schedule information relating to the services available to you for the resolution of employment relationship problems and the time limit you have to raise a personal grievance. Employment relationship problems include:
a. unjustifiable dismissal;
b. unjustifiable action resulting in a disadvantage;
c. discrimination;
d. sexual or racial harassment;
e. duress;
f. withholding or failing to pay wages, salary or any other benefit;
g. failing to comply with the terms of your employment agreement.
Parental Leave Absence Filled by Temporary Appointee. If a position held open for an employee on parental leave is filled on a temporary basis, the employer must inform the temporary appointee that their employment will terminate on the return of the employee from parental leave. Upon completion of 6 months service and in accordance with the Holidays Act 2003, if an employee is affected by family violence they are entitled to a maximum of 10 days paid leave each year (Family Violence Leave) An employee is entitled to Family Violence Leave regardless of how long ago the family violence occurred and even if the family violence occurred before they became an employee. An employee intending to take family violence leave must notify the company as early as possible before the commencement of employment of the intention to take the leave, or if that is not practicable . as soon as possible after that time. In accordance with the Employment Relations Act 2000, if an employee qualifies for Family Violence Leave under this clause, an employee may also request, in writing, a short-term (up to two month) variation of his/her working arrangements for the purpose of assisting to deal with the effects of being affected by family violence. The request may include changes to hours, days of work, location and duties of work. The Company will respond to a request no later than 10 working days after receiving it. Unused Family Violence Leave does not carry over from year to year and is not paid out on termination of employment.
