Common use of Personal/Carer’s Leave Clause in Contracts

Personal/Carer’s Leave. 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement (i) For each year of service with the employer, an employee is entitled to 10 days of paid personal/xxxxx’s leave. (ii) An employee’s entitlement to paid personal/carer’s leave accrues progressively during a year of service according to the employee’s ordinary hours of work, and accumulates from year to year. (iii) Part Time Employees: a part time employee shall accrue personal/carer’s leave progressively during a year of service according to the employee’s ordinary hours of work and such leave accumulates from year to year. Such entitlements shall be subject to the above conditions applying to full-time employees. Casual employees have no entitlement to paid personal/carer’s leave. (iv) For the purpose of this clause "Service" means service with the employer. (v) Taking paid personal/xxxxx’s leave (a) Paid because the employee is not fit for work because of a personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) illness. Or personal illness or injury (sick leave)injury, affecting the employee; or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two care or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement support to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's employee’s immediate family, or a member of the employee’s household, who requires care or support because of: (1) a personal illness, or personal injury, affecting the member; or (ii2) a member an unexpected emergency affecting the member. An employee shall not be entitled to personal/carer’s leave on full pay for any period in respect of which such employee is entitled to accident pay, or workers' compensation; provided, however that where an employee is not in receipt of accident pay, an employer shall pay to an employee, who has personal/carer’s leave entitlements under this clause, the Employees' householddifference between the amount received as workers compensation and full pay. The employee's personal/carer’s leave entitlement under this clause shall, for each week during which such difference is paid, be reduced by the proportion of hours which the difference bears to full pay. On the expiration of available personal/carer’s leave, weekly compensation payments only shall be payable. b(vi) The term immediate family includes:Evidence in support of personal/xxxxx’s leave (ivii) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.Notification requirements for personal/carer’s leave

Personal/Carer’s Leave. 18.1 Entitlement The provisions of this clause apply to full-time and part-time Employees only. See the sub-clause ‘Casual Employees – Caring Responsibilities’ for casual Employees’ entitlements. (a) Amount of paid personal/xxxxx’s leave Paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due tobecause of: (i) personal illness or injury (sick leave); or (ii) for the purposes personal illness or injury of caring for an immediate family or household member who is sick and requires the Employee's care and or support (carer's ’s leave); or (iii) an unexpected emergency affecting an immediate family or household member (xxxxx’s leave); or (iv) the requirement to provide ongoing care or attention to another person who is wholly or substantially dependent on the Employee, provided that the care or attention is not wholly or substantially on a commercial basis (carer’s leave). (b) The amount Subject to the remainder of personal leave to which this clause, an Employee is entitled is as followsto the following amount of paid personal/xxxxx's leave: (i) Upon commencement Up to 121 hours and 36 minutes in the first year of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leaveservice. After 6 months Up to seven hours and 36 minutes of employment, this entitlement shall constitute sick leave for each month of service in the leave will begin to accrue progressively up until it reaches 10 days at the conclusion first year of 12 months employment.service;; (ii) Once Up to 136 hours and 48 minutes in each year in the Employee has completed one second, third and fourth years of service. Up to 106 hours and 24 minutes of this entitlement shall constitute sick leave in each year in the second, third and fourth years of continuous employment, service; and (iii) Up to 190 hours in the Employee fifth and following years of service. Up to 159 hours and 36 minutes of this entitlement shall be credited with a further ten days personal constitute sick leave entitlement at in the beginning fifth and following years of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagementservice. (c) In For part time employees, payment in respect of any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave (where an Employee has accumulated an entitlement) and compassionate leave shall continue from the date of rebe made on a pro-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be rata basis calculated in accordance with the NESnumber of hours the Employee would have worked on the day or days on which the leave was taken so as not to reduce the Employee's salary below that level which such Employee would have received had such Employee not been absent. 18.2 Immediate family (d) An Employee’s entitlement accrues progressively during a year of service according to the Employee’s ordinary hours of work and unused personal/carer’s leave accumulates from year to year. (e) The time an Employee was absent from work due to illness will be deducted on a time for time basis from the Employee’s available accrued personal/carer’s leave under this clause. (f) Subject to the conditions set out in this clause, leave may be taken for part of a single day. Each day or householdpart of a day of carer’s leave taken in accordance herewith is to be deducted from the Employee’s personal leave entitlement. a(g) The entitlement to use personal leave for the purpose of as carer's or compassionate leave is subject to the Employee being responsible for the care or support of the person being either:concerned. (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. bh) The term immediate family includes: (i) spouse (including a former spouse, a de facto partner and a former de facto partner) of the Employee. A defacto partner means a person who, although not legally married to the Employee, lives with the Employee in a relationship as a couple on a genuine domestic basis (whether the Employee and the person are of the same sex or different sexes); and (ii) child or an adult child (including an adopted child, a step child or an exnuptial child), parent, grandparent, grandchild or sibling of the Employee or spouse of the Employee. (i) An Employee is entitled to use accumulated personal/carer’s leave for the purposes of this clause where the current year's personal/carer’s leave entitlement has been exhausted. (j) An Employee must inform the Employer of their absence no less than 1.5 hours prior to the commencement of their rostered shift. This provision does not apply to an Employee who could not comply because of circumstances beyond the Employees control. (k) If an Employee fails to notify the Employer of their absence due to illness or injury then payment of personal/carer's leave may not be withheld by an Employer until all reasonable steps have been taken to investigate the Employee's lack of advice regarding their absence from duty. Such an investigation must provide the Employee with an opportunity to give reasons as to why notification was not given. If the Employer is satisfied that it was not practicable for the Employee to give notice earlier, then notwithstanding paragraph (j) the Employee may still be entitled to personal/carer's leave. (l) Each Employer will provide and inform its Employees of a procedure for notification by Employees of their inability to attend work due to illness or injury. All such notifications shall be registered, detailing the time of notification and the name of the Employee. (m) Notwithstanding the above, if an Employee fails to attend for work and does not directly notify the Employer of the absence, where circumstances lead to a genuine concern for the Employee, the Employer may contact the Employee directly to ascertain the Employee's wellbeing and to assess whether the Employee is in need of assistance. (n) The Employee must, where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the Employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the Employee/officer to give prior notice of absence, the Employee must notify the Employer by telephone of such absence at the first opportunity on the day of absence. (o) In the event of an Employee (other than a casual Employee) becoming sick and: (i) being certified as such by a registered medical practitioner or a registered health practitioner acceptable to the Employer; or (ii) if required by the Employer, giving the Employer evidence that would satisfy a child, parent, grandparent, grandchild or sibling reasonable person that the leave is taken because the Employee is not fit for work because of a spouse personal illness or de facto partner personal injury affecting the Employee; or (iii) producing a Statutory Declaration signed by the Employee (with respect to absences on three occasions in any one year such occasions not exceeding three consecutive working days), he or she shall be entitled to personal/xxxxx's leave on full pay. (p) On not more than three occasions in any one year of service, an Employee may be absent through personal illness or injury for one day without providing evidence of that personal illness or injury. An Employee shall not be entitled to this benefit should he/she fail to notify the Employer pursuant to health service policy as soon as reasonably practicable to allow the Employer to take necessary steps to backfill the absence. (q) Where an Employee is absent from duty on account of a disability or required to attend a chiropodist/podiatrist, chiropractor, dentist, optometrist, osteopath, physiotherapist or psychologist, the Employee shall be granted out of personal/carer's leave entitlements leave of absence for a period not exceeding five working days in aggregate in any personal/carer's leave year. (r) The Employee must if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care or support by another. (s) In normal circumstances an Employee must not take carer’s leave under this clause where another person has taken leave to care for the same person. (t) When taking leave to care for members of their immediate family or household who require care due to an unexpected emergency, the Employee must, if required by the Employer, establish, by production of a statutory declaration or other documentation acceptable to the Employer, the nature of the emergency and that such emergency resulted in the person concerned requiring care by the Employee. (u) If the period during which an Employee takes paid personal/carer’s leave includes a day or part-day that is a public holiday in the place where the Employee is based for work purposes, the Employee is taken not to be on paid personal/carer’s leave on that public holiday. (v) Where an Employee has exhausted all paid personal/xxxxx’s leave entitlements, he/she is entitled to take unpaid carer’s leave to provide care or support in the circumstances outlined in sub-clause (a) above. The organisation and the Employee will agree on the period. In the absence of agreement the Employee is entitled to take up to two (2) days' unpaid carer’s leave per occasion. (w) Casual Employees are entitled to be unavailable to attend work or to leave work: (i) if they need to care for members of their immediate family or household who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a child; or (ii) upon the death in Australia of an immediate family or household member. (x) The organisation and the Employee will agree on the period for which the Employee will be entitled to be unavailable to attend work. In the absence of agreement, the Employee is entitled to not be unavailable to attend work for up to two (2) days per occasion. The casual Employee is not entitled to any payment for the period of non-attendance. (y) Where the Employer requires the casual Employee to provide satisfactory evidence to support the taking of this leave, the Employee will be required to meet the evidence requirements above.

Personal/Carer’s Leave. 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to9.1 If the Employee: (ia) personal illness is at any time prevented by illness, injury or injury (sick leave)the fulfilment of carer’s duties from properly performing their duties under this Agreement; orand (iib) furnishes evidence to the Company, if so required by the Company, of their incapacity, the Employee will be entitled to receive his/her full salary under this Agreement for the purposes period of caring for an immediate family or household member who is sick incapacity not exceeding ten (10) days per year of service with the Company. Such Personal/Carer’s Leave accrues progressively throughout each year of service and requires will be credited to the Employee's care and support Employee at the completion of each four (carer's leave)4) week period. b) 9.2 The amount Employee’s entitlement to Personal/Carer’s Leave accumulates from year to year. Any Personal/Carer’s Leave not taken by the Termination Date will be forfeited and will not be paid out upon termination of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once 9.3 Where the Employee has completed one year is prevented by illness, injury or the fulfilment of continuous employmentcarer’s duties from attending the workplace, the Employee shall be credited will take all reasonable steps to notify the CEO or CFO of their incapacity to attend as early as possible and in any event, no later than 8:00am on the first day of absence, the nature of the incapacity and the estimated duration of the absence, and will furnish the Company with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject medical certificate or other evidence satisfactory to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of such incapacity. 9.4 If the Employee's inability Employee is prevented by illness, injury or the fulfilment of carer’s duties from attending the workplace for a period exceeding twenty (20) working days in any calendar year, the CEO or CFO may require the Employee to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to properly participate in a medical examination with a doctor of the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are takenchoice. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement 51.1. A permanent Employee under this Agreement is entitled to be paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for in accordance with the purposes provisions of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount Workplace Relations Act 1996 which as at the date of personal leave to which an Employee is entitled is this Agreement provide as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave51.1.1. After 6 months of employment, the leave will begin A permanent Employee is entitled to accrue progressively up until it reaches 10 days an amount of paid personal/carer’s leave for each completed 4 week period of continuous service with an employer, of 1/26 of the number of nominal hours worked by the Employee for the Employer during that 4 week period. 51.1.2. A permanent Employee is not entitled to take paid xxxxx’s leave from his or her employment with the Employer at the conclusion time if, during the period of 12 months employment. (ii) Once ending at the time, the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after already taken a total amount of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid paid carer’s leave will be from that employment of 1/26 of the nominal hours worked by the Employee for the Employer during that period, 51.1.3. Employees are also entitled to two days unpaid carer’s leave in accordance with the NESWorkplace Relations Act 1996. 18.2 Immediate family or household a) The entitlement 51.1.4. This leave accumulates from year to use year so that any part of the paid personal leave for the purpose of carer's or compassionate leave is entitlements not claimed in any year may, subject to the person being eitherconditions prescribed by this clause, be claimed by the Employee in any subsequent year of employment. 51.2. To be entitled to personal leave an Employee must: (i) 51.2.1. Provide notice to the Employer of the absence as soon as reasonably practicable to do so in accordance with the Workplace Relations Act. 51.2.2. Provide the Employer with satisfactory documentary evidence of the basis for the request for leave in accordance with the Workplace Relations Act including providing a medical certificate from a registered health practitioner or; 51.2.3. If it is not reasonably practicable for the Employee to give the Employer a medical certificate then provide a statutory declaration made by the Employee. 51.2.4. The required documentation must be given to the Employer as soon as reasonably practicable, which may be at a time before or after the sick leave has commenced. 51.2.5. This sub-clause does not apply to an Employee who could not comply with it because of circumstances beyond the Employee’s control. 51.3. To Be Entitled To Carer’s Leave An Employee Must: 51.3.1. Provide notice to the Employer of the absence as soon as reasonably practicable to do so in accordance with the Workplace Relations Act. 51.3.2. Provide the Employer with satisfactory documentary evidence of the basis for the request for leave in accordance with the Workplace Relations Act including providing a medical certificate from a registered health practitioner or a statutory declaration made by the Employee that the leave was required to provide care or support to a member of the Employee's ’s immediate family; or (ii) , or a member of the Employees' Employee’s household. b, who requires (or required) The term immediate family includescare or support because of: (i) a. a spousepersonal illness, de facto partner, child, parent, grandparent, grandchild or sibling injury b. an unexpected emergency 51.3.3. This sub-clause does not apply to an Employee who could not comply with it because of circumstances beyond the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee’s control.

Personal/Carer’s Leave. 18.1 Entitlement Every Full Time Employee will become entitled up to paid personalten (10) days of personal leave for each All Part Time Employees shall have an entitlement to pro rata personal leave based on average hours worked. All personal leave will accumulate on the basis of 5.8462 hours per four (4) weeks worked up to a maximum of 76 hours in any one year. The Employee will be entitled to payment for seven point six (7.6) hours per day (or part thereof) for any absence from work if all of the following conditions are met: (a) The Employee notifies the Employer at a reasonable time prior to the scheduled commencement of their shift of their absence; (b) any absence exceeding one day, the Employee must produce a certificate from a duly registered health practitioner (in relation to the area of practice) or a statutory declaration at the Employers approval, specifying the Employee is unfit for work during the period of absence because of personal illness or injury.; and (c) the Employee has accrued the necessary personal leave entitlements. Personal leave will be cumulative. Personal/carer’s leave a) Paid personal leave is not payable on the termination of an Employee’s employment. Personal leave will not be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for payable during any period which the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled to or is receiving compensation for an injury under the Workers Compensation and Rehabilitation Act (QLD) 2003. Full Time Employees and Part Time Employees shall have an entitlement to paid Xxxxx's Leave or unpaid Carers Leave per occasion, as follows: (ia) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the When an Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be is required to provide such evidence for single days of absence but only where two care or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement support to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; orfamily or household member who requires care or support as they are sick or injured or has an unexpected emergency. (ii) a member of the Employees' household. b) The term following are members of an Employee' s immediate family includesfamily: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employeeemployee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.. Should the Employee have the accrued hours, paid Xxxxx's Leave taken shall not exceed ten

Personal/Carer’s Leave. 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an 20.1 An Employee (other than a casual EmployeesEmployee) when they are absent due tomay take paid personal / carer's leave if the leave is taken: (a) because the Employee is unfit for work because of a personal illness, or personal injury, affecting the Employee; or (b) to provide care or support to a member of the Employee's household or immediate family who requires care or support because of: (i) a personal illness illness, or injury (sick leave)personal injury, affecting the member; or (ii) for an unexpected emergency affecting the member. 20.2 For the purposes of caring for an this Agreement, 'immediate family family' is defined as a partner (including de facto partner), child (including step child and xxxxxx child), parent (including step parent and xxxxxx parent), grandparent, grandchild or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning sibling of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or's partner. 20.3 Entitlement to personal / xxxxx's leave (iia) for full-time day workers, 90 hours per annum (being 12.5 days for each year of service); (b) for full-time continuous shift workers, 120 hours per annum (being 16.6 days for each year of service); and (c) for full-time MOPs, 90 hours per annum (being 12.5 days for each year of service) plus an additional 2.5 hours for each complete period of 28 days engaged on continuous shift work per year (this period to be calculated by aggregating all periods allocated to shift work). Part-time Employees are entitled to personal / carer's leave on a childpro rata basis. During the probationary period, parentpersonal / xxxxx's leave will accrue progressively according to the Employee's ordinary hours of work. On successful completion of the probationary period, grandparent, grandchild or sibling the Employee will be credited with the balance of a spouse or de facto partner the annual personal / carer's leave entitlement less any personal / carer's leave already taken. From the anniversary of the Employee's commencement with the Company and thereafter, personal / xxxxx's leave will accrue progressively during a year of service, according to the Employee's ordinary hours of work. Personal leave accumulates from year to year but is not payable on termination of employment. Employees (including casual Employees) are entitled to unpaid carer's leave in accordance with the NES.

Personal/Carer’s Leave. 18.1 Entitlement 27.1 A permanent employee under this agreement is entitled to be paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for in accordance with the purposes provisions of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount Workplace Relations Act 1996 which as at the date of personal leave to which an Employee is entitled is this agreement provide as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin 27.2.1 A permanent employee is entitled to accrue progressively up until it reaches 10 days an amount of paid personal/carer’s leave for each completed 4 week period of continuous service with an employer, of 1/26 of the number of nominal hours worked by the employee for the employer during that 4 week period. 27.2.1 A permanent employee is not entitled to take paid xxxxx’s leave from his or her employment with the employer at the conclusion time if, during the period of 12 months ending at the time, the employee has already taken a total amount of paid carer’s leave from that employment of 1/26 of the nominal hours worked by the employee for the employer during that period, 27.2.2 This leave accumulates from year to year so that any part of the paid personal leave entitlements not claimed in any year may, subject to the conditions prescribed by this clause, be claimed by the employee in any subsequent year of employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten 27.2.3 Employees are also entitled to two days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid unpaid carer’s leave will be in accordance with the NESWorkplace Relations Act 1996. This can be extended at the discretion of the employer in line with operational requirements. 18.2 Immediate family or household a) The entitlement 27.3 To be entitled to use personal leave an employee must: 27.3.1 Provide notice to the employer of the absence as soon as reasonably practicable to do so in accordance with the Workplace Relations Act. 27.3.2 Provide the employer with satisfactory documentary evidence of the basis for the purpose of carer's or compassionate request for leave is subject in accordance with the Workplace Relations Act including providing a medical certificate from a registered health practitioner or; 27.3.4 The required documentation must be given to the person being eitheremployer as soon as reasonably practicable, which may be at a time before or after the leave has commenced. 27.3.5 This sub-clause does not apply to an employee who could not comply with it because of circumstances beyond the employee’s control. 27.4 To be entitled to Xxxxx’s Leave an employee must: (i) 27.4.1 Provide notice to the employer of the absence as soon as reasonably practicable to do so in accordance with the Workplace Relations Act. 27.4.2 The leave was required to provide care or support to a member of the Employee's employee’s immediate family; or (ii) , or a member of the Employees' employee’s household, who requires (or required) care or support because of 27.4.2.1 A personal illness, or injury 27.4.2.2 An unexpected emergency 27.4.3 Employee are not required to produce evidence of illness or carers requirements for two single days in any year. All subsequent absences will require the production of a valid medical certificate before any payment will be made. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling 27.4.4 This sub-clause does not apply to an employee who could not comply with it because of circumstances beyond the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employeeemployee’s control.

Personal/Carer’s Leave. 18.1 Entitlement A pregnant Employee, not then on parental leave, who is suffering from an illness whether related or not to the pregnancy, may take any paid and/or unpaid personal/carer’s leave a) Paid personal leave will be available to in accordance with clause 33. Where an Employee (other than casual Employees) when they are absent due to: (i) personal is pregnant and, in the opinion of a registered medical practitioner, illness or injury (sick leave); or (ii) risks arising out of the pregnancy or hazards connected with the work assigned to the Employee make it inadvisable for the purposes of caring for an immediate family or household member who is sick and requires Employee to continue at their present work, the Employee will, if the Employer deems it practicable, be transferred to a safe job with no other change to the Employee's care ’s terms and support conditions of employment until the commencement of parental leave. If the Employer does not think it to be reasonably practicable to transfer the Employee to a safe job, the Employee may take no safe job paid leave, or the Employer may require the Employee to take no safe job paid leave immediately for a period which ends at the earliest of either: when the Employee is certified unfit to work during the six (carer's 6) week period before the expected date of birth by a registered medical practitioner; or when the Employee’s pregnancy results in the birth of a living Child or when the Employee’s pregnancy ends otherwise than with the birth of a living Child. The entitlement to no safe job leave is in addition to any other leave entitlement the Employee has. A pregnant employee may take unpaid parental leave (flexible unpaid parental leave). b) during the period that starts 6 weeks before the expected date of birth of the child if the requirements of this clause are satisfied in relation to the leave. Flexible unpaid parental leave under clause 36.12(d) above is available in full to pregnant part-time employees and pregnant casual employees The amount of personal flexible unpaid parental leave to which an Employee employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.under clause

Personal/Carer’s Leave. 18.1 Entitlement a) Full time Employees are entitled to ten (10) days personal/carer’s leave per annum in accordance with the NES. For clarity, leave accrues progressively on ‘continuous service’ as defined in the Act which does not include unpaid or unauthorised absences. b) Personal/carer’s leave shall be paid at the basic periodic rate of pay applicable under this Agreement at the time that an Employee takes personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused Payment for personal leave accruesdue to illness is conditional upon an Employee Informing the Employee’s supervisor, as soon as is reasonably practicable, of the Employee’s inability to attend work and the estimated duration of the absence. d) An Employee will inform Providing to the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, certificate (or statutory declaration where a statutory declaration. An Employee will medical certificate is not be required available) for any absence due to provide such evidence for single days illness where the absence; i. Is of absence but only where two or more consecutive days duration; ii. Occurs after the first three single sick days in a twelve (12) month period; iii. Occurs on a rostered shift immediately before or after the public holiday; or iv. As specifically requested by the Company. e) In the event that an Employee is absent from work other than on approved personal leave and does not produce a medical certificate as required pursuant to this clause, an Employee will be deemed to have been absent from work without authorisation and will not be paid for any shift or part of absence are takena shift not worked. f) If an Employee’s employment An Employee is terminated by not entitled to be paid personal leave whilst the Company and Employee is re-engaged within a period in receipt of six monthsworkers’ compensation, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment social security or the anniversary of the commencement of the previous period of employment, as the case may be.private insurance payments, g) Unpaid An Employee is entitled to a further two days unpaid carers leave on each occasion where care is required beyond the maximum paid carer’s leave. To qualify for unpaid carer’s leave will be in accordance with the NESEmployee must have already used all of his or her paid carer’s leave entitlements and satisfy any requirements of the Act. 18.2 Immediate family h) To qualify for paid carer’s leave, the Employee must provide; i. For leave to care due to personal illness or householdinjury of the person concerned, a medical certificate or statutory declaration (if a medical certificate is not available) stating that there is an illness or injury and the requirement for care or support; aii. For an unexpected emergency, a statutory declaration stating the nature of the emergency and the requirement for care or support. i) The entitlement Company may require Employees to use personal leave for provide proof to satisfy a reasonable person of the purpose of carer's or compassionate leave is subject to relationship between them and the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' householdthey are taking carer’s leave to provide care and support to. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 a) Employees (other than casual employees) will be entitled to accrue ten (10) days paid personal/carer’s leave (including sick leave) entitlement, based on the Employee’s ordinary rate of pay b) New Employees accrue ten (10) days paid personal/carer’s leave at the rate of one (1) day per month at the beginning of each of the first ten (10) months of employment. Thereafter, ten (10) days are added to the Employee’s Entitlement on each anniversary of the employee’s engagement. c) An Employee will not be entitled to be paid personal/carer’s leave for more ordinary hours than the Employee would have worked on the day. d) Xxxx Leave is not paid while an employee is receiving Workers’ Compensation e) Personal/xxxxx’s leave will be paid at the Employee’s Wage Rate for ordinary hours that the Employee would have worked on that day. To be paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to, the employee must meet the following requirements: (i) personal illness or injury (sick Have accrued personal/xxxxx’s leave); or; (ii) for Notify their Supervisor of the purposes of caring for an immediate family or household member who is sick absence as soon as possible and requires wherever practicable, no later than four hours from the Employee's care ’s start time, (If the Employee fails to notify their Supervisor as soon as practicable (and support (carer's leavenot later than four hours from the Employee’s start time). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees , without good cause, this will automatically be credited with 5 days Personal and/or Xxxxx’s constitute unauthorised unpaid leave. After 6 months of employment, Such occurrence may commence counselling in accordance with the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employmentprocedure set out in clause 3.13. (iiiii) Once Advise the Employee has completed one year of continuous employment, Company how long the Employee shall be credited with a further ten days absence on personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject is likely to clause 18.1(fbe; (iv) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform Produce evidence satisfactory to the Company of the Employee's inability to attend for duty, and illness or injury or the need to take use personal leave, as soon as practicable. e) An provided that where an Employee shall prove is absent on personal leave for two consecutive days or more or on more than two single day absences in any year, evidence satisfactory to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be Company will mean a medical practitioner’s certificate, or certificate from a statutory declaration. An registered Health Practitioner stating the nature of the illness and the period the Employee will not be required unable to provide such evidence for single days of absence but only where two or more consecutive days of absence are takenwork. f) If an EmployeePersonal/xxxxx’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue will accumulate from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may beto year. g) Unpaid Accrued, but untaken, personal/carer’s leave will be is paid out on redundancy or at the completion of the Project. Where an Employee is terminated in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.clause

Personal/Carer’s Leave. 18.1 Entitlement The provisions of this clause apply to full-time and part-time Employees only. See the sub-clause ‘Casual Employees – Caring Responsibilities’ for casual Employees’ entitlements. (a) Amount of paid personal/carer’s leave a) leave Paid personal personal/carer’s leave will be available to an Employee (other than casual Employees) when they are absent due tobecause of: (i) personal illness or injury (sick leave); or (ii) for the purposes personal illness or injury of caring for an immediate family or household member who is sick and requires the Employee's care and or support (carer's ’s leave); or (iii) an unexpected emergency affecting an immediate family or household member (carer’s leave); or (iv) the requirement to provide ongoing care or attention to another person who is wholly or substantially dependent on the Employee, provided that the care or attention is not wholly or substantially on a commercial basis (carer’s leave). (b) The amount Subject to the remainder of personal leave to which this clause, an Employee is entitled is as followsto the following amount of paid personal/carer's leave: (i) Upon commencement Up to 121 hours and 36 minutes in the first year of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leaveservice. After 6 months Up to seven hours and 36 minutes of employment, this entitlement shall constitute sick leave for each month of service in the leave will begin to accrue progressively up until it reaches 10 days at the conclusion first year of 12 months employment.service;; (ii) Once Up to 136 hours and 48 minutes in each year in the Employee has completed one second, third and fourth years of service. Up to 106 hours and 24 minutes of this entitlement shall constitute sick leave in each year in the second, third and fourth years of continuous employment, service; and (iii) Up to 190 hours in the Employee fifth and following years of service. Up to 159 hours and 36 minutes of this entitlement shall be credited with a further ten days personal constitute sick leave entitlement at in the beginning fifth and following years of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagementservice. (c) In For part time employees, payment in respect of any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave (where an Employee has accumulated an entitlement) and compassionate leave shall continue from the date of rebe made on a pro-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be rata basis calculated in accordance with the NESnumber of hours the Employee would have worked on the day or days on which the leave was taken so as not to reduce the Employee's salary below that level which such Employee would have received had such Employee not been absent. 18.2 Immediate family (d) An Employee’s entitlement accrues progressively during a year of service according to the Employee’s ordinary hours of work and unused personal/carer’s leave accumulates from year to year. (e) The time an Employee was absent from work due to illness will be deducted on a time for time basis from the Employee’s available accrued personal/carer’s leave under this clause. (f) Subject to the conditions set out in this clause, leave may be taken for part of a single day. Each day or householdpart of a day of carer’s leave taken in accordance herewith is to be deducted from the Employee’s personal leave entitlement. a(g) The entitlement to use personal leave for the purpose of as carer's or compassionate leave is subject to the Employee being responsible for the care or support of the person being either:concerned. (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. bh) The term immediate family includes: (i) spouse (including a former spouse, a de facto partner and a former de facto partner) of the Employee. A defacto partner means a person who, although not legally married to the Employee, lives with the Employee in a relationship as a couple on a genuine domestic basis (whether the Employee and the person are of the same sex or different sexes); and (ii) child or an adult child (including an adopted child, a step child or an exnuptial child), parent, grandparent, grandchild or sibling of the Employee or spouse of the Employee. (i) An Employee is entitled to use accumulated personal/carer’s leave for the purposes of this clause where the current year's personal/carer’s leave entitlement has been exhausted. (j) An Employee must inform the Employer of their absence no less than 1.5 hours prior to the commencement of their rostered shift. This provision does not apply to an Employee who could not comply because of circumstances beyond the Employees control. (k) If an Employee fails to notify the Employer of their absence due to illness or injury then payment of personal/carer's leave may not be withheld by an Employer until all reasonable steps have been taken to investigate the Employee's lack of advice regarding their absence from duty. Such an investigation must provide the Employee with an opportunity to give reasons as to why notification was not given. If the Employer is satisfied that it was not practicable for the Employee to give notice earlier, then notwithstanding paragraph (j) the Employee may still be entitled to personal/carer's leave. (l) Each Employer will provide and inform its Employees of a procedure for notification by Employees of their inability to attend work due to illness or injury. All such notifications shall be registered, detailing the time of notification and the name of the Employee. (m) Notwithstanding the above, if an Employee fails to attend for work and does not directly notify the Employer of the absence, where circumstances lead to a genuine concern for the Employee, the Employer may contact the Employee directly to ascertain the Employee's wellbeing and to assess whether the Employee is in need of assistance. (n) The Employee must, where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the Employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the Employee/officer to give prior notice of absence, the Employee must notify the Employer by telephone of such absence at the first opportunity on the day of absence. (o) In the event of an Employee (other than a casual Employee) becoming sick and: (i) being certified as such by a registered medical practitioner or a registered health practitioner acceptable to the Employer; or (ii) if required by the Employer, giving the Employer evidence that would satisfy a child, parent, grandparent, grandchild or sibling reasonable person that the leave is taken because the Employee is not fit for work because of a spouse personal illness or de facto partner personal injury affecting the Employee; or (iii) producing a Statutory Declaration signed by the Employee (with respect to absences on three occasions in any one year such occasions not exceeding three consecutive working days), he or she shall be entitled to personal/carer's leave on full pay. (p) On not more than three occasions in any one year of service, an Employee may be absent through personal illness or injury for one day without providing evidence of that personal illness or injury. An Employee shall not be entitled to this benefit should he/she fail to notify the Employer pursuant to health service policy as soon as reasonably practicable to allow the Employer to take necessary steps to backfill the absence. (q) Where an Employee is absent from duty on account of a disability or required to attend a chiropodist/podiatrist, chiropractor, dentist, optometrist, osteopath, physiotherapist or psychologist, the Employee shall be granted out of personal/carer's leave entitlements leave of absence for a period not exceeding five working days in aggregate in any personal/carer's leave year. (r) The Employee must if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care or support by another. (s) In normal circumstances an Employee must not take carer’s leave under this clause where another person has taken leave to care for the same person. (t) When taking leave to care for members of their immediate family or household who require care due to an unexpected emergency, the Employee must, if required by the Employer, establish, by production of a statutory declaration or other documentation acceptable to the Employer, the nature of the emergency and that such emergency resulted in the person concerned requiring care by the Employee. (u) If the period during which an Employee takes paid personal/carer’s leave includes a day or part-day that is a public holiday in the place where the Employee is based for work purposes, the Employee is taken not to be on paid personal/carer’s leave on that public holiday. (v) Where an Employee has exhausted all paid personal/carer’s leave entitlements, he/she is entitled to take unpaid carer’s leave to provide care or support in the circumstances outlined in sub-clause (a) above. The organisation and the Employee will agree on the period. In the absence of agreement the Employee is entitled to take up to two (2) days' unpaid carer’s leave per occasion. (w) Casual Employees are entitled to be unavailable to attend work or to leave work: (i) if they need to care for members of their immediate family or household who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a child; or (ii) upon the death in Australia of an immediate family or household member. (x) The organisation and the Employee will agree on the period for which the Employee will be entitled to be unavailable to attend work. In the absence of agreement, the Employee is entitled to not be unavailable to attend work for up to two (2) days per occasion. The casual Employee is not entitled to any payment for the period of non-attendance. (y) Where the Employer requires the casual Employee to provide satisfactory evidence to support the taking of this leave, the Employee will be required to meet the evidence requirements above.

Personal/Carer’s Leave. 18.1 Entitlement (a) Subject to the AFPCS, an Employee is entitled to accrue paid personal/carer’s leave, for each completed four week period of continuous service with the Company, or 1/26 of the number of nominal hours worked by the Employee for the Company during that four week period. (b) Paid personal/carer’s leave accrues on a pro-rata basis and is cumulative, but is not paid out on termination. (c) Subject to the terms of the AFPCS and this clause 24, personal/carer’s leave may be used for an Employee’s own illness or for carer’s leave purposes. (d) Personal/xxxxx’s leave will be paid in accordance with the AFPCS. (e) Employees will be allowed a maximum of two days’ paid personal/carer’s leave for sick leave purposes per calendar year without producing a medical certificate, provided the personal/carer’s leave does not exceed two consecutive days or is not a single day taken either side of a public holiday, annual leave, a rostered day off, programmed day off, or a weekend. At all other times, Employees will be required to produce medical certificates, even for single day absences, unless this obligation is waived by the relevant manager, for any particular absence. The Employee must notify their manager by telephoning and advising of their absence at the first opportunity on the first day of each absence, or if a notified absence is extended. (f) An Employee who is sick while on annual leave who produces a medical certificate or other satisfactory evidence covering the period of illness will be entitled to convert their annual leave to paid personal/carer’s leave as long as the Employee has sufficient accrued personal/xxxxx’s leave to do so. The Employee will then be re- credited with their annual leave. a(g) Paid Subject to the AFPCS and clause (h) below, if an Employee has exhausted all of their leave entitlements, the Company may grant the Employee two additional days’ unpaid leave for the purpose of caring for an immediate family member who is ill. (h) Subject to the AFPCS, the entitlement to use personal leave will be available to an Employee (other than casual Employees) when they are absent due for carer’s leave purposes is subject to: (i) personal illness or injury (the Employee being responsible for the care of the sick leave); orperson, and (ii) for the purposes sick person being either a member of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave)’s Immediate Family or a member of the Employee’s household. b(i) The amount of personal leave to which an Employee is entitled is as followsmust give the Company prior notice of: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxxtheir intention to take personal leave for xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment.purposes (ii) Once the Employee has completed one year name of continuous employmentthe person requiring care and their relationship to the Employee (iii) the reasons for taking xxxxx’s leave, and (iv) the estimated length of their absence. (j) If prior notice is not possible, the Employee shall be credited with a further ten days personal leave entitlement must notify their manager by telephone of their absence at the beginning first opportunity on each day of absence. (k) The Employee will, if required by the Company, provide a medical certificate or statutory declaration, establishing the illness of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagementperson requiring care. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement 5.2.1 Every Full Time Employee will become entitled up to paid personal/carer’s ten (10) days (76 hours) personal leave for each completed year of continuous service with the Employer. 5.2.2 Casual employees do not have an entitlement to personal leave. a) Paid 5.2.3 All personal leave will accumulate on the basis of 5.85 hours per four (4) weeks worked up to a maximum of 76 hours in any one year. 5.2.4 The Employee will be available entitled to an Employee payment 7.6 hours per day (other than casual Employeesor part thereof) when they for any absence from work if all of the following conditions are absent due to:met. (ia) The Employee notifies the Employer at least 3 hours or a reasonable time prior to the scheduled commencement of his/her shift of the absence; (b) any absence exceeding one (1) day, the Employee must produce a certificate from a duly registered health practitioner (in relation to the area of practice) or a statutory declaration at the Employers approval, specifying the Employee is unfit for work during the period of absence because of personal illness or injury (sick leave)injury.; orand (iic) the Employee has accrued the necessary personal leave entitlements. 5.2.5 Personal leave will be cumulative, but no Employee will be entitled to receive payment for more than 13 weeks in any one (1) year for absences from work through illness. 5.2.6 Personal leave will not be payable during any period which the purposes of caring Employee is entitled to or is receiving compensation for an injury under the Workers Compensation and Rehabilitation Act (QLD) 2004. 5.2.7 As part of the Personal Leave entitlement (clause 5.2), Full Time Employees and Part Time Employees shall have an entitlement to paid Carer’s Leave and Casual Employees shall have an entitlement to two (2) days unpaid Carers Leave per occasion, as follows:- 5.2.8 When an Employee is required to provide care or support to a member of the Employee’s immediate family or household member who is requires care or support as they are sick and requires the Employee's care and support (carer's leave)or injured or has an unexpected emergency. b) 5.2.9 The amount following are members of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either:immediate family:- (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (ia) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employeeemployee; or (iib) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee. 5.2.10 Should the Employee have the accrued hours, paid Xxxxx’s Leave taken shall not exceed ten (10) days in any one year.

Personal/Carer’s Leave. 18.1 Entitlement to paid personal/carer’s leave (a) Paid personal leave will be available to an Employee All Full-Time Employees (other than casual excluding Casual Employees) when they are absent due toentitled to ten (10) days paid Personal / Carer's leave for each year of service. Personal / Xxxxx’s leave accrues progressively and is cumulative. (b) Part-Time Employees are entitled to Personal / Xxxxx’s leave on a pro-rata basis as per their core hours set out in their contract of employment. (c) There is no entitlement to accrue Personal / Carer’s leave under this Agreement if an Employee: i. Takes approved unpaid leave of greater than 80 hours (i) personal illness except Community Service Leave, stand down or injury (sick leaveother leave or absence prescribed by the Fair Work Regulations); or ii. Takes unapproved leave of any duration. (iid) Personal / Xxxxx’s leave will be paid at the Employee’s hourly rate or annual salary for the purposes ordinary hours they would have worked in that period. (e) An Employee can only take paid Personal / Xxxxx’s leave in accordance with their accrued balance. If additional leave is required after all accrued paid Personal / Xxxxx's leave has been taken, the additional leave will need to be taken as another form of caring leave (for an immediate family example, annual leave or household member who is sick and requires the Employee's care and support (carer's unpaid leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. df) An Employee will inform the Company of the Employeemay take Personal / Xxxxx's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being eitherif: (i) i. The Employee is not fit for work because of a personal illness or injury; or ii. To provide care or support to a member of the Employee's immediate family; or (ii) Immediate Family, or a member of the Employees' Employee's household, who requires care or support because of: A. A personal illness, or personal injury, affecting the member; or B. An unexpected emergency affecting the member. b(g) The term immediate family includesAn Employee taking Personal / Xxxxx's leave must, as soon as reasonably practicable to do so, notify their Supervisor if they are unable to attend duty and indicate the estimated duration of their absence. (h) An Employee must provide a medical certificate or statutory declaration when absent: i. For more than two consecutive days; or ii. Immediately before a public holiday; or iii. Immediately after a public holiday; or iv. As and when requested by the Employer. (i) An Employee is not entitled to payment for personal leave if in receipt of workers’ compensation payments. (j) In circumstances where an Employee has exhausted any paid personal leave entitlement or if the Employee is a spouseCasual Employee, de facto partner, child, parent, grandparent, grandchild there is an entitlement of up to two (2) days unpaid Personal / Xxxxx’s leave for each occasion (in which the Employee must provide care or sibling support to a member of the Employee; or’s Immediate Family or household because of an unexpected emergency or personal illness or injury affecting that member). (iik) a childAn Employee is not entitled to payment of accrued, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employeeunused Personal / Xxxxx’s leave on termination.

Personal/Carer’s Leave. 18.1 Entitlement 5.2.1 All Full Time Employee will become entitled up to paid personal/carer’s ten (10) days of personal leave for each completed year of continuous service with the Employer. 5.2.2 Part Time Employees shall have an entitlement to pro-rata of the ten (10) days based on average hours worked. Casual employees do not have an entitlement to personal leave. a) Paid 5.2.3 All personal leave will accumulate on the basis of 5.85 hours per four (4) weeks worked up to a maximum of 76 hours in any one year. 5.2.4 The Employee will be available entitled to an Employee payment 7.6 hours per day (other than casual Employeesor part thereof) when they for any absence from work if all of the following conditions are absent due to:met. (ia) The Employee notifies the Employer of the absence at least one (1) hour prior to the scheduled commencement of the Employee’s work; (b) any absence exceeding one (1) day, the Employee must produce a certificate from a duly registered health practitioner (in relation to the area of practice) or a statutory declaration at the Employers approval, specifying the Employee is unfit for work during the period of absence because of personal illness or injury (sick leave)injury.; orand (iic) the Employee has accrued the necessary personal leave entitlements. 5.2.5 Personal leave will be cumulative, but no Employee will be entitled to receive payment for more than thirteen (13) weeks, for absences from work through illness in any one year. 5.2.6 Personal leave will not be payable during any period which the purposes of caring Employee is entitled to or is receiving compensation for an injury under the Workers Compensation and Rehabilitation Act (QLD) 2004. 5.2.7 As part of the Personal Leave entitlement (clause 5.2), Full Time Employees and Part Time Employees shall have an entitlement to paid Carer’s Leave and Casual Employees shall have an entitlement to two (2) days unpaid Carers Leave per occasion, as follows:- (a) When an Employee is required to provide care or support to a member of the Employee’s immediate family or household member who is requires care or support as they are sick and requires the Employee's care and support (carer's leave)or injured or has an unexpected emergency. (b) The amount following are members of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes:family:- (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employeeemployee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee. 5.2.8 Should the Employee have the accrued hours, paid Xxxxx’s Leave taken shall not exceed ten (10) days in any one year.

Personal/Carer’s Leave. 18.1 Entitlement 21.1 A full-time or part–time Employee who is absent from work on account of personal illness or personal injury, other than that covered by workers’ compensation, or providing care or support to paid a member of the Employee’s immediate family or household who requires care of support because of personal illness or personal injury affecting the member, or an unexpected emergency affecting the member , will be entitled to leave of absence, without deduction of pay, subject to the following conditions and limitations: 21.1.1 The Employee shall, as soon as practicable, inform the Company of his/her inability to attend for duty, the reasons why, and the estimated duration of such absence. 21.1.2 The Employee must prove to the satisfaction of the Company that he/she was unable to attend for duty on the day or days for which personal/carer’s leaveleave is claimed. a) Paid personal leave 21.1.3 An Employee during his/her first year of employment with the Company will be available entitled to accrue personal/carer’s leave entitlements progressively at the rate of 1 day after each 5.2 weeks of service, provided that an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, employment with the Employee shall Company will be credited with a further ten 10 days personal personal/xxxxx’s leave entitlement at the beginning of the Employee's second and each subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c21.2 Subject to the provision of this clause and appropriate management discretion, an Employee will be entitled to claim personal/carer’s pay for two (2) In single day absences in any year unused personal leave accrues. d) An without a medical certificate. Thereafter, any day/days claimed, or multiple days claimed at anytime, the Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's ’s satisfaction that the Employee’s Personal/XxxxxEmployee was unable to attend for duty on account of personal illness or injury or for xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are takenpurposes as set out in clause 21.1. f) 21.3 Untaken personal/xxxxx’s leave with the Company will accumulate from year to year. 21.4 If an Employee’s employment Employee is terminated by the Company and is re-engaged within a period of six 6 months, then the Employee's ’s unclaimed balance of sick personal/carer’s leave shall will continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 17.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or XxxxxCarer’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f17.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the The Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the The Company's satisfaction that the Employee’s Personal/XxxxxCarer’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the The Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 17.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 a) Employees (other than casual employees) will be entitled to accrue ten (10) days paid personal/carer’s leave (including sick leave) entitlement, based on the Employee’s ordinary rate of pay. b) New Employees accrue ten (10) days paid personal/carer’s leave at the rate of one (1) day per month at the beginning of each of the first ten (10) months of employment. Thereafter, ten (10) days are added to the Employee’s Entitlement on each anniversary of the employee’s engagement. c) An Employee will not be entitled to be paid personal/xxxxx’s leave for more ordinary hours than the Employee would have worked on the day. d) Xxxx Leave is not paid while an employee is receiving Workers’ Compensation e) Personal/xxxxx’s leave will be paid at the Employee’s Wage Rate for ordinary hours that the Employee would have worked on that day. To be paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to, the employee must meet the following requirements: (i) personal illness or injury (sick Have accrued personal/xxxxx’s leave); or; (ii) for Notify their Supervisor of the purposes of caring for an immediate family or household member who is sick absence as soon as possible and requires wherever practicable, not later than four hours from the Employee's care ’s start time, (If the Employee fails to notify their Supervisor as soon as practicable (and support (carer's leavenot later than four hours from the Employee’s start time). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees , without good cause, this will automatically be credited with 5 days Personal and/or Xxxxx’s constitute unauthorised unpaid leave. After 6 months of employment, Such occurrence may commence counselling in accordance with the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employmentprocedure set out in clause 3.13. (iiiii) Once Advise the Employee has completed one year of continuous employment, Company how long the Employee shall be credited with a further ten days absence on personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject is likely to clause 18.1(fbe; (iv) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform Produce evidence satisfactory to the Company of the Employee's inability to attend for duty, and illness or injury or the need to take use personal leave, as soon as practicable. e) An provided that where an Employee shall prove is absent on personal leave for two consecutive days or more or on more than two single day absences in any year, evidence satisfactory to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be Company will mean a medical practitioner’s certificate, or certificate from a statutory declaration. An registered Health Practitioner stating the nature of the illness and the period the Employee will not be required unable to provide such evidence for single days of absence but only where two or more consecutive days of absence are takenwork. f) Personal/xxxxx’s leave will accumulate from year to year. g) Accrued, but untaken, personal/carer’s leave is paid out on redundancy or at the completion of the Project. Where an Employee is terminated in accordance with clause 3.9 of this agreement or resigns from the Company, payment for unused h) If an Employee’s Employee whose employment is terminated by the Company and is re-engaged by the Company on the Project within a period of six (6) months, then the Employee's ’s unclaimed balance of sick personal/carer’s leave shall from the previous engagement will continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid This re-crediting does not include any personal/carer’s leave accruals that were paid out on termination pursuant to clause 7.2g) above. i) An Employee will be in accordance with granted paid personal/carer’s leave up to the NESlimit of their accrued entitlement. 18.2 Immediate j) On each occasion that an Employee takes carer’s leave, the Employee must provide the Company with a medical certificate from a registered Health Practitioner or complete a Statutory Declaration stating that the Employee, or an immediate family or householdhousehold member for whom the Employee was caring, was or is unwell and that the Employee was unable to attend for work on that occasion. This requirement may be modified at the Company’s sole discretion. In the case of an unexpected emergency, proof may be required in a form determined by the Company. ak) An Employee may request to cash out any accumulated but untaken paid personal/carer’s leave in excess of fifteen (15) days. The entitlement ‘cashing out’ process will occur in the first pay period in December and only when an Employee makes a written request to use cash out their paid personal/carer’s leave. Any agreement made between the Company and the Employee to cash out personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) will be a member of the Employee's immediate family; or (ii) a member of the Employees' householdseparate agreement in writing. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Employees (other than casual employees) will be entitled to accrue ten (10) days paid personal/carer’s leave (including sick leave) entitlement, based on the Employee’s ordinary rate of pay, per annum. New Employees accrue ten (10) days paid personal/carer’s leave at the rate of one (1) day per month at the beginning of each of the first ten (10) months of employment. Thereafter, ten (10) days are added to the Employee’s Entitlement on each anniversary of the employee’s engagement. An Employee will not be entitled to be paid personal/carer’s leave for more ordinary hours than the Employee would have worked on the day. Sick Leave is not paid while an employee is receiving Workers’ Compensation. Personal/xxxxx’s leave will be paid at the Employee’s Wage Rate for ordinary hours that the Employee would have worked on that day. To be paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: , the employee must meet the following requirements: (i) personal illness or injury (sick Have accrued personal/carer’s leave); or (ii) for Notify their Supervisor of the purposes of caring for an immediate family or household member who is sick absence as soon as possible and requires wherever practicable, no later than four hours from the Employee's care ’s start time, (If the Employee fails to notify their Supervisor as soon as practicable (and support (carer's not later than four hours from the Employee’s start time), without good cause, this will constitute unauthorised unpaid leave). b) The amount of . Such occurrence may commence counselling in accordance with the procedure set out in clause 3.13. Advise the Company how long the absence on personal leave is likely to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin be; Produce evidence satisfactory to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and illness or injury or the need to take use personal leave, as soon as practicable. e) An provided that where an Employee shall prove is absent on personal leave for two consecutive days or more or on more than two single day absences in any year, evidence satisfactory to the Company's satisfaction that Company will mean a medical certificate from a registered Health Practitioner stating the Employee’s nature of the illness and the period the Employee will be unable to work. Personal/Xxxxxxxxxx’s leave iswill accumulate from year to year. Accrued, but untaken, personal/was justifiedcarer’s leave is paid out on redundancy or at the completion of the Project. Such evidence may be a medical practitionerWhere an Employee is terminated in accordance with clause 3.9 of this agreement or resigns from the Company, payment for unused personal/carer’s certificate, or a statutory declaration. An Employee leave will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) occur. If an Employee’s Employee whose employment is terminated by the Company and is re-engaged by the Company on the Project within a period of six (6) months, then the Employee's ’s unclaimed balance of sick personal/carer’s leave shall from the previous engagement will continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid This re-crediting does not include any personal/carer’s leave accruals that were paid out on termination pursuant to clause 7.1.2(g) above. An Employee will be granted paid personal/carer’s leave up to the limit of their accrued entitlement. On each occasion that an Employee takes carer’s leave, the Employee must provide the Company with a medical certificate from a registered Health Practitioner or complete a Statutory Declaration stating that the Employee, or an immediate family or household member for whom the Employee was caring, was or is unwell. An Employee may request to cash out any accumulated but untaken paid personal/carer’s leave in accordance with excess of fifteen (15) days. The ‘cashing out’ process will occur in the NES. 18.2 first pay period in December and only when an Employee makes a written request to cash out their paid personal/carer’s leave. Any agreement made between the Company and the Employee to cash out personal leave will be a separate agreement in writing. Employee(s) are entitled to a period of up to two (2) days unpaid carer's leave for each occasion that an Immediate family member or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a other member of the Employee's immediate family; or household requires care and support because of an illness, injury or unexpected emergency and the Employee has exhausted all of their paid personal/carer's leave. The Company will consider an individual Employee's circumstances in respect of requests for any further unpaid carer's leave. The Employee will provide notice to the Company as soon as reasonably practicable. The Company may require an employee to provide to the Company, in accordance with the National Employment Standards (ii) a member of NES), documentary evidence confirming the Employees' householdneed to take such leave. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement This clause 82 does not apply to paid Casual Employees. 82.1 The Employer recognises the importance of Carer’s within the community and as part of our commitment to supporting these Employees, by expanding the scope of “immediate family member” under the definitions sub-clause 3.18 for the purposes of personal/carer’s leave to be inclusive of Carers to enable them to access personal leave. 82.2 The definition for carer (under the Commonwealth Government’s Carer Recognition Act 2010 (Cth)) is an Employee who gives care and support to another person who: (a) has a disability; (b) has a medical condition (terminal or chronic illness); (c) has a mental illness; or (d) is frail because they are old (known as ‘frail and aged’.) An Employee is not considered to be a carer if they are employed to look after someone, if they work as a volunteer for an organisation, or if they are doing work experience as part of a course. 82.3 Amount of paid personal/xxxxx’s leave (a) Paid personal personal/carer’s leave will be available to an Employee (other than casual Employees) when they are absent due tobecause of: (i) a personal illness or injury (sick leave); orinjury; (ii) for the purposes of caring for an illness or injury affecting an immediate family or household member who is sick and requires the Employee's care and support or support; or (carer's leave)iii) an unexpected emergency affecting an immediate family or household member. (b) The amount of personal Employees will accrue personal/xxxxx’s leave to which an Employee is entitled is as follows: (i) Upon commencement 12 days (91.2 hours) in the first year of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment.service; (ii) Once 14 days (106 hours and 24 minutes) in the Employee has completed one second, third and fourth year of continuous employment, the Employee shall be credited with a further ten service; and (iii) 21 days personal leave entitlement at the beginning (159 hours and 36 minutes) in each subsequent year of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagementservice. (c) In any An Employee’s entitlement accrues progressively during a year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability service according to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personalordinary hours of work and unused personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be accumulates from year to year. (d) Employers recognise the right of Employees to utilise personal/carer’s leave in accordance with this clause 82 and will not adopt systems or practices intended to discourage the NES. 18.2 Immediate family or household a) The entitlement to legitimate exercise of that right by Employees, such as unreasonably questioning Employee’s about their use personal leave for of personal/carer’s leave. For the purpose avoidance of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spousedoubt, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.nothing in this sub-clause 82.3

Personal/Carer’s Leave. 18.1 Entitlement 32.1 Full time Employees are entitled to ten (10) days of paid personal/carer's leave for each year of service with the Employer, in accordance with the Act. A pro-rata entitlement will accrue to part time Employees 32.2 Paid personal/xxxxx's leave accumulates from year to year. However, Employees will not accrue personal leave during any unpaid or unauthorised absence from work. 32.3 An Employee is to be paid at the Base Rate for the ordinary hours of work in the period of personal/xxxxx’s leave. a) 32.4 Paid personal personal/carer's leave will can be available to used if an Employee (other than casual Employees) when they are absent due to: (i) is unfit to perform their duties because of personal illness or injury (sick leave) or if they are required to care for a member of their immediate family or household that is ill or injured or because of an unexpected emergency (carer’s leave). 32.5 Casual Employees are only entitled to personal leave to the extent provided for in the NES. 32.6 An Employee is required to notify a Team Leader, by phone, as soon as reasonably practicable and where possible, 2 hours prior to the time they are required to commence ordinary working hours (except in extraordinary circumstances where it is not possible to do so), of their inability to attend work due to a reason provided for in clause 32.4 or for any other reason and the estimated duration of the absence. 32.7 Where an Employee has given notice to take personal/carer’s leave, they are to provide evidence in the following circumstances: (a) Where the period of personal/carer’s leave is for a period of two days or more; or (b) On the first day of the start of a new roster (e.g. following rostered days off work); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, Before or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment weekend or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate familypublic holiday; or (iid) a member On the first and/or last day of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild afternoon or sibling of the Employeenight shift; or (iie) Where a childpattern of absenteeism has been identified. 32.8 For absences, parentwhere evidence is required, grandparentthe following must be provided to Team Global Express as soon as reasonably practical: (a) In the case of personal illness of injury an Employee must provide a medical certificate indicating that they have a personal illness or injury and the period that they will be absent from work. If it is not reasonably practical to obtain a medical certificate a statutory declaration must be provided detailing the reason for the absence. (b) In the case of illness or injury of an immediate family member or member of an Employee’s household they must provide: i. a medical certificate indicating that an immediate family member or household member has, grandchild had or sibling of will have an illness or injury during a spouse or de facto partner period of the Employee.leave; or

Personal/Carer’s Leave. 18.1 Entitlement (a) This clause describes an Employee’s, other than a casual Employee’s, entitlement to paid personal/carers leave. (i) For each year of service with his or her Employer, a full-time Employee is entitled to 10 days or 76 hours, whichever is the greater, of paid personal/carer’s leave. An Employee’s entitlement to paid personal/carer’s leave a) Paid personal leave will be available accrues progressively during a year of service according to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care ’s ordinary hours of work, and support (carer's leave). b) The amount of personal leave accumulates from year to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employmentyear. (ii) Once Where an Employee is unfit due to illness/injury the Employee has completed one year is required to provide certification of continuous employmentsuch absence to the Employer. Satisfactory evidence shall be production of a medical certificate or statutory declaration. However, unless required by the Employer, up to two days of personal leave absence may be allowed without the production of a medical certificate, or other reasonable evidence. (iii) Employees who are absent on personal leave either side of a public holiday are required to provide a medical certificate, statutory declaration or other evidence satisfactory to the Employer within five working days after their return to work. (iv) Each Employee shall notify her or his Employer of an absence from work due to illness or injury prior to the commencement of her or his rostered shift or as soon as practicable thereafter and shall, as far as possible, inform the Employer of the estimated duration of the absence. (b) An Employee, other than a casual Employee, with responsibilities in relation to a class of person set out in (d), who needs the Employee’s care or support, shall be entitled to use, in accordance with this subclause, any accrued personal leave entitlement, for absences to provide care or support for such persons when they are ill, injured or in the case of an unexpected emergency. Such leave may be taken for part of a single day. (c) The Employee shall, if required, establish either by production of a medical certificate from a registered health practitioner or statutory declaration, the relationship of the person concerned to the Employee and that the person is suffering from an illness/injury such as to require care or support by another person. If it is not practicable for the Employee to give prior notice of absence, the Employee shall be credited with a further ten days personal leave entitlement notify the Employer by telephone of such absence at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence first opportunity on the anniversary day of engagementabsence. c) In any year unused personal leave accrues. (d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave in accordance with this subclause is subject to the person concerned being either: (i) a member of the Employee's ’s immediate family or household. The term ‘immediate family; or (ii) a member ’ is defined at Clause 3 of the Employees' householdthis Agreement. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement 31.1 The Employees shall be entitled to take personal/carers leave in accordance with this clause and the Act. 31.2 Each permanent Employee shall accrue personal/carer’s leave of 10 days’ paid leave a year after 12 months’ service. This leave will be cumulative and up to 10 days a year can be used as carer’s leave. 31.3 An additional two days of unpaid carer’s leave will be available for emergencies for Employees who have used up their personal leave entitlement, and for casual Employees. 31.4 In order to take Personal/Xxxxx’s Leave as provided in clause 30.2 above the Employee must provide documentary evidence including a medical certificate from a medical practitioner as soon as reasonably practicable to the effect that:‌ (a) the Employee will be unfit for work during the relevant period of sick leave because of a personal illness or injury; or‌ (b) a member of the Employee’s immediate family or of the Employee’s household who requires care or support has had or will have a personal illness or injury during the relevant period. 31.5 For the purposes of clause 31.4 where it is not reasonably practicable to provide a medical certificate the Employee may provide a statutory declaration made by the Employee.‌ 31.6 An Employee shall as far as practicable prior to the first day of any personal/carer’s leave taken, and in any event within 24 hours of the commencement of such absence, inform the Employer of his intention to take personal/carer’s leave. a) Paid personal leave will be available to 31.7 If an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company Employer and is re-engaged by the same Employer within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement Employees other than casual are entitled to 10 days' paid personal/carercarers leave per year that can be taken as personal leave or carers leave. Personal leave is paid sick leave taken by an employee because of the employee’s leavepersonal illness or injury. The accumulation of this leave is uncapped. Xxxxxx leave is leave taken by an employee to provide care and support to a member of the employee’s household or immediate family, because of: a) Paid a personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness illness, or injury (sick leave); or (ii) for injury, of the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave).member b) an unexpected emergency affecting the member. An employee’s immediate family is: the spouse, child, parent, grandparent, grandchild or sibling of the employee or the employee’s spouse. Paid personal/carers leave does not break an employee’s continuity of service and counts as service for all purposes. The amount use of personal paid carers leave to which an Employee is entitled is as follows: (i) Upon commencement capped at 2 days per annum. An employee during the first year of employment Employees will automatically with the employer shall be credited with 5 days Personal and/or Xxxxx’s entitled to personal leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion rate of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement day at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company each of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justifiedfirst ten calendar months. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment employee is terminated by the Company employer and is re-engaged by the employer within a period of six three months, then the Employee's employee’s unclaimed balance of sick personal leave shall continue from the date of re-engagement. In such case the Employee's employee’s next year of service will commence after a total of twelve months has been served with that Company the employer excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer. An employee shall within 8 hours of the commencement of such personal / carers leave inform the employer of the employee’s inability to attend for duty, and, as far as practicable, state the nature of the injury or illness and the estimated duration of the employee’s absence. An employee shall prove to the employer’s satisfaction that the employee was unable on account of such illness or injury to attend for duty on the day or days for which personal / carers leave will is claimed. In the case of an employee who claims to be allowed paid personal / carers leave in accordance with this clause for an absence of one day only such employee, if in the NES. 18.2 Immediate family or household a) The entitlement year the employee has already been allowed paid personal / carers leave on one other occasion for one day only, shall not be entitled to use personal leave payment for the purpose of carer's or compassionate leave is subject day claimed unless the employee produces to the person being either: (i) employer a member certificate of a duly qualified medical practitioner that in the Employee's immediate family; or (ii) a member medical practitioner’s opinion, the employee was unable to attend for duty on account of the Employees' household. b) The term personal illness or injury to his/hers or immediate family includes: (i) member. Provided that the employer may agree to accept from the employee a spouseStatutory Declaration, de facto partnerstating that the employee was unable to attend for duty on account of personal illness or injury to his/hers immediate family member, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling in lieu of a spouse medical certificate. No employee shall be entitled to cashing out accumulated personal / carers leave during employment with the Company or de facto partner of the Employeeupon termination.

Personal/Carer’s Leave. 18.1 Entitlement Other than the provisions set out in this clause the provisions relating to paid personal/carer’s leave a) Paid personal leave will Personal Leave and how and when it is to be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave taken will be in accordance with the NESNES and the Incorporated Award. 18.2 Immediate family The Company values its Employees. As such, an early return to work following illness is highly desirable and will be encouraged. 18.3 Where illness or household a) The entitlement to use personal incapacity occurs, paid sick leave for the purpose of carer's or compassionate leave is will be available as required, subject to the person being eitherfollowing: (i) 18.4 Once an Employee has been on paid sick leave for a period of three months, an assessment of the case between the Employee and the Company must be undertaken. 18.5 Personal Leave is available for an Employee's personal Illness or injury or to provide care or support to a member of the Employee's immediate family; or (ii) , or a member of the Employees' Employee's household., who requires (or required) care or support because of: a) a personal Illness, or injury, of the member; or b) The term immediate family includes:an unexpected emergency affecting the member. (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling 18.6 Personal leave will not be cashed out on termination of employment. 18.7 Notice of personal leave must be given as soon as practicable to the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of Supervisor responsible for the Employee. 18.8 Where there has been an absence of more than two consecutive days, an absence on either side of a public holiday or authorised annual leave or where otherwise requested by a manager, documentary evidence of the reason for the absence on personal leave should be provided to the Supervisor responsible for the Employee as soon as practicable after the absence. 18.9 Employees will accrue 10 days' paid carers leave per year. Unpaid personal /xxxxx’s leave may be taken by an Employee according to the NES if their paid personal leave entitlement is exhausted. 18.10 Documentary evidence can be a medical certificate from a registered health practitioner, or a statutory declaration made by the Employee.

Personal/Carer’s Leave. 18.1 Entitlement Personal Leave entitlements are as per the Australian Fair Pay Standard in the Workplace Relations Act 1996. 27.1 An employee, who, after three months service with the company, is unable to attend for work during his/her ordinary working hours by reason of personal illness or personal incapacity (excluding incapacity resulting from injury within the Workers' Compensation Act, as amended) shall be entitled to be paid at ordinary time rate of pay for the time of such non-attendance subject to the following: 27.2 The employee shall not be entitled to paid leave of absence for any period in respect of which he/she is entitled to compensation under the Act, as amended. 27.3 10 days personal/carerxxxxx’s leave a) Paid personal leave per annum will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave)each employee. b) The amount of personal 27.4 Sick leave entitlements not claimed in any one year, shall accumulate from year to which an Employee is entitled is year, so long as follows: (i) Upon commencement of the employment Employees will automatically be credited continues with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employmentemployer. 27.5 An employee (iiexcept in exceptional circumstances) Once shall as early as is practicable of commencement time of normal duty on the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning day of the Employee's second and subsequent yearsick leave absence, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company employer of the Employee's his/her inability to attend for duty, and need to take personal as far as practicable state the nature of the injury or illness and the estimated duration of the absence. 27.6 An employee shall be allowed a maximum of two separate days sick leave, as soon as practicablewithout production of evidence satisfactory to the employer, which shall not be consecutive ordinary working days, in the first year of service and a maximum of three days in the second and subsequent years of service. e) An Employee 27.7 If an employee is absent on sick leave on a day immediately preceding or immediately following a rostered day off or public holiday off he/she shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be provide a medical practitioner’s certificate, or a statutory declaration. An Employee will not certificate in support of such absence. 27.8 A medical certificate shall be required to provide such evidence for single days any sick leave absence of absence but only where two or more consecutive days of absence are takenworking days. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance 27.9 Use of sick leave for xxxxx’s leave 27.9.1 An employee with responsibilities in relation to either members of their immediate family or members of their household who need their care and support shall continue from be entitled to use, in accordance with this subclause, any sick leave entitlement which accrues after the date of re-engagement. In this order for absences to provide care and support for such case persons when they are ill. 27.9.2 The employee shall, if required, establish by production of a medical certificate or statutory declaration, the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement illness of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may beperson concerned. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) 27.9.3 The entitlement to use personal sick leave in accordance with this subclause is subject to: 27. (a) the employee being responsible for the purpose care of carer's or compassionate leave is subject to the person being either:concerned; and (ib) the person concerned being either a member of the Employeeemployee's immediate family; or (ii) family or a member of the Employees' employee's household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement All non-Casual Employees will continue to be paid personal/carer’s leave a) Paid personal leave will be available to an when the Employee (other than casual Employees) when they are is absent due to: (i) personal to genuine illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick in accordance with Schedules 1, 2, 3, 4, 5, 6, 7 and requires the Employee's care 8. Untaken leave accumulates from year to year. Accrual and support (carer's leave). b) The amount of personal leave to payment arrangements which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leaveapply in Stores, Warehouse and Transport and Distribution are set out in Schedules 1, 2, 3, 4, 5, 6, 7 and 8. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Accrued Personal/Xxxxx’s leave is/was justified. Such evidence Leave may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required taken to provide such evidence care for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member ’s Immediate Family, where such care is necessary and the Employee is responsible for the care of the Employees' household. bother person. Accrued Personal/Xxxxx’s Leave may also be taken to attend medical appointments, legal proceedings and other activities related to domestic or family violence, subject to suitable evidence that such violence has occurred, such as a document issued by the Police Service, a Court, a Doctor, a District Nurse, a Lawyer or in a Statutory Declaration. If an Employee has exhausted their accrued Personal/Xxxxx’s Leave, the Employee may take unpaid carer’s leave for a particular permissible occasion as a single continuous period of up to 2 days, or any separate periods to which the Employee and ALDI agree. Casual Employees are entitled to unpaid carer’s leave in accordance with the National Employment Standards. Medical certificates (for the Employee or the person for whom they are caring) The term immediate family includes: (i) a spousewill be required where:  ALDI has concerns about the frequency, de facto partner, child, parent, grandparent, grandchild length or sibling pattern of such absences by the Employee; or or  The absence is of two (ii2) consecutive days or more; or  The Employee has already had two (2) single day absences in a child, parent, grandparent, grandchild or sibling year. The Employee is required to notify their Direct Leader when the Employee is absent on Personal/Xxxxx’s Leave before the start of a spouse or de facto partner their rostered shift and shall state the nature of the Employeeillness or injury and the estimated duration of their absence. Store Management/Section Leaders are also required to notify the Stand-In Store Management/Stand-In Section Leader of their absence before the start of their rostered shift.

Personal/Carer’s Leave. 18.1 Entitlement 20.1. A permanent Employee under this Agreement is entitled to be paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for in accordance with the purposes provisions of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount Workplace Relations Act 1996 which as at the date of personal leave to which an Employee is entitled is this Agreement provide as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave20.1.1. After 6 months of employment, the leave will begin A permanent Employee is entitled to accrue progressively up until it reaches 10 days an amount of paid personal/carer’s leave for each completed 4 week period of continuous service with an employer, of 1/26 of the number of nominal hours worked by the Employee for the Employer during that 4 week period. 20.1.2. A permanent Employee is not entitled to take paid xxxxx’s leave from his or her employment with the Employer at the conclusion time if, during the period of 12 months employment. (ii) Once ending at the time, the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after already taken a total amount of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid paid carer’s leave will be from that employment of 1/26 of the nominal hours worked by the Employee for the Employer during that period, 20.1.3. Employees are also entitled to two days unpaid carer’s leave in accordance with the NESWorkplace Relations Act 1996. 18.2 Immediate family or household a) The entitlement 20.1.4. This leave accumulates from year to use year so that any part of the paid personal leave for the purpose of carer's or compassionate leave is entitlements not claimed in any year may, subject to the person being eitherconditions prescribed by this clause, be claimed by the Employee in any subsequent year of employment. 20.2. To be entitled to personal leave an Employee must: (i) 20.2.1. Provide notice to the Employer of the absence as soon as reasonably practicable to do so in accordance with the Workplace Relations Act. 20.2.2. Provide the Employer with satisfactory documentary evidence of the basis for the request for leave in accordance with the Workplace Relations Act including providing a medical certificate from a registered health practitioner or; 20.2.3. If it is not reasonably practicable for the Employee to give the Employer a medical certificate then provide a statutory declaration made by the Employee. 20.2.4. The required documentation must be given to the Employer as soon as reasonably practicable, which may be at a time before or after the sick leave has commenced. 20.2.5. This sub-clause does not apply to an Employee who could not comply with it because of circumstances beyond the Employee’s control. 20.3. To be entitled to Xxxxx’s Leave an Employee must: 20.3.1. Provide notice to the Employer of the absence as soon as reasonably practicable to do so in accordance with the Workplace Relations Act. 20.3.2. Provide the Employer with satisfactory documentary evidence of the basis for the request for leave in accordance with the Workplace Relations Act including providing a medical certificate from a registered health practitioner or a statutory declaration made by the Employee that the leave was required to provide care or support to a member of the Employee's ’s immediate family; or (ii) , or a member of the Employees' Employee’s household. b, who requires (or required) The term immediate family includescare or support because of: (i) 20.3.2.1. a spousepersonal illness, de facto partner, child, parent, grandparent, grandchild or sibling injury 20.3.2.2. an unexpected emergency 20.3.3. This sub-clause does not apply to an Employee who could not comply with it because of circumstances beyond the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee’s control.

Personal/Carer’s Leave. 18.1 Entitlement to paid 39.1 Paid personal/carer’s leaveleave is available to all full-time and part-time Employees: (a) Paid because the Employee is not fit for work because of a personal leave will be available illness, or personal injury, affecting the Employee; or (b) to an Employee (other than casual Employees) when they are absent due toprovide care or support to a member of the Employee’s immediate family, or a member of the Employee’s household, who requires care or support because of: (i) a personal illness or injury (sick leave)affecting the member; or (ii) an unexpected emergency affecting the member. 39.2 Employees who have taken personal/carer’s leave in accordance with clause 39.1, will be entitled to payment during such absence for the purposes ordinary hours of caring work for an immediate family or household member who is sick and requires which the Employee's care and support (carer's leave). b) The amount of personal leave to Employee was rostered, including shift penalties, for shifts for which an Employee is entitled is as followswas ordinarily rostered to work. 39.3 For the purpose of this clause, “immediate family” will include: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent (including step-parent and xxxxxx parent), grandparent, grandchild grandchild, or sibling of the Employee; or (iib) a child, parent (including step-parent and xxxxxx parent), grandparent, grandchild or sibling of a spouse or de facto partner of the Employee. 39.4 Full-time Employees will be entitled to 10 days paid personal/carer’s leave for each year of service, in accordance with the NES contained in the Act. Part-time Employees will be entitled to personal/carer’s leave on a pro-rata basis, based on their ordinary hours of work in accordance with the NES contained in the Act. 39.5 An Employee’s unused personal/carer’s leave entitlement accumulates from year to year. 39.6 To be entitled to payment in accordance with this clause, the Employee shall notify Kmart of the taking of personal/carer’s as soon as practicable (which may be at a time after the leave has started) and the period, or expected period, of the absence.

Personal/Carer’s Leave. 18.1 Entitlement 31.1 The Employees shall be entitled to take personal/carers leave in accordance with this clause and the Act. 31.2 Each permanent Employee shall accrue personal/carer’s leave of 10 days’ paid leave a year after 12 months’ service. This leave will be cumulative and up to 10 days a year can be used as carer’s leave. 31.3 An additional two days of unpaid carer’s leave will be available for emergencies for Employees who have used up their personal leave entitlement, and for casual Employees. 31.4 In order to take Personal/Xxxxx’s Leave as provided in clause 30.2 above the Employee must provide documentary evidence including a medical certificate from a medical practitioner as soon as reasonably practicable to the effect that: (a) the Employee will be unfit for work during the relevant period of sick leave because of a personal illness or injury; or (b) a member of the Employee’s immediate family or of the Employee’s household who requires care or support has had or will have a personal illness or injury during the relevant period. 31.5 For the purposes of clause 31.4 where it is not reasonably practicable to provide a medical certificate the Employee may provide a statutory declaration made by the Employee. 31.6 An Employee shall as far as practicable prior to the first day of any personal/carer’s leave taken, and in any event within 24 hours of the commencement of such absence, inform the Employer of his intention to take personal/carer’s leave. a) Paid personal leave will be available to 31.7 If an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company Employer and is re-engaged by the same Employer within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement to paid An employee, other than a casual employee can take personal/carer’s leave's leave on the following conditions: a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due toThe employee can: (i) personal illness or injury (i. use accrued sick leave; ii. use accrued annual leave in single days only of up to 5 days per year (but not annual leave during a shutdown period); or; (ii) iii. take unpaid leave; iv. take time off in lieu of payment for the purposes of caring for an immediate family or household member who is sick overtime; v. take time off in advance and requires the Employee's care and support (carer's leave)make up those hours at a later time. b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s Except where the employee uses accrued sick leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at employee must obtain the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning consent of the Employeeemployer to take personal/carer's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagementleave. c) In any year unused personal The leave accruescan only be taken to provide care and support to a person who is: i. the spouse of the employee ii. the de facto spouse of the employee of either the opposite or same sex, who lives with the employee iii. the: child or adult child (including an adopted child, step child, xxxxxx child or ex-nuptial child) or grandchild; or parent (including a xxxxxx parent and legal guardian) or grandparent; or sibling of either the employee or the ~ie f~or~ employee~,+' 1;-;1stered ~"1=erPrise Agreement 57 IndUStrial Registrar iv. related to the employee by blood or marriage who lives in the same household. d) An Employee will inform If the Company employee uses sick leave as personal/carer's leave the employee must: i. if practicable give the employer advance notice of intention to take the leave and the following details and if not practicable, on the first day of the Employee's inability leave telephone the employer with the following details: name of the person requiring care relationship of the person to attend the employee reason for duty, and need to take personal leave, as soon as practicable.taking the leave estimated length of absence ii. produce a medical certificate or statutory declaration specifying: the illness of the person that the illness requires the care of another person e) An Employee shall prove If an employee takes annual leave as personal/carer's leave in single day absences, the employer and employee can agree to the Company's satisfaction that the Employee’s Personal/Xxxxx’s defer payment of annual leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single loading until 5 consecutive annual leave days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment employee wishes to take time off as personal/carer's leave in lieu of payment for overtime: i. the employee must tell the employer he or she chooses to do so for the next 12 months ii. time taken off during ordinary time hours is terminated by to be taken at the Company and is re-engaged within a ordinary time rate any overtime not taken as leave during the 12 month period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the be paid eiti her at t1 ie end vf tl ie I 2 month period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be.on termination g) Unpaid if an employee takes time off as personal/carer’s 's leave and later makes up time: i. time taken off during ordinary hours will be in accordance worked later during ordinary hours at the ordinary rate of pay; ii. time taken off by a shift worker will be worked later at the shift work rate equivalent to the hours taken off. Unpaid Leave for Family Purpose for Personal/Carer's Leave An employee may elect, with the NES. 18.2 Immediate family or household a) The entitlement consent of the employer, to use personal take unpaid leave for the purpose of carerproviding care and support of a member of a class of person set out in subparagraph (ii) of paragraph (c) of subclause (15) who is ill. Annual Leave for Personal I Carer's or compassionate leave is Leave a) An employee may elect with the consent of the employer subject to the person being either:Annual Xxxxxxxx Xxx 0000, to take annual leave not exceeding five days in single day periods of part thereof, in a a time or times agreed by the parties. ~ Registered Fnterprise Agreement 58 Industrial Registrar b) Access to annual leave, as prescribed in paragraph (ia) a member of this subclause, shall be exclusive of any shutdown period provided for elsewhere under this award. c) An employee and employer may agree to defer payment of the Employeeannual leave loading in respect of single day absences, until at least five consecutive annual leave days are taken. Time Off in Lieu of Payment for Overtime for Personal/Carer's immediate family; orLeave (iia) a member An employee may elect, with the consent of the Employees' householdemployer, to take time off in lieu of payment for overtime at a time or times agreed with the employer within twelve (12) months of the said election. b) The term immediate family includes:Overtime taken as time off during ordinary time hours shall be taken at the ordinary time rate, that is an hour for each hour worked. c) If, having elected to take time as leave, in accordance with paragraph (ia) a spouseof this subclause, de facto partnerthe leave is not taken for whatever reason, child, parent, grandparent, grandchild or sibling payment for time accrued at overtime rates shall be make at the expiry of the Employee; ortwelve (12) month period or on termination. d) Where no election is made in accordance with the said paragraph (iia), the employee shall be paid overtime rates in accordance with the award. Make-up Time for Personal/Carer's Leave a) An employee may elect, with the consent of their employer, to work `make-up time', under which the employee takes time off ordinary hours, and works those hours at a childlater time, parentduring the spread of ordinary hours provided in the award, grandparentat the ordinary rate of pay. b) An employee on shift work may elect, grandchild or sibling of a spouse or de facto partner with the consent of the Employeeemployer, to work `make-up time' (under which the employee takes time off ordinary hours and works those hours at a later time) at the shift work rate which would have been applicable to the hours taken off.

Personal/Carer’s Leave. 18.1 Entitlement Subject to the following limitations and conditions an Employee shall be entitled to personal leave on full pay calculated by allowing 152 rostered ordinary hours of work in the case of the 38 hour per week Employees for each year of continuous service, less any personal leave on full pay already taken. The paid leave entitlement as prescribed herein shall be pro-rata based on the ordinary hours worked by the Employee. For clarity, an Employee (excluding a Casual Employee) is entitled to the paid personal/ carer’s leave set out herein, subject to the accrual being no less than the NES. (i) An Employee’s entitlement to paid personal/carer’s leaveleave accrues progressively during a year of service according to the Employee’s ordinary hours of work, and accumulates from year to year. a(ii) Paid An Employee shall not be entitled to personal leave will at the ordinary rate for any period in respect of which such Employee is entitled to workers’ compensation. (iii) An Employee shall be available required to submit a registered health practitioner’s certificate for any personal leave absences, provided that Employees shall be allowed 3 single days of personal leave per fiscal year without certification or statutory declaration and those days may be taken at any time including either side of days off or RDOs. Statutory Declarations may be used in lieu of medical certificates for access to certified personal and carer’s leave. (iv) Each Employee shall notify the Employer of an absence from work due to illness or injury prior to the commencement of their rostered shift or as soon as practicable thereafter and shall, as far as possible, inform the Employer of the estimated duration of the absence. To enable the proper calculation of personal/carer’s leave, the Employer shall not change the rostered hours of work of an Employee (fixed by the roster or rosters applicable to the 14 days immediately following the commencement of personal leave merely by reason of the fact that she or he is on personal leave. This clause does not prevent the Employer from replacing the employee while on leave. Part-time Employees – A part-time Employee shall be entitled to personal/carer’s leave on a pro-rata basis. Such entitlements shall be subject to all the above conditions applying to full-time Employees. Subject to the provisions of a satisfactory health practitioner’s certificate and personal leave being due, paid annual leave or long service leave shall be re-credited where an illness occurs during the period of paid annual leave or long service leave; provided that the period of leave does not occur prior to retirement, resignation or termination of services. An Employee, other than a casual EmployeesEmployee, with responsibilities in relation to their immediate family (as defined) or member of their household, who needs the Employee’s care or support, shall be entitled to use, in accordance with this subclause, any current or accrued personal leave entitlement, for absences to provide care or support for such persons when they are absent due ill/ injured or in the case of an unexpected emergency. Such leave may be taken for part of a single day. The Employee shall, if required, establish, either by production of a health practitioner’s certificate or statutory declaration, that leave is required in order to provide care or support for a member of the Employee’s immediate family or household. The entitlement to use personal leave in accordance with this subclause is subject to: (i) personal illness The Employee providing care or injury (sick leave)support to the person concerned; orand (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person concerned being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term ’s immediate family includes: or household (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employeeas defined in this Agreement).

Personal/Carer’s Leave. 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for in accordance with the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave)NES. b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. dc) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. ed) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are takentaken or where a single day falls immediately the day before or day after annual leave, an RDO or public holiday. fe) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. gf) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement 5.2.1 Every full-time Employee shall become entitled to paid personal/carer’s leave anot less than ten (10) Paid personal days, or 80 hours, of sick leave will be available to for each completed year of employment with the Employer. Moreover, as respects any completed period of employment of less than one year with the Employer, an Employee (other than a casual EmployeesEmployee) when they are shall become entitled to accrue personal/carer’s leave on the basis of 1/26 of the nominal hours worked per month up to a maximum of 10 days, or 80 hours, per year. Part-time Employees shall become entitled to sick leave on a pro-rata basis. 5.2.2 Every Employee absent due to:from work through illness on the production of a certificate from a duly qualified health practitioner specifying the nature of the illness of the Employee and the period or approximate period during which the Employee will be unable to work, or of other evidence of illness to the satisfaction of the Employer, and subject to having promptly notified the Employer of the illness and of the approximate period aforesaid shall, subject as herein provided, be entitled to payment in full for all time so absent from work: Provided, that it shall not be necessary for an Employee to produce such a certificate if the Employees absence from work on account of illness does not exceed 2 days. However, a certificate may be required for any absence immediately preceding or following a weekend or Statutory Holiday, if a perceived pattern is established. 5.2.3 Sick leave shall be cumulative. Sick leave entitlements shall not be paid out upon termination of employment. (a) The continuity of employment of an Employee with an Employer for sick leave accumulation purposes shall be deemed to be not broken by any of the following-. (i) personal illness or injury (sick leave); orAbsence from work on leave granted by the Employer; (ii) The Employee having ceased employment or being stood down by the Employer, or the Employee having him/herself terminated employment with the Employer, for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave)any period not exceeding 3 months: Provided that Employee shall have been re-employed by that Employer. (b) The amount period during which the employment of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, with the Employee Employer shall be credited with a further ten days personal leave entitlement at the beginning have been interrupted or determined in any of the Employee's second and subsequent year, which subject to clause 18.1(fcircumstances mentioned in provision (a) hereof, hereof shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding taken into account in calculating the period of interruption in service from the date of commencement employment of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance Employee with the NESEmployer. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 Entitlement Employees (other than casual Employees) are entitled to ten (10) days paid personal/carer’s leave (including sick leave), based on the Employee’s ordinary hours of work, for each year of service with the Company. Employees accrue ten (10) days paid personal/carer’s leave at the rate of one (1) day per month at the beginning of each of the first ten (10) months of employment. Thereafter, ten (10) days are added to the Employee’s entitlement on each anniversary of the Employee’s engagement. An Employee will not be entitled to be paid personal/carer’s leave for more ordinary hours than the Employee would have worked on the day. Sick Leave is not paid while an Employee is receiving Workers’ Compensation. Personal/carer’s leave will be paid at the Employee’s Wage Rate for ordinary hours that the Employee would have worked on that day. To be paid personal/carer’s leave a) Paid personal leave will be available to an , the Employee (other than casual Employees) when they are absent due tomust meet the following requirements: (i) personal illness or injury (sick Have accrued personal/xxxxx’s leave); or; (ii) for Notify their supervisor of the purposes of caring for an immediate family or household member who is sick absence as soon as possible and requires no later than four hours from the Employee's care ’s start time. If the Employee fails to notify their supervisor as soon as practicable (and support not later than four hours from the Employee’s start time), without good cause, this will constitute unauthorised unpaid leave. Such occurrence may commence counselling in accordance with the procedure set out in clause 3.14; (carer's leave). biii) The amount of Advise the Company how long the absence on personal leave is likely to which an Employee is entitled is as follows:be; and (iiv) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin Produce evidence satisfactory to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and illness or injury or the need to take use personal leave, as soon as practicable. e) An provided that where an Employee shall prove is absent on personal leave for two consecutive days or more or on more than two single day absences in any year, evidence satisfactory to the Company's satisfaction that Company will mean a medical certificate from a registered Health Practitioner stating the Employee’s nature of the illness and the period the Employee will be unable to work. Personal/Xxxxxxxxxx’s leave iswill accumulate from year to year. Accrued, but untaken, personal/was justifiedcarer’s leave is paid out on redundancy or termination due to the completion of the Project . Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If Where an Employee’s employment is terminated by in accordance with clause 3.10 of this Agreement or the Company and Employee resigns from the Company, payment for unused personal/carer’s leave will not occur. If an Employee whose employment is terminated is re-engaged by the Company on the Project within a period of six (6) months, then the Employee's ’s unclaimed balance of sick personal/xxxxx’s leave shall from the previous engagement will continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid This re-crediting does not include any personal/carer’s leave accruals that were paid out on termination pursuant to clause 7.2(g) above. An Employee will be granted paid personal/carer’s leave up to the limit of their accrued entitlement. On each occasion that an Employee takes carer’s leave, the Employee must provide the Company with a medical certificate from a registered Health Practitioner or complete a Statutory Declaration stating that the Employee, or an immediate family or household member for whom the Employee was caring, was or is unwell and that the Employee was unable to attend for work on that occasion. This requirement may be modified at the Company’s sole discretion. In the case of an unexpected emergency, proof may be required in a form determined by the Company. An Employee may request to cash out any accumulated but untaken paid personal/xxxxx’s leave in excess of fifteen (15) days. The ‘cashing out’ process will occur in the first pay period in December and only when an Employee makes a written request to cash out their paid personal/carer’s leave. Any agreement made between the Company and the Employee to cash out personal leave will be a separate agreement in writing. Unpaid Carer’s Leave (i) Employee(s) are entitled to a period of up to two (2) days unpaid carer’s leave for each occasion that an immediate family member or other member of the Employee’s household requires care and support because of an illness, injury or unexpected emergency and the Employee has exhausted all of their paid personal/xxxxx’s leave. The Company will consider an individual Employee’s circumstances in respect of requests for any further unpaid carer’s leave. (ii) The Employee will provide notice to the Company as soon as reasonably practicable. The Company may require an Employee to provide to the Company in accordance with the National Employment Standards (NES) documentary evidence confirming the need to take such leave. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

Personal/Carer’s Leave. 18.1 22.1 Entitlement to paid personal/carerxxxxx’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 3 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f22.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 22.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.