Primary Care Giver. Where an employee takes parental leave under this clause, meets the eligibility criteria in 28.1.1 (i.e. they assume or intend to assume the primary care of the child), and is in receipt of the statutory paid parental leave payment in accordance with the provisions of the Parental Leave and Employment Protection Act 1987 the employer shall pay the employee the difference between the weekly statutory payment and the equivalent weekly value of the employee’s base salary (pro rata if less than full-time) for a period of up to 14 weeks. The payment shall be made at the commencement of the parental leave and shall be calculated at the ordinary (pro rata if appropriate) applicable to the employee immediately prior to commencement of parental leave. Except where an employee, on medical advice and with the consent of the employer, elects to work reduced hours at any time prior to the taking of leave, then the calculation of payment for the parental leave shall be based on the proportion of full-time employment immediately prior to any such enforced reduction in hours. The payment shall be made only in respect of the period for which the employee is on parental leave and in receipt of the statutory payment if this is less than 14 weeks.
Primary Care Giver. (a) For the purposes of paid parental leave, the payment of seven (7) weeks full pay or fourteen (14) weeks half pay will be available for non casual employees who have the role of the primary care giver. The seven (7) weeks entitlement will increase to eight (8) weeks full pay (sixteen (16) weeks half pay) for leave commencing after 1 July 2007 but before 30 June 2008; and will increase to nine (9) weeks full pay (eighteen (18) weeks half pay) for leave commencing after 1 July 2008.
Primary Care Giver. The employee must not be the permanent primary caregiver for any individual during scheduled work hours unless the employee is on approved leave. Alternative supervision within the teleworking location or care outside of the teleworking location must be established prior to the initiation of teleworking. It is the discretion of the agency to determine appropriate alternative supervision within the teleworking location. The agency may request documentation to ensure that the employee is not using telework as a substitute for dependent care. With prior management approval and in limited and infrequent circumstances where an employee is able to complete assigned duties while also caring for a dependent (e.g. a sick child must stay home from school), the employee may be permitted to telework, even if only for a portion of the work day.
