Common use of Protected Days Off with Appropriate Notice Clause in Contracts

Protected Days Off with Appropriate Notice. a) An Employee may give notice in writing by 15 February each year as part of the leave rostering process to protect two days off for personal reasons per financial year. b) Approval of requests made outside of the date specified in sub clause 3.1. 8 a) would be at the discretion of the Employer but not unreasonably refused. c) A request to protect two days will require the Employee to nominate the two specific dates that they are seeking to have protected for the following financial year. d) The request will be approved by the Employer provided that: i. Accommodating the dates requested within the Employee’s Actual Roster will not contravene the fatigue management principles underlying the Roster Cycle; ii. the insertion of a protected day off in the Employee’s Actual Roster will not cause an increase in the total number of days off in the affected Actual Roster; iii. the specific dates requested can be accommodated within operational requirements. (i.e: do not include days where Employees are required to undertake compulsory shifts such as Australia Day and New Year’s Eve); and iv. where there are multiple requests for the same date/day, the Employer may impose a limit on the number of Employees who will have that date approved as a protected day off pursuant to sub-clauses 3.1. 8 a) 3.1.8c) in order to meet operational requirements and in line with current leave capping principles. The Employer will inform Employees of this decision as soon as practicable. e) Where the request to protect a day falls on a day that is not already a rostered day off in the affected Employee’s Operational Roster, the request will be approved provided that i. the provisions of sub-clauses 3.1.8 d) i-iv above are met; ii. the adjustment to the affected Employee’s Actual Roster to accommodate the protected day off will include allocation of an alternative shift in line with operational requirements, which may include working on another line on a cost neutral basis consistent with clause 3.5.8d) (i.e: Other Line Allowance shall not be payable); and iii. allocation of shifts on relief lines in the Actual Roster can accommodate coverage of the vacated shift; or iv. where there are insufficient relief lines in the Actual Roster to accommodate the requested protected day off and a change would be required to another Employee’s Shift Work Pattern, that change is: • considered reasonable by the Employer; • shown on the affected Employee’s Actual Roster as soon as practicable.

Protected Days Off with Appropriate Notice. a) An Employee may give notice in writing by 15 February each year as part of the leave rostering process to protect two days off for personal reasons per financial year. b) Approval of requests made outside of the date specified in sub clause 3.1. 8 a) would be at the discretion of the Employer but not unreasonably refused. c) A request to protect two days will require the Employee to nominate the two specific dates that they are seeking to have protected for the following financial year. d) The request will be approved by the Employer provided that: i. Accommodating the dates requested within the Employee’s Actual Roster will not contravene the fatigue management principles underlying the Roster Cycle; ii. the insertion of a protected day off in the Employee’s Actual Roster will not cause an increase in the total number of days off in the affected Actual Roster; iii. the specific dates requested can be accommodated within operational requirements. (i.e: do not include days where Employees are required to undertake compulsory shifts such as Australia Day and New Year’s Eve); and iv. where there are multiple requests for the same date/day, the Employer may impose a limit on the number of Employees who will have that date approved as a protected day off pursuant to sub-clauses 3.1. 8 a) 3.1.8c) in order to meet operational requirements and in line with current leave capping principles. The Employer will inform Employees of this decision as soon as practicable. e) Where the request to protect a day falls on a day that is not already a rostered day off in the affected Employee’s Operational Roster, the request will be approved provided that i. the provisions of sub-clauses 3.1.8 d) i-iv above are met; ii. the adjustment to the affected Employee’s Actual Roster to accommodate the protected day off will include allocation of an alternative shift in line with operational requirements, which may include working on another line on a cost neutral basis consistent with clause 3.5.8d) (i.e: Other Line Allowance shall not be payable); and iii. allocation of shifts on relief lines in the Actual Roster can accommodate coverage of the vacated shift; or iv. where there are insufficient relief lines in the Actual Roster to accommodate the requested protected day off and a change would be required to another Employee’s Shift Work Pattern, that change is: •  considered reasonable by the Employer; •  shown on the affected Employee’s Actual Roster as soon as practicable.

Protected Days Off with Appropriate Notice. (a) An Employee may give notice in writing by 15 February each year as part of the leave rostering process to protect two days off for personal reasons per financial year. (b) Approval of requests made outside of the date specified in sub clause 3.1. 8 a) would be at the discretion of the Employer but not unreasonably refused. (c) A request to protect two days will require the Employee to nominate the two specific dates that they are seeking to have protected for the following financial year. (d) The request will be approved by the Employer provided that: i. (i) Accommodating the dates requested within the Employee’s Actual Roster will not contravene the fatigue management principles underlying the Roster Cycle; (ii. ) the insertion of a protected day off in the Employee’s Actual Roster will not cause an increase in the total number of days off in the affected Actual Roster; (iii. ) the specific dates requested can be accommodated within operational requirements. (i.e: do not include days where Employees are required to undertake compulsory shifts such as Australia Day and New Year’s Eve); and (iv. ) where there are multiple requests for the same date/day, the Employer may impose a limit on the number of Employees who will have that date approved as a protected day off pursuant to sub-clauses 3.1. 8 a) 3.1.8c) in order to meet operational requirements and in line with current leave capping principles. The Employer will inform Employees of this decision as soon as practicable. (e) Where the request to protect a day falls on a day that is not already a rostered day off in the affected Employee’s Operational Roster, the request will be approved provided that i. (i) the provisions of sub-clauses 3.1.8 d) i-iv above are met; ii. the adjustment to the affected Employee’s Actual Roster to accommodate the protected day off will include allocation of an alternative shift in line with operational requirements, which may include working on another line on a cost neutral basis consistent with clause 3.5.8d) (i.e: Other Line Allowance shall not be payable); and iii. allocation of shifts on relief lines in the Actual Roster can accommodate coverage of the vacated shift; or iv. where there are insufficient relief lines in the Actual Roster to accommodate the requested protected day off and a change would be required to another Employee’s Shift Work Pattern, that change is: • considered reasonable by the Employer; • shown on the affected Employee’s Actual Roster as soon as practicable3.1.