Common use of Purchased Leave Clause in Contracts

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. Notwithstanding any other provision of this Agreement, an employee may, with the agreement of the CEO, work between 48 weeks and 51 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment of the application from the employee will be done in consideration of business needs and the impacts on maintaining service delivery internally and/or externally. Where the Authority and an Employee agree to a reduction in the number of working weeks the Employee will receive additional annual leave as follows: 48/52 weeks Additional 4 weeks‟ leave (8 weeks in total) 49/52 weeks Additional 3 weeks‟ leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ leave (6 weeks in total) 51/52 weeks Additional 1 week‟s leave (5 weeks in total) The Employee will receive a salary equal to the period worked (eg 48 weeks) which will be spread over a 52 week period; and accrual of sick leave and long service leave by the Employee shall remain unchanged. As an alternative to entering into an arrangement, an Employee may request that one or more weeks of his or her annual leave entitlement be converted to two weeks‟ leave on half pay. The Employer will endeavour to accommodate Employee requests for arrangements under this clause, and where such requests are granted will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. Notwithstanding any other provision of this Agreement, an employee An Employee may, with the agreement of the CEOEmployer, work between 48 weeks and 51 less than 52 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment An Employee can only make an application under this clause where the Employee does not have an excessive annual leave accrual (as defined in clause 41.6(b)(i)). Where an Employee, with an excessive annual leave accrual, wishes to make an application under this clause, the extent of the application from Employee’s excessive annual leave accrual and any plans the employee Employee has to take some or all of their accrued annual leave entitlements in conjunction with any approved purchased leave arrangement, will be done considered by the Employer in consideration of business needs and assessing the impacts on maintaining service delivery internally and/or externallyEmployee’s application for purchased leave. Where the Authority Employer and an Employee agree on an employment arrangement under clause 43.1, the annual salary applicable to a reduction in an employee relative to the number of working weeks the Employee additional leave purchased will receive additional annual leave be as follows: 44/52 weeks Additional 8 weeks’ leave 12 weeks in total 45/52 weeks Additional 7 weeks’ leave 11 weeks in total 46/52 weeks Additional 6 weeks’ leave 10 weeks in total 47/52 weeks Additional 5 weeks’ leave 9 weeks in total 48/52 weeks Additional 4 weeks‟ weeks’ leave (8 weeks in total) total 49/52 weeks Additional 3 weeks‟ weeks’ leave (7 weeks in total) total 50/52 weeks Additional 2 weeks‟ weeks’ leave (6 weeks in total) total 51/52 weeks Additional 1 week‟s weeks’ leave (5 weeks in total) total The above does not preclude an Employee and the Employer from agreeing to a similar type of arrangement that would provide an Employee with additional converted leave of more than eight weeks. The Employee will receive a salary equal to the period worked (eg 48 e.g. 46 weeks, 49 weeks) which will be spread over a 52 week period; and . The accrual of sick personal/carer’s leave and long service leave by the Employee shall remain unchanged. As an alternative to entering into an arrangement, an Employee may request that one or more weeks of his or her annual leave entitlement be converted to two weeks‟ leave on half pay. The Employer will endeavour to accommodate Employee requests for arrangements under this clause, and where clause subject to operational requirements. Where such requests are granted granted, the Employer will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ weeks’ written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. (a) Notwithstanding any other provision of this Agreement, an employee Employee may, with the agreement of the CEOEmployer, work between 48 weeks and 51 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. (b) Where an Employee is considering entering into a purchased leave arrangement, the Employer must provide the Employee with a statement outlining the impact that a purchased leave arrangement has on salary and all other entitlements, together with details of the alternative options available under clause 32.8 (f) . The assessment statement outlining the impact that a purchased leave arrangement has on salary and other entitlements will form part of the application from Request for Purchased Leave Application to be signed by the employee will be done in consideration of business needs and the impacts on maintaining service delivery internally and/or externally. Employee. (c) Where the Authority Employer and an Employee agree to a reduction in the number of working weeks under clause 32.8 (a), the Employee will receive additional annual leave as follows: 48/52 weeks Additional 4 weeks‟ weeks’ leave (8 weeks in total) 49/52 weeks Additional 3 weeks‟ weeks’ leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ weeks’ leave (6 weeks in total) 51/52 weeks Additional 1 week‟s leave week’s leave (5 weeks in totald) The the Employee will receive a salary equal to the period worked (eg 48 weeks, 51 weeks) which will be spread over a 52 week period; and and (e) accrual of sick leave and long service leave by the Employee shall remain unchanged. . (f) As an alternative to entering into an arrangementagreement under clause 32.7 (a), an Employee may request leave without pay under clause 36.1 or that one or more weeks of his or her annual their recreation leave entitlement under clause 32 to be converted to two weeks‟ double leave on half pay. . (g) The Employer will endeavour to accommodate Employee requests for arrangements under this clause, providing that the availability of purchased leave arrangements will be subject to workload and where do not impact on service delivery. Purchased leave requests and the timing of leave taken under purchased leave arrangements will be approved by local management. (h) Where such requests are granted granted, the Employer will make proper arrangements to ensure that the level of service provided to clients can be maintained, the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. . (i) An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ weeks’ written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. Notwithstanding any other provision of this Agreement, an employee 48/52 ARRANGEMENT 60.1 An Employee may, with the agreement of the CEOEpworth, work between 48 weeks and 51 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment of Purchased leave is leave purchased by the application from Employee through authorised and proportionate salary deductions made over the employee will be done in consideration of business needs corresponding twelve month period. 60.2 Where Epworth and the impacts on maintaining service delivery internally and/or externally. Where the Authority and an Employee agree to a reduction in the number of working weeks weeks, the Employee will receive additional annual leave as follows: 48/52 weeks Additional Arrangement Number of additional Weeks Leave Employees Entitled to 4 weeks‟ leave (8 weeks in total) 49/52 weeks Additional 3 weeks‟ leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ leave (6 weeks in total) 51/52 weeks Additional 1 week‟s leave (Weeks Leave Employees Entitled to 5 weeks in total) The Weeks Leave 60.3 Where an Employee will purchases additional leave, they shall receive a salary equal to the period worked (eg e.g., 48 weeks) , 49 weeks …), which will be spread over a 52 week period; and . The accrual of sick personal leave and long service leave by the Employee shall remain unchanged. 60.4 The time of taking the additional, purchased leave will be mutually agreed between the Employee and Epworth. As an alternative to entering into an arrangementAny additional, an Employee may request that one or more weeks purchased leave not taken by 31 December of his or her annual leave entitlement each year will be converted to two weeks‟ leave on half pay. The Employer will endeavour to accommodate Employee requests for arrangements under this clause, and where such requests are granted will make proper arrangements to ensure that paid out at the workloads end of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. the twelve (12) month period. 60.5 An Employee may can revert to ordinary 52 week employment by giving the Employer Epworth no less than four weeks‟ (4) weeks written notice. Where an Employee so reverts to 52 week employmentIn such circumstances, appropriate pro pro-rata salary adjustments will would be made. 60.6 Upon termination of employment, an Employee is to be paid out any outstanding Purchased Leave that has accrued but has not been taken, in addition to any other payments required to be made under this Agreement. Where the Employee’s employment terminates and the amount of Purchased Leave taken exceeds the amount deducted, Epworth may deduct a sum equal to the negative balance from any remuneration payable to the Employee upon termination of employment.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. Notwithstanding any other provision of this Agreement, an employee An Employee may, with the agreement of the CEOEmployer, work between 48 weeks and 51 less than 52 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment An Employee can only make an application under this clause where the Employee does not have an excessive annual leave accrual (as defined in clause 45.5(b)(i)). Where an Employee, with an excessive annual leave accrual, wishes to make an application under this clause, the extent of the application from Employee’s excessive annual leave accrual and any plans the employee Employee has to take some or all of their accrued annual leave entitlements in conjunction with any approved purchased leave arrangement, will be done considered by the Employer in consideration of business needs and assessing the impacts on maintaining service delivery internally and/or externallyEmployee’s application for purchased leave. Where the Authority Employer and an Employee agree on an employment arrangement under clause 47.1, the annual salary applicable to a reduction in an employee relative to the number of working weeks the Employee additional leave purchased will receive additional annual leave be as follows: 44/52 weeks Additional 8 weeks’ leave 12 weeks in total 45/52 weeks Additional 7 weeks’ leave 11 weeks in total 46/52 weeks Additional 6 weeks’ leave 10 weeks in total 47/52 weeks Additional 5 weeks’ leave 9 weeks in total 48/52 weeks Additional 4 weeks‟ weeks’ leave (8 weeks in total) total 49/52 weeks Additional 3 weeks‟ weeks’ leave (7 weeks in total) total 50/52 weeks Additional 2 weeks‟ weeks’ leave (6 weeks in total) total 51/52 weeks Additional 1 week‟s weeks’ leave (5 weeks in total) The Employee will receive a salary equal to the period worked (eg 48 weeks) which will be spread over a 52 week period; and accrual of sick leave and long service leave by the Employee shall remain unchanged. As an alternative to entering into an arrangement, an Employee may request that one or more weeks of his or her annual leave entitlement be converted to two weeks‟ leave on half pay. The Employer will endeavour to accommodate Employee requests for arrangements under this clause, and where such requests are granted will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. Notwithstanding any other provision of this Agreement, an employee An Employee may, with the agreement of the CEOEmployer, work between 48 weeks and 51 less than 52 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment An Employee can only make an application under this clause where the Employee does not have an excessive annual leave accrual (as defined in clause 45.6(b)(i)). Where an Employee, with an excessive annual leave accrual, wishes to make an application under this clause, the extent of the application from Employee’s excessive annual leave accrual and any plans the employee Employee has to take some or all of their accrued annual leave entitlements in conjunction with any approved purchased leave arrangement, will be done considered by the Employer in consideration of business needs and assessing the impacts on maintaining service delivery internally and/or externallyEmployee’s application for purchased leave. Where the Authority Employer and an Employee agree on an employment arrangement under clause 47.1, the annual salary applicable to a reduction in an Employee relative to the number of working weeks the Employee additional leave purchased will receive additional annual leave be as follows: Table 20: Purchased Leave 44/52 weeks Additional 8 weeks’ leave 12 weeks in total 45/52 weeks Additional 7 weeks’ leave 11 weeks in total 46/52 weeks Additional 6 weeks’ leave 10 weeks in total 47/52 weeks Additional 5 weeks’ leave 9 weeks in total 48/52 weeks Additional 4 weeks‟ weeks’ leave (8 weeks in total) total 49/52 weeks Additional 3 weeks‟ weeks’ leave (7 weeks in total) total 50/52 weeks Additional 2 weeks‟ weeks’ leave (6 weeks in total) total 51/52 weeks Additional 1 week‟s weeks’ leave (5 weeks in total) total The above does not preclude an Employee and the Employer from agreeing to a similar type of arrangement that would provide an Employee with additional converted leave of more than eight weeks. The Employee will receive a salary equal to the period worked (eg 48 e.g. 46 weeks, 49 weeks) which will be spread over a 52 week period; and . The accrual of sick personal/carer’s leave and long service leave by the Employee shall remain unchanged. As an alternative to entering into an arrangement, an Employee may request that one or more weeks of his or her annual leave entitlement be converted to two weeks‟ leave on half pay. The Employer will endeavour to accommodate Employee requests for arrangements under this clause, and where clause subject to operational requirements. Where such requests are granted granted, the Employer will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ weeks’ written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. 23.1 Notwithstanding any other provision of this the Agreement, an employee Employee may, with the agreement of the CEOEmployer, work between 48 44 weeks and 51 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment of the application from the employee will be done in consideration of business needs and the impacts on maintaining service delivery internally and/or externally. . 23.2 Where the Authority Employer and an Employee agree to a reduction in the number of working weeks under sub-clause 23.1: (a) the Employee will receive additional annual leave as follows: 44/52 weeks Additional 8 weeks' leave (12 weeks in total) 45/52 weeks Additional 7 weeks' leave (11 weeks in total) 46/52 weeks Additional 6 weeks' leave (10 weeks in total) 47/52 weeks Additional 5 weeks' leave (9 weeks in total) 48/52 weeks Additional 4 weeks‟ weeks' leave (8 weeks in total) 49/52 weeks Additional 3 weeks‟ weeks' leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ weeks' leave (6 weeks in total) 51/52 weeks Additional 1 week‟s week leave (5 weeks in total) (b) The the Employee will receive a salary equal to the period worked (eg 48 eg. 46 weeks, 49 weeks) which will be spread over a 52 week period; and and (c) accrual of sick leave and long service leave by the Employee shall remain unchanged. . 23.3 As an alternative to entering into an arrangementarrangement under sub-clause 23.1, an Employee may request that one or more weeks of his or her annual recreation leave entitlement each be converted to two weeks‟ weeks' leave on half pay. . 23.4 The Employer will endeavour to accommodate Employee requests for arrangements under this clauseClause, and where such requests are granted will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. . 23.5 An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ weeks' written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.

Purchased Leave. Purchased Leave provides staff with the opportunity 31.1 The purchased leave scheme is a voluntary scheme that is intended to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater provide flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, employees with family responsibilities and for staff employees who wish to extend their leave options for other personal reasons. 31.2 The purchased leave scheme is available to all employees, except casual employees and fixed- term employees on appointments of less than 12 months. 31.3 An employee who may have an accrued annual leave balance of over 30 days at any time during the purchased leave year will not be eligible to enter into the purchased leave scheme. 31.4 Approval of applications for purchased leave will be balanced against the operational requirements of the Division. It is intended that The TACreserves the right to decline any application, but will not unreasonably withhold agreement to an application under this clause. 31.5 Employees working in accordance with this arrangement would be entered into on will proportionately reduce their annual salary across the 52 week period and will have access to an annual agreement with additional proportionate period of leave per annum, accrued over the employee required to submit thei application to the CEO for consideration. Notwithstanding any other provision of this Agreement, an employee may, with the agreement of the CEO, work between 48 weeks and 51 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment of the application from the employee will be done in consideration of business needs same period. 31.6 Allpurchased leave and the impacts on maintaining service delivery internally and/or externally. 4 weeks paid annual leave entitlement must betaken during the 12 month period for which approval to participate in the scheme has been given. 31.7 Where the Authority and TAC has approved an Employee agree to a reduction employee’s participation in the number of working weeks the Employee will receive additional annual leave as follows: 48/52 weeks Additional 4 weeks‟ leave scheme: (8 weeks in total) 49/52 weeks Additional 3 weeks‟ leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ leave (6 weeks in total) 51/52 weeks Additional 1 week‟s leave (5 weeks in totala) The Employee employee will receive a salary equal to the period worked (eg e.g. 48 weeks) which will be spread over a 52 week period; and accrual and (b) The employee will receive additional purchased leave as follows: 51/52 weeks Additional 1 weeks leave 5 weeks in total 50/52 weeks Additional 2 weeks leave 6 weeks in total 49/52 weeks Additional 3 weeks leave 7 weeks in total 48/52 weeks Additional 4 weeks leave 8 weeks in total 47/52 weeks Additional 5 weeks leave 9 weeks in total 46/52 weeks Additional 6 weeks leave 10 weeks in total 45/52 weeks Additional 7 weeks leave 11 weeks in total 44/52 weeks Additional 8 weeks leave 12 weeks in total 31.8 For the avoidance of sick doubt, the operation of this clause shall have the following consequences: (a) employeescanelecttopurchase1,2,3, 4,5,6, 7or8weeksofadditionalleave; (b) the number of paid weeks remaining for the year shall be spread over 52 weeks; (c) continuity of service is unaffected by the purchased leave; (d) leave and loading does not apply to purchased leave; and (e) long service leave by continues to accrue for the Employee shall remain unchanged. As an alternative to entering into an arrangement, an Employee may request that one or more weeks period of his or her annual leave entitlement be converted to two weeks‟ leave on half pay. The Employer will endeavour to accommodate Employee requests for arrangements under this clause, and where such requests are granted will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be madepurchased leave.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. Notwithstanding any other provision of this Agreement, an employee An Employee may, with the agreement of the CEOEmployer, work between 48 weeks and 51 less than 52 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employmentemployment.‌ An Employee can only make an application under this clause where the Employee does not have an excessive annual leave accrual (greater than 152 hours). The assessment Where an Employee, with an excessive annual leave accrual, wishes to make an application under this clause, the extent of the application from Employee’s excessive annual leave accrual and any plans the employee Employee has to take some or all of their accrued annual leave entitlements in conjunction with any approved purchased leave arrangement, will be done considered by the Employer in consideration of business needs and assessing the impacts on maintaining service delivery internally and/or externallyEmployee’s application for purchased leave. Where the Authority Employer and an Employee agree on an employment arrangement under clause 32.1, the annual salary applicable to a reduction in an employee relative to the number of working weeks the Employee additional leave purchased will receive additional annual leave be as follows: Proportion of annual salary applicable Number of additional weeks of purchased leave Total amount of leave (purchased and annual leave) 48/52 weeks Additional 4 weeks‟ weeks’ leave (8 weeks in total) total 49/52 weeks Additional 3 weeks‟ weeks’ leave (7 weeks in total) total 50/52 weeks Additional 2 weeks‟ weeks’ leave (6 weeks in total) total 51/52 weeks Additional 1 week‟s weeks’ leave (5 weeks in total) total The above does not preclude an Employee and the Employer from agreeing to a similar type of arrangement that would provide an Employee with additional converted leave of more than eight (8) weeks. The Employee will receive a salary equal to the period worked (eg 48 e.g. 50 weeks) which will be spread over a 52 week period; and . The accrual of sick personal/carer’s leave and long service leave by the Employee shall remain unchanged. As an alternative to entering into an arrangement, an Employee may request that one or more weeks of his or her annual leave entitlement be converted to two weeks‟ leave on half pay. The Employer will endeavour to accommodate Employee requests for arrangements under this clause, clause subject to operational requirements and where taking into account any Excessive Annual Leave Accrual. Where such requests are granted granted, the Employer will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees or increased as a result of these arrangements. An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.four

Purchased Leave. Purchased Leave provides staff with the opportunity This clause 81 does not apply to take up to four weeks leave in addition to their normal four weeks of recreation Casual Employees. 81.1 Employees may purchase additional leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. Notwithstanding any other provision of this Agreement, an employee may, with the agreement of the CEOEmployer. 81.2 Employees may purchase up to eight (8) weeks additional leave per year and, with the agreement of the Employer, work between 48 weeks 44 and 51 weeks per year. Access Approval rests with the Employer, who may legitimately take into account operational needs and work requirements. Agreement will not be unreasonably withheld. 81.3 Dependent on the agreed reduction in the number of working weeks, the Employee will receive additional leave as follows: 81.4 Where an Employee applies for additional leave pursuant to this entitlement may only be granted on clause 81 the Employer will respond to such application from an Employee and cannot be required as a precondition for employment. The assessment of the application from the employee will be done in consideration of business needs and the impacts on maintaining service delivery internally and/or externally. within four (4) weeks. 81.5 Where the Authority Employer and an Employee agree to a reduction in the number of working weeks weeks, the Employee will receive additional annual leave as follows: 48/52 weeks Additional 4 weeks‟ leave (8 weeks in total) 49/52 weeks Additional 3 weeks‟ leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ leave (6 weeks in total) 51/52 weeks Additional 1 week‟s leave (5 weeks in total) The Employee will receive a salary wage rate equal to the period worked (eg 48 weeks) which will be but spread over a 52 52- week period; and accrual . Accrual of sick personal/xxxxx’s leave and long service leave will be unaffected by these arrangements. 81.6 The approval of purchased leave arrangements for individual Employees will be subject to annual application and approval by the Employee shall remain unchanged. As an alternative to entering into an arrangement, an Employee may request that one or more weeks of his or her annual leave entitlement be converted to two weeks‟ leave on half pay. The Employer will endeavour to accommodate Employee requests for arrangements under this clause, and where such requests are granted will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. Employer. 81.7 An Employee may revert to ordinary 52 52-week employment by giving the Employer no less than four weeks‟ (4) weeks written notice. . 81.8 Where an Employee so reverts to 52 52-week employment, appropriate pro pro-rata salary wage rate adjustments will be made. 81.9 An Employee must use all accrued purchased leave within twelve (12) months of commencing the purchased leave arrangement. 81.10 Where the Employee’s employment terminates, deductions made for Purchased Leave not yet taken will be repaid. 81.11 Where the Employee’s employment terminates and the amount of purchased leave taken exceeds the amount deducted, the Employer may deduct a sum equal to the negative balance from any remuneration payable to the Employee upon termination of employment.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. 23.1 Notwithstanding any other provision of this the Agreement, an employee Employee may, with the agreement of the CEOEmployer, work between 48 44 weeks and 51 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment of the application from the employee will be done in consideration of business needs and the impacts on maintaining service delivery internally and/or externally. . 23.2 Where the Authority Employer and an Employee agree to a reduction in the number of working weeks under sub-clause 23.1: (a) the Employee will receive additional annual leave as follows: 44/52 weeks Additional 8 weeks' leave (12 weeks in total) 45/52 weeks Additional 7 weeks' leave (11 weeks in total) 46/52 weeks Additional 6 weeks' leave (10 weeks in total) 47/52 weeks Additional 5 weeks' leave (9 weeks in total) 48/52 weeks Additional 4 weeks‟ weeks' leave (8 weeks in total) 49/52 weeks Additional 3 weeks‟ weeks' leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ weeks' leave (6 weeks in total) 51/52 weeks Additional 1 week‟s week's leave (5 weeks in total) (b) The the Employee will receive a salary equal to the period worked (eg 48 e.g. 46 weeks, 49 weeks) which will be spread over a 52 week period; and and (c) accrual of sick leave and long service leave by the Employee shall remain unchanged. . 23.3 As an alternative to entering into an arrangementarrangement under sub-clause 23.1, an Employee may request that one or more weeks of his or her annual recreation leave entitlement each be converted to two weeks‟ weeks' leave on half pay. . 23.4 The Employer will endeavour to accommodate Employee requests for arrangements under this clauseClause, and where such requests are granted will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. . 23.5 An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ weeks' written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. 22.1 Notwithstanding any other provision of this the Agreement, an employee Employee may, with the agreement of the CEOEmployer, work between 48 44 weeks and 51 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment of the application from the employee will be done in consideration of business needs and the impacts on maintaining service delivery internally and/or externally. . 22.2 Where the Authority Employer and an Employee agree to a reduction in the number of working weeks under sub-clause 22.1: (a) the Employee will receive additional annual leave as follows: 44/52 weeks Additional 8 weeks' leave (12 weeks in total) 45/52 weeks Additional 7 weeks' leave (11 weeks in total) 46/52 weeks Additional 6 weeks' leave (10 weeks in total) 47/52 weeks Additional 5 weeks' leave (9 weeks in total) 48/52 weeks Additional 4 weeks‟ weeks' leave (8 weeks in total) 49/52 weeks Additional 3 weeks‟ weeks' leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ weeks' leave (6 weeks in total) 51/52 weeks Additional 1 week‟s week leave (5 weeks in total) (b) The the Employee will receive a salary equal to the period worked (eg 48 eg. 46 weeks, 49 weeks) which will be spread over a 52 week period; and and (c) accrual of sick leave and long service leave by the Employee shall remain unchanged. . 22.3 As an alternative to entering into an arrangementarrangement under sub-clause 22.1, an Employee may request that one or more weeks of his or her annual recreation leave entitlement each be converted to two weeks‟ (2) weeks' leave on half pay. . 22.4 The Employer will endeavour to accommodate Employee requests for arrangements under this clauseClause, and where such requests are granted will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. . 22.5 An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ weeks' written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. 47.1 Notwithstanding any other provision of this Agreement, an employee may, with the agreement of the CEO, work between 48 weeks and 51 weeks per year. Employee may apply for additional leave under a purchased leave arrangement. 47.2 Access to this entitlement may only be granted on written application from an Employee and cannot be required as a precondition for employment. The assessment . 47.3 Written application must be made: 47.3.1 At least 4 weeks in advance of the application from Employee’s intended Purchased Leave commencement; 47.3.2 To the employee will appropriate line manager with endorsement by the appropriate Regional Manager / Director or delegated Executive Officer; and 47.3.3 Will be done in consideration of business needs and the impacts on maintaining service delivery internally and/or externally. Where the Authority and an Employee agree to a reduction in the number of working weeks the Employee will receive additional annual leave as follows: 48/52 weeks Additional 4 weeks‟ leave (8 weeks in total) 49/52 weeks Additional 3 weeks‟ leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ leave (6 weeks in total) 51/52 weeks Additional 1 week‟s leave (5 weeks in total) The Employee will receive a salary equal subject to the period worked (eg 48 weeks) which will be spread over a 52 week period; and accrual business requirements of sick leave and long service leave by the Employee shall remain unchanged. As an alternative to entering into an arrangement, an Employee may request that one or more weeks of his or her annual leave entitlement be converted to two weeks‟ leave on half pay. The Employer CFAFRV. 47.4 CFA FRV will endeavour to accommodate Employee requests for arrangements under this clause, and where such requests are granted will make proper arrangements to 57 of 100 ensure that the business requirement are considered and workloads of other Employees are not unduly affected affected, and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. An . 47.5 The Employee may revert must remain on the Purchased Leave plan for a 12 month period. 47.6 Any variations to ordinary Purchased Leave must be made 4 weeks in advance. 47.7 Where CFA FRV agrees and an Employee elects to purchase additional leave by requesting a reduction in the number of working weeks, the Employee will receive additional annual leave as follows: 44/52 weeks Additional 8 weeks leave 12 weeks in total 45/52 weeks Additional 7 weeks leave 11 weeks in total 46/52 weeks Additional 6 weeks leave 10 weeks in total 47/52 weeks Additional 5 weeks leave 9 weeks in total 48/52 weeks Additional 4 weeks leave 8 weeks in total 49/52 weeks Additional 3 weeks leave 7 weeks in total 50/52 weeks Additional 2 weeks leave 6 weeks in total 51/52 weeks Additional 1 week leave 5 weeks in total 47.8 The Employee’s salary will be adjusted equal to the period they have elected to work (e.g. 48 weeks, 49 weeks), and this salary will be spread over a 52 week employment by giving the Employer no less than four weeks‟ written notice. Where period. 47.9 Impact on Pay and Conditions 47.9.1 Pursuant to clauses 47.7 and 47.8, an Employee so reverts to 52 week employment, appropriate pro rata Employee’s annualised salary adjustments will be madeproportionately reduced based on the number of weeks leave the Employee has purchased.

Purchased Leave. Purchased Leave provides staff with the opportunity to take up to four weeks leave in addition to their normal four weeks of recreation leave. This provision allows greater flexibility in employment for staff members who wish to use this provision to address personal issues of family/work balance, and for staff who wish to extend their leave options for other personal reasons. It is intended that this arrangement would be entered into on an annual agreement with the employee required to submit thei application to the CEO for consideration. Notwithstanding any other provision of this Agreement, an employee An Employee may, with the agreement of the CEOEmployer, work between 48 weeks and 51 less than 52 weeks per year. Access to this entitlement may only be granted on application from an Employee and cannot be required as a precondition for employment. The assessment An Employee can only make an application under this clause where the Employee does not have an excessive annual leave accrual (as defined in clause 50.6(b)(i)). Where an Employee, with an excessive annual leave accrual, wishes to make an application under this clause, the extent of the application from Employee’s excessive annual leave accrual and any plans the employee Employee has to take some or all of their accrued annual leave entitlements in conjunction with any approved purchased leave arrangement, will be done considered by the Employer in consideration of business needs and assessing the impacts on maintaining service delivery internally and/or externallyEmployee’s application for purchased leave. Where the Authority Employer and an Employee agree on an employment arrangement under clause 52.1, the annual salary applicable to a reduction in an Employee relative to the number of working weeks the Employee additional leave purchased will receive additional annual leave be as follows: 48/52 weeks Additional 4 weeks‟ Table 24: Purchased Leave The above does not preclude an Employee and the Employer from agreeing to a similar type of arrangement that would provide an Employee with additional converted leave (8 weeks in total) 49/52 weeks Additional 3 weeks‟ leave (7 weeks in total) 50/52 weeks Additional 2 weeks‟ leave (6 weeks in total) 51/52 weeks Additional 1 week‟s leave (5 weeks in total) of more than eight weeks. The Employee will receive a salary equal to the period worked (eg 48 e.g. 46 weeks, 49 weeks) which will be spread over a 52 week period; and . The accrual of sick personal/carer’s leave and long service leave by the Employee shall remain unchanged. As an alternative to entering into an arrangement, an Employee may request that one or more weeks of his or her annual leave entitlement be converted to two weeks‟ leave on half pay. The Employer will endeavour to accommodate Employee requests for arrangements under this clause, and where clause subject to operational requirements. Where such requests are granted granted, the Employer will make proper arrangements to ensure that the workloads of other Employees are not unduly affected and that excessive overtime is not required to be performed by other Employees as a result of these arrangements. An Employee may revert to ordinary 52 week employment by giving the Employer no less than four weeks‟ weeks’ written notice. Where an Employee so reverts to 52 week employment, appropriate pro rata salary adjustments will be made.