Common use of REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE Clause in Contracts

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 Employees who resign to care for a dependent preschool child or children may apply to their employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity leave. Longer absence renders a person ineligible for preferential appointment. 20.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women may choose to resign rather than take maternity leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity leave entitlement. Should a woman resign during the course of maternity leave she shall similarly be credited with a period of absence in lieu of the remainder of her maternity entitlement. 20.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 If two persons caring for the same dependent child or children are employees of the employer, they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 Wherever possible notice of intention to return to employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 This application for reappointment must be accompanied by: (a) the birth certificate of the preschool child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. ‌ 20.1 Employees who resign to care for a dependent preschool child or children may apply to their employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity leave. Longer absence renders a person ineligible for preferential appointment. 20.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women may choose to resign rather than take maternity leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity leave entitlement. Should a woman resign during the course of maternity leave she shall similarly be credited with a period of absence in lieu of the remainder of her maternity entitlement. 20.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 If two persons caring for the same dependent child or children are employees of the employer, they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 Wherever possible notice of intention to return to employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 This application for reappointment must be accompanied by: (a) the birth certificate of the preschool child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 Employees who resign to care for a dependent preschool pre-school child or children may apply to their employer Employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity parental leave. Longer absence renders a person ineligible for preferential appointment. 20.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women employees may choose to resign rather than take maternity parental leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity parental leave entitlement. Should a woman an employee resign during the course of maternity parental leave she they shall similarly be credited with a period of absence in lieu of the remainder of her maternity their parental leave entitlement. 20.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 If two persons caring for the same dependent child or children are employees of the employer, they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 Wherever possible notice of intention to return to employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 This application for reappointment must be accompanied by: : (a) the birth certificate of the preschool pre-school child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 Employees who resign to care for a dependent preschool child or children may apply to their employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity leave. Longer absence renders a person ineligible for preferential appointment. 20.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women may choose to resign rather than take maternity leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity leave entitlement. Should a woman resign during the course of maternity leave she shall similarly be credited with a period of absence in lieu of the remainder of her maternity entitlement. 20.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 If two persons caring for the same dependent child or children are employees of the employer, they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 Wherever possible notice of intention to return to employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 This application for reappointment must be accompanied by: (a) the birth certificate of the preschool child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 21.1 Employees who resign to care for a dependent preschool pre-school child or children may apply to their former employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 21.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity parental leave. Longer absence renders a person ineligible for preferential appointment. 20.3 21.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women employees may choose to resign rather than take maternity parental leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity parental leave entitlement. Should a woman an employee resign during the course of maternity parental leave she s/he shall similarly be credited with a period of absence in lieu of the remainder of her maternity her/his parental entitlement. 20.4 21.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 21.5 If two persons caring for the same dependent child or children are employees of a District or State Services as defined in the employer, State Sector Act 1988 they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 21.6 Wherever possible notice of intention to return to the employer’s employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-re- entry. 20.7 21.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 21.8 This application for reappointment must be accompanied by: : (a) the birth certificate of the preschool pre-school child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 21.1 Employees who resign to care for a dependent preschool pre-school child or children may apply to their former employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 21.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity parental leave. Longer absence renders a person ineligible for preferential appointment. 20.3 21.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women employees may choose to resign rather than take maternity parental leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity parental leave entitlement. Should a woman an employee resign during the course of maternity parental leave she s/he shall similarly be credited with a period of absence in lieu of the remainder of her maternity her/his parental entitlement. 20.4 21.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 21.5 If two persons caring for the same dependent child or children are employees of a DHB or State Services as defined in the employer, State Sector Act 1988 they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 21.6 Wherever possible notice of intention to return to the employer’s employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 21.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 21.8 This application for reappointment must be accompanied by: : (a) the birth certificate of the preschool pre-school child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 Employees who resign to care for a dependent preschool child or children may apply to their employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity leave. Longer absence renders a person ineligible for preferential appointment. 20.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women may choose to resign rather than take maternity leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity leave entitlement. Should a woman resign during the course of maternity leave she shall similarly be credited with a period of absence in lieu of the remainder of her maternity entitlement. 20.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 If two persons caring for the same dependent child or children are employees of the employer, they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 Wherever possible notice of intention to return to employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 This application for reappointment must be accompanied by: (a) the birth certificate of the preschool child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 22.1 Employees who resign to care for a dependent preschool pre-school child or children may apply to their former employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 22.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity parental leave. Longer absence renders a person ineligible for preferential appointment. 20.3 22.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women employees may choose to resign rather than take maternity parental leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity parental leave entitlement. Should a woman an employee resign during the course of maternity parental leave she s/he shall similarly be credited with a period of absence in lieu of the remainder of her maternity her/his parental entitlement. 20.4 22.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 22.5 If two persons caring for the same dependent child or children are employees of a DHB or State Services as defined in the employer, State Sector Act 1988 they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 22.6 Wherever possible notice of intention to return to the employer’s employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 22.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 22.8 This application for reappointment must be accompanied by: : (a) the birth certificate of the preschool pre-school child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. ‌ 20.1 Employees who resign to care for a dependent preschool child or children may apply to their employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity leave. Longer absence renders a person ineligible for preferential appointment. 20.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women may choose to resign rather than take maternity leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity leave entitlement. Should a woman resign during the course of maternity leave she shall similarly be credited with a period of absence in lieu of the remainder of her maternity entitlement. 20.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 If two persons caring for the same dependent child or children are employees of the employer, they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 Wherever possible notice of intention to return to employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 This application for reappointment must be accompanied by: (a) the birth certificate of the preschool child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 21.1 Employees who resign to care for a dependent preschool pre-school child or children may apply to their former employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 21.2 Total period of childcare absence allowed is four years plus any increases in lieu of maternity parental leave. Longer absence renders a person ineligible for preferential appointment. 20.3 21.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women employees may choose to resign rather than take maternity parental leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity parental leave entitlement. Should a woman an employee resign during the course of maternity parental leave she s/he shall similarly be credited with a period of absence in lieu of the remainder of her maternity her/his parental entitlement. 20.4 21.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 21.5 If two persons caring for the same dependent child or children are employees of a DHB or State Services as defined in the employer, State Xxxxxx Xxx 0000 they are jointly eligible for a total of four years' childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 21.6 Wherever possible notice of intention to return to the employer’s employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 21.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 21.8 This application for reappointment must be accompanied by: : (a) the birth certificate of the preschool pre-school child or children; (b) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool child or children, that the four year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if they are not-appointed to a vacancy within three months after the expiry of the notice given in 20.7 above the benefits of these provisions lapse; and (b) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 The employer shall acknowledge the notice given in 20.9(b) at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 6.6.1 Employees who resign to care for a dependent preschool pre-school child or children may apply to their former employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 Total 6.6.2 The total period of childcare absence allowed is four years plus any increases in lieu of maternity parental leave. Longer absence renders a person ineligible for preferential appointment. 20.3 6.6.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women may choose to resign rather than take maternity parental leave. In this case they shall will be credited with one additional year or six additional months of childcare absence in lieu of each maternity parental leave entitlement. Should a woman resign during the course of maternity parental leave she shall will similarly be credited with a period of absence in lieu of the remainder of her maternity parental entitlement. 20.4 6.6.4 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 6.6.5 If two persons caring for the same dependent child or children are employees of the employer, they NZBS are jointly eligible for a total of four years' ’ childcare absence plus any additional periods of absence in lieu of parental leave. 20.6 6.6.6 Wherever possible notice of intention to return to NZBS’ employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall will not incur any penalty or disadvantage in their application for re-entry. 20.7 6.6.7 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 6.6.8 This application for reappointment must be accompanied by: (ai) the birth certificate of the preschool pre-school child or children; (bii) a statutory declaration to the effect that the absence has been due to the care of a dependent preschool pre-school child or children, that the four four-year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employerEmployer’s discretion. 20.9 6.6.9 On receiving an application for preferential appointment, the employer shall NZBS, as per the delegated authority policy, will acknowledge receipt of the application and confirm the employee's ’s eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (ai) if they are not-not appointed to a vacancy within three months after the expiry of the notice given in 20.7 6.6.7 above the benefits of these provisions lapse; and (bii) they are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 6.6.10 The employer shall Employer will acknowledge the notice given in 20.9(b6.6.9 (ii) above at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 6.6.11 The employer shall Employer will make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.

REAPPOINTMENT AFTER ABSENCE DUE TO CHILDCARE. 20.1 21.1 Employees who resign to care for a dependent preschool pre-school child or children may apply to their employer for preferential appointment to a position which is substantially the same in character and at the same or lower grading as the position previously held. 20.2 Total 21.2 The total period of childcare absence allowed is four years plus any increases in lieu of maternity leaveyears. Longer absence renders a person ineligible for preferential appointment. 20.3 Parental leave is a distinct and separate entitlement from childcare absence. Some women may choose to resign rather than take maternity leave. In this case they shall be credited with one additional year or six additional months of childcare absence in lieu of each maternity leave entitlement. Should a woman resign during the course of maternity leave she shall similarly be credited with a period of absence in lieu of the remainder of her maternity entitlement. 20.4 21.3 An employee may resign more than once for childcare reasons and qualify each time for the preferential re-entry rights provided that the total time away from work does not in aggregate exceed four years. 20.5 21.4 If two persons caring for the same dependent child or children are employees of the employer, employer they are jointly eligible for a total of four years' years childcare absence plus any additional periods of absence in lieu of parental leaveabsence. 20.6 Wherever possible notice of intention to return to employment should be given upon resignation for childcare reasons. However, those who, for whatever reason, fail to give such notice shall not incur any penalty or disadvantage in their application for re-entry. 20.7 21.5 Persons seeking reappointment under childcare provisions must apply to the former employer at least three months before the date on which they wish to resume duties. 20.8 21.6 This application for reappointment must be accompanied by: (a) the 21.6.1 The birth certificate of the preschool pre-school child or children; (b) a 21.7 A statutory declaration to the effect that the absence has been due to the care of a dependent preschool pre-school child or children, that the four two year maximum has not been exceeded, and that paid employment has not been entered into for more than 15 hours per week. Where paid employment has exceeded 15 hours per week the reappointment is at the employer’s discretion. 20.9 21.8 On receiving an application for preferential appointment, the employer shall acknowledge receipt of the application and confirm the employee's eligibility for re-entry within 21 days of receipt of such notice. Applicants must be informed at this point that: (a) if 21.9 If they are not-not appointed to a vacancy within three months after the expiry of the notice given in 20.7 clause 21.5 above the benefits of these provisions lapse; and (b) they 21.10 They are required to renew notice of intention to work at least one month prior to the intended date of return. 20.10 21.11 The employer shall acknowledge the notice given in 20.9(b) clause 21.7.2 at least 14 days prior to the intended date of return informing the applicant as to whether or not a suitable vacancy exists. 20.11 21.12 The employer shall make every effort to find a suitable vacancy for eligible applicants as soon as their eligibility for preferential re-entry is established. Appointment to a position may be made at any time after the original notification of intention to return to work, provided the appointee agrees.