Common use of REIMBURSEMENT OF COSTS ON CANCELLATION OF LEAVE Clause in Contracts

REIMBURSEMENT OF COSTS ON CANCELLATION OF LEAVE. Where an employee has leave cancelled by the department or is recalled to duty and will incur additional and/or unrecoverable costs as a direct result, the Secretary will reimburse reasonable costs on submission of proof of expenditure. An employee will not be entitled to reimbursement if the costs incurred are otherwise recoverable. SCHOOL HOLIDAY / FAMILYCARE REIMBURSEMENT Where an employee with school children has approved leave cancelled or is required to return from leave early because of the department’s business requirements during school holidays, the Secretary may reimburse the amount paid by the employee for each school child attending approved or registered care for the approved period of leave. Where an employee has approved leave cancelled or is required to return from leave early because of the department’s business requirements and where the employee can demonstrate that they would otherwise have taken personal responsibility for caring for other family members, the Secretary may reimburse some or the entire amount paid by the employee for that family care. Casual employees will not normally be eligible for the reimbursement. Reimbursement will apply only for the days when the employee is at work, except in exceptional circumstances determined by the Secretary. Reimbursement will be net of any government subsidy provided to the employee. ANNUAL LEAVE A full-time employee is entitled to 20 days paid annual leave accruing daily and credited monthly in arrears. Part-time employees accrue 20 days annual leave per annum calculated on a pro-rata basis. The Secretary may approve annual leave at either full or half pay. If leave is taken at half pay the deduction from an employee’s annual leave credits will be half the period of leave taken. Employees living in remote localities accrue additional annual leave credits as outlined in Part 8. Where an employee has accrued more than 40 days annual leave or a pro-rata amount for part-time employees (or in the case of employees in remote localities who are entitled to additional annual leave - more than 2 years credit), the Secretary may direct the employee to take a period of leave of not more than a quarter of the total leave accrued. An employee may not be directed to take annual leave where the employee: has made an application for annual leave of a period greater than 10 days for full-time employees or a pro-rata amount for part-time employees in the previous 6 month period and the application was not approved; or is following a management strategy to reduce the employee’s amount of accrued leave, which has been agreed with their manager. An employee’s accrual of annual leave will be reduced where a period or periods of leave without pay that is not to count as service exceeds 30 days in a calendar year. Where leave without pay not to count as service covers an entire calendar year, no annual leave credit accrues for that year. VOLUNTARY CASH OUT OF ANNUAL LEAVE The Secretary may approve an application by an employee to cash out any amount of the employee’s accrued annual leave entitlement provided that: the employee’s remaining balance of annual leave credit does not fall below 20 days or an equivalent pro rata amount for part-time employees; the cashing out is agreed between the Secretary and the employee in writing; and the employee is paid the full amount that would have been paid to the employee had the employee taken the leave that is cashed out. PERSONAL/CARER’S LEAVE Accrual of personal/xxxxx’s leave credits Ongoing employees will receive a credit of 10 days personal/carer’s leave (pro-rata for part-time employees) on engagement and then be entitled to accrue 8 days personal/carer’s leave (pro-rata for part-time employees) in their first year of employment. They will then accrue 18 days for each year of service accruing daily (pro-rata for part-time employees) and credited at the completion of each month. Non-ongoing employees will receive a credit of 18 days personal/carer’s leave (pro-rata for part-time employees) per year, accruing daily and credited at the completion of each month. An employee’s accrual of personal/carer’s leave will be reduced where a period or periods of leave without pay that is not to count as service exceeds 30 days in a calendar year. Where leave without pay not to count as service covers an entire calendar year, no personal/xxxxx’s leave credit accrues for that year. Approval of personal/xxxxx’s leave The Secretary may approve personal/xxxxx’s leave with pay for an employee who is absent in the following circumstances: due to personal illness or injury (sick leave), including attendance at preventative medical appointments; to provide care or support (xxxxx’s leave) to a member of the employee’s family or household because of: the member’s personal illness or injury; an unexpected emergency affecting the member.

REIMBURSEMENT OF COSTS ON CANCELLATION OF LEAVE. Where an employee has leave cancelled by the department Commission or is recalled to duty and will incur additional and/or unrecoverable costs as a direct result, the Secretary will reimburse reasonable costs as determined by the Commissioner will be reimbursed on submission of proof of expenditure. An employee will not be entitled to reimbursement if the costs incurred are otherwise recoverable. SCHOOL HOLIDAY / FAMILYCARE REIMBURSEMENT Where an employee with school children has approved leave cancelled or is required to return from leave early because of the departmentCommission’s business requirements during school holidays, the Secretary Commissioner may reimburse the amount paid by the employee for each school child attending approved or registered care for the approved period of leave. Where an employee has approved leave cancelled or is required to return from leave early because of the department’s Commission business requirements and where the employee can demonstrate that they she or he would otherwise have taken personal responsibility for caring for other family members, the Secretary Commissioner may reimburse some or the entire amount paid by the employee for that family care. Casual employees will not normally be eligible for the reimbursement. Reimbursement will apply only for the days when the employee is at work, except in exceptional circumstances determined by the SecretaryCommissioner. Reimbursement will be net of any government subsidy provided to the employee. ANNUAL LEAVE A full-time employee is entitled to 20 days 4 weeks paid annual leave accruing daily and credited monthly in arrears. Part-time employees accrue 20 days 4 weeks annual leave per annum calculated on a pro-rata basis. The Secretary Commissioner may approve annual leave at either full or half pay. If leave is taken at half pay the deduction from an employee’s 's annual leave credits will be half the period of leave taken. Employees living in remote localities accrue additional annual leave credits as outlined in Part 8. Where an employee has accrued more than 40 days 8 weeks annual leave or a pro-rata amount for part-time employees (or in the case of employees in remote localities who are entitled to additional annual leave - more than 2 years credit), the Secretary Commissioner may direct the employee to take a period of leave of not more than a quarter of the total leave accrued. An employee may will not be directed to take annual leave where the employee: has made an application for annual leave of a period greater than 10 days 2 weeks for full-time employees or a pro-rata amount for part-time employees in the previous 6 month period and the application was not approved; or is following a management strategy to reduce the employee’s amount of accrued leave, which has been agreed with their manager. An employee’s accrual of annual leave will be reduced where a period or periods of leave without pay that is not to count as service service, exceeds 30 days in a calendar year. Where leave without pay not to count as service covers an entire calendar year, no annual leave credit accrues for that year. VOLUNTARY CASH OUT OF ANNUAL LEAVE The Secretary may approve an application by an employee to cash out any amount of the employee’s accrued annual leave entitlement provided that: the employee’s remaining balance of annual leave credit does not fall below 20 days or an equivalent pro rata amount for part-time employees; the cashing out is agreed between the Secretary and the employee in writing; and the employee is paid the full amount that would have been paid to the employee had the employee taken the leave that is cashed out. PERSONAL/CARER’S LEAVE Accrual of personal/xxxxx’s leave credits Ongoing employees will receive a credit of 10 days personal/carer’s leave (pro-rata for part-time employees) on engagement and then be entitled to accrue 8 days personal/carer’s leave (pro-rata for part-time employees) in their first year of employment. They will then accrue 18 days for each subsequent year of service accruing daily (pro-rata for part-time employees) and credited at the completion of each month. Non-ongoing employees will receive a credit of accrue 18 days personal/carer’s leave (pro-rata for part-time employees) per yearyear of service, accruing daily and credited at the completion of each month. An employee’s accrual of personal/carer’s leave will be reduced where a period or periods of leave without pay that is not to count as service exceeds 30 days in a calendar year. Where leave without pay not to count as service covers an entire calendar year, no personal/xxxxx’s leave credit accrues for that year. Approval Use of personal/xxxxxcarer’s leave The Secretary may approve Subject to availability of credits and the evidentiary requirements of clause 6.25, an employee is entitled to use personal/xxxxxcarer’s leave with pay for an employee who is where they are required to be absent in the following circumstances: When an employee is unfit for duty due to personal illness or injury (sick leave), including attendance at preventative medical appointments; to provide care or support (xxxxx’s leave) to a member of the employee’s family or household because of: the member’s personal illness or injury; an unexpected emergency affecting the member.. The Commissioner xxx, in exceptional circumstances, approve an employee’s request to convert their paid personal/carers leave credits to half pay to cover a period of leave in clause 6.22. If leave is taken at half pay, the deduction from an employee's personal/carer’s leave will be half the period of leave taken. Where an employee has insufficient personal/xxxxx’s leave credits Where an employee has insufficient paid leave entitlements, the Commissioner, in exceptional circumstances and subject to the provision of suitable evidence, may grant personal/carer’s leave with or without pay (to count or not to count as service). Where leave without pay is granted, the Commissioner will determine whether, or not, it counts as service and for which purpose. In the case of leave without pay granted for personal illness, the leave will count as service for the purposes of the LSL Act and may count as service for other purposes if the Commissioner determines it does. There is a maximum of 15 days additional paid leave to be used for caring purposes. This 15 day limit will be reduced by the amount of personal/carer’s leave the employee has already utilised in the calendar year for caring purposes. Evidence for taking personal/xxxxx’s leave An employee is required to provide evidence to be entitled to paid personal/carer’s leave, where the employee is absent from work:

REIMBURSEMENT OF COSTS ON CANCELLATION OF LEAVE. Where an employee has leave cancelled by the department DSS or is recalled to duty and will incur additional and/or unrecoverable costs as a direct result, the Secretary will reimburse reasonable costs on submission of proof of expenditure. An employee will not be entitled to reimbursement if the costs incurred are otherwise recoverable. SCHOOL HOLIDAY / FAMILYCARE REIMBURSEMENT Where an employee with school children has approved leave cancelled or is required to return from leave early because of the department’s DSS business requirements during school holidays, the Secretary may reimburse the amount paid by the employee for each school child attending approved or registered care for the approved period of leave. Where an employee has approved leave cancelled or is required to return from leave early because of the department’s DSS business requirements and where the employee can demonstrate that they she or he would otherwise have taken personal responsibility for caring for other family members, the Secretary may reimburse some or the entire amount paid by the employee for that family care. Casual employees will not normally be eligible for the reimbursement. Reimbursement will apply only for the days when the employee is at work, except in exceptional circumstances determined by the Secretary. Reimbursement will be net of any government subsidy provided to the employee. ANNUAL LEAVE A full-time employee is entitled to 20 days paid annual leave accruing daily and credited monthly in arrears. Part-time employees accrue 20 days annual leave per annum calculated on a pro-rata basis. The Secretary may approve annual leave at either full or half pay. If leave is taken at half pay the deduction from an employee’s your annual leave credits will be half the period of leave taken. Employees living in remote localities accrue additional annual leave credits as outlined in Part 8. Where an employee has accrued more than 40 days annual leave or a pro-rata amount for part-time employees (or in the case of employees in remote localities who are entitled to additional annual leave - more than 2 years credit), the Secretary may direct the employee to take a period of leave of not more than a quarter of the total leave accrued. An employee may not be directed to take annual leave where the employee: has made an application for annual leave of a period greater than 10 days for full-time employees or a pro-rata amount for part-time employees in the previous 6 month period and the application was not approved; or is following a management strategy to reduce the employee’s amount of accrued leave, which has been agreed with their manager. An employee’s accrual of annual leave will be reduced where a period or periods of leave without pay that is not to count as service exceeds 30 days in a calendar year. Where leave without pay not to count as service covers an entire calendar year, no annual leave credit accrues for that year. VOLUNTARY CASH OUT OF ANNUAL LEAVE The Secretary may approve an application by an employee to cash out any amount of the employee’s accrued annual leave entitlement provided that: the employee’s remaining balance of annual leave credit does not fall below 20 days or an equivalent pro rata amount for part-time employees; the cashing out is agreed between the Secretary and the employee in writing; and the employee is paid the full amount that would have been paid to the employee had the employee taken the leave that is cashed out. PERSONAL/CARER’S LEAVE Accrual of personal/xxxxx’s leave credits Ongoing employees will receive a credit of 10 days personal/carer’s leave (pro-rata for part-time employees) on engagement and then be entitled to accrue 8 days personal/carer’s leave (pro-rata for part-time employees) in their first year of employment. They will then accrue 18 accrue18 days for each year of service accruing daily (pro-rata for part-time employees) and credited at the completion of each month. Non-ongoing employees will receive a credit of 18 days personal/carer’s leave (pro-rata for part-time employees) per year, accruing daily and credited at the completion of each month. An employee’s accrual of personal/carer’s leave will be reduced where a period or periods of leave without pay that is not to count as service exceeds 30 days in a calendar year. Where leave without pay not to count as service covers an entire calendar year, no personal/xxxxx’s leave credit accrues for that year. Approval of personal/xxxxx’s leave The Secretary may approve personal/xxxxx’s leave with pay for an employee who is absent in the following circumstances: due to personal illness or injury (sick leave), including attendance at preventative medical appointments; to provide care or support (xxxxx’s leave) to a member of the employee’s immediate family or household because of: the member’s personal illness or injury; an unexpected emergency affecting the member.. The Secretary may, in exceptional circumstances, approve an employee’s request to convert their paid personal/carers leave credits to half pay to cover a period of leave for personal illness/injury or caring purposes. If leave is taken at half pay the deduction from your personal/carer’s leave will be half the period of leave taken. Where an employee has insufficient personal/xxxxx’s leave credits Where an employee has insufficient paid leave entitlements, the Secretary, in exceptional circumstances and subject to the provision of suitable evidence, may grant personal/carer’s leave with or without pay (to count or not to count as service). There is a maximum of 15 days additional paid leave to be used for caring purposes. This 15 day limit will be reduced by the amount of personal/carer’s leave the employee has already utilised in the calendar year for caring purposes. Evidence for taking personal/xxxxx’s leave An employee is required to provide evidence to be entitled to paid personal/carer’s leave, where the employee is absent from work: