Requirement to Take Annual Leave. (a) An Employer may direct an Employee in writing to take a period of annual leave in circumstances where the Employee has accrued more than 8 weeks' paid annual leave, provided the Employer and Employee have first genuinely tried to reach an agreement on how to reduce or eliminate the leave accrual.
(b) A direction by the Employer under Clause 27.8(a):
(i) is of no effect if it would result at any time in the Employee's remaining accrued entitlement to paid annual leave being less than 6 weeks;
(ii) must not require the Employee to take any period of paid annual leave of less than one week;
(iii) must not require the Employee to take a period of paid annual leave beginning less than 8 weeks, or more than 12 months, after the direction is given; and
(iv) must not be inconsistent with any leave arrangement agreed by the Employer and Employee.
Requirement to Take Annual Leave a) Employees, other than those employees identified under clause 17.3, are required to take a minimum 10 days per annum per calendar year, pro-rata for part-time employees, unless the employee’s manager approves not taking the leave.
b) Employees, other than those employees identified under clause 17.3, and managers will take joint responsibility for ensuring that accrued annual leave does not exceed 40 days. When accrued annual leave does exceed this level, a manager must work with the employee to develop a strategy to reduce the leave to 40 days or below within a 12 month period.
Requirement to Take Annual Leave. (a) Employees will be encouraged to take regular leave and as such will be expected to not accrue more than 300 hours (or the equivalent of two years‘ credits) of Annual Leave.
(b) Where an Employee has more than 300 hours (or the equivalent of two years' credits) of Annual Leave on 1 October, the Director may direct the Employee to take Annual Leave to reduce the credit to no more than 300 hours (or the equivalent of two years‘ credits) within a period determined by the Director.
Requirement to Take Annual Leave. (a) HPS may require an employee to take annual leave in the following circumstances:
(i) If an employee has accrued greater than two (2) times their annual entitlement of annual leave. Employees are required to show a downward trend in their total accumulation; or
(ii) If HPS intends to shut down either part of or the entire site, where reasonably practical HPS will give four (4) weeks’ notice of the requirement.
Requirement to Take Annual Leave. 2.4.1 The Company can direct an employee to take accrued annual leave where an employee has an excessive amount of annual leave accrued. For the purposes of this clause excessive is defined as anything greater than four weeks.
Requirement to Take Annual Leave. 39.3.1 If an Employee has accrued more than four (4) weeks annual leave, a manager will request that they schedule to take enough leave to reduce their entitlement to no more than four (4) weeks.
39.3.2 If the Employee does not subsequently schedule leave in accordance with the above, the manager may direct them to take leave by providing four (4) weeks notice in writing.
Requirement to Take Annual Leave. 5.2.1 The Employer may require an Employee to take annual leave by giving at least four weeks’ notice in the following circumstances:
(a) as part of a close-down of its operations; or
(b) where more than eight weeks’ annual leave is accrued.
5.2.2 The Employer will shut down the OSHC Facilities over the Christmas Vacation.
5.2.3 The days during which the shutdown will take effect over the Christmas Vacation will be notified by the Employer in writing to Employees four weeks before the first day of the shut down.
5.2.4 Employees must take annual leave during the Christmas Vacation shutdown (on days that are not public holidays), if the Employee’s accrual of annual leave is at least eight weeks.
5.2.5 If the Employee’s accrual of annual leave is less than eight weeks, the Employee may take annual leave during the Christmas Vacation and/or leave without pay.
5.2.6 An Employee with an insufficient accrual of annual leave or no annual leave to cover the shutdown during the Christmas Vacation may take leave without pay.
Requirement to Take Annual Leave. An Employee may be required at Lifeblood’s discretion to take paid Annual Leave during a mandatory shutdown period. In the case of a mandatory shutdown period, an Employee may request to utilise TOIL or ADOs, if they are eligible, rather than Annual Leave. Except in exceptional circumstances, an Employee will be given a minimum of 4 weeks’ notice of a mandatory shutdown. Where 4 weeks’ notice is not practicable, as much notice as reasonably practicable will be provided. Where an Employee has accrued 8 or more weeks of Annual Leave (Excess Leave), Lifeblood may direct the Employee to take a period of Annual Leave, within 6 months of the entitlement accruing, subject to the following: Whether the Employee is a shift worker or not; Prior to a direction to take Annual Leave, Lifeblood will discuss the leave balance with the Employee; Lifeblood will give consideration to any plans the Employee has to take Annual Leave, for example a plan to take an upcoming holiday; Lifeblood will give the Employee an opportunity to consider and submit an annual leave reduction plan; Lifeblood and the Employee will discuss, any plan the Employee submits, operational convenience and any other relevant matters, and agree on how the leave will be taken for example, in a consecutive block or a regular pattern of single days. Where there is disagreement regarding how and when Excess Leave should be taken, Lifeblood will make a decision based on the considerations outlined in this clause above. A direction to take Excess Leave must: give the Employee at least 4 weeks’ notice of the annual leave period; relate to at least a minimum period of 1 week of annual leave (consecutive or otherwise); and not result in the Employee having less than 6 weeks annual leave remaining. Annual Leave entitlements may be cashed out by mutual agreement in writing between the Employee and Lifeblood, provided that: the Employee retains an entitlement to at least 4 weeks Annual Leave after the cashing out; each cashing out must be by separate written agreement between the Employee and Lifeblood; a maximum of 2 weeks Annual Leave may be cashed out per year of service; and the Employee will be paid the full amount they would have been paid had they taken the Annual Leave, including superannuation and annual leave loading. An Employee’s Annual Leave balance will not be deducted for: any day or part day public holiday(s); or for any other periods of paid leave provided for in the NES that fall during that perio...
Requirement to Take Annual Leave. Annual Leave entitlements must be taken by the end of the calendar year following the calendar year in which they accrued. By agreement between Museums Victoria and the Employee, leave may be deferred beyond that date. Unless otherwise agreed, the Employee may be directed to take leave.
Requirement to Take Annual Leave. Annual leave shall be taken at a mutually agreed time however any Employee who fails to take the annual leave provided by this Agreement may be directed to take annual leave in accordance with the Act. Hence an Employee who has in excess of 8 weeks accumulated annual leave may be directed by the Company to take up to a maximum of 25% of the leave accrued.
