Common use of Sick and Domestic Leave Clause in Contracts

Sick and Domestic Leave. ‌ In applying the provisions of this clause the parties note: - their agreed intent to have healthy staff and a healthy workplace - that staff attending work unwell is to be discouraged and the focus is on patient and staff safety - that they wish to facilitate a proper recovery and a timely return to work - that staff can have sick leave and domestic absences calculated on an hourly basis. 14.1 On appointment to a DHB, a full time employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. The employee shall be paid at relevant daily pay as prescribed in the Xxxxxxxx Xxx 0000, for the first five days in each twelve month period. Thereafter they shall be paid at the normal rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim. From 1 March 2012 where a part-time employee has used their sick leave, on a case by case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. 14.2 In the event an employee has no entitlement left, they may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closest possible level of delegation to the employee and in the quickest time possible, taking into account the following: - The employees length of service - The employees attendance record - The consequences of not providing the leave - Any unusual and/or extenuating circumstances The parties agree that extenuating circumstances will include instances where an employee has exhausted their sick leave entitlement as a result of top-ups to earnings related compensation as a result of injury sustained in an assault by a patient in accordance with Clause 14.11. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. 14.3 At the employer’s discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in excess of an employees entitlement at the time of cessation of employment may be deducted from the employees final pay. 14.4 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: 14.4.1 place the employee on suitable alternative duties; or 14.4.2 direct the employee to take leave on full pay. Such leave shall not be a charge against the employees sick and domestic leave entitlement. 14.5 The employee can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily pay, in accordance with the Xxxxxxxx Xxx 0000.

Sick and Domestic Leave. ‌ In applying the provisions of this clause the parties note: - their agreed intent to have healthy staff and a healthy workplace - that staff attending work unwell is to be discouraged and the focus is on patient and staff safety - that they wish to facilitate a proper recovery and a timely return to work - that staff can have sick leave and domestic absences calculated on an hourly basis. 14.1 On appointment to a DHBappointment, a full time employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. The employee shall be paid at relevant daily pay as prescribed in the Xxxxxxxx Xxx 0000, for the first five days in each twelve month period. Thereafter they shall be paid at the normal rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim. From 1 March 2012 where Where a part-time employee has used their sick leave, on a case by case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. 14.2 In the event an employee has no entitlement left, they may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closest possible level of delegation to the employee and in the quickest time possible, taking into account the following: - The employees length of service - The employees attendance record - The consequences of not providing the leave - Any unusual and/or extenuating circumstances The parties agree that extenuating circumstances will include instances where an employee has exhausted their sick leave entitlement as a result of top-ups to earnings related compensation as a an result of injury sustained in an assault by a patient in accordance with Clause 14.11. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. 14.3 At the employer’s discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in excess of an employees employee’s entitlement at the time of cessation of employment may be deducted from the employees employee’s final pay. 14.4 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: 14.4.1 place the employee on suitable alternative duties; or 14.4.2 direct the employee to take leave on full pay. Such leave shall not be a charge charged against the employees sick and domestic leave entitlement. 14.5 The employee can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily pay, in accordance with the Xxxxxxxx Xxx 0000.

Sick and Domestic Leave. ‌ In applying the provisions of this clause the parties note: - • their agreed intent to have healthy staff and a healthy workplace - • that staff attending work unwell is to be discouraged and the focus is on patient and staff safety - • that they wish to facilitate a proper recovery and a timely return to work - • that staff can have sick leave and domestic absences calculated on an hourly basis. 14.1 On In accordance with the Holidays Act 2003 (as amended) on appointment to a DHBTe Whatu Ora, a full time employee employees shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be protwelve-rated for part time employees except that a part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. The employee shall be paid for minimum statutory sick leave entitlements will be paid at relevant daily pay as prescribed in the Xxxxxxxx Xxx 0000, for the first five days in each twelve month periodHolidays Act 2003. Thereafter they Additional contractual or discretionary sick leave that is taken or approved shall be paid at the normal rates of ordinary daily pay (T1 rate only). A medical certificate may be required to support the employee’s claim. From 1 March 2012 where a part-time employee has used their sick leave, on a case by case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. 14.2 In the event an employee has no entitlement left, they may be granted an additional 10 are entitled to apply for up to ten (10) days discretionary leave per annum. In considering the grant of leave under this clause the The employer shall recognise recognises that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should The first five (5) days of discretionary leave shall be considered at approved on the closest possible level of delegation to same basis as leave under clause 14.1. 14.3 In considering the employee and in next five (5) days discretionary leave the quickest time possible, taking employer shall take into account the following: - The employees employee’s length of service - The employees employee’s attendance record - The consequences of not providing the leave - Any unusual and/or extenuating circumstances The parties agree that extenuating circumstances will include instances where an employee has exhausted their sick leave entitlement as a result of top-ups to earnings related compensation as a result of injury sustained in an assault by a patient in accordance with Clause 14.11Clauses 14.12 or 14.13. Requests should be considered at the closest possible level of delegation to the employee in the quickest time possible. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. 14.3 14.4 At the employer’s discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in excess of an employees employee’s entitlement at the time of cessation of employment may be deducted from the employees employee’s final pay. 14.4 14.5 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: 14.4.1 14.5.1 place the employee on suitable alternative duties; or 14.4.2 14.5.2 direct the employee to take leave on full pay. Such leave shall not be a charge against the employees sick and domestic leave entitlement. 14.5 14.6 The employee can accumulate their entitlement up to a maximum of 260 days. Any unused portion of In accordance with the first five days entitlement, Holidays Act up to a maximum of 15 days, can be carried over from year to year and 20 days will be paid at relevant daily pay where the employee carries over 10 days unused sick leave from the previous year’s entitlement. 14.7 Domestic Leave as described in this clause is leave used when the employee must attend a dependent of the employee. This person would, in most cases, be the employee’s child, partner or other dependent family member. 14.7.1 It does not include absences during or in connection with the birth of an employee’s child. Annual leave or parental leave should cover such a situation. 14.7.2 At the employer’s discretion, an employee may be granted leave without pay, in accordance with where the Xxxxxxxx Xxx 0000employee requires additional time away from work to look after a seriously ill member of the employee’s family. 14.7.3 The production of a medical certificate or other evidence of illness may be required. 14.8 Sickness during paid leave: When sickness occurs during paid leave, such as annual or long service leave, the leave may be debited against the sick leave entitlement, (except where the sickness occurs during leave following the relinquishment of office) provided that:

Sick and Domestic Leave. ‌ In applying the provisions of this clause the parties note: - • their agreed intent to have healthy staff and a healthy workplace - • that staff attending work unwell is to be discouraged and the focus is on patient and staff safety - • that they wish to facilitate a proper recovery and a timely return to work - • that staff can have sick leave and domestic absences calculated on an hourly basis. 14.1 On In accordance with the Holidays Act 2003 (as amended) on appointment to a DHBTe Whatu Ora, a full time employee employees shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be protwelve-rated for part time employees except that a part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. The employee shall be paid for minimum statutory sick leave entitlements will be paid at relevant daily pay as prescribed in the Xxxxxxxx Xxx 0000, for the first five days in each twelve month periodHolidays Act 2003. Thereafter they Additional contractual or discretionary sick leave that is taken or approved shall be paid at the normal rates of ordinary daily pay (T1 rate only). A medical certificate may be required to support the employee’s claim. From 1 March 2012 where a part-time employee has used their sick leave, on a case by case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. 14.2 In the event an employee has no entitlement left, they may be granted an additional 10 are entitled to apply for up to ten (10) days discretionary leave per annum. In considering the grant of leave under this clause the The employer shall recognise recognises that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should The first five (5) days of discretionary leave shall be considered at approved on the closest possible level of delegation to same basis as leave under clause 14.1. 14.3 In considering the employee and in next five (5) days discretionary leave the quickest time possible, taking employer shall take into account the following: - The employees employee’s length of service - The employees employee’s attendance record - The consequences of not providing the leave - Any unusual and/or extenuating circumstances The parties agree that extenuating circumstances will include instances where an employee has exhausted their sick leave entitlement as a result of top-ups to earnings related compensation as a result of injury sustained in an assault by a patient in accordance with Clause 14.11Clauses 14.12 or 14.13. Requests should be considered at the closest possible level of delegation to the employee in the quickest time possible. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. 14.3 14.4 At the employer’s discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in excess of an employees employee’s entitlement at the time of cessation of employment may be deducted from the employees employee’s final pay. 14.4 14.5 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: 14.4.1 14.5.1 place the employee on suitable alternative duties; or 14.4.2 14.5.2 direct the employee to take leave on full pay. Such leave shall not be a charge against the employees sick and domestic leave entitlement. 14.5 14.6 The employee can accumulate their entitlement up to a maximum of 260 days. Any unused portion of In accordance with the first five days entitlement, Holidays Act up to a maximum of 15 days, can be carried over from year to year and 20 days will be paid at relevant daily pay where the employee carries over 10 days unused sick leave from the previous year’s entitlement. 14.7 Domestic Leave as described in this clause is leave used when the employee must attend a dependent of the employee. This person would, in most cases, be the employee’s child, partner or other dependent family member. 14.7.1 It does not include absences during or in connection with the birth of an employee’s child. Annual leave or parental leave should cover such a situation. 14.7.2 At the employer’s discretion, an employee may be granted leave without pay, in accordance with where the Xxxxxxxx Xxx 0000employee requires additional time away from work to look after a seriously ill member of the employee’s family. 14.7.3 The production of a medical certificate or other evidence of illness may be required. 14.8 Sickness during paid leave: When sickness occurs during paid leave, such as annual or long service leave, the leave may be debited against the sick leave entitlement, (except where the sickness occurs during leave following the relinquishment of office) provided that:

Sick and Domestic Leave. ‌ In applying the provisions of this clause the parties note: - • their agreed intent to have healthy staff and a healthy workplace - • that staff attending work unwell is to be discouraged and the focus is on patient and staff safety - • that they wish to facilitate a proper recovery and a timely return to work - • that staff can have sick leave and domestic absences calculated on an hourly basis. 14.1 On In accordance with the Holidays Act 2003 (as amended) on appointment to a DHBTe Whatu Ora, a full time employee employees shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be protwelve-rated for part time employees except that a part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. The employee shall be paid for minimum statutory sick leave entitlements will be paid at relevant daily pay as prescribed in the Xxxxxxxx Xxx 0000, for the first five days in each twelve month periodHolidays Act 2003. Thereafter they Additional contractual or discretionary sick leave that is taken or approved shall be paid at the normal rates of ordinary daily pay (T1 rate only). A medical certificate may be required to support the employee’s claim. From 1 March 2012 where a part-time employee has used their sick leave, on a case by case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. 14.2 In the event an employee has no entitlement left, they may be granted an additional 10 are entitled to apply for up to ten (10) days discretionary leave per annum. In considering the grant of leave under this clause the The employer shall recognise recognises that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should The first five (5) days of discretionary leave shall be considered at approved on the closest possible level of delegation to same basis as leave under clause 14.1. 14.3 In considering the employee and in next five (5) days discretionary leave the quickest time possible, taking employer shall take into account the following: - The employees employee’s length of service - The employees employee’s attendance record - The consequences of not providing the leave - Any unusual and/or extenuating circumstances The parties agree that extenuating circumstances will include instances where an employee has exhausted their sick leave entitlement as a result of top-ups to earnings related compensation as a result of injury sustained in an assault by a patient in accordance with Clause 14.11Clauses 14.12 or 14.13. Requests should be considered at the closest possible level of delegation to the employee in the quickest time possible. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. 14.3 14.4 At the employer’s discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in excess of an employees employee’s entitlement at the time of cessation of employment may be deducted from the employees employee’s final pay. 14.4 14.5 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: 14.4.1 14.5.1 place the employee on suitable alternative duties; or 14.4.2 14.5.2 direct the employee to take leave on full pay. Such leave shall not be a charge against the employees sick and domestic leave entitlement. 14.5 14.6 The employee can accumulate their entitlement up to a maximum of 260 days. Any unused portion of In accordance with the first five days entitlement, Holidays Act up to a maximum of 15 days, can be carried over from year to year and 20 days will be paid at relevant daily pay where the employee carries over 10 days unused sick leave from the previous year’s entitlement. 14.7 Domestic Leave as described in this clause is leave used when the employee must attend a dependent of the employee. This person would, in most cases, be the employee’s child, partner or other dependent family member. 14.7.1 It does not include absences during or in connection with the birth of an employee’s child. Annual leave or parental leave should cover such a situation. 14.7.2 At the employer’s discretion, an employee may be granted leave without pay, in accordance with where the Xxxxxxxx Xxx 0000employee requires additional time away from work to look after a seriously ill member of the employee’s family. 14.7.3 The production of a medical certificate or other evidence of illness may be required. 14.8 Sickness during paid leave: When sickness occurs during paid leave, such as annual or long service leave, the leave may be debited against the sick leave entitlement, (except where the sickness occurs during leave following the relinquishment of office) provided that:

Sick and Domestic Leave. ‌ In applying the provisions of this clause the parties note: - • their agreed intent to have healthy staff and a healthy workplace - • that staff attending work unwell is to be discouraged and the focus is on patient and staff safety - • that they wish to facilitate a proper recovery and a timely return to work - • that staff can have sick leave and domestic absences calculated on an hourly basis. 14.1 On In accordance with the Holidays Act 2003 (as amended) on appointment to a DHBTe Whatu Ora, a full time employee employees shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be protwelve-rated for part time employees except that a part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. The employee shall be paid for minimum statutory sick leave entitlements will be paid at relevant daily pay as prescribed in the Xxxxxxxx Xxx 0000, for the first five days in each twelve month periodHolidays Act 2003. Thereafter they Additional contractual or discretionary sick leave that is taken or approved shall be paid at the normal rates of ordinary daily pay (T1 rate only). A medical certificate may be required to support the employee’s claim. From 1 March 2012 where a part-time employee has used their sick leave, on a case by case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. 14.2 In the event an employee has no entitlement left, they may be granted an additional 10 are entitled to apply for up to ten (10) days discretionary leave per annum. In considering the grant of leave under this clause the The employer shall recognise recognises that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should The first five (5) days of discretionary leave shall be considered at approved on the closest possible level of delegation to same basis as leave under clause 14.1. 14.3 In considering the employee and in next five (5) days discretionary leave the quickest time possible, taking employer shall take into account the following: - The employees employee’s length of service - The employees employee’s attendance record - The consequences of not providing the leave - Any unusual and/or extenuating circumstances The parties agree that extenuating circumstances will include instances where an employee has exhausted their sick leave entitlement as a result of top-ups to earnings related compensation as a result of injury sustained in an assault by a patient in accordance with Clause 14.11Clauses 14.12 or 14.13. Requests should be considered at the closest possible level of delegation to the employee in the quickest time possible. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. 14.3 14.4 At the employer’s discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in excess of an employees employee’s entitlement at the time of cessation of employment may be deducted from the employees employee’s final pay. 14.4 14.5 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: 14.4.1 14.5.1 place the employee on suitable alternative duties; or 14.4.2 14.5.2 direct the employee to take leave on full pay. Such leave shall not be a charge against the employees sick and domestic leave entitlement. 14.5 14.6 The employee can accumulate their entitlement up to a maximum of 260 days. Any unused portion of In accordance with the first five days entitlement, Holidays Act up to a maximum of 15 days, can be carried over from year to year and 20 days will be paid at relevant daily pay where the employee carries over 10 days unused sick leave from the previous year’s entitlement. 14.7 Domestic Leave as described in this clause is leave used when the employee must attend a dependent of the employee. This person would, in most cases, be the employee’s child, partner or other dependent family member. 14.7.1 It does not include absences during or in connection with the birth of an employee’s child. Annual leave or parental leave should cover such a situation. 14.7.2 At the employer’s discretion, an employee may be granted leave without pay, in accordance with where the Xxxxxxxx Xxx 0000employee requires additional time away from work to look after a seriously ill member of the employee’s family. 14.7.3 The production of a medical certificate or other evidence of illness may be required. 14.8 Sickness during paid leave: When sickness occurs during paid leave, such as annual or long service leave, the leave may be debited against the sick leave entitlement, (except where the sickness occurs during leave following the relinquishment of office) provided that:

Sick and Domestic Leave. ‌ In applying the provisions of this clause the parties note: - their agreed intent to have healthy staff and a healthy workplace - that staff attending work unwell is to be discouraged and the focus is on patient and staff safety - that they wish to facilitate a proper recovery and a timely return to work - that staff can NOTE: the entitlements and obligations within this clause have been agreed in anticipation of significant changes to the Xxxxxxxx Xxx 0000 and are neither intended, nor are to be interpreted, as providing for more minimum statutory sick leave and domestic absences calculated on an hourly basis.than 10 days within each relevant entitlement period 14.1 On appointment to a DHB, a full full- time employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve twelve-month period. The While the minimum sick leave entitlement under the Xxxxxxxx Xxx 0000 is five days, Tthe entitlement shall be pro-rated for part time employees except that a part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent 2021 053 2931 Revised MECA – Track Changes Version twelve month period. The employee shall be paid for minimum statutory sick leave entitlements as prescribed in the Holidays Xxx 0000. Additional contractual or discretionary sick leave that is taken or approved shall be paid at the normal rates of pay at relevant daily pay as prescribed in the Xxxxxxxx Xxx 0000, for the first five days in each twelve month period. Thereafter they shall be paid at the normal rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim. From 1 March 2012 where a part-time employee has used their sick leave, on a case by case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. 14.2 In the event an employee has no entitlement left, they may be granted an additional 10 additionalare entitled to apply for up to ten (10) days discretionary leave per annum. The employer recognises In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. The first five (5) days of discretionary leave shall be approved on the same basis as leave under clause 14.1. 14.3 In considering the next five (5) days discretionary leave the employer shall Requests should be considered at the closest possible level of delegation to the employee and in the quickest time possible, taking takeing into account the following: - The employees employee’s length of service - The employees employee’s attendance record - The consequences of not providing the leave - Any unusual and/or extenuating circumstances The parties agree that extenuating circumstances will include instances where an circumstances 1. Requests should be considered at the closest possible level of delegation to the employee has exhausted their sick leave entitlement as a result of top-ups to earnings related compensation as a result of injury sustained in an assault by a patient in accordance with Clause 14.11the quickest time possible. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. 14.3 At the employer’s discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in excess of an employees entitlement at the time of cessation of employment may be deducted from the employees final pay. 14.4 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: 14.4.1 place the employee on suitable alternative duties; or 14.4.2 direct the employee to take leave on full pay. Such leave shall not be a charge against the employees sick and domestic leave entitlement. 14.5 The employee can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily pay, in accordance with the Xxxxxxxx Xxx 0000.

Sick and Domestic Leave. ‌ In applying the provisions of this clause the parties note: - their agreed intent to have healthy staff and a healthy workplace - that staff attending work unwell is to be discouraged and the focus is on patient and staff safety - that they wish to facilitate a proper recovery and a timely return to work - that staff can have sick leave and domestic absences calculated on an hourly basis. 14.1 On appointment to a DHB, a full time employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. The employee shall be paid at relevant daily pay as prescribed in the Xxxxxxxx Xxx 0000Holidays Act 2003, for the first five days in each twelve month period. Thereafter they shall be paid at the normal rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim. From 1 March 2012 where a part-time employee has used their sick leave, on a case by case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. 14.2 In the event an employee has no entitlement left, they may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closest possible level of delegation to the employee and in the quickest time possible, taking into account the following: - The employees length of service - The employees attendance record - The consequences of not providing the leave - Any unusual and/or extenuating circumstances The parties agree that extenuating circumstances will include instances where an employee has exhausted their sick leave entitlement as a result of top-ups to earnings related compensation as a result of injury sustained in an assault by a patient in accordance with Clause 14.11. Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. 14.3 At the employer’s discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in excess of an employees entitlement at the time of cessation of employment may be deducted from the employees final pay. 14.4 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: 14.4.1 place the employee on suitable alternative duties; or 14.4.2 direct the employee to take leave on full pay. Such leave shall not be a charge against the employees sick and domestic leave entitlement. 14.5 The employee can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily pay, in accordance with the Xxxxxxxx Xxx 0000Holidays Act 2003.