Sick Leave and Carers Leave. The parties acknowledge that sick leave is provided to cover periods when an employee is not well enough to work, or to allow an employee to provide care for a family member. The entitlement to sick leave and carer’s leave and the conditions that apply to claims are as per the Award, with the following conditions. The parties also recognise that it is important that as much notice as possible is given by the employee to the Company in the case of their inability to attend work. Notification of absence is to be made prior to planned commencement time where possible. This notification is to be made to the Operations Manager, or in their absence the Human Resources Manager, or Shift Supervisor, who in turn must notify the Pay Office. If employees become unwell during their shift they must notify the Operations Manager or in their absence the appropriate senior member of staff before ceasing work. Should this occur in the absence of the Operations Manager or a senior member of staff, the employee must notify one of them via the after hours numbers before ceasing work. Once (and while) 14 days of untaken sick leave are accumulated, an employee may opt either to have additional sick leave paid out as it falls due or to add it to their bank of sick leave. Banked sick leave, up to a maximum of 14 days, can be cashed out on leaving the company.
Sick Leave and Carers Leave. Casual employees are not entitled to sick leave. Any time taken from work as a result of illness shall be without payment Full-time employees shall be entitled to 10 days sick leave per year .
Sick Leave and Carers Leave. All permanent employees shall accrue sick and/or carers leave at the rate of ten days for each completed year of employment. The full entitlement arises from a completed year of employment of working 38 hours a week or the equivalent in paid leave. The entitlement accrues on a pro rata basis for employees working a lesser amount. Xxxx leave will be payable on the employer being satisfied that the employee is unable to work due to illness. Provided that in the circumstances where an employee has taken 3 days or more sick leave in any 12 month period, or is absent on the day either before or after a public holiday weekend, the employer may require a medical certificate as evidence of illness. Carers leave for an employee’s immediate family shall be available on a pro rata basis for an employee producing satisfactory evidence.
Sick Leave and Carers Leave. The employee will accrue an amount of paid Sick and Carers Leave, for each completed 4 week period of continuous service equal to 1/26 of the number of hours worked by the employee. If the hours worked in a week exceed 40 hours the number of hours worked will be deemed to be 40 hours. Xxxx Leave will be paid at the rate they would have been paid had they worked. The employee may take up to an additional 2 days carers leave if all paid leave entitlements have been used.
Sick Leave and Carers Leave. 44.1.1 The University will credit an employee with 12.5 days of paid sick leave on the date of their initial appointment for the first year of service and again for every completed year of service:
(a) for personal illness or injury not covered under the Workers’
(b) to care for an ill or injured family member.
44.1.2 An employee employed on a fixed term contract for a period less than 12 months, will be credited with the same entitlement prescribed in 44.1.1 on a pro rata basis for the period of the contract.
(a) Subject to subclause 44.3, an application for sick leave exceeding two (2) but not exceeding five (5) consecutive working days may be supported by a statutory declaration or a certificate from a registered health care provider. Absences beyond five (5) consecutive working days must be supported by a medical certificate.
(b) Where an employee has had sick leave absences that in total exceeded 12.5 days in any one anniversary year, a statutory declaration may not be used and the application for additional sick leave must be supported by a certificate from a registered health care provider.
Sick Leave and Carers Leave. 5.2.1 Your entitlement to sick leave is 10 days for each completed year of employment.
5.2.2 Employees who have not completed one year’s continuous service will be entitled to take sick leave on a pro-rata basis.
5.2.3 The payment of sick leave is subject to the employee promptly advising their employer of the employee's absence and its expected duration. When the employee's absence is for more than 2 consecutive days the employee is required to give the employer a doctor's certificate, or other reasonably acceptable evidence, about the nature and approximate duration of the illness.
5.2.4 Xxxx leave not taken in any one year may be accrued, but unused sick leave is not paid out on termination.
5.2.5 You are entitled to use up to 10 days per annum of your paid sick leave accrual to provide care and support for a member of your immediate family or household who requires special care and support because of:
(i) a personal illness or injury of the member,
(ii) an unexpected emergency affecting the member.
5.2.6 You may be entitled to a further two days unpaid carers leave on each occasion where care is required beyond the maximum paid carers leave. Unpaid carers leave does not count as service but does not break the continuity of service.
5.2.7 To qualify for paid leave, you must provide:
(i) For leave to care due to personal illness or injury of the member of the immediate family or household; a medical certificate or statutory declaration (if a medical certificate is not available) stating that there is an illness or injury and the requirement for care or support:
(ii) For an unexpected emergency affecting the member; a statutory declaration stating the nature of the emergency and the requirement for care or support.
Sick Leave and Carers Leave. Paid sick /carer’s leave—accrual, crediting and accumulation rules
(a) because the employee is not fit for work because of a personal illness, or personal injury, affecting the employee; or
(b) to provide care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because of:
(i) a personal illness, or personal injury, affecting the member; or
(ii) an unexpected emergency affecting the member. If, an employee takes a period of paid personal/carer’s leave, the employer must pay the employee at the employee’s base rate of pay for the employee’s ordinary hours of work in the period. An employee is not entitled to take paid sick leave for a period during which the employee is absent from work because of a personal illness, or injury, for which the employee is receiving compensation payable under a law of the Commonwealth, a State or a Territory relating to workers’ compensation.
Sick Leave and Carers Leave a) Paid sick leave and/or carer’s leave of ten days, shall be allowed each year to the employee, payable at the employee’s basic periodic rate of pay for ordinary hours. Such entitlement accrues each completed four week period, on the basis of 1/26 of the ordinary hours worked by the employee for that four week period, or in case of a full-time employee, 5.85 hours of leave for the four week period, or such proportion of that amount for a part-time employee.
b) A medical certificate from a registered health practitioner will be required for any such leave incorporating an indication of when the employee is expected to be fit for work. If it is not reasonably practicable to provide a certificate, a statutory declaration may be provided. Sick Leave will only be paid if the above is provided.
Sick Leave and Carers Leave. (a) Paid sick leave and/or carer’s leave of ten days shall be allowed each year to the employee. Such entitlement accrues each completed four week period, on the basis of 1/26 of the nominal hours worked by the employee for that four week period, or in the case of a full time employee, 5.85 hours of leave for the four week period, or pro rata on a part time basis.
(b) Payment of the leave shall be at the rate the Employee would have earned for the period.
(c) A medical certificate from a registered health practitioner will be required for any such leave. If it is not reasonably practicable to provide a certificate, a statutory declaration may be provided.
(d) The above shall not apply to a casual Employee.
Sick Leave and Carers Leave. The purpose of sick leave is to enable the employee to continue to be paid when, by reason of injury or illness, they are prevented from attending to their normal duties. It is to be administered fairly by management and utilised responsibly by the employee.
8.5.1 These sick leave provisions apply equally where the employee is required to attend to their child, partner, parent, whānau, or family member who through illness or injury becomes dependent on the employee. Such leave shall be taken as carer’s leave.
8.5.1.1 Where there is a pattern of regular short term absence under Clause 8.5.1 that extends over a period in excess of six months, the employer may, after consultation with Human Resources and the employee and/or their representative give consideration to alternative arrangements which may include limiting the availability of sick leave under clause 8.5.1.
8.5.2 Employees are entitled to sick leave on pay on an “as and when required” basis.
8.5.3 Where it is considered that the employee’s performance may be impaired by a possible medical condition, the employer may require the employee to undergo an examination by a registered medical practitioner. The employer reserves the right to require a specialist medical practitioner’s examination and report in specific cases. The cost of this medical examination will be met by the employer.
8.5.3.1 Should the employee be found unfit to perform their full duties they may be placed on sick leave until cleared to return to full duties.
8.5.4 The employee shall notify their Manager of absence due to illness whenever possible within 30 minutes of normal starting time.
8.5.4.1 A medical certificate will be required for all absences in excess of 5 consecutive days, and may be required for absences of shorter periods. This requirement shall be waived where an employee is working in an isolated area.
8.5.5 Where the employee is in receipt of earnings-related compensation (as defined in the Accident Insurance Act), sick leave on pay shall be based on the difference between the compensation received and the normal salary of the employee.
8.5.6 Where long-term absence due to illness or injury is involved and it seems unlikely that the employee concerned will be able to resume duties within a reasonable period, the employer may, after consultation with the employee and/or their representative, give consideration to the retirement of the employee concerned on medical grounds, or an extended period of leave on reduced pay...
