Common use of Taking of Paid Sick Leave Clause in Contracts

Taking of Paid Sick Leave. (a) An employee is entitled to use their paid personal/carer’s leave entitlement as paid sick leave in accordance with this sub-clause. (b) An employee is not entitled to be paid sick leave whilst they are in receipt of workers’ compensation payments; provided however, that where an employee is not in receipt of such full ordinary compensate rate, an employer shall pay to an employee who has available paid sick leave entitlements under this sub-clause, the difference between the amount received as workers’ compensation and full pay. (c) Sub-clause (b) shall not apply where an employee unreasonably refuses to undergo a rehabilitation program.

Taking of Paid Sick Leave. (a) An employee is entitled to use their paid personal/carer’s carer leave entitlement as paid sick leave in accordance with this sub-sub- clause. (b) An employee is not entitled to be paid sick leave whilst they are in receipt of workers’ compensation payments; provided however, that where an employee is not in receipt of such full ordinary compensate rate, an employer shall pay to an employee who has available paid sick leave entitlements under this sub-clause, the difference between the amount received as workers’ compensation and full pay. (c) Sub-clause 21.6 (b) shall not apply where an employee unreasonably refuses to undergo a rehabilitation program.

Taking of Paid Sick Leave. (a) An employee is entitled to use their paid personal/carer’s leave entitlement as paid sick leave in accordance with this sub-clause. (b) An employee is not entitled to be paid sick leave whilst they are in receipt of workers’ compensation payments; provided however, that where an employee is not in receipt of such full ordinary compensate rate, an employer shall pay to an employee who has available paid sick leave entitlements under this sub-sub- clause, the difference between the amount received as workers’ compensation and full pay. (c) Sub-clause (b) shall not apply where an employee unreasonably refuses to undergo a rehabilitation program.