Taking Personal Leave. Personal Leave can be taken in part days. You are not required to provide a medical certificate for absences. You need to give us as much notice of your absence as possible. At a minimum, no later than the normal starting time on the first day of leave (or in exceptional circumstances, as soon as possible). You should notify your Manager of the nature of the absence and how long you expect to be away. If you need to extend your absence you must let us know prior to the commencement of the extension period. Personal Leave for planned appointments and health and wellbeing activities must be approved in advance by your Manager. You can have your Annual or Long Service Leave credited if you are unwell or injured for a continuous period of at least 1 working week and you provide a medical certificate for that period. In this instance, your Personal Leave will be debited accordingly. We may require you to attend a doctor nominated by the City of Newcastle at our cost. You may need to provide evidence if it appears that there has been a misuse of Personal Leave. Where we consider this necessary, we will meet with you and your Union to discuss your use of Personal Leave and provide you with an opportunity to respond. The type of occurrences that may lead to us meeting with you would be: Following a discussion and where deemed necessary by us, you will be required to produce a medical certificate or statutory declaration for any further absence. Failure to provide a medical certificate, statutory declaration, or other form of reasonable evidence to our satisfaction, may result in non-payment of leave. In such cases the time away from work will be regarded as an unauthorised absence.
Taking Personal Leave a) You must provide your manager with medical evidence:
i) if your personal leave is more than 3 consecutive work days; or
ii) if you have already taken more than 5 personal leave days during the leave year without providing evidence.
b) We usually won’t ask you to provide medical evidence for the first 5 days of paid personal leave each year. However, we reserve the right to ask for medical evidence within one day of your return to work if your manager has a reasonable concern that you may not be entitled to take personal leave. If so and you are not able to provide medical evidence, we will accept a statutory declaration that explains the reason you were unable to attend work. TELSTRA CORPORATION LIMITED (ABN 33 051 775 556) TELSTRA INFRACO FIXED ENTERPRISE AGREEMENT 2022-2024
Taking Personal Leave. (a) Personal Leave may be used for absences due to illness or injury not arising out of employment; care of a Family Member; compassionate grounds or bereavement; moving to a new residence; or community volunteering. Personal Leave may be taken for periods of one hour or greater.
(b) Staff Members will be entitled to paid sick leave when they are unable to attend work due to personal illness or incapacity. When applicable, the Staff Member must provide supporting documentation as specified in the Personal Leave Policy from time to time. Paid sick leave is not available if a Staff Member is receiving workers’ compensation payments in respect of their absence.
(c) Other Personal Leave may be accessed for absences due to:
i. Family/carer responsibilities. Such responsibilities may include caring for a family member who is ill or incapacitated; temporary and unexpected absence of the usual carer; or an unexpected emergency.
Taking Personal Leave. Personal Leave can be taken in part days. You will not be required to provide evidence for absences except in t he circumstances set out below. You need to give us as much notice of your absence as possible. At a minimum, no later than t he normal starting t ime on t he first day of leave (or in exceptional circumstances, as soon as possible). You should notify your Manager of the nature of the absence and how long you expect to be away. If you need to extend your absence you must let us know prior to t he commencement of t he extension period. Personal Leave for planned appoint ments and healt h and wellbeing activities must be approved in advance by your Manager. You can have your Annual or Long Service Leave credited if you are unwell or injured for a continuous period of at least 1working week and you provide a medical cert ificate for that period. In this instance, your Personal Leave will be debited accordingly. We may require you to attend a doctor nominated by t he City of Newcastle at our cost. There are some circumstances in which we may ask to meet with you regarding t he use of personal leave. The types of occurrences that may lead to us meeting with you would be: Where you have on more than 2 occasions failed to notify us within a reasonable t imeframe of your need to take Personal Leave; or Where counselling or a warning about your behaviour has occurred relating to your use of Personal Leave and you continue to engage in this conduct; or For any reason where it appears that t here may be a pattern of usage. Where we consider this necessary, we will meet with you and your Union, to discuss your use of Personal Leave and provide you with an opport unit y to respond. Following a meeting and where deemed necessary by us, you will be required to produce a medical certificate or statutory declaration for any furt her absence. Failure to provide a medical certificate, statutory declaration, or ot her form of reasonable evidence to our satisfaction, may result in non- payment of leave and disciplinary action. In such cases t he t ime away from work will be regarded as an unaut horised absence.
Taking Personal Leave. (1) Personal leave, on application approved by the Secretary, is available for:
(a) personal illness or injury of an employee not covered by workers’ compensation or war service sick leave under clause 4.33; or
(b) the provision by an employee of care or support for a member of the employee’s family, or a member of the employee’s household who requires care or support because the member is ill or injured or has an unexpected emergency; or
(c) unexpected emergencies or exceptional circumstances applying to an employee.
(2) Personal leave for the purposes mentioned in paragraphs (1)(a) and (b) may be taken without producing a medical certificate, statutory declaration or other evidence that would satisfy a reasonable person that the leave is being used for its intended purpose up to:
(a) 3 days from commencement of this Agreement until 31 December 2011;
(b) 5 days for each calendar year from 1 January 2012.
(3) No more than 3 consecutive days of personal leave can be taken for the purposes mentioned at paragraphs (1)(a) and (b) without producing a medical certificate, statutory declaration or other evidence that would satisfy a reasonable person that the leave is being used for its intended purpose.
(4) An employee who takes personal leave on a working day falling either side of a public holiday must produce a medical certificate, statutory declaration or other evidence that would satisfy a reasonable person that the leave is being used for its intended purpose.
(5) Personal leave taken for the purposes mentioned in paragraph (1) (c) is limited to 3 days per year.
(6) In this clause, clause 4.32 and clause 4.33 family means:
Taking Personal Leave a) You must provide your manager with medical evidence:
i) if your personal leave is more than 3 consecutive work days; or
ii) if you have already taken more than 5 personal leave days during the leave year without providing evidence.
b) Telstra usually won’t ask you to provide medical evidence for the first 5 days of paid personal leave each year. However, Telstra reserves the right to ask for medical evidence within one day of your return to work if your manager has a reasonable concern that you may not be entitled to take personal leave. If so and you are not able to provide medical evidence, Telstra will accept a statutory declaration that explains the reason you were unable to attend work.
Taking Personal Leave. (includes sick leave)
Taking Personal Leave. An employee may take personal leave if the leave is taken:
(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.
Taking Personal Leave. (a) An Employee who intends to take personal leave must notify UNSW as soon as practicable and, where possible, before the start of the leave, of the following:
(i) their intention to take the personal leave; and
(ii) the period, or expected period, of the personal leave.
(b) If any personal leave absence exceeds three consecutive working days, the Employee must provide to their supervisor a medical certificate which covers the period of the absence.
(c) UNSW may require an individual Employee to produce a medical certificate for any personal leave absence, provided that the Employee has been advised in writing of this requirement in advance and of the reasons for this requirement. UNSW will not send a written notification under this clause to a workgroup as a blanket (rather than individual) measure.
(d) Under subclauses 40.3(b) and 40.3(c) above, the certificate from the medical practitioner must include a statement that the Employee was/is unable to attend for duty on each/all of the day or days in respect of which the Employee claims personal leave.
(e) Where UNSW has required an Employee to produce a medical certificate under subclause 40.3(c), this requirement will be reviewed by UNSW within 12 months to consider whether there is still a reasonable basis for it to continue.
(f) Where carer’s leave is taken to care for an Immediate Family member, an Employee is not required to provide a medical certificate or other satisfactory evidence of the requirement to take carer’s leave in respect of the first 21 hours carer’s leave taken in any year of service (pro-rated for a Part-time Employee).
Taking Personal Leave. You should give your immediate manager as much notice as possible before your normal work starting time. If this is not possible, then advise your immediate manager as soon as practicable. We have a right to know - the person requiring care, their relationship to you, the nature of the illness or injury, and the estimated duration of your absence.
