TANGIHANGA LEAVE. The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and / or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). Employees shall be entitled to ▪ 5 days bereavement leave on the death of a spouse/partner, parent or child; ▪ 3 days bereavement leave on the death of a sibling, grandparent, grandchild or spouse’s parent; ▪ 1 days bereavement leave on the death of any other person that the employer accepts as being bereavement for the employee
TANGIHANGA LEAVE. The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a Tupapaku/deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer and should not be unreasonably withheld and will be exercised in accordance with the Holidays Act 2003. If the bereavement occurs while an employee is absent on annual leave, sick leave on pay or any other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of clause 11.1. This provision will not apply if the employee is on leave without pay. In granting time off the employer must administer these provisions in a culturally appropriate manner, especially in the case of Tangihanga. The employer agrees that on application, it may be appropriate, to grant leave without pay in order to accommodate various special bereavement needs not recognised in clause 11.1 above.
TANGIHANGA LEAVE. The employer shall approve special bereavement leave, which encompasses the provisionsof the Holidays Act 2003, on pay for an employee to discharge any obligation and/or to payrespects to a deceased person with whom the employee has had a close association. Suchobligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The lengthof time off shall be at the discretion of the employer. If bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 13.1 above. This provision will not apply if the employee is on leave without pay. In granting time off, therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner. The employer must take into account the following points:
TANGIHANGA LEAVE. An employee shall be entitled to a maximum of three days leave without loss of pay to discharge any obligation and/or to pay respects to a tupapaku/deceased person with whom the employee has had a close association. This applies to the employee’s spouse/partner, father, mother, brother, sister, child, grandparent, parents-in-law, grandchild, stepchildren, stepparents, stepsister, stepbrother or any other close family/xxxxxx/person in respect of whom the employer agrees that bereavement/xxxxxxxxxx leave may be taken. An employee shall be entitled to one day’s leave without loss of pay on each occasion of the death of any other person, providing that the employer accepts that the employee has suffered a bereavement, taking into account the relevant factors set out in section 69(3) of the Holidays Act 2003. If bereavement occurs while an employee is absent on annual leave, sick leave on pay or any other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of clause 17.1 above. This provision will not apply if the employee is on leave without pay. In relation to tangihanga and clauses 17.1 and 17.2 above, the employer shall consider these provisions in a culturally appropriate manner. The granting of time off and for how long shall be at the discretion of the employer. The employer agrees that on application, it may be appropriate, to grant leave without pay in order to accommodate various special bereavement needs not recognised in clauses 17.1 and 17.2 above.
TANGIHANGA LEAVE. F11.1 An Employee is entitled to up to five (5) days paid bereavement leave where the bereavement relates to the death of a spouse, parent, child, brother, sister, grandparent, grandchild or spouse's parent. Bereavement leave is also available where the Employee suffers a miscarriage or stillbirth, or where the Employee’s partner or former partner (if the Employee was the biological parent) has a miscarriage or stillbirth, or where the Employee or the Employee’s partner would have been the primary carer had it not been for the miscarriage or stillbirth. Where on any occasion by reason of death of a person other than those above, the Employer accepts that the Employee has suffered a bereavement, the Employee shall be entitled to one days paid bereavement leave. In determining whether or not the Employee has suffered a bereavement the Employer shall consider relevant factors including those specified in the Holidays Act 2003. Bereavement leave shall be paid at the Employee's relevant daily pay as defined in the Holidays Act 2003.
TANGIHANGA LEAVE. F11.1 An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent).
TANGIHANGA LEAVE. G13.1 An employee is entitled to up to five (5) days paid bereavement leave where the xxxxxxxxxxx relates to the death of a spouse, parent, child, brother, sister, grandparent, grandchild or spouse's parent. Where on any occasion by reason of death of a person other than those above, the employer accepts that the employee has suffered a bereavement, the employee shall be entitled to one days paid bereavement leave. In determining whether or not the employee has suffered a bereavement the employer shall consider relevant factors including those specified in the Holidays Act 2003. Bereavement leave shall be paid at the employee's relevant daily pay as defined in the Holidays Act 2003.
