Termination of Employment while on Personal Leave. No Employer will terminate the services of an Employee during the currency of any period of personal leave, with the object of avoiding obligations under this clause.
Termination of Employment while on Personal Leave. (a) The Employer will not terminate the services of an Employee during the currency of any period of personal or carer’s leave, with the object of avoiding obligations under this subclause.
(b) In respect of a casual employee, the Employer must not fail to re-engage a casual employee because the Employee accessed the entitlements provided for in this clause. The rights of the Employer to engage or not to engage a casual Employee are otherwise not affected.
Termination of Employment while on Personal Leave. UA shall not terminate the services of an Employee during the currency of any period of personal leave, with the object of avoiding obligations under this clause. Unpaid carer’s leave An Employee is entitled to 2 days of unpaid carer’s leave for each occasion (a permissible occasion) when a member of the Employee’s immediate family, or a member of the Employee’s household, requires care or support because of a personal illness, or personal injury, affecting the member or an unexpected emergency affecting the member. This entitlement to unpaid carer’s leave also applies to casual Employees, subject to meeting the evidentiary and notice requirements in clause 35.6. A casual Employee will also be entitled to take unpaid carer’s leave to provide care or support to a member of their immediate family or household who requires care or support due to the birth of a child. The Employer and the casual Employee shall agree on the period for which the Employee will be entitled to not be available to attend work on account of unpaid carer’s leave. In the absence of agreement, the Employee is entitled to not be available to attend work for up to 48 hours (i.e. two days) per occasion. An Employee cannot take unpaid carer’s leave during a particular period if the Employee could instead take paid personal/carer’s leave. Illness during annual leave period When an Employee becomes sick whilst on annual leave on a day or days which they would otherwise have worked, and immediately forwards to the Employer a certificate of a legally qualified medical practitioner, then the number of days specified in the certificate shall be deducted from any sick leave entitlement standing to the Employee's credit, and shall be re-credited to their annual leave entitlement. Gastro outbreak Where an Employee has exhausted their personal leave entitlements and contracts gastro during the course of their employment with UA, UA may grant ex-gratia paid leave of up to five (5) days per annum. To be authorised as Gastro leave, the outbreak must be defined by the Tasmanian Communicable Diseases Unit, the facility is declared in “lock down”, and the Employee must have attended work at the facility during the declared outbreak. Evidence satisfactory to UA must be supplied in accordance with the personal leave provision. Re-engagement UA will not fail to re-engage a casual Employee because the Employee accessed the entitlements provided for in this clause. The rights of an Employer to engage or not to ...
