Transfer to safe duties. (a) If the employee gives the Company a medical certificate from a registered medical practitioner stating that:
(i) the employee is fit for work; and
(ii) it is inadvisable for the employee to continue in her present job, due to illness or risks arising out of her pregnancy or hazards connected with her work, then, if the Company considers it reasonably practicable to do so, the Company must transfer the employee to safe duties without loss of conditions or pay.
(b) If the Company does not consider it reasonably practicable to transfer the employee to safe duties upon receipt of a medical certificate as described in clause 18.2(4)(a) above, the Company may require the employee to take paid leave, or the employee may elect to take paid leave. This leave:
(i) is in addition to any other entitlement to paid leave; and
(ii) will cease on the earlier of:
(A) the date stated in the medical certificate as the end of the period during which the employee is not fit to perform her present job; or
(B) the day before the date of birth of the child or the end of the pregnancy.
Transfer to safe duties. Where a registered medical practitioner considers that the employee is fit for work but that it is inadvisable for an employee to continue her present position because of illness or risks arising out of her pregnancy or hazards connected with her position then:
(a) if there is an appropriate safe job available the Company must transfer the employee to that job for the risk period, with no other change to the employee's terms and conditions of employment; or
(b) if there is no such safe job available the employee is entitled to take paid no safe job leave for the risk period.
Transfer to safe duties. This clause applies to an employee who is entitled to ordinary maternity leave, and who has provided the required documents as specified in clause 36.2.2 (ordinary maternity leave). Where an employee is pregnant and, in the opinion of registered medical practitioner as stated on a medical certificate, an employee is fit to continue work but illnesses or risks arising out of her pregnancy, or hazards connected with her current position make it inadvisable for the employee to continue in her current position for a period of time, Xxxxxxx will transfer the employee to a safe job for that period, with no other changes to the employee’s terms or conditions of employment. The period of the transfer will end in accordance with the medical certificate issued by the medical practitioner, or upon the birth of the child, or upon the termination of the pregnancy. If Clipsal does not think it reasonably practicable to transfer the employee to a safe job, Clipsal may require the employee to take leave, without loss of pay, for the period specified by the medical practitioner.
Transfer to safe duties. Where in the opinion of a duly qualified medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the duty assigned to the trainee make it inadvisable for the trainee to continue at her present duties, the trainee shall, if the employer deems it practicable, be transferred to safe duties until the commencement of maternity leave. If the transfer to safe duties is not practicable, the trainee may, or the employer may require the trainee to, take leave for such period as is certified necessary by a duly qualified medical practitioner. Such leave shall be treated as maternity leave for the purposes of subclauses (7), (8), (9) and (10) hereof.
Transfer to safe duties. Where a registered medical practitioner considers it inadvisable for an employee to continue their present job due to illness or risks arising out of the pregnancy or hazards connected with work then:
(1) Such an employee must transfer to safe duties, if they can be found. When working safe duties, the minimum rate of pay and conditions of that particular job will apply; or
(2) If safe duties are not practicable or available the employee must take leave for whatever period the medical practitioner certifies as necessary. The employer will treat this leave as maternity leave.
Transfer to safe duties. Where a registered medical practitioner considers it inadvisable for the employee to continue in her present job due to illness or risks arising out of her pregnancy or hazards connected with her work then she must, if the Company considers it practicable, transfer to safe duties until the time she starts her maternity leave. When working these safe duties the employee is entitled to the minimum rate of pay and conditions of that particular job. If safe duties are not practicable, then she may, or the Company may require her to, take leave for whatever period the registered medical practitioner certifies as necessary. The Company will treat this leave as maternity leave.
Transfer to safe duties. Where a registered medical practitioner considers it inadvisable for you to continue in your present job, due to illness or risks arising out of your pregnancy or hazards connected with your work then you must, if the Hotel considers it practicable, transfer to safe duties until the time you start your maternity leave. When working these safe duties you are entitled to the rate of pay and conditions of that particular job. If safe duties are not practicable, then you may, or the Hotel may require you to take leave for whatever period the registered medical practitioner certifies as necessary. The Hotel will treat this leave as maternity leave.
Transfer to safe duties. Where a registered medical practitioner considers it inadvisable for you to continue in your normal job due to: • illness, or • risks arising out of your pregnancy, or • hazards connected with your work, then you must, if the Company considers it practicable, transfer to safe duties until the time you are to start your maternity leave. When you transfer to safe duties you are entitled to the ordinary hour’s rate of pay the new job attracts under this Agreement and all prescribed conditions of employment (including allowances) that are provided for. If transfer to safe duties is not practicable then you may, or the Company may require you to, take leave for whatever period the medical practitioner certifies as necessary. The Company will treat this leave as maternity leave.
Transfer to safe duties. Where a registered medical practitioner considers it inadvisable for the employee to continue in her present job, due to illness or risks arising out of her pregnancy or hazards connected with her work, then she must, if the Company considers it practicable, transfer to safe duties until the time to start maternity leave. When working these safe duties she is entitled to the minimum rate of pay and conditions of that particular job. If safe duties are not practicable, then she may, or the Company may require her to, take leave for whatever period the registered medical practitioner certifies as necessary. The Company will treat this leave as paid maternity leave, during which the employee will be entitled to the amount the employee would reasonably have expected to have been paid had she worked during that period. This leave will cease on the earlier of the date stated in the medical certificate as the end of the period during which the employee is not fit for her present job, or the day before the date of birth of the child or the end of the pregnancy.
Transfer to safe duties. If an employee eligible for maternity leave, paid or unpaid, produces a medical certificate from a medical practitioner which states that the employee is fit to work, but that it is inadvisable for her to continue in her present position for a stated period because of illness, or risks arising out of her pregnancy or hazards connected with that position, such an employee will either be: • transferred to safe duties or • placed on paid special leave. A period of paid special leave ends at the earliest of whichever of the following times is applicable:
i) the end of the period stated in the medical certificate
ii) if the employee’s pregnancy results in the birth of a living child; the end of the day before the date of birth
iii) if the employee’s pregnancy ends otherwise than with the birth of a living child; the end of the day before the end of the pregnancy. Such paid special leave is in addition to any other leave entitlement she has.
