Union Development Leave. 6.15.1 An employee may request leave without pay for a minimum of four (4) weeks and a maximum of up to two (2) terms for union training and development. During this leave, the union will be this person’s employer and the union will be responsible for the payment of the person’s salary. Accruals of leave for the person shall continue during a union leave of absence and provision for the costs of such accruals shall be included in a payment to the employing authority. The Catholic education employing authority will maintain the employee’s continuity of employment. Upon completion of the leave of absence, the employee will return to his/her former position. 6.15.2 Union development leave is restricted to not more than three (3) employees per year from Brisbane Catholic Education and two (2) employees per year from each other Diocesan Catholic education employing authority. The two (2) employees from an employing authority should not be from the same school unless agreed upon by the employing authority. An employee will not be eligible to apply for union development leave more than once in any three (3) year period. 6.15.3 Such leave will be at the discretion of the employing authority. Normally, there will be at least three (3) month of notice given, in order to secure such leave. The impact on the school, its students and staffing profile will be taken into account in the granting of such leave. The employing authority will not unreasonably withhold approval of such leave. 6.15.4 The employing authority will identify any reasonable consequential location, advertising or other expense arising from the granting of union development leave and the union will meet the costs where agreed.
Appears in 4 contracts
Samples: Single Enterprise Collective Agreement, Enterprise Agreement, Catholic Employing Authorities Single Enterprise Collective Agreement Diocesan Schools of Queensland 2019 2023
Union Development Leave.
6.15.1 An employee may request leave without pay for a minimum of four (4) weeks and a maximum of up to two (2) terms for union training and development. During this leave, the union will be this person’s employer and the union will be responsible for the payment of the person’s salary. Accruals of leave for the person shall continue during a union leave of absence and provision for the costs of such accruals shall be included in a payment to the employing authority. The Catholic education employing authority will maintain the employee’s continuity of employment. Upon completion of the leave of absence, the employee will return to his/her former position.
6.15.2 Union development leave is restricted to not more than three (3) employees per year from Brisbane Catholic Education and two (2) employees per year from each other Diocesan Catholic education employing authority. The two (2) employees from an employing authority should not be from the same school unless agreed upon by the employing authority. An employee will not be eligible to apply for union development leave more than once in any three (3) year period.
6.15.3 Such leave will be at the discretion of the employing authority. Normally, there will be at least three (3) month of 3)months’ notice given, in order to secure such leave. The impact on the school, its students and staffing profile will be taken into account in the granting of such leave. The employing authority will not unreasonably withhold approval of such leave.
6.15.4 The employing authority will identify any reasonable consequential location, advertising or other expense arising from the granting of union development leave and the union will meet the costs where agreed.
Appears in 1 contract
