Unpaid no safe job leave. If:
(i) subclause 59.14(a) applies to a pregnant Employee but there is no appropriate safe job available;
(ii) the Employee will not be entitled to Long Parental Leave as at the expected date of birth; and
(iii) the Employee has given the Employer evidence that would satisfy a reasonable person of the pregnancy if required by the Employer (which may include a requirement to provide a medical certificate),
(iv) the Employee is entitled to unpaid no safe job leave for the risk period.
Unpaid no safe job leave. If:
(i) subclause 54.14(a) applies to a pregnant Doctor but there is no appropriate safe job available; and
(ii) the Doctor will not be entitled to Long Parental Leave as at the expected date of birth; and
(iii) the Doctor has given the Employer evidence that would satisfy a reasonable person of the pregnancy if required by the Employer (which may include a requirement to provide a medical certificate), the Doctor is entitled to unpaid no safe job leave for the risk period.
Unpaid no safe job leave. 10.1 Unpaid no safe job leave is available for a pregnant team member where;
(1) there is no appropriate safe job available; and
(2) the team member is not entitled to unpaid parental leave; and
(3) if required by The Reject Shop the team member has given The Reject Shop evidence that would satisfy a reasonable person of the pregnancy;
10.2 The team member is entitled to unpaid no safe job leave for the risk period.
10.3 Without limiting the application of clause 10.1 The Reject Shop may require the evidence referred to in clause 10.2 to be a medical certificate
Unpaid no safe job leave. If: Sub-clause 66.15(a) applies to a pregnant Employee but there is no appropriate safe job available; the Employee will not be entitled to Parental Leave as at the expected date of birth; and the Employee has given the Employer evidence that would satisfy a reasonable person of the pregnancy if required by the Employer (which may include a requirement to provide a medical certificate); the Employee is entitled to unpaid no safe job leave for the risk period.
Unpaid no safe job leave. (a) If section 7.6.14 applies to a pregnant employee but there is no appropriate safe job available and the employee is not entitled to unpaid parental leave; and
(i) if required by the employer, the employee has given the employer evidence that would satisfy a reasonable person of the pregnancy ; then the employee is entitled to unpaid no safe job leave for the risk period.
(b) Without limiting subsection (a), an employee may require the evidence referred to in paragraph (a)(i) to be a medical certificate.
Unpaid no safe job leave. An employee who is not entitled to unpaid parental leave will be entitled to take unpaid ‘no safe job leave’ for the risk period.
Unpaid no safe job leave. If:
(i) subclause 60.14(a) applies to a pregnant Employee but there is no appropriate safe job available; and
(ii) the Employee will not be entitled to Long Parental Leave as at the expected date of birth; and
(iii) the Employee has given the Employer evidence that would satisfy a reasonable person of the pregnancy if required by the Employer (which may include a requirement to provide a medical certificate), the Employee is entitled to unpaid no safe job leave for the risk period.
60.15 Returning to work after a period of parental leave
(a) An Eligible Employee must confirm to the Employer that the Eligible Employee will return to work as scheduled after a period of Long Parental Leave at least four weeks prior to the end of the leave, or where that is not practicable, as soon as practicable.
(b) An Eligible Employee will be entitled to return:
(i) unless subclause 60.15(b)(ii) or subclause 60.15(b)(iii) applies, to the position which they held immediately before proceeding on parental leave;
(ii) if the Eligible Employee was promoted or voluntarily transferred to a new position (other than to a safe job pursuant to subclause 60.14, to the new position;
(iii) if subclause 60.15(b)(ii) does not apply, and the Eligible Employee began working part-time because of the pregnancy of the Eligible Employee, or his or her Spouse, to the position held immediately before starting to work part- time.
(c) Subclause 60.15(b) is not to result in the Eligible Employee being returned to the safe job to which the Eligible Employee was transferred under subclause 60.14. In such circumstances, the Eligible Employee will be entitled to return to the position held immediately before the transfer.
(d) Where the relevant former position (per subclauses 60.15(b) and 60.15(c) above) no longer exists, an Eligible Employee is entitled to return to an available position for which the Eligible Employee is qualified and suited nearest in status and pay to that of their pre-parental leave position.
(e) The Employer must not fail to re-engage an Eligible Employee because:
(i) the Eligible Employee or Eligible Employee’s Spouse is pregnant; or
(ii) the Eligible Employee is or has been immediately absent on parental leave.
(f) The rights of the Employer in relation to engagement and re-engagement of casual Employees are not affected, other than in accordance with this clause.
(g) Stillbirth or death of child – cancelling leave or returning to work
(i) In the event of a Stillbirth, or if a ...
