Where the Employee s understanding of written English is limited, the Employer will take measures, including translation into an appropriate language, to ensure the Employee understands the proposed individual flexibility arrangement.
Where the Employee s employment terminates and the amount of purchased leave taken exceeds the amount deducted, the Employer may deduct a sum equal to the negative balance from any remuneration payable to the Employee upon termination of employment.
Where the Employee attends a medical practitioner under either sub-clause 60.3 or 60.4 above, the Employer will:
Where the Employee is in their first year of teaching the Employer will provide a minimum induction program outlined in the SBGGS Staff Induction and On-boarding Policy. This includes but is not limited to a reduction of two periods of a standard teaching load for the first year of service.
Where the Employee is performing bargaining unit work at the time notice referred to in 15.5.1. above is given and that work is not scheduled to be completed prior to the commencement of the proposed leave, the member shall receive the lesser of the balance of remuneration owing under her contract or 95% of full pay and benefits for two (2) weeks. The Employee shall make a written request for pregnancy leave to the Manager at least four (4) weeks prior to the commencement of the leave.
Where the Employee has been offered reasonable opportunities to make up the period of time off, and does not make up the time off, the Employer may reduce the pay of the Employee by the amount of such time off taken after having first advised the Employee in writing at least 14 days prior to the reduction.
Where the Employee s roster and the normal operation of the Employer (or the practice of allocating work) does include work on a public holiday, the Employer may require the Employee to work on a public holiday.
