Common use of WORKLIFE FLEXIBILITY Clause in Contracts

WORKLIFE FLEXIBILITY. ‌ VOLUNTARY FLEXIBLE WORKING ARRANGEMENTS‌ 10.1 The parties acknowledge the mutual benefit to the employer and employee of Voluntary Flexible Working Arrangements (VFWA) to balance work and other (including family) commitments. 10.1.1 Agencies will promote and improve the awareness of VFWAs in the public sector during the life of this Enterprise Agreement. 10.1.2 A Chief Executive will consider an employee’s request to participate in a VFWA having regard both to the operational needs of the agency or particular workplace, and the employee’s circumstances. 10.1.3 This clause applies for the period an employee participates in a VFWA. a) Subject to this clause, the salary or wages payable to an employee, or applicable to a position, where the employee elects to participate in a VFWA, will be adjusted to take account of the VFWA in which the employee is participating, notwithstanding any other provision in, or Schedule of, this Enterprise Agreement or relevant Award. b) Where an employee is participating in a Purchased Leave type of VFWA, the rate of pay to be used for calculating overtime payments, leave loading or shift penalties will be the rate of pay that would have been payable had the employee not been participating in the Purchased Leave arrangement. c) Where an employee is participating in a Compressed Weeks type of VFWA, the nominated normal hours for any day will constitute the employee’s ordinary hours for the day. Overtime will only be payable where the employee is required to work hours in excess of those ordinary hours on any day or in excess of the total of those ordinary hours in a week. d) Where, on cessation of employment, the employer makes a payment in lieu of notice; or a payment in respect of accrued recreation or long service leave entitlements (instead of transferring leave credits to another employer party to this Enterprise Agreement in the event the employee immediately becomes employed by that employer party), the payment thereof (or the transferred leave credits) shall have regard to any period/s in which the employee participated in a VFWA and be adjusted accordingly. PAID MATERNITY LEAVE AND PAID ADOPTION LEAVE‌ 10.2 Paid maternity leave and paid adoption leave applies in accordance with this clause. This clause comes into effect on 22 December 2009. 10.2.1 Subject to this clause, an employee, other than a casual employee, who has completed 12 months continuous service immediately prior to the birth of the child, or immediately prior to taking custody of an adopted child (as applicable), is entitled to: sixteen (16) weeks paid maternity or adoption leave (as applicable) on or after 22 December 2009 (the “applicable maximum period”). 10.2.2 An employee who, at the time of taking such paid maternity or adoption leave, has been employed in the SA public sector for not less than five (5) years (including any periods of approved unpaid leave), will be entitled to eighteen (18) weeks on or after 14 January 2011 (the “applicable maximum period”). 10.2.3 The following conditions apply to an employee applying for paid maternity leave or paid adoption leave: a) The total of paid and unpaid maternity/adoption/parental/special leave is not to exceed 104 calendar weeks in relation to the employee’s child. For the purposes of this clause, child includes children of a multiple birth/adoption. b) An employee will be entitled to the applicable maximum period, paid at the employee’s ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences. The paid maternity/adoption leave is not to be extended by public holidays, rostered days off, programmed days off or any other leave falling within the period of paid leave. 10.2.4 At the time of applying for paid maternity leave or paid adoption leave, the employee may elect in writing: a) To take the paid leave in 2 periods split into equal proportions during the first 12 months of the commencement of their paid leave; or b) To take the paid leave at half pay in which case, notwithstanding any other clause of this Enterprise Agreement, the employee will be entitled, during the period of leave, to be paid at half the ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences; or c) A combination of (a) and (b). 10.2.5 Part time employees will have the same entitlements as full time employees, but paid on a pro-rata basis according to the average number of contracted hours during the immediately preceding 12 months (disregarding any periods of leave). 10.2.6 During periods of paid or unpaid maternity leave, sick leave with pay will not be granted for a normal period of absence for confinement. However, any illness arising from the incidence of the pregnancy may be covered by sick leave to the extent available, subject to the usual provisions relating to production of a medical certificate and the medical certificate indicates that the illness has arisen from the pregnancy. 10.2.7 Where both prospective parents are employees covered by this Enterprise Agreement, the period of paid maternity or adoption leave (as applicable) may be shared by both employees, provided that the total period of paid maternity or adoption leave does not exceed the applicable maximum and that the leave is taken in periods of not less than four weeks and has regard to the operational needs of the agency or agencies. 10.2.8 The entitlements in this clause will be in addition to, but cannot be taken at the same time as, leave that may be taken as a result of the Commonwealth’s Paid Parental Leave scheme. RETURN TO WORK ON A PART TIME BASIS‌‌ 10.3 Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee’s substantive level, until the child’s second birthday. 10.3.1 The following conditions apply to an employee applying to return on a part time basis: a) The employee will provide such request at least 6 weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday. b) At least 6 weeks prior to the relevant child’s second birthday, the employee will advise the Chief Executive whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis. c) An employee’s return to work part time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave. FAMILY CARER’S LEAVE‌ 10.4 For the purpose of this clause, the following are to be regarded as members of a person’s family: a spouse (including a defacto spouse or a former spouse); a child or step child; a parent or parent in-law; any other member of the person’s household; a grandparent or grandchild; any other person who is dependent on the person’s care. 10.4.1 An employee (other than a casual employee) with responsibilities in relation to a member of the employee’s family who needs the employee’s care and support due to personal injury or for the purposes of caring for a family member who is sick and requires the employee’s care and support or who requires care due to an unexpected emergency, is entitled to up to 10 days (or the equivalent in hours) of their accrued sick leave entitlement in any completed year of continuous service (pro rata for part time employees) to provide care and support for such persons when they are ill. 10.4.2 This access is available if the following conditions are satisfied: the employee must have responsibility for the care of the family member concerned; and the employee produces satisfactory evidence of sickness of the family member, if requested. 10.4.3 The ability to access this leave does not in any way limit an employee’s right to apply for special leave in accordance with arrangements provided elsewhere for this leave. REIMBURSEMENT OF REASONABLE CHILD CARE COSTS‌ 10.5 Where an employee, other than a casual employee, is given less than 24 hours prior notice that the employee is required to work outside of their ordinary hours of work, and consequently the employee utilises paid child care, the agency will reimburse the reasonable child care costs incurred by the employee arising from performing such work, subject to this clause. 10.5.1 The prior period of 24 hours is to be calculated from the time at which the work is to begin. 10.5.2 The work, or the hour/s to be worked, is not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.5.3 The reimbursement will be in respect of the reasonable costs incurred by the employee in respect of the work. 10.5.4 Reimbursement will be made for child care costs in respect of Registered Care or Approved Care after all other sources of reimbursement have been exhausted. Where the child care costs are incurred for child care not in a registered or approved centre, reimbursement will be made in accordance with a child care reimbursement rate, and guidelines, published from time to time by the CPE or the employee’s agency. 10.5.5 The employee will provide the agency with a Child Benefit Claim Form for either Registered Care or Approved Care, tax invoice/receipt, or other supporting documentation as may from time to time be required detailing the cost incurred, or reimbursement sought, in respect of the work. 10.5.6 For the purposes of this clause, a reference to work is a reference to the work outside the employee’s ordinary hours, or regular or systematic pattern of work or hour/s, for which less than 24 hours prior notice is given. REIMBURSEMENT OF REASONABLE TRAVEL COSTS‌ 10.6 Where an employee, other than a casual employee, is required to work outside of their ordinary hours of work and the period of work starts or finishes outside of the ordinary timetabled operating hours of public transport, the employee will be entitled to reimbursement of reasonable home to work or work to home (as applicable) travel costs, subject to this clause. 10.6.1 The work, or the hour/s to be worked, is/are not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.6.2 The employee ordinarily uses public transport. 10.6.3 Travel is by the most direct or appropriate route. 10.6.4 Reimbursement of reasonable taxi costs, or mileage at a rate determined from time to time by the CPE. 10.6.5 The employee will provide the agency with such tax invoice/receipt or other supporting documentation as may from time to time be required detailing the cost incurred or reimbursement sought.

WORKLIFE FLEXIBILITY. ‌ VOLUNTARY FLEXIBLE WORKING ARRANGEMENTS‌ARRANGEMENTS 10.1 13.1 The parties acknowledge the mutual benefit to the employer and employee of Voluntary Flexible Working Arrangements (VFWA) to balance work and other (including family) commitments. 10.1.1 13.1.1 Agencies will promote and improve the awareness of VFWAs in the public sector during the life of this Enterprise Agreement. 10.1.2 13.1.2 A Chief Executive will consider an employee’s request to participate in a VFWA having regard both to the operational needs of the agency or particular workplace, and the employee’s circumstances. 10.1.3 13.1.3 This clause applies for the period an employee participates in a VFWA. a) 13.1.3.1 Subject to this clause, the salary or wages payable to an employee, or applicable to a position, where the employee elects to participate in a VFWA, will be adjusted to take account of the VFWA in which the employee is participating, notwithstanding any other provision in, or Schedule of, this Enterprise Agreement or relevant Award. b) 13.1.3.2 Where an employee is participating in a Purchased Leave type of VFWA, the rate of pay to be used for calculating overtime payments, leave loading or shift penalties will be the rate of pay that would have been payable had the employee not been participating in the Purchased Leave arrangement. c) 13.1.3.3 Where an employee is participating in a Compressed Weeks type of VFWA, the nominated normal hours for any day will constitute the employee’s ordinary hours for the day. Overtime will only be payable where the employee is required to work hours in excess of those ordinary hours on any day or in excess of the total of those ordinary hours in a week. d) 13.1.3.4 Where, on cessation of employment, the employer makes a payment in lieu of notice; or a payment in respect of accrued recreation or long service leave entitlements (instead of transferring leave credits to another employer party to this Enterprise Agreement in the event the employee immediately becomes employed by that employer party), the payment thereof (or the transferred leave credits) shall have regard to any period/s in which the employee participated in a VFWA and be adjusted accordingly. PAID MATERNITY LEAVE AND PAID ADOPTION LEAVE‌LEAVE 10.2 13.2 Paid maternity leave, paid adoption leave and paid adoption leave to enable parent-child relationships through surrogacy parenting applies in accordance with this clause. For the purpose of this clause maternity and adoption leave includes a parent taking primary caring responsibility (parent-child relationship) as a consequence of a surrogacy arrangement. 13.3 This clause comes into effect applies to employees who commence an absence on 22 December 2009maternity leave or adoption leave on or after the date of approval by the SAET of this Enterprise Agreement. 10.2.1 13.3.1 Subject to this clause, an employee, other than a casual employee, who has completed 12 months continuous service immediately prior to the birth of the child, or immediately prior to taking custody of an adopted child (as applicable), is entitled to: sixteen (16) weeks paid maternity or adoption leave (as applicable) on or after 22 December 2009 (the “applicable maximum period”). 10.2.2 An employee who, at the time . “Adopted child” means a child under 16 years of taking such paid maternity or adoption leave, has been employed in the SA public sector for not less than five (5) years (including any periods of approved unpaid leave), will be entitled to eighteen (18) weeks on or after 14 January 2011 (the “applicable maximum period”). 10.2.3 The following conditions apply to an employee applying for paid maternity leave or paid adoption leave: a) The total of paid and unpaid maternity/adoption/parental/special leave is not to exceed 104 calendar weeks in relation to the employee’s childage. For the purposes of this clause, child includes children of a multiple birth/adoption. b) An employee will be entitled to the applicable maximum period, paid at the employee’s ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences. The paid maternity/adoption leave is not to be extended by public holidays, rostered days off, programmed days off or any other leave falling within the period of paid leave. 10.2.4 At the time of applying for paid maternity leave or paid adoption leave, the employee may elect in writing: a) To take the paid leave in 2 periods split into equal proportions during the first 12 months of the commencement of their paid leave; or b) To take the paid leave at half pay in which case, notwithstanding any other clause of this South Australian Modern Public Sector Enterprise Agreement, the employee will be entitled, during the period of leave, to be paid at half the ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences; or c) A combination of (a) and (b). 10.2.5 Part time employees will have the same entitlements as full time employees, but paid on a pro-rata basis according to the average number of contracted hours during the immediately preceding 12 months (disregarding any periods of leave). 10.2.6 During periods of paid or unpaid maternity leave, sick leave with pay will not be granted for a normal period of absence for confinement. However, any illness arising from the incidence of the pregnancy may be covered by sick leave to the extent available, subject to the usual provisions relating to production of a medical certificate and the medical certificate indicates that the illness has arisen from the pregnancy. 10.2.7 Where both prospective parents are employees covered by this Enterprise Agreement, the period of paid maternity or adoption leave (as applicable) may be shared by both employees, provided that the total period of paid maternity or adoption leave does not exceed the applicable maximum and that the leave is taken in periods of not less than four weeks and has regard to the operational needs of the agency or agencies. 10.2.8 The entitlements in this clause will be in addition to, but cannot be taken at the same time as, leave that may be taken as a result of the Commonwealth’s Paid Parental Leave scheme. RETURN TO WORK ON A PART TIME BASIS‌‌ 10.3 Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee’s substantive level, until the child’s second birthday. 10.3.1 The following conditions apply to an employee applying to return on a part time basis: a) The employee will provide such request at least 6 weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday. b) At least 6 weeks prior to the relevant child’s second birthday, the employee will advise the Chief Executive whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis. c) An employee’s return to work part time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave. FAMILY CARER’S LEAVE‌ 10.4 For the purpose of this clause, the following are to be regarded as members of a person’s family: a spouse (including a defacto spouse or a former spouse); a child or step child; a parent or parent in-law; any other member of the person’s household; a grandparent or grandchild; any other person who is dependent on the person’s care. 10.4.1 An employee (other than a casual employee) with responsibilities in relation to a member of the employee’s family who needs the employee’s care and support due to personal injury or for the purposes of caring for a family member who is sick and requires the employee’s care and support or who requires care due to an unexpected emergency, is entitled to up to Salaried 2017 Page 10 days (or the equivalent in hours) of their accrued sick leave entitlement in any completed year of continuous service (pro rata for part time employees) to provide care and support for such persons when they are ill. 10.4.2 This access is available if the following conditions are satisfied: the employee must have responsibility for the care of the family member concerned; and the employee produces satisfactory evidence of sickness of the family member, if requested. 10.4.3 The ability to access this leave does not in any way limit an employee’s right to apply for special leave in accordance with arrangements provided elsewhere for this leave. REIMBURSEMENT OF REASONABLE CHILD CARE COSTS‌ 10.5 Where an employee, other than a casual employee, is given less than 24 hours prior notice that the employee is required to work outside of their ordinary hours of work, and consequently the employee utilises paid child care, the agency will reimburse the reasonable child care costs incurred by the employee arising from performing such work, subject to this clause. 10.5.1 The prior period of 24 hours is to be calculated from the time at which the work is to begin. 10.5.2 The work, or the hour/s to be worked, is not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.5.3 The reimbursement will be in respect of the reasonable costs incurred by the employee in respect of the work. 10.5.4 Reimbursement will be made for child care costs in respect of Registered Care or Approved Care after all other sources of reimbursement have been exhausted. Where the child care costs are incurred for child care not in a registered or approved centre, reimbursement will be made in accordance with a child care reimbursement rate, and guidelines, published from time to time by the CPE or the employee’s agency. 10.5.5 The employee will provide the agency with a Child Benefit Claim Form for either Registered Care or Approved Care, tax invoice/receipt, or other supporting documentation as may from time to time be required detailing the cost incurred, or reimbursement sought, in respect of the work. 10.5.6 For the purposes of this clause, a reference to work is a reference to the work outside the employee’s ordinary hours, or regular or systematic pattern of work or hour/s, for which less than 24 hours prior notice is given. REIMBURSEMENT OF REASONABLE TRAVEL COSTS‌ 10.6 Where an employee, other than a casual employee, is required to work outside of their ordinary hours of work and the period of work starts or finishes outside of the ordinary timetabled operating hours of public transport, the employee will be entitled to reimbursement of reasonable home to work or work to home (as applicable) travel costs, subject to this clause. 10.6.1 The work, or the hour/s to be worked, is/are not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.6.2 The employee ordinarily uses public transport. 10.6.3 Travel is by the most direct or appropriate route. 10.6.4 Reimbursement of reasonable taxi costs, or mileage at a rate determined from time to time by the CPE. 10.6.5 The employee will provide the agency with such tax invoice/receipt or other supporting documentation as may from time to time be required detailing the cost incurred or reimbursement sought./ 185

WORKLIFE FLEXIBILITY. ‌ VOLUNTARY FLEXIBLE WORKING ARRANGEMENTS‌Voluntary Flexible Working Arrangements (‘VFWAs’) 10.1 16.1 The parties acknowledge the mutual benefit to the employer and employee of Voluntary Flexible Working Arrangements (VFWA) to balance work and other (including family) commitments. 10.1.1 Agencies 16.1.1 The Adelaide Cemeteries Authority will promote and improve the awareness of VFWAs in the public sector workplace during the life of this Enterprise Agreement. 10.1.2 A 16.1.2 The Chief Executive Officer will consider an employee’s request to participate in a VFWA having regard both to the operational needs of the agency or particular workplace, workplace and the employee’s circumstances. 10.1.3 16.1.3 This clause applies for the period an employee participates in a VFWA. (a) Subject to this clause, the salary or wages payable to an employee, or applicable to a position, where the employee elects to participate in a VFWA, will be adjusted to take account of the VFWA in which the employee is participating, notwithstanding any other provision in, or Schedule of, this Enterprise Agreement or relevant the Award. (b) Where an employee is participating in a Purchased Leave type of VFWA, the rate of pay to be used for calculating overtime payments, leave loading or shift penalties will be the rate of pay that would have been payable had the employee not been participating in the Purchased Leave arrangement. (c) Where an employee is participating in a Compressed Weeks type of VFWA, the nominated normal hours for any day will constitute the employee’s ordinary hours for the day. Overtime will only be payable where the employee is required to work hours in excess of those ordinary hours on any day or in excess of the total of those ordinary hours in a week.. Adelaide Cemeteries Authority (Salaried) Enterprise Agreement 2010 Enterprise Agreement – Salaried Employees 11 (d) Where, on cessation of employment, the employer makes a payment in lieu of notice; or a payment in respect of accrued recreation Annual Leave or long service leave entitlements (instead of transferring leave credits to another employer party to this Enterprise Agreement in the event the employee immediately becomes employed by that employer party)Long Service Leave entitlements, the payment thereof (or the transferred leave credits) shall have regard to any period/s in which the employee participated in a VFWA and be adjusted accordingly. PAID MATERNITY LEAVE AND PAID ADOPTION LEAVE‌ 10.2 Paid maternity leave and paid adoption leave applies in accordance with this clause. This clause comes into effect on 22 December 2009. 10.2.1 Subject to this clause, an employee, other than a casual employee, who has completed 12 months continuous service immediately prior to the birth of the child, or immediately prior to taking custody of an adopted child (as applicable), is entitled to: sixteen (16) weeks paid maternity or adoption leave (as applicable) on or after 22 December 2009 (the “applicable maximum period”). 10.2.2 An employee who, at the time of taking such paid maternity or adoption leave, has been employed in the SA public sector for not less than five (5) years (including any periods of approved unpaid leave), will be entitled to eighteen (18) weeks on or after 14 January 2011 (the “applicable maximum period”). 10.2.3 The following conditions apply to an employee applying for paid maternity leave or paid adoption leave: a) The total of paid and unpaid maternity/adoption/parental/special leave is not to exceed 104 calendar weeks in relation to the employee’s child. For the purposes of this clause, child includes children of a multiple birth/adoption. b) An employee will be entitled to the applicable maximum period, paid at the employee’s ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences. The paid maternity/adoption leave is not to be extended by public holidays, rostered days off, programmed days off or any other leave falling within the period of paid leave. 10.2.4 At the time of applying for paid maternity leave or paid adoption leave, the employee may elect in writing: a) To take the paid leave in 2 periods split into equal proportions during the first 12 months of the commencement of their paid leave; or b) To take the paid leave at half pay in which case, notwithstanding any other clause of this Enterprise Agreement, the employee will be entitled, during the period of leave, to be paid at half the ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences; or c) A combination of (a) and (b). 10.2.5 Part time employees will have the same entitlements as full time employees, but paid on a pro-rata basis according to the average number of contracted hours during the immediately preceding 12 months (disregarding any periods of leave). 10.2.6 During periods of paid or unpaid maternity leave, sick leave with pay will not be granted for a normal period of absence for confinement. However, any illness arising from the incidence of the pregnancy may be covered by sick leave to the extent available, subject to the usual provisions relating to production of a medical certificate and the medical certificate indicates that the illness has arisen from the pregnancy. 10.2.7 Where both prospective parents are employees covered by this Enterprise Agreement, the period of paid maternity or adoption leave (as applicable) may be shared by both employees, provided that the total period of paid maternity or adoption leave does not exceed the applicable maximum and that the leave is taken in periods of not less than four weeks and has regard to the operational needs of the agency or agencies. 10.2.8 The entitlements in this clause will be in addition to, but cannot be taken at the same time as, leave that may be taken as a result of the Commonwealth’s Paid Parental Leave scheme. RETURN TO WORK ON A PART TIME BASIS‌‌ 10.3 Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee’s substantive level, until the child’s second birthday. 10.3.1 The following conditions apply to an employee applying to return on a part time basis: a) The employee will provide such request at least 6 weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday. b) At least 6 weeks prior to the relevant child’s second birthday, the employee will advise the Chief Executive whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis. c) An employee’s return to work part time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave. FAMILY CARER’S LEAVE‌ 10.4 For the purpose of this clause, the following are to be regarded as members of a person’s family: a spouse (including a defacto spouse or a former spouse); a child or step child; a parent or parent in-law; any other member of the person’s household; a grandparent or grandchild; any other person who is dependent on the person’s care. 10.4.1 An employee (other than a casual employee) with responsibilities in relation to a member of the employee’s family who needs the employee’s care and support due to personal injury or for the purposes of caring for a family member who is sick and requires the employee’s care and support or who requires care due to an unexpected emergency, is entitled to up to 10 days (or the equivalent in hours) of their accrued sick leave entitlement in any completed year of continuous service (pro rata for part time employees) to provide care and support for such persons when they are ill. 10.4.2 This access is available if the following conditions are satisfied: the employee must have responsibility for the care of the family member concerned; and the employee produces satisfactory evidence of sickness of the family member, if requested. 10.4.3 The ability to access this leave does not in any way limit an employee’s right to apply for special leave in accordance with arrangements provided elsewhere for this leave. REIMBURSEMENT OF REASONABLE CHILD CARE COSTS‌ 10.5 Where an employee, other than a casual employee, is given less than 24 hours prior notice that the employee is required to work outside of their ordinary hours of work, and consequently the employee utilises paid child care, the agency will reimburse the reasonable child care costs incurred by the employee arising from performing such work, subject to this clause. 10.5.1 The prior period of 24 hours is to be calculated from the time at which the work is to begin. 10.5.2 The work, or the hour/s to be worked, is not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.5.3 The reimbursement will be in respect of the reasonable costs incurred by the employee in respect of the work. 10.5.4 Reimbursement will be made for child care costs in respect of Registered Care or Approved Care after all other sources of reimbursement have been exhausted. Where the child care costs are incurred for child care not in a registered or approved centre, reimbursement will be made in accordance with a child care reimbursement rate, and guidelines, published from time to time by the CPE or the employee’s agency. 10.5.5 The employee will provide the agency with a Child Benefit Claim Form for either Registered Care or Approved Care, tax invoice/receipt, or other supporting documentation as may from time to time be required detailing the cost incurred, or reimbursement sought, in respect of the work. 10.5.6 For the purposes of this clause, a reference to work is a reference to the work outside the employee’s ordinary hours, or regular or systematic pattern of work or hour/s, for which less than 24 hours prior notice is given. REIMBURSEMENT OF REASONABLE TRAVEL COSTS‌ 10.6 Where an employee, other than a casual employee, is required to work outside of their ordinary hours of work and the period of work starts or finishes outside of the ordinary timetabled operating hours of public transport, the employee will be entitled to reimbursement of reasonable home to work or work to home (as applicable) travel costs, subject to this clause. 10.6.1 The work, or the hour/s to be worked, is/are not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.6.2 The employee ordinarily uses public transport. 10.6.3 Travel is by the most direct or appropriate route. 10.6.4 Reimbursement of reasonable taxi costs, or mileage at a rate determined from time to time by the CPE. 10.6.5 The employee will provide the agency with such tax invoice/receipt or other supporting documentation as may from time to time be required detailing the cost incurred or reimbursement sought.

WORKLIFE FLEXIBILITY. ‌ VOLUNTARY FLEXIBLE WORKING ARRANGEMENTS‌Voluntary Flexible Working Arrangements (‘VFWAs’) 10.1 15.1 The parties acknowledge the mutual benefit to the employer and employee of Voluntary Flexible Working Arrangements (VFWA) to balance work and other (including family) commitments. 10.1.1 Agencies 15.1.1 The Adelaide Cemeteries Authority will promote and improve the awareness of VFWAs in the public sector workplace during the life of this Enterprise Agreement. 10.1.2 A 15.1.2 The Chief Executive Officer will consider an employee’s request to participate in a VFWA having regard both to the operational needs of the agency or particular workplace, workplace and the employee’s circumstances. 10.1.3 15.1.3 This clause applies for the period an employee participates in a VFWA. (a) Subject to this clause, the salary or wages payable to an employee, or applicable to a position, where the employee elects to participate in a VFWA, will be adjusted to take account of the VFWA in which the employee is participating, notwithstanding any other provision in, or Schedule of, this Enterprise Agreement or relevant the Award. (b) Where an employee is participating in a Purchased Leave type of VFWA, the rate of pay to be used for calculating overtime payments, leave loading or shift penalties will be the rate of pay that would have been payable had the employee not been participating in the Purchased Leave arrangement. (c) Where an employee is participating in a Compressed Weeks type of VFWA, the nominated normal hours for any day will constitute the employee’s ordinary hours for the day. Overtime will only be payable where the employee is required to work hours in excess of those ordinary hours on any day or in excess of the total of those ordinary hours in a week. (d) Where, on cessation of employment, the employer makes a payment in lieu of notice; or a payment in respect of accrued recreation Annual Leave or long service leave entitlements (instead of transferring leave credits to another employer party to this Enterprise Agreement in the event the employee immediately becomes employed by that employer party)Long Service Leave entitlements, the payment thereof (or the transferred leave credits) shall have regard to any period/s in which the employee participated in a VFWA and be adjusted accordingly. PAID MATERNITY LEAVE AND PAID ADOPTION LEAVE‌Reimbursement of Reasonable Travel Costs 10.2 Paid maternity leave and paid adoption leave applies in accordance with this clause. This clause comes into effect on 22 December 2009. 10.2.1 Subject to this clause, an employee, other than a casual employee, who has completed 12 months continuous service immediately prior to the birth of the child, or immediately prior to taking custody of an adopted child (as applicable), is entitled to: sixteen (16) weeks paid maternity or adoption leave (as applicable) on or after 22 December 2009 (the “applicable maximum period”). 10.2.2 An employee who, at the time of taking such paid maternity or adoption leave, has been employed in the SA public sector for not less than five (5) years (including any periods of approved unpaid leave), will be entitled to eighteen (18) weeks on or after 14 January 2011 (the “applicable maximum period”). 10.2.3 The following conditions apply to an employee applying for paid maternity leave or paid adoption leave: a) The total of paid and unpaid maternity/adoption/parental/special leave is not to exceed 104 calendar weeks in relation to the employee’s child. For the purposes of this clause, child includes children of a multiple birth/adoption. b) An employee will be entitled to the applicable maximum period, paid at the employee’s ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences. The paid maternity/adoption leave is not to be extended by public holidays, rostered days off, programmed days off or any other leave falling within the period of paid leave. 10.2.4 At the time of applying for paid maternity leave or paid adoption leave, the employee may elect in writing: a) To take the paid leave in 2 periods split into equal proportions during the first 12 months of the commencement of their paid leave; or b) To take the paid leave at half pay in which case, notwithstanding any other clause of this Enterprise Agreement, the employee will be entitled, during the period of leave, to be paid at half the ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences; or c) A combination of (a) and (b). 10.2.5 Part time employees will have the same entitlements as full time employees, but paid on a pro-rata basis according to the average number of contracted hours during the immediately preceding 12 months (disregarding any periods of leave). 10.2.6 During periods of paid or unpaid maternity leave, sick leave with pay will not be granted for a normal period of absence for confinement. However, any illness arising from the incidence of the pregnancy may be covered by sick leave to the extent available, subject to the usual provisions relating to production of a medical certificate and the medical certificate indicates that the illness has arisen from the pregnancy. 10.2.7 Where both prospective parents are employees covered by this Enterprise Agreement, the period of paid maternity or adoption leave (as applicable) may be shared by both employees, provided that the total period of paid maternity or adoption leave does not exceed the applicable maximum and that the leave is taken in periods of not less than four weeks and has regard to the operational needs of the agency or agencies. 10.2.8 The entitlements in this clause will be in addition to, but cannot be taken at the same time as, leave that may be taken as a result of the Commonwealth’s Paid Parental Leave scheme. RETURN TO WORK ON A PART TIME BASIS‌‌ 10.3 Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee’s substantive level, until the child’s second birthday. 10.3.1 The following conditions apply to an employee applying to return on a part time basis: a) The employee will provide such request at least 6 weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday. b) At least 6 weeks prior to the relevant child’s second birthday, the employee will advise the Chief Executive whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis. c) An employee’s return to work part time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave. FAMILY CARER’S LEAVE‌ 10.4 For the purpose of this clause, the following are to be regarded as members of a person’s family: a spouse (including a defacto spouse or a former spouse); a child or step child; a parent or parent in-law; any other member of the person’s household; a grandparent or grandchild; any other person who is dependent on the person’s care. 10.4.1 An employee (other than a casual employee) with responsibilities in relation to a member of the employee’s family who needs the employee’s care and support due to personal injury or for the purposes of caring for a family member who is sick and requires the employee’s care and support or who requires care due to an unexpected emergency, is entitled to up to 10 days (or the equivalent in hours) of their accrued sick leave entitlement in any completed year of continuous service (pro rata for part time employees) to provide care and support for such persons when they are ill. 10.4.2 This access is available if the following conditions are satisfied: the employee must have responsibility for the care of the family member concerned; and the employee produces satisfactory evidence of sickness of the family member, if requested. 10.4.3 The ability to access this leave does not in any way limit an employee’s right to apply for special leave in accordance with arrangements provided elsewhere for this leave. REIMBURSEMENT OF REASONABLE CHILD CARE COSTS‌ 10.5 Where an employee, other than a casual employee, is given less than 24 hours prior notice that the employee is required to work outside of their ordinary hours of work, and consequently the employee utilises paid child care, the agency will reimburse the reasonable child care costs incurred by the employee arising from performing such work, subject to this clause. 10.5.1 The prior period of 24 hours is to be calculated from the time at which the work is to begin. 10.5.2 The work, or the hour/s to be worked, is not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.5.3 The reimbursement will be in respect of the reasonable costs incurred by the employee in respect of the work. 10.5.4 Reimbursement will be made for child care costs in respect of Registered Care or Approved Care after all other sources of reimbursement have been exhausted. Where the child care costs are incurred for child care not in a registered or approved centre, reimbursement will be made in accordance with a child care reimbursement rate, and guidelines, published from time to time by the CPE or the employee’s agency. 10.5.5 The employee will provide the agency with a Child Benefit Claim Form for either Registered Care or Approved Care, tax invoice/receipt, or other supporting documentation as may from time to time be required detailing the cost incurred, or reimbursement sought, in respect of the work. 10.5.6 For the purposes of this clause, a reference to work is a reference to the work outside the employee’s ordinary hours, or regular or systematic pattern of work or hour/s, for which less than 24 hours prior notice is given. REIMBURSEMENT OF REASONABLE TRAVEL COSTS‌ 10.6 15.2 Where an employee, other than a casual employee, is required to work outside of their ordinary hours of work and the period of work starts or finishes outside of the ordinary timetabled operating hours of public transport, the employee will be entitled to reimbursement of reasonable home to work or work to home (as applicable) travel costs, subject to this clause. 10.6.1 15.2.1 The work, or the hour/s to be worked, is/are not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.6.2 15.2.2 The employee ordinarily uses public transport. 10.6.3 15.2.3 Travel is by the most direct or appropriate route. 10.6.4 15.2.4 Reimbursement of reasonable taxi costs, or mileage at a rate determined from time to time by the CPE. 10.6.5 The employee will provide the agency with such tax invoice/receipt or other supporting documentation as may from time to time be required detailing the cost incurred or reimbursement sought.Commissioner. E&EO Without Prejudice Ballot Version Enterprise Agreement – Weekly Paid Employees 12

WORKLIFE FLEXIBILITY. ‌ VOLUNTARY FLEXIBLE WORKING ARRANGEMENTS‌ARRANGEMENTS 10.1 The parties acknowledge the mutual benefit to the employer and employee of Voluntary Flexible Working Arrangements (VFWA) to balance work and other (including family) commitments. 10.1.1 Agencies will promote and improve the awareness of VFWAs in the public sector during the life of this Enterprise Agreement. 10.1.2 A Chief Executive will consider an employee’s request to participate in a VFWA having regard both to the operational needs of the agency or particular workplace, and the employee’s circumstances. 10.1.3 This clause applies for the period an employee participates in a VFWA. a) Subject to this clause, the salary or wages payable to an employee, or applicable to a position, where the employee elects to participate in a VFWA, will be adjusted to take account of the VFWA in which the employee is participating, notwithstanding any other provision in, or Schedule of, this Enterprise Agreement or relevant Award. b) Where an employee is participating in a Purchased Leave type of VFWA, the rate of pay to be used for calculating overtime payments, leave loading or shift penalties will be the rate of pay that would have been payable had the employee not been participating in the Purchased Leave arrangement. c) Where an employee is participating in a Compressed Weeks type of VFWA, the nominated normal hours for any day will constitute the employee’s ordinary hours for the day. Overtime will only be payable where the employee is required to work hours in excess of those ordinary hours on any day or in excess of the total of those ordinary hours in a week. d) Where, on cessation of employment, the employer makes a payment in lieu of notice; or a payment in respect of accrued recreation or long service leave entitlements (instead of transferring leave credits to another employer party to this Enterprise Agreement in the event the employee immediately becomes employed by that employer party), the payment thereof (or the transferred leave credits) shall have regard to any period/s in which the employee participated in a VFWA and be adjusted accordingly. PAID MATERNITY LEAVE AND PAID ADOPTION LEAVE‌LEAVE 10.2 Paid maternity leave and paid adoption leave applies in accordance with this clause. This clause comes into effect applies to employees who commence an absence on 22 December 2009maternity leave or adoption leave on or after the date of approval by the Commission of this Enterprise Agreement. 10.2.1 Subject to this clause, an employee, other than a casual employee, who has completed 12 months continuous service immediately prior to the birth of the child, or immediately prior to taking custody of an adopted child (as applicable), is entitled to: sixteen (16) weeks paid maternity or adoption leave (as applicable) on or after 22 December 2009 (the “applicable maximum period”). 10.2.2 An employee who, at the time of taking such paid maternity or adoption leave, has been employed in the SA public sector for not less than five (5) years (including any periods of approved unpaid leave), will be entitled to eighteen (18) weeks on or after 14 January 2011 (the . “applicable maximum period”). 10.2.3 The following conditions apply to an employee applying for paid maternity leave or paid adoption leave: a) The total of paid and unpaid maternity/adoption/parental/special leave is not to exceed 104 calendar weeks in relation to the employee’s Adopted child. For the purposes of this clause, child includes children of a multiple birth/adoption. b) An employee will be entitled to the applicable maximum period, paid at the employee’s ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences. The paid maternity/adoption leave is not to be extended by public holidays, rostered days off, programmed days off or any other leave falling within the period of paid leave. 10.2.4 At the time of applying for paid maternity leave or paid adoption leave, the employee may elect in writing: a) To take the paid leave in 2 periods split into equal proportions during the first 12 months of the commencement of their paid leave; or b) To take the paid leave at half pay in which case, notwithstanding any other clause of this Enterprise Agreement, the employee will be entitled, during the period of leave, to be paid at half the ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences; or c) A combination of (a) and (b). 10.2.5 Part time employees will have the same entitlements as full time employees, but paid on a pro-rata basis according to the average number of contracted hours during the immediately preceding 12 months (disregarding any periods of leave). 10.2.6 During periods of paid or unpaid maternity leave, sick leave with pay will not be granted for a normal period of absence for confinement. However, any illness arising from the incidence of the pregnancy may be covered by sick leave to the extent available, subject to the usual provisions relating to production of a medical certificate and the medical certificate indicates that the illness has arisen from the pregnancy. 10.2.7 Where both prospective parents are employees covered by this Enterprise Agreement, the period of paid maternity or adoption leave (as applicable) may be shared by both employees, provided that the total period of paid maternity or adoption leave does not exceed the applicable maximum and that the leave is taken in periods of not less than four weeks and has regard to the operational needs of the agency or agencies. 10.2.8 The entitlements in this clause will be in addition to, but cannot be taken at the same time as, leave that may be taken as a result of the Commonwealth’s Paid Parental Leave scheme. RETURN TO WORK ON A PART TIME BASIS‌‌ 10.3 Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee’s substantive level, until the child’s second birthday. 10.3.1 The following conditions apply to an employee applying to return on a part time basis: a) The employee will provide such request at least 6 weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday. b) At least 6 weeks prior to the relevant child’s second birthday, the employee will advise the Chief Executive whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis. c) An employee’s return to work part time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave. FAMILY CARER’S LEAVE‌ 10.4 For the purpose of this clause, the following are to be regarded as members of a person’s family: a spouse (including a defacto spouse or a former spouse); ” means a child or step child; a parent or parent in-law; any other member under 16 years of the person’s household; a grandparent or grandchild; any other person who is dependent on the person’s careage. 10.4.1 An employee (other than a casual employee) with responsibilities in relation to a member of the employee’s family who needs the employee’s care and support due to personal injury or for the purposes of caring for a family member who is sick and requires the employee’s care and support or who requires care due to an unexpected emergency, is entitled to up to 10 days (or the equivalent in hours) of their accrued sick leave entitlement in any completed year of continuous service (pro rata for part time employees) to provide care and support for such persons when they are ill. 10.4.2 This access is available if the following conditions are satisfied: the employee must have responsibility for the care of the family member concerned; and the employee produces satisfactory evidence of sickness of the family member, if requested. 10.4.3 The ability to access this leave does not in any way limit an employee’s right to apply for special leave in accordance with arrangements provided elsewhere for this leave. REIMBURSEMENT OF REASONABLE CHILD CARE COSTS‌ 10.5 Where an employee, other than a casual employee, is given less than 24 hours prior notice that the employee is required to work outside of their ordinary hours of work, and consequently the employee utilises paid child care, the agency will reimburse the reasonable child care costs incurred by the employee arising from performing such work, subject to this clause. 10.5.1 The prior period of 24 hours is to be calculated from the time at which the work is to begin. 10.5.2 The work, or the hour/s to be worked, is not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.5.3 The reimbursement will be in respect of the reasonable costs incurred by the employee in respect of the work. 10.5.4 Reimbursement will be made for child care costs in respect of Registered Care or Approved Care after all other sources of reimbursement have been exhausted. Where the child care costs are incurred for child care not in a registered or approved centre, reimbursement will be made in accordance with a child care reimbursement rate, and guidelines, published from time to time by the CPE or the employee’s agency. 10.5.5 The employee will provide the agency with a Child Benefit Claim Form for either Registered Care or Approved Care, tax invoice/receipt, or other supporting documentation as may from time to time be required detailing the cost incurred, or reimbursement sought, in respect of the work. 10.5.6 For the purposes of this clause, a reference to work is a reference to the work outside the employee’s ordinary hours, or regular or systematic pattern of work or hour/s, for which less than 24 hours prior notice is given. REIMBURSEMENT OF REASONABLE TRAVEL COSTS‌ 10.6 Where an employee, other than a casual employee, is required to work outside of their ordinary hours of work and the period of work starts or finishes outside of the ordinary timetabled operating hours of public transport, the employee will be entitled to reimbursement of reasonable home to work or work to home (as applicable) travel costs, subject to this clause. 10.6.1 The work, or the hour/s to be worked, is/are not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.6.2 The employee ordinarily uses public transport. 10.6.3 Travel is by the most direct or appropriate route. 10.6.4 Reimbursement of reasonable taxi costs, or mileage at a rate determined from time to time by the CPE. 10.6.5 The employee will provide the agency with such tax invoice/receipt or other supporting documentation as may from time to time be required detailing the cost incurred or reimbursement sought.

WORKLIFE FLEXIBILITY. ‌ VOLUNTARY FLEXIBLE WORKING ARRANGEMENTS‌ARRANGEMENTS 10.1 13.1 The parties acknowledge the mutual benefit to the employer and employee of Voluntary Flexible Working Arrangements (VFWA) to balance work and other (including family) commitments. 10.1.1 13.1.1 Agencies will promote and improve the awareness of VFWAs in the public sector during the life of this Enterprise Agreement. 10.1.2 13.1.2 A Chief Executive will consider an employee’s request to participate in a VFWA having regard both to the operational needs of the agency or particular workplace, and the employee’s circumstances. 10.1.3 13.1.3 This clause applies for the period an employee participates in a VFWA. a) 13.1.3.1 Subject to this clause, the salary or wages payable to an employee, or applicable to a position, where the employee elects to participate in a VFWA, will be adjusted to take account of the VFWA in which the employee is participating, notwithstanding any other provision in, or Schedule of, this Enterprise Agreement or relevant Award. b) 13.1.3.2 Where an employee is participating in a Purchased Leave type of VFWA, the rate of pay to be used for calculating overtime payments, leave loading or shift penalties will be the rate of pay that would have been payable had the employee not been participating in the Purchased Leave arrangement. c) 13.1.3.3 Where an employee is participating in a Compressed Weeks type of VFWA, the nominated normal hours for any day will constitute the employee’s ordinary hours for the day. Overtime will only be payable where the employee is required to work hours in excess of those ordinary hours on any day or in excess of the total of those ordinary hours in a week. d) 13.1.3.4 Where, on cessation of employment, the employer makes a payment in lieu of notice; or a payment in respect of accrued recreation or long service leave entitlements (instead of transferring leave credits to another employer party to this Enterprise Agreement in the event the employee immediately becomes employed by that employer party), the payment thereof (or the transferred leave credits) shall have regard to any period/s in which the employee participated in a VFWA and be adjusted accordingly. PAID MATERNITY LEAVE AND PAID ADOPTION LEAVE‌LEAVE 10.2 13.2 Paid maternity leave, paid adoption leave and paid adoption leave to enable parent-child relationships through surrogacy parenting applies in accordance with this clause. For the purpose of this clause maternity and adoption leave includes a parent taking primary caring responsibility (parent-child relationship) as a consequence of a surrogacy arrangement. 13.3 This clause comes into effect applies to employees who commence an absence on 22 December 2009maternity leave or adoption leave on or after the date of approval by the SAET of this Enterprise Agreement. 10.2.1 13.3.1 Subject to this clause, an employee, other than a casual employee, who has completed 12 months continuous service immediately prior to the birth of the child, or immediately prior to taking custody of an adopted child (as applicable), is entitled to: sixteen (16) weeks paid maternity or adoption leave (as applicable) on or after 22 December 2009 (the “applicable maximum period”). 10.2.2 An employee who, at the time of taking such paid maternity or adoption leave, has been employed in the SA public sector for not less than five (5) years (including any periods of approved unpaid leave), will be entitled to eighteen (18) weeks on or after 14 January 2011 (the . “applicable maximum period”). 10.2.3 The following conditions apply to an employee applying for paid maternity leave or paid adoption leave: a) The total of paid and unpaid maternity/adoption/parental/special leave is not to exceed 104 calendar weeks in relation to the employee’s Adopted child. For the purposes of this clause, child includes children of a multiple birth/adoption. b) An employee will be entitled to the applicable maximum period, paid at the employee’s ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences. The paid maternity/adoption leave is not to be extended by public holidays, rostered days off, programmed days off or any other leave falling within the period of paid leave. 10.2.4 At the time of applying for paid maternity leave or paid adoption leave, the employee may elect in writing: a) To take the paid leave in 2 periods split into equal proportions during the first 12 months of the commencement of their paid leave; or b) To take the paid leave at half pay in which case, notwithstanding any other clause of this Enterprise Agreement, the employee will be entitled, during the period of leave, to be paid at half the ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences; or c) A combination of (a) and (b). 10.2.5 Part time employees will have the same entitlements as full time employees, but paid on a pro-rata basis according to the average number of contracted hours during the immediately preceding 12 months (disregarding any periods of leave). 10.2.6 During periods of paid or unpaid maternity leave, sick leave with pay will not be granted for a normal period of absence for confinement. However, any illness arising from the incidence of the pregnancy may be covered by sick leave to the extent available, subject to the usual provisions relating to production of a medical certificate and the medical certificate indicates that the illness has arisen from the pregnancy. 10.2.7 Where both prospective parents are employees covered by this Enterprise Agreement, the period of paid maternity or adoption leave (as applicable) may be shared by both employees, provided that the total period of paid maternity or adoption leave does not exceed the applicable maximum and that the leave is taken in periods of not less than four weeks and has regard to the operational needs of the agency or agencies. 10.2.8 The entitlements in this clause will be in addition to, but cannot be taken at the same time as, leave that may be taken as a result of the Commonwealth’s Paid Parental Leave scheme. RETURN TO WORK ON A PART TIME BASIS‌‌ 10.3 Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee’s substantive level, until the child’s second birthday. 10.3.1 The following conditions apply to an employee applying to return on a part time basis: a) The employee will provide such request at least 6 weeks prior to the date on which the employee’s maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child’s second birthday. b) At least 6 weeks prior to the relevant child’s second birthday, the employee will advise the Chief Executive whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis. c) An employee’s return to work part time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave. FAMILY CARER’S LEAVE‌ 10.4 For the purpose of this clause, the following are to be regarded as members of a person’s family: a spouse (including a defacto spouse or a former spouse); ” means a child or step child; a parent or parent in-law; any other member under 16 years of the person’s household; a grandparent or grandchild; any other person who is dependent on the person’s careage. 10.4.1 An employee (other than a casual employee) with responsibilities in relation to a member of the employee’s family who needs the employee’s care and support due to personal injury or for the purposes of caring for a family member who is sick and requires the employee’s care and support or who requires care due to an unexpected emergency, is entitled to up to 10 days (or the equivalent in hours) of their accrued sick leave entitlement in any completed year of continuous service (pro rata for part time employees) to provide care and support for such persons when they are ill. 10.4.2 This access is available if the following conditions are satisfied: the employee must have responsibility for the care of the family member concerned; and the employee produces satisfactory evidence of sickness of the family member, if requested. 10.4.3 The ability to access this leave does not in any way limit an employee’s right to apply for special leave in accordance with arrangements provided elsewhere for this leave. REIMBURSEMENT OF REASONABLE CHILD CARE COSTS‌ 10.5 Where an employee, other than a casual employee, is given less than 24 hours prior notice that the employee is required to work outside of their ordinary hours of work, and consequently the employee utilises paid child care, the agency will reimburse the reasonable child care costs incurred by the employee arising from performing such work, subject to this clause. 10.5.1 The prior period of 24 hours is to be calculated from the time at which the work is to begin. 10.5.2 The work, or the hour/s to be worked, is not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.5.3 The reimbursement will be in respect of the reasonable costs incurred by the employee in respect of the work. 10.5.4 Reimbursement will be made for child care costs in respect of Registered Care or Approved Care after all other sources of reimbursement have been exhausted. Where the child care costs are incurred for child care not in a registered or approved centre, reimbursement will be made in accordance with a child care reimbursement rate, and guidelines, published from time to time by the CPE or the employee’s agency. 10.5.5 The employee will provide the agency with a Child Benefit Claim Form for either Registered Care or Approved Care, tax invoice/receipt, or other supporting documentation as may from time to time be required detailing the cost incurred, or reimbursement sought, in respect of the work. 10.5.6 For the purposes of this clause, a reference to work is a reference to the work outside the employee’s ordinary hours, or regular or systematic pattern of work or hour/s, for which less than 24 hours prior notice is given. REIMBURSEMENT OF REASONABLE TRAVEL COSTS‌ 10.6 Where an employee, other than a casual employee, is required to work outside of their ordinary hours of work and the period of work starts or finishes outside of the ordinary timetabled operating hours of public transport, the employee will be entitled to reimbursement of reasonable home to work or work to home (as applicable) travel costs, subject to this clause. 10.6.1 The work, or the hour/s to be worked, is/are not part of a regular or systematic pattern of work or hour/s performed by the employee. 10.6.2 The employee ordinarily uses public transport. 10.6.3 Travel is by the most direct or appropriate route. 10.6.4 Reimbursement of reasonable taxi costs, or mileage at a rate determined from time to time by the CPE. 10.6.5 The employee will provide the agency with such tax invoice/receipt or other supporting documentation as may from time to time be required detailing the cost incurred or reimbursement sought.