<aside> đđž (delete afterwards): The standards referred to here are taken from the Fair Work Act 2009.
</aside>
Unless specified otherwise, employees referred to in this policy mean permanent full-time or part-time employees.
All employees are entitled to leave in accordance with the relevant awards or agreements and statutory provisions. Where the entitlements or practices in this document conflict, the applicable award, workplace agreement, employment contract or employment law takes precedence.
All planned leave has to be mutually agreed, and take into account workloads and the employeeâs needs. Leave must be approved in advance, except when the employee canât anticipate the absence. Any documents regarding leave will be kept on the employeeâs personnel file.
<aside> đđž (delete afterwards): Typically, annual leave is four weeksâ paid leave accrued for each 12 months of employment. This varies in some awards and workplace or employment agreements. A holiday close-down may be specified in the award or workplace agreement.
</aside>
Each employee is entitled to a minimum of {X} days annual leave a year (pro-rata for part-time). Leave entitlements are calculated from the date they started work and accrue in accordance with workplace relations legislation or industrial instruments. Annual leave counts towards continuous service (used when calculating long service leave). Applications for annual leave need to be lodged {X} weeks in advance.
An employee is expected to take accrued annual leave for business close down periods. If insufficient leave is accrued, {Business Name} may direct an employee to take unpaid leave.
{Business Name} will decide on a case-by-case basis whether it will agree with an employee to âcash outâ annual leave as permitted by workplace relations legislation or any industrial instrument.
In some circumstances, leave in advance of what leave has accrued may be approved. This is conditional on the employee agreeing to the business deducting any advance in the event of termination, or to the employee accepting leave without pay.
<aside> đđž (delete afterwards): Sick leave is part of personal/carerâs leave. Personal/Carerâs leave is an employee entitlement which is contained in the National Employment Standards. It is separate to workersâ compensation, which is paid to compensate for an injury or illness incurred while at work.
</aside>
An employee is entitled to a minimum of 10 days of personal/carerâs leave every 12 months which can all be taken as carerâs leave if required. Paid personal leave accrues at the rate of {X} days per month of service and is cumulative.
An employee should notify his/her manager as soon as possible if they are unable to attend work due to illness or injury. Management, at its discretion, may request evidence such as a medical certificate showing that the employee was entitled to take personal leave during the relevant period.
Carer's leave is available to an employee for the care or support of an ill family or household member or if an unexpected emergency affects a family or household member. It is typically part of personal (sick) leave and is dealt with similarly to above.
Employees including casual employees are entitled to take up to two days unpaid carerâs leave for each occasion of family or household member illness or unexpected emergency. An employee cannot take unpaid carerâs leave if they could instead take paid carerâs leave.