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Keywords |
Sick, Personal, Leave, Caring, Illness, Injury,
Entitlement, Accrual |
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Murdoch University Academic Staff Collective
Workplace Agreement 2006
Clause 20 Personal Leave – Absence on Account of
Illness, Injury or Caring
20.2 Entitlement in 2007 and Subsequent Years
From 1 January 2007 the following arrangements
will apply:
When an Employee is unable to attend work
because of personal illness or injury or because
they are required to care for an ill or injured
person to whom they have a family
responsibility, they are entitled to Personal
Leave of twelve (12) days per year. Untaken
personal leave accumulates from year to year.
Employees will be entitled to an additional
five (5) days per year for the purpose of
caring for an ill or injured person to whom they have
a family responsibility. These additional days
do not accumulate from year to year. It is an
Employee’s responsibility to inform their
Manager/Supervisor as soon as possible of their
inability to attend work. An Employee is then
required to submit an application for the
leave to cover the absence, which must be
supported by a medical certificate for absences in
excess of three (3) days. If an Employee has
exhausted all sick leave entitlements and there
is a need for further sick leave they may
access their other leave entitlements or apply for
Personal Leave without pay.
20.3 Transition and Preservation of Entitlements
During 2007 only, Employees who exhaust
their twelve (12) days personal leave entitlement
will have access to an additional eight (8)
days personal leave. Employees who are employed
by the University on the day this Agreement
commences will continue to have access to
additional sick leave on the same terms as
previously. That is, where an Employee has
exhausted their accumulated personal leave the
Vice Chancellor, recognizing the length of
service and previous sick leave, may approve a
further period or periods of sick leave on full
salary. |
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Murdoch University General Staff Collective
Workplace Agreement 2006
Clause 14.Personal Leave – Absence on Account of
Illness, Injury or Caring
14.1
An employee unable to attend work because of personal
illness or injury, or because he or
she is required to care for an ill or injured
person to whom they have a family responsibility,
is entitled to paid personal leave in
accordance with this clause.
14.2 A full time Employee will accrue twelve
(12) days’ paid personal leave for each completed
twelve (12) months’ continuous service (as
defined).
14.3 The entitlement shall be available one (1)
year in advance on 1 January each year. An
Employee first appointed after 1 January in
any year shall, for the rest of that year, accrue a
pro rata entitlement.
14.4 Unused personal leave shall accumulate from
year to year.
14.5 Where personal leave is taken in advance,
the advance payment shall be offset against any
future accrual and, if necessary, against any
monies payable to the Employee on termination
of employment. Provided that no deduction
shall be made if termination is due to the death
of the Employee.
14.6 When an Employee has exhausted all personal
leave entitlements and is in need of additional
time off, an Employee is able to access annual
leave where approved by the supervisor.
Alternatively the Employee may apply for
Personal Leave without pay.
14.7 Personal leave does not accrue after three
(3) months on Personal Leave Without Pay.
14.8 To be entitled to paid Personal leave the
Employee must provide a medical certificate where
the absence on leave exceeds three (3)
consecutive working days. Where an Employee
establishes a pattern of short leave absences,
the University can require, for the remainder of
the calendar year, a medical certificate for
future absences less than three (3) days.
14.9 An Employee who is unable to attend work
under subclause 14.1 shall notify the
Administrative Head as soon as reasonably
practicable and shall, as soon as reasonably
practicable thereafter, apply for personal
leave to cover the absence; otherwise the Employee
shall be treated as being absent without leave
and shall not be paid;
I where an application for leave is
supported by a medical certificate and the
Administrative Head has reason to
doubt the illness or the reason for the absence, the
Administrative Head may require a
further certificate from a Registered Health
Practitioner nominated by the
Administrative head. Any cost of such further
certificate
will be met by the University.
ii If the report of the Registered Health
Practitioner does not confirm that the Employee is
ill, or if the Employee is not
available for examination at the time of the visit of
the
Registered Health Practitioner or the
Employee fails, without reasonable excuse, to
attend the Registered Health
Practitioner when directed to do so the Employee shall
forfeit any entitlement to paid
personal leave for the period in question.
14.10 Debits for personal leave shall not include
any Holidays which occur during the period of
leave.
14.11 Where an Employee is ill for a period of:
i Seven (7) days or more during annual
leave; or
ii Fourteen (14) days or more during long
service leave;
and produces at the time, or as soon
as possible thereafter, medical evidence
satisfying the Administrative Head
that the Employee is or was, as a result of illness,
confined to the Employee’s place of
residence or a hospital, the period will be treated
as Personal leave and the equivalent
period of Annual Leave or Long Service Leave re-
credited.
14.12 Personal leave shall not be granted during
any period of leave without pay.
14.13 If an employee whose employment terminates
for medical reasons is subsequently
reappointed, the Employee’s personal
leave credits at the date of termination shall be
reinstated.
14.14 If the Administrative head is concerned
about an Employee from a duty of car perspective
the Employee may be required to attend their
Registered Health Practitioner to confirm
their fitness for work and this will be paid
for by the University.
14.15 The Administrative Head may require, in
writing, any staff member whose capacity to
perform duties of his or her office is in
doubt to undergo an independent medical
assessment by an appropriate Registered
Health Practitioner. The cost of the medical
assessment shall be the responsibility of
the University.
14.16 For Shift Workers, personal leave is to be
paid at the hourly rate of pay applicable to that
shift they would otherwise have worked had
they not required the personal leave.
14.17 This clause does not apply to casual
Employees.
14.18 Extended Periods of Caring
Where an Employee has the need for an
extended period of absence for caring for a person
or persons to whom they have a family
responsibility eg: infirm or elderly parents, the
University will, where practicable,
accommodate the absence through use of available
Employee leave, including Personal, Annual
and Long Service Leave, or Leave Without Pay.
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