Employees may take paid personal/carer’s leave for the following reasons:
because the employee is not fit for work because of a personal illness, or a personal injury, affecting the employee; or
to provide care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care
Unused personal/carer’s leave is not paid out on termination of employment. During the notice period (the time between the employee informing the service they are resigning and the actual date they finish up) an employee may continue to use their personal/carer’s leave should they have reason to do so in accordance with the National Employment
A contract of employment should be given to an applicant when the employer makes the offer of employment to the employee. Time should be allowed for the employee to consider the content, and it should be signed by both the employer (a representative of your management committee/owner) and the employee.
A copy must be given
Regular reviews of contracts will ensure they remain relevant, but it is not necessary to re-issue them every year.
Contracts of employment for permanent employees remain active throughout the entire period of employment. Changes to an initial contract can only be made after consultation, which is a discrete process in its own right, and failure
Entitlements that are paid out on termination include:
accrued and pro rata (unused) annual leave
annual leave loading
accrued and pro rata long service leave (if applicable in accordance with provisions of the Long Service Leave Act 1955)
unused rostered days off (RDOs) and accrued time/overtime (if applicable)
payment in lieu of notice (if
For terminating employees , the tax on any lump sum payments for pro rata payment of salary inclusive of annual leave, annual leave loading and time off instead if overtime, but not ordinary hours, is calculated according to the marginal tax calculation.
Divide total gross lump sum payment by 52 (if paid weekly) or
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