Common use of BEREAVEMENT/TANGIHANGA LEAVE Clause in Contracts

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary 28.7.3 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 5.6.1 An employee shall be granted bereavement leave on full pay to discharge their obligations and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 5.6.2 In granting time off, and for how long, off the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the The closeness of the association between the employee and the deceased, which deceased (Note: this association need not be a blood relationship;). (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) a Any bereavement leave granted by the employer will not be of shorter duration than the minimum amounts set out by s70 Holidays ▇▇▇ ▇▇▇▇. 5.6.3 A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 5.6.4 If paid bereavement leave is not appropriate, appropriate then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 If (a) Where an employee is absent on annual leave and a bereavement occurs the employer shall be notified and will determine the number of days of bereavement leave to be granted in accordance with 5.6.2 above. The days shall replace the annual leave. (b) If bereavement leave is sought while an employee is absent on annual leave, sick leave on or any other leave with pay, or other discretionary leave on pay, the employer may agree to such leave may be being interrupted and bereavement leave being granted in terms of the preceding clauses. This provision its place. (c) The above provisions will not apply if the employee is on leave without pay. 5.6.6 Payment of bereavement leave will be an amount that is equivalent to the employee’s relevant daily pay for each day of bereavement taken by the employee that would otherwise be a working day for the employee.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ a) An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have he/she has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b) In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (ai) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (bii) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (ciii) the amount of time needed to discharge properly any responsibilities or obligations; (div) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (ev) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c) If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d) If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. 4.1 Refer to the Review and Restructure Policy and Procedures (a) Where the employer carries out a review or restructure of any of the positions covered by this agreement, and such a review or restructure has the potential to affect the job security of any employee covered by this agreement, the employer will enter into a process of consultation with the union(s) and the affected employee(s). Such consultation shall commence as early in the process as possible, and at least one month prior to any final decisions being made provided that in specific instances this period may be reduced by mutual agreement with the union(s) and employees(s) concerned. The purpose of such consultation is to allow the parties sufficient opportunity to investigate options in good faith which would prevent any loss of employment. (b) The University’s approach to surplus situations shall be to explore the possibility of using redeployment, retraining and/or early retirement. Where reasonable efforts to place surplus staff through these options prove unsuccessful redundancy provisions may be invoked. (c) Employees shall receive not less than six months’ notice of the termination of their employment by reason of redundancy, or such shorter or longer period as may be agreed between the employee and the University. They shall have the option to work out their notice where that is practicable. Employees who have been given notice of redundancy will within the period of notice be given reasonable time, on full pay to make arrangements to seek new employment. These arrangements may include, for example, help in the preparation of a CV, job training, counselling, financial management, or attendance at job interviews. The employer will meet reasonable costs.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. e. Following pregnancy loss, the same leave entitlement shall apply set out in clauses F.12 a-d.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 5.7.1 An employee employer shall be granted bereavement approve special bereavement/tangihanga leave on full pay for an employee to discharge any obligations and/or to pay respects to a deceased person with whom they have the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (tangihanga or its equivalent). 28.7.2 5.7.2 If a bereavement occurs while an employee is on annual leave, this leave will be interrupted and bereavement leave granted in terms of clause 5. 7.1. If a bereavement occurs while an employee is absent on sick leave on pay, or other special leave on pay, such leave may be 7.1. This provision will not apply if the employee is on leave without pay. 5.7.3 In granting time off, therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking take the following into account: (a) the The closeness of the association between the employee and the deceased, which deceased (note: this association need not be a blood relationship;). (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death;. (c) the The amount of time needed to discharge properly any responsibilities or obligations;. (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) a A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangementsarrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 (f) If paid bereavement special leave is not appropriate, appropriate then annual leave or leave without pay should be granted, granted but as a last resort. 28.7.4 If (g) When an unveiling ceremony occurs on a working day, leave on pay shall be granted. (h) Notwithstanding the above: (i) The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement occurs while an on the death of the employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days’ paid leave. (ii) The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement on the death of any other person where obligations such as those in 5.7.1 exist is one day. 5.7.4 An employee is absent on annual leave, sick also entitled to 3 days’ paid bereavement leave on payfor a pregnancy which ended by way of a miscarriage or still birth where: • It was their own pregnancy • It was their spouse or partner’s pregnancy • It was the pregnancy of their former spouse or partner if they would have been the biological parent of a child born as a result of the pregnancy • They had undertaken to be the Primary Carer of a child born as a result of the pregnancy, or other discretionary leave on pay, such leave may • They are the spouse or partner of a person who had undertaken to be interrupted and bereavement leave granted in terms the Primary Carer of a child born as a result of the preceding clausespregnancy. This provision will not apply if ‘Primary Carer’ in this context means a person, other than the employee biological mother or her spouse or partner, who takes permanent primary responsibility for the care of a child who is on leave without payunder the age of 6 years.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee shall Employee will be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations If a bereavement occurs while an Employee is absent on paid leave the leave may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 be interrupted and bereavement leave granted. This provision will not apply if the Employee is on leave without pay. In granting time off, and for how long, the employer Employer must administer these provisions in a culturally sensitive manner manner, taking into accountaccount the following points: (a) the closeness of the association between the employee Employee and the deceased, which deceased (Note: This association need not be a blood relationship); (b) whether the employee Employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) A decision on a decision must bereavement leave application will be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangementspossible. In most cases the necessary approval will be given immediately, but Approval may be given retrospectively where necessary 28.7.3 the circumstances reasonably prevent prior application. If paid bereavement special leave is not appropriate, appropriate then annual leave or leave without pay should will be granted, but as a last resort. 28.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 1.7.1 An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 1.7.2 In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) 1.7.3 a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, immediately but may be given retrospectively where necessary. 28.7.3 1.7.4 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 1.7.5 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted interrupted, and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. e. Following pregnancy loss, the same leave entitlement shall apply as set out in clauses F.12 a-d

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ 4.9.1 An employee Employee shall be granted bereavement bereavement/tangihanga leave on full pay to discharge obligations his or her obligation and/or to pay his/her respects to a deceased person with whom they he or she have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance to perform roles at all or part of a Tangihanga tangihanga (or its equivalent), including karanga, mihi, karakia, kaumatua, kuia or kaitautoko. This shall include leave to attend hura kohatu (unveilings), kawe mate (re- enactment of tangihanga), and maumaharatanga (memorial services). 28.7.2 4.9.2 In granting time off, therefore, and for how long, the employer Employer must administer these provisions in a culturally sensitive manner manner, taking into accountaccount the following points: (a) the The closeness of the association between the employee and the deceased, which . (This association need not be a blood relationship); (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangementsarrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary; 28.7.3 4.9.3 If paid bereavement special leave is not appropriate, appropriate then annual leave or leave without pay should be granted, but as a last resort.; 28.7.4 4.9.4 If a bereavement occurs while an employee Employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary special leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee Employee is on leave without pay. 4.9.5 This entitlement is inclusive of and not in addition to the special leave entitlement provided for in the Holidays ▇▇▇ ▇▇▇▇.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. e. Following pregnancy loss, the same leave entitlement shall apply as set out in clauses F.12 a-d

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 7.8.1 An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or of part of a Tangihanga tangihanga (or its equivalent). 28.7.2 7.8.2 In granting time offoff therefore, and for how long, the employer must shall administer these provisions in a culturally sensitive manner taking into account: (a) the The closeness of the association between the employee and the deceased, which ; this association need not be a blood relationship; (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations;; and. (d) reasonable Reasonable travelling time should be allowedallowed for, but for cases involving overseas travel travel, that may not be the full period of travel;. (e) a 7.8.3 A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 7.8.4 If paid bereavement special leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 7.8.5 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, (except when this is taken after relinquishment of office) or other discretionary special leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. e. Following pregnancy loss, the same leave entitlement shall apply as set out in clauses F.12 a-d.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 5.7.1 An employee employer shall be granted bereavement approve special bereavement/tangihanga leave on full pay for an employee to discharge any obligations and/or to pay respects to a deceased person with whom they have the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (tangihanga or its equivalent). 28.7.2 5.7.2 If a bereavement occurs while an employee is on annual leave, this leave will be interrupted and bereavement leave granted in terms of clause 5. 7.1. If a bereavement occurs while an employee is absent on sick leave on pay, or other special leave on pay, such leave may be 7.1. This provision will not apply if the employee is on leave without pay. 5.7.3 In granting time off, therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking take the following into account: (a) the The closeness of the association between the employee and the deceased, which deceased (note: this association need not be a blood relationship;). (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death;. (c) the The amount of time needed to discharge properly any responsibilities or obligations;. (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) a A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangementsarrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 (f) If paid bereavement special leave is not appropriate, appropriate then annual leave or leave without pay should be granted, granted but as a last resort. 28.7.4 If (g) When an unveiling ceremony occurs on a working day, leave on pay shall be granted. (h) Notwithstanding the above: (i) The minimum entitlement prescribed in the Holidays Act 2003 for a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms the death of the preceding clauses. This provision will not apply if employee’s spouse, parent, child, brother or sister, grandparent, grandchild or spouse’s parent is three days’ paid leave. (ii) The minimum entitlement prescribed in the employee Holidays Act 2003 for a bereavement on the death of any other person where obligations such as those in 5.7.1 exist is on leave without payone day.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 F.5.1 An employee shall will be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 F.5.2 In granting time offoff therefore, and for how long, the employer must will administer these provisions in a culturally sensitive manner taking into account: (a) the The closeness of the association between the employee and the deceased, which association need not be a blood relationship.; (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling Reasonable traveling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a The minimum periods of bereavement leave specified in the Holidays Act 2003. (f) Bereavement leave will be granted for reasons specified in the Holidays Act 2003 and its amendments. F.5.3 A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 F.5.4 If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 F.5.5 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary special leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 36.7.1 An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 36.7.2 Bereavement leave provided for under 36.7.1 may be taken in the event of a miscarriage or stillbirth. 36.7.3 In granting time off, and for how long, the employer Employer must administer these provisions in a culturally sensitive manner taking into account: (a) the closeness of the association between the employee Employee and the deceased, which association need not be a blood relationship; (b) whether the employee Employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a decision must be made as quickly as possible so that the employee Employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 36.7.4 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 36.7.5 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee Employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 7.1 An employee Employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have the Employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 7.1.1 Bereavement leave provided for under 7.1 may be taken in the event of a miscarriage or stillbirth. 7.2 In granting time off, and for how long, the employer Employer must administer these provisions in a culturally sensitive manner taking into account: (a) the closeness of the association between the employee Employee and the deceased, which association need not be a blood relationship; (b) whether the employee Employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a decision must be made as quickly as possible so that the employee Employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 7.3 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 7.4 If a bereavement occurs while an employee Employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee Employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 4.9.1 An employee Employee shall be granted bereavement bereavement/tangihanga leave on full pay to discharge obligations his or her obligation and/or to pay his/her respects to a deceased person with whom they he or she have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance to perform roles at all or part of a Tangihanga tangihanga (or its equivalent), including karanga, mihi, karakia, kaumatua, kuia or kaitautoko. This shall include leave to attend hura kohatu (unveilings), kawe mate (re- enactment of tangihanga), and maumaharatanga (memorial services). 28.7.2 4.9.2 In granting time off, therefore, and for how long, the employer Employer must administer these provisions in a culturally sensitive manner manner, taking into accountaccount the following points: (a) the The closeness of the association between the employee and the deceased, which . (This association need not be a blood relationship); (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangementsarrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary; 28.7.3 4.9.3 If paid bereavement special leave is not appropriate, appropriate then annual leave or leave without pay should be granted, but as a last resort.; 28.7.4 4.9.4 If a bereavement occurs while an employee Employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary special leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee Employee is on leave without pay. 4.9.5 This entitlement is inclusive of and not in addition to the special leave entitlement provided for in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a) An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have he/she has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b) In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (ai) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (bii) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (ciii) the amount of time needed to discharge properly any responsibilities or obligations; (div) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (ev) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c) If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d) If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 i. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura köhatu, memorial services/kawe mate and maumaharatanga. 28.7.2 ii. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 iii. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 iv. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee shall be granted bereavement entitled to up to five days leave without loss of pay on full pay each occasion of the death of the employee’s partner, father, mother, brother, sister, child, mother or father-in- law, grandparent, grandchild, or where an employee needs to discharge obligations an obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 . Leave may be extended at the discretion of the employer and leave may be applied in the case of a relative or close friend not specified herein, provided that the various family relationship terms used above include step, de facto and homosexual relationships. If further bereavement leave is required, employees can apply for domestic leave or unpaid leave. Application for bereavement leave must be made through the employee’s Supervisor and will require the agreement of the appropriate Manager. The employee shall ensure that notice is given to Barnardos as soon as practicable on the first day of absence. In granting time off, and for how long, leave the employer Supervisor must administer these provisions in a culturally sensitive manner taking into account: (a) the The closeness of the association between the employee and the deceased, which . (Note: This association need not be a blood relationship;.) (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death;. (c) the The amount of time needed to discharge properly any responsibilities or obligations;. (d) reasonable Reasonable travelling time should shall be allowedallowed for, but for cases involving overseas travel that may not be the full period of travel; (e) a decision must be made as quickly as possible so that . Note: This entitlement is inclusive of and not in addition to the employee is given Bereavement Leave Entitlement provided for in the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary 28.7.3 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇. 28.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (ai) the The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (bii) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (ciii) the The amount of time needed to discharge properly any responsibilities or obligations; (div) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (ev) a A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an the employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee shall Employee will be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have she/he has had a close association. Such obligations If a bereavement occurs while an Employee is absent on paid leave the leave may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 be interrupted and bereavement leave granted. This provision will not apply if the Employee is on leave without pay. In granting time off, and for how long, the employer Employer must administer these provisions in a culturally sensitive manner manner, taking into accountaccount the following points: (a) the closeness of the association between the employee Employee and the deceased, which deceased (Note: This association need not be a blood relationship); (b) whether the employee Employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) A decision on a decision must bereavement leave application will be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangementspossible. In most cases the necessary approval will be given immediately, but Approval may be given retrospectively where necessary 28.7.3 the circumstances reasonably prevent prior application. If paid bereavement special leave is not appropriate, appropriate then annual leave or leave without pay should will be granted, but as a last resort. 28.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 G.14.1 An employee Employee shall be granted bereavement bereavement/tangihanga leave on full pay to discharge obligations his or her obligation and/or to pay his/her respects to a deceased person with whom they he or she have had a close associationassociation or as a result of a pregnancy loss by way of miscarriage or still-birth. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance to perform roles at all or part of a Tangihanga tangihanga (or its equivalent), including karanga, mihi, karakia, kaumatua, kuia or kaitautoko. This shall include leave to attend hura kohatu (unveilings), kawe mate (re-enactment of tangihanga), and maumaharatanga (memorial services). 28.7.2 G.14.2 In granting time off, therefore, and for how long, the employer Employer must administer these provisions in a culturally sensitive manner taking into account: (a) the The closeness of the association between the employee Employee and the deceased, which association need not be a blood relationship; (b) whether Whether the employee Employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a A decision must be made as quickly as possible so that the employee Employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 G.14.3 If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 G.14.4 If a bereavement occurs while an employee Employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary special leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee Employee is on leave without pay. G.14.5 This leave is inclusive of any entitlement to bereavement leave under the Holidays ▇▇▇ ▇▇▇▇.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee ‌ a. You shall be granted bereavement leave on full pay to discharge your obligations and/or to pay your respects to a deceased person with whom they you have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time off, and for how longin specifying the duration, the employer must we will administer these provisions in a culturally sensitive manner taking into account: (a) account the closeness of the association between the employee you and the deceased, which association need not be a blood relationship; (b) ; whether the employee has you have to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) ; the amount of time needed to discharge properly any responsibilities or obligations;. (d) reasonable c. Reasonable travelling time should will be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) a d. A decision must will be made as quickly as possible so that the employee is you are given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, immediately but may be given retrospectively where necessary. 28.7.3 e. If paid bereavement leave is not appropriate, then annual leave or leave without pay should may be granted, but as a last resort. 28.7.4 f. If a bereavement occurs while an employee is you are absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishing office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is you are on leave without pay. g. Following pregnancy loss, the same leave entitlement shall apply as set out above.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 G 14 .1 An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have he/she has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This may include leave to attend memorial services including unveilings/hura kohatu and re-enactment of tangihanga/kawe mate. 28.7.2 G 14 .2 In conjunction with the provisions of the Holidays Act 2003, in granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (ai) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (bii) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (ciii) the amount of time needed to discharge properly any responsibilities or obligations; (div) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (ev) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 G 14 .3 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 G 14 .4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishing of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee Post Doctoral Fellows shall be granted bereavement special bereavement/tangihanga leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga tangihanga (or its equivalent). 28.7.2 . This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the :  The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ;  Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the ;  The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable ;  Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a ;  A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary 28.7.3 . If paid bereavement special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement granted by the employer. Following pregnancy loss, the same leave granted entitlement shall apply as set out in terms of the preceding clauses. This provision will not apply if the employee is on leave without payclause 9 (above).

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. e. Following pregnancy loss, the same leave entitlement shall apply set out in clauses F.12 a-d.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee ‌ a. You shall be granted bereavement leave on full pay to discharge your obligations and/or to pay your respects to a deceased person with whom they you have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time off, and for how longin specifying the duration, the employer must we will administer these provisions in a culturally sensitive manner taking into account: (a) account the closeness of the association between the employee you and the deceased, which association need not be a blood relationship; (b) ; whether the employee has you have to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) ; the amount of time needed to discharge properly any responsibilities or obligations;. (d) reasonable c. Reasonable travelling time should will be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) a d. A decision must will be made as quickly as possible so that the employee is you are given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 e. If paid bereavement leave is not appropriate, then annual leave or leave without pay should may be granted, but as a last resort. 28.7.4 f. If a bereavement occurs while an employee is you are absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishing office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is you are on leave without pay. g. Following pregnancy loss, the same leave entitlement shall apply as set out in clauses 9. a-f.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee shall will be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have she/he has had a close association. Such obligations If a bereavement occurs while an employee is absent on paid leave, the leave may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 be interrupted and bereavement leave granted. This provision will not apply if the employee is on leave without pay. In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner manner, taking into accountaccount the following points: (a) the The closeness of the association between the employee and the deceased, which deceased (Note: this association need not be a blood relationship); (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) . A decision on a decision must bereavement leave application will be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangementspossible. In most cases the necessary approval will be given immediately, but Approval may be given retrospectively where necessary 28.7.3 the circumstances would have reasonably prevented prior application. If paid bereavement special leave is not appropriate, appropriate then annual leave or leave without pay should will be granted, but as a last resort. 28.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ An employee shall will be granted bereavement bereavement/tangihanga leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 In granting time off, and for how long, bereavement/tangihanga leave the employer must administer these provisions in a culturally sensitive manner manner, taking into accountaccount the following points: (a) the The closeness of the association between the employee and the deceased, which deceased (Note: this association need not be a blood relationship;) (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) . A decision on a decision must bereavement leave application will be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangementspossible. In most cases the necessary approval will be given immediately, but Approval may be given retrospectively where necessary 28.7.3 the circumstances would have reasonably prevented prior application. If paid bereavement bereavement/tangihanga leave is not appropriate, appropriate then annual leave or leave without pay should will be granted, but as a last resort. 28.7.4 . If a bereavement occurs while an employee is absent on annual paid leave, sick leave on pay, or other discretionary leave on pay, such the leave may be interrupted and bereavement leave granted in terms of the preceding clausesgranted. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 F.7.1 An employee shall will be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga tangihanga (or its equivalent) including attendance at hura kohatu (unveilings), kawe mate (re-enactment of tangihanga) or maumaharatanga (memorial services). 28.7.2 F.7.2 In granting time offoff therefore, and for how long, the employer must will administer these provisions in a culturally sensitive manner taking into account: (a) the The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a F.7.3 A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 F.7.4 If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 F.7.5 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, (except when this is taken after relinquishment of office) or other discretionary special leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an the employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee Death in New Zealand or Overseas - Employees shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (Tangihanga, or its equivalent). 28.7.2 . If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and ▇▇▇▇▇▇▇▇▇▇▇ leave granted as above. This provision will not apply if the employee is on leave without pay. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner manner, taking into accountaccount the following points: (a) the The closeness of the association between the employee and the deceased, which deceased (Note: This association need not be a blood relationship); (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangementsarrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary; 28.7.3 (f) If paid bereavement special leave is not appropriate, appropriate then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 36.7.1 An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 36.7.2 In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 36.7.3 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 36.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 G.14.1 An employee Employee shall be granted bereavement bereavement/tangihanga leave on full pay to discharge obligations his or her obligation and/or to pay his/her respects to a deceased person with whom they he or she have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance to perform roles at all or part of a Tangihanga tangihanga (or its equivalent), including karanga, mihi, karakia, kaumatua, kuia or kaitautoko. This shall include leave to attend hura kohatu (unveilings), kawe mate (re-enactment of tangihanga), and maumaharatanga (memorial services). 28.7.2 G.14.2 In granting time off, therefore, and for how long, the employer Employer must administer these provisions in a culturally sensitive manner taking into account: (a) the The closeness of the association between the employee Employee and the deceased, which association need not be a blood relationship; (b) whether Whether the employee Employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a A decision must be made as quickly as possible so that the employee Employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 G.14.3 If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 G.14.4 If a bereavement occurs while an employee Employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary special leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee Employee is on leave without pay. G.14.5 This leave is inclusive of any entitlement to bereavement leave under the Holidays ▇▇▇ ▇▇▇▇.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 37.7.1 An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 37.7.2 In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 37.7.3 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 37.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 (a) An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveiling/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 (b) In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (ac) the The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (bd) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (ce) the The amount of time needed to discharge properly any responsibilities or obligations; (df) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (eg) a A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 (h) If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 (i) If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. The employee must notify the Employer as early as possible before they are due to start work if they intend to take bereavement leave. The Employer may require the employee to provide proof of the bereavement.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee a. You shall be granted bereavement leave on full pay to discharge your obligations and/or to pay your respects to a deceased person with whom they you have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time off, and for how longin specifying the duration, the employer must we will administer these provisions in a culturally sensitive manner taking into account: (a) account the closeness of the association between the employee you and the deceased, which association need not be a blood relationship; (b) ; whether the employee has you have to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) ; the amount of time needed to discharge properly any responsibilities or obligations;. (d) reasonable c. Reasonable travelling time should will be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) a d. A decision must will be made as quickly as possible so that the employee is you are given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 e. If paid bereavement leave is not appropriate, then annual leave or leave without pay should may be granted, but as a last resort. 28.7.4 f. If a bereavement occurs while an employee is you are absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishing office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is you are on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee a. You shall be granted bereavement leave on full pay to discharge your obligations and/or to pay your respects to a deceased person with whom they you have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time off, and for how longin specifying the duration, the employer must we will administer these provisions in a culturally sensitive manner taking into account: (a) account the closeness of the association between the employee you and the deceased, which association need not be a blood relationship; (b) ; whether the employee has you have to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) ; the amount of time needed to discharge properly any responsibilities or obligations;. (d) reasonable c. Reasonable travelling time should will be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) a d. A decision must will be made as quickly as possible so that the employee is you are given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 e. If paid bereavement leave is not appropriate, then annual leave or leave without pay should may be granted, but as a last resort. 28.7.4 f. If a bereavement occurs while an employee is you are absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishing office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is you are on leave without pay. g. Following pregnancy loss, the same leave entitlement shall apply as set out in clauses 9. a-f.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 1.7.1 An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 1.7.2 In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 1.7.3 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 1.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An i. The employee shall be granted bereavement leave on full pay to discharge their obligations and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 ii. In granting time off, and for how longin specifying the duration, the employer must will administer these provisions in a culturally sensitive manner taking into account: (a) account the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) ; whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) ; the amount of time needed to discharge properly any responsibilities or obligations;. (d) reasonable iii. Reasonable travelling time should will be allowed, but for cases involving overseas travel that may not be the full period of travel;. (e) a iv. A decision must will be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 v. If paid bereavement leave is not appropriate, then annual leave or leave without pay should may be granted, but as a last resort. 28.7.4 vi. If a bereavement occurs while an the employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishing office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. vii. Following pregnancy loss, the same leave entitlement shall apply as set out in clauses e i-vii above.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 An employee shall be granted bereavement entitled to up to five days leave without loss of pay on full pay each occasion of the death of the employee’s partner, father, mother, brother, sister, child, mother or father-in-law, grandparent, grandchild, or where an employee needs to discharge obligations an obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 . Leave may be extended at the discretion of the employer and leave may be applied in the case of a relative or close friend not specified herein, provided that the various family relationship terms used above include step, de facto and homosexual relationships. If further bereavement leave is required, employees can apply for domestic leave or unpaid leave. Application for bereavement leave must be made through the employee’s Supervisor and will require the agreement of the appropriate Manager. The employee shall ensure that notice is given to Barnardos as soon as practicable on the first day of absence. In granting time off, and for how long, leave the employer Supervisor must administer these provisions in a culturally sensitive manner taking into account: (a) the The closeness of the association between the employee and the deceased, which . (Note: This association need not be a blood relationship;.) (b) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death;. (c) the The amount of time needed to discharge properly any responsibilities or obligations;. (d) reasonable Reasonable travelling time should shall be allowedallowed for, but for cases involving overseas travel that may not be the full period of travel; (e) a decision must be made as quickly as possible so that . Note: This entitlement is inclusive of and not in addition to the employee is given Bereavement Leave Entitlement provided for in the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary 28.7.3 If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇. 28.7.4 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ a) An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b) In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (ai) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (bii) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (ciii) the amount of time needed to discharge properly any responsibilities or obligations; (div) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (ev) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c) If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d) If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a) An employee shall be granted bereavement leave on full pay to discharge obligations and/or to pay respects to a deceased person with whom they have had a close association, this includes the event of a stillbirth or miscarriage. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b) In granting time off, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (ai) the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (bii) whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (ciii) the amount of time needed to discharge properly any responsibilities or obligations; (div) reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (ev) a decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c) If paid bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d) If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. e. Following pregnancy loss, the same leave entitlement shall apply as set out in clauses F.12 a-d.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an the employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (ai) the The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (bii) whether Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (ciii) the The amount of time needed to discharge properly any responsibilities or obligations; (div) reasonable Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (ev) a A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 ‌ a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an the employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. e. Following pregnancy loss, the same leave entitlement shall apply set out in clauses F.13 a-d.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a. An employee shall be granted bereavement leave on full pay to discharge their obligations and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time off, and for how longin specifying the duration, the employer must will administer these provisions in a culturally sensitive manner taking into account: (a) account the closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) ; whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) ; the amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable . Reasonable travelling time should will be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a ; A decision must will be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid bereavement leave is not appropriate, then annual leave or leave without pay should may be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an the employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishing office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay.

BEREAVEMENT/TANGIHANGA LEAVE. 28.7.1 a. An employee shall be granted special bereavement leave on full pay to discharge obligations their obligation and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). 28.7.2 b. In granting time offoff therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) the i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) whether ii. Whether the employee has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; (c) the iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) reasonable iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) a v. A decision must be made as quickly as possible so that the employee is given the maximum time possible to make any necessary arrangements. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary. 28.7.3 c. If paid special bereavement leave is not appropriate, then annual leave or leave without pay should be granted, but as a last resort. 28.7.4 d. If a bereavement occurs while an the employee is absent on annual leave, sick leave on pay, long service leave (except when this is taken after relinquishment of office) or other discretionary leave on pay, such leave may be interrupted and bereavement leave granted in terms of the preceding clauses. This provision will not apply if the employee is on leave without pay. e. Following pregnancy loss, the same leave entitlement shall apply set out in clauses F.13 a-d.