Common use of BEREAVEMENT/TANGIHANGA LEAVE Clause in Contracts

BEREAVEMENT/TANGIHANGA LEAVE. (i) An employee shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (ii) In granting time off therefore, 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. (iii) If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer.

BEREAVEMENT/TANGIHANGA LEAVE. (ia) An employee shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (iib) In granting time off therefore, 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. (iiic) If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer.

BEREAVEMENT/TANGIHANGA LEAVE. (i) An i. The employee shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (ii) . In granting time off therefore, 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. (iii) . If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer.

BEREAVEMENT/TANGIHANGA LEAVE. (i) ‌ i. An employee shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (ii) . In granting time off therefore, 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. (iii) . If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer.

BEREAVEMENT/TANGIHANGA LEAVE. (i) ‌ 5.12.1 An employee Employee shall be granted special bereavement/tangihanga bereavement leave on full pay to discharge their obligation 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 Tangihanga (or its equivalent). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. (ii) 5.12.2 In granting time tine off therefore, and for how long, the employer must administer Enployer nust adninister these provisions in a culturally sensitive manner taking into account: (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 Enployee 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 arrangementsarrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary.; (iiif) If paid special bereavement/tangihanga leave is not considered to be appropriate, appropriate then annual leave or leave without pay may should be granted by granted. (g) The minimum requirements as per section 70 of the employerHolidays Act 2003 (in summary 3 days for a family member; 1 day for a close associate).

BEREAVEMENT/TANGIHANGA LEAVE. (i) An The employee shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (ii) In granting time off therefore, 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. (iii) If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer.

BEREAVEMENT/TANGIHANGA LEAVE. (i) ‌ a. An employee shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (ii) b. In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) 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) iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) 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. (iii) c. If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer.

BEREAVEMENT/TANGIHANGA LEAVE. (i) a. An employee shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (ii) b. In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner taking into account: (a) i. The closeness of the association between the employee and the deceased, which association need not be a blood relationship; (b) 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) iii. The amount of time needed to discharge properly any responsibilities or obligations; (d) iv. Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; (e) 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. (iii) c. If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer.

BEREAVEMENT/TANGIHANGA LEAVE. (i) i. An employee shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (ii) . In granting time off therefore, 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. (iii) . If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer. iv. Following pregnancy loss, the same leave entitlement shall apply as set out in clauses 13.e.i-iii (above).

BEREAVEMENT/TANGIHANGA LEAVE. (i) An employee Post Doctoral Fellows shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (ii) . In granting time off therefore, 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. (iii) . If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer. Following pregnancy loss, the same leave entitlement shall apply as set out in clause 9 (above).

BEREAVEMENT/TANGIHANGA LEAVE. (i) ‌ i. An employee shall be granted special bereavement/tangihanga leave on full pay to discharge 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. (ii) . In granting time off therefore, 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. (iii) . If paid special bereavement/tangihanga leave is not considered to be appropriate, then annual leave or leave without pay may be granted by the employer. iv. Following pregnancy loss, the same leave entitlement shall apply as set out in clauses 13.e.i-iii (above).

BEREAVEMENT/TANGIHANGA LEAVE. (ia) An employee shall be granted special bereavement/tangihanga bereavement leave on full with pay to discharge 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). This shall include leave to attend unveilings/hura kohatu, memorial services/kawe mate and maumaharatanga. (iib) In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner manner, taking into accountaccount the following points: (ai) The the closeness of the association between the employee and the deceased, which . (Note: This 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 arrangementsarrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary; (vi) if paid leave is not appropriate then leave without pay should be granted, but as a last resort. (iiic) If paid special bereavement/tangihanga leave is not considered to be appropriateIn operating provisions of (a) and (b) above, then annual leave or leave without pay may be granted by the employeremployer shall recognise at least the minimum entitlements provided under statute.