Excessive Annual Leave. 22.9.1 Where an employee has accrued more than 10 weeks’ (350 hours) paid annual leave (or 8 weeks if not a continuous shiftworker) then the employee will be required to take annual leave in accordance with the process below:
Excessive Annual Leave. (a) An Employee has an excessive leave accrual if the Employee has accrued more than 8 weeks’ paid annual leave (or 10 weeks’ paid annual leave for a Shift Worker).
Excessive Annual Leave. 6.1.8 Annual leave that remains untaken shall accumulate from year to year, however the Employer reserves the right to direct an Employee to take a period of leave where such accrued leave is excessive and considered to be inconsistent with the policies of the Employer.
Excessive Annual Leave. (a) Stramit may direct an Employee to take annual leave where the Employee has accrued more than 8 weeks of annual leave and such direction will not:
Excessive Annual Leave. Where an employee has accrued more than 10 weeks of paid annual leave (or 12 weeks in the case of a shiftworker) (excessive leave accrual), the employee and employer may seek to genuinely try to reach agreement on how to reduce or eliminate the excessive leave accrual. If agreement is not reached, the employer may direct the employee in writing to take one or more periods of paid annual leave. Such a direction:
Excessive Annual Leave. Xxxxxx may require an employee to take annual leave where the employee has more than 8 weeks’ of accrued annual leave (or 10 weeks for a continuous shift worker). Unless otherwise agreed Xxxxxx will provide the employee at least 28 days’ notice.
Excessive Annual Leave a) An employee may be directed to take annual leave by the Company, if the employee has annual leave credited to them of more than 1/13 of hours worked by the employee during the preceding two year period.
Excessive Annual Leave a staff member, whether full or part-time, can be directed to take leave from 1 February each year for a maximum period of fifteen days in circumstances where they have accumulated more than two years annual leave in order to reduce their annual leave credit to the amount accrued in the previous two year period
Excessive Annual Leave. (i) If an Employer has genuinely tried to reach agreement with an Employee under clause 23 but agreement is not reached (including because the Employee refuses to confer), the Employer may direct the Employee in writing to take one or more periods of paid annual leave.
Excessive Annual Leave. Company may direct you to take annual leave if you have a balance greater than 8 weeks after attempts have been made to reach agreement on a way to reduce the balance. There are limits on the way the Company can ask you to take the leave. You also have the right to request annual leave if you have an excessive annual leave balance. • Annual leave may be taken in advance by agreement with the Company and will be deducted from wages on termination if you still have a negative balance • Cash out of annual leave is available as long as you retain an AL balance of 4 weeks • Sick leave will be substituted for annual leave if you provide evidence of an illness/injury while you are on annual leave • Employees previously at Hans Wacol will retain their picnic day as additional day of leave each year Part 9 – Leave and Public Holidays Personal/carer’s leave/Absenteeism management • 76 hours of paid leave per year of service (80 hours for Warehouse and Warehouse Clerical) • Notification and evidence requirements are set out in the clause: • medical certificate is required for more than a 2 day absence or if you have an unsatisfactory attendance record • notification is required before the commencement of your shift (or if your illness prevents that as soon as reasonably practicable after the shift has commenced) • You may be asked to provide a medical certificate for a single day absence if you have had: • more than 10 days absent in a 12 month period • absences of more than 2 days with no medical certificate provided • a pattern of non attendance – eg consistent Mondays or Fridays off • You may be disciplined if you do not comply with the notice and evidence requirements that demonstrate you are absent from work due to illness • 2 days unpaid carer’s leave per occasion for casuals and full timers/part timers who have run out of paid leave • Cash out of sick leave during employment is available once per year as long as your balance remains more than 15 days • Sick leave is not paid out termination.
