Parental Leave – Secondary Caregiver. (a) An Employee who has, or will have, completed at least twelve months paid Continuous Service and who will be the Secondary Caregiver at the time of the birth or adoption of their Child, is entitled to up to 52 weeks parental leave, comprising:
Parental Leave – Secondary Caregiver. An Employee who has, or will have, completed at least twelve months paid Continuous Service and who will be the Secondary Caregiver at the time of the birth or adoption of their Child, is entitled to up to 52 weeks parental leave, comprising: 2 weeks paid parental leave; and up to 50 weeks unpaid parental leave. An Employee who will be the Secondary Caregiver but has not completed at least twelve months paid Continuous Service at the time of the birth or adoption, is entitled to up to 52 weeks unpaid parental leave. An Eligible Casual Employee who will be the Secondary Caregiver at the time of the birth or adoption of their Child is entitled to up to 52 weeks unpaid parental leave. Only one parent can receive Secondary Caregiver parental leave entitlements in respect to the birth or adoption of their Child. An Employee cannot receive Secondary Caregiver parental leave entitlements where the Employee has received Primary Caregiver parental leave entitlements in relation to their Child. Pre‑Natal Leave A pregnant Employee will have access to paid leave totalling up to 38 hours per pregnancy to enable the Employee to attend routine medical appointments associated with the pregnancy. The Employer should be flexible enough to allow the Employee the ability to leave work and return on the same day. An Employee who has a Spouse who is pregnant will have access to paid leave totalling up to 7.6 hours per pregnancy to enable the Employee to attend routine medical appointments associated with the pregnancy. The Employee is required to provide a medical certificate from a registered medical practitioner confirming that the Employee or their Spouse is pregnant. Each absence on pre-natal leave must also be covered by a medical certificate. Paid pre-natal leave is not available to casual Employees. Pre-adoption leave An Employee seeking to adopt a Child is entitled to unpaid leave for the purpose of attending any compulsory interviews or examinations as are necessary as part of the adoption procedure. The Employee and the Employer should agree on the length of the unpaid leave. Where agreement cannot be reached, the Employee is entitled to take up to two days unpaid leave. Where paid leave is available to the Employee, the Employer may require the Employee to take such leave instead. The Employer may require the Employee to provide satisfactory evidence supporting the leave. Permanent Care Leave If, pursuant to the Children, Youth and Families Act 2005 (Vic) or any succ...
Parental Leave – Secondary Caregiver. An Eligible Employee who will be the Secondary Caregiver at the time of the birth or adoption of their Child, is entitled to up to 52 weeks parental leave, comprising: 4 weeks paid parental leave; and 12 weeks Additional paid Secondary Caregiver parental leave, subject to the conditions in clause 62.6, and unpaid parental leave to bring the total available paid and unpaid leave to 52 weeks. An Eligible Employee who will be the Secondary Caregiver, and who is a Regular Casual Employee is entitled to up to 52 weeks unpaid parental leave. Only one parent can receive Secondary Caregiver parental leave entitlements in respect to the birth or adoption of their Child. An Employee cannot receive Secondary Caregiver parental leave entitlements where the Employee has received Primary Caregiver parental leave entitlements in relation to their Child. Additional paid leave for Secondary Caregiver A Secondary Caregiver is entitled to up to an additional 12 weeks’ paid leave within the first 78 weeks of the date of birth or adoption of the Child provided that: the Secondary Caregiver assumes primary responsibility for the care of a child, by meeting the Child's physical needs more than anyone else; and the Secondary Caregiver’s spouse is not concurrently taking primary responsibility for the care of the Child or receiving paid parental leave, primary caregiver entitlements or a similar entitlement from their employer. Where a Secondary Caregiver takes additional paid leave, the total quantum of the paid leave will be 12 weeks’ pay at the Employee’s ordinary hours of 38 hours per week for a full-time employee (40 hours for Custodial officers), and pro-rata for part-time employees. Where a Secondary Caregiver uses this entitlement flexibly, and/or does not work a standard roster pattern, this quantum may be expressed as hours of leave (456 for a full-time employee or 480 hours for Custodial Officers in the Custodial Structure working an 80 hour fortnight) to be taken on the Employee’s rostered days. To access additional paid leave, the Employee must have been eligible for paid Secondary Caregiver leave at the time of birth or adoption of their Child, irrespective of when the Employee elects to take the paid leave under this clause. Pre‑Natal Leave A pregnant Employee will have access to paid leave totalling up to 38 hours per pregnancy, pro-rata for part-time Employees, to enable the Employee to attend routine medical appointments associated with the pregnancy. An Employee...
Parental Leave – Secondary Caregiver. 8.16.1 A full time or part time employee who is the secondary caregiver and has completed 12 months continuous service with Hearing Australia is eligible to take 3 weeks paid secondary caregiver leave upon:
Parental Leave – Secondary Caregiver. 52.5.1 The provisions of this clause apply to full-time, part-time and eligible casual employees but do not apply to other casual employees.
