Transportability of Sick Leave. All registered employees who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than one calendar month. Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause 22.1, and shall not impact on their anniversary date for future sick leave entitlements.
Transportability of Sick Leave. From 1 March 2012 the following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act 2003). An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause (Clause 14.1), and shall not impact on their anniversary date for future sick leave entitlements.
Transportability of Sick Leave. The following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act) and shall also apply to all employees employed under salary scales 5.2 Allied, and 5.3
Transportability of Sick Leave. An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement under clause 14.1 from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause (Clause 14.1), and shall not impact on their anniversary date for future sick leave entitlements (which will be determined in accordance with the Holidays Act 2003).
Transportability of Sick Leave. The following applies only to employees employed in a position that requires registration under the Health Practitioners Competence Assurance act 2003 (HPCAA). From [date of ratification], an employee who ceases employment at one DHB/NZBS and commences employment at another DHB/NZBS may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB/NZBS employment, provided that any break in service between finishing at their previous DHB/NZBS and commencing employment at the new DHB/NZBS is not more than one calendar month. Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB/NZBS under clause 14.1.2, and shall not impact on their anniversary date for future sick leave entitlements.
Transportability of Sick Leave t the following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act 2003). An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause 14.1, and shall not impact on their anniversary date for future sick leave entitlements.
Transportability of Sick Leave. From 1 March 2012 the following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act). An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause (Clause 14.1), and shall not impact on their anniversary date for future sick leave entitlements. Domestic Leave as described in this clause is leave used when the employee must attend a dependent of the employee. This person would, in most cases, be the employee’s child, partner or other dependent family member. It does not include absences during or in connection with the birth of an employee’s child. Annual leave or parental leave should cover such a situation. At the employer’s discretion, an employee may be granted leave without pay, where the employee requires additional time away from work to look after a seriously ill member of the employee’s family. The production of a medical certificate or other evidence of illness may be required. Sickness during paid leave: When sickness occurs during paid leave, such as annual or long service leave, the leave may be debited against the sick leave entitlement, (except where the sickness occurs during leave following the relinquishment of office) provided that: the period of sick leave is more than three days and a medical certificate is produced. In cases where the period of sickness extends beyond the approved period of annual or long service leave, approval will also be given to debiting the portion, which occurred within the annual leave or long service leave period, against sick leave entitlement, provided the conditions in 14.9 and 14.9.1 above apply. Annual leave or long service leave may not be split to allow periods of illness of three days or less to be taken. During periods of leave without pay, sick leave entitlements will not continue to accrue. Where an employee has a consistent pattern of short term ...
Transportability of Sick Leave. From 1 March 2012 the following applies only to employees employed in a position that requires registration under the HPCAA (Health Practitioners Competence Assurance Act 2003). An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement under clause 14.1 from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than defined in the “service” definition (Clause 5). Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause (Clause 14.1), and shall not impact on their anniversary date for future sick leave entitlements (which will be determined in accordance with the Holidays Act 2003).
