An Employee must. (a) keep Xxxxxxxxx informed about the time off needed to attend to emergency situations; and
An Employee must. (1) properly use and maintain all Company assets including clothing, tools and equipment supplied by the Company;
An Employee must continue to perform his or her work as he or she would normally unless he or she has a reasonable concern about an imminent risk to his or her health or safety; and
An Employee must comply with a direction given by ACFSPL to perform other available work at the same workplace, or at another workplace, unless:
An Employee must. E.5.9.1 not less than 12 weeks before the expected date of birth of the child, give notice in writing to Council stating the expected date of birth; and
An Employee must. ▪ Commence maternity leave 6 weeks before the expected date of confinement, and ▪ Subject to a medical certificate declaring that they are fit to return to work, must remain absent from work on maternity leave for a minimum period of 6 weeks after the actual date of birth of the child. When leave can be taken:
An Employee must comply with the relevant statutory provisions, as appropriate and take reasonable care to protect his or her safety, health and welfare and the safety, health and welfare of any other person who may be affected by the employee’s acts or omissions at work. • ensure that he or she is not under the influence of an intoxicant to the extent that he or she is in such a state as to endanger his or her own safety, health or welfare at work or that of any other person. • co-operate with his or her employer or any other person so far as is necessary to enable his or her employer or the other person to comply with the relevant statutory provisions, as appropriate. • not engage in improper conduct or other behaviour that is likely to endanger his or her own safety, health and welfare at work or that of any other person. • attend such training and, as appropriate, undergo such assessment as may reasonably be required by his or her employer or as may be prescribed relating to safety, health and welfare at work or relating to the work carried out by the employee. • in the event of the introduction of the Performance Management and Development System safety training may be identified on the Personal Development Plans and Team Development. • at all times wear PPE when provided by the employer. PPE must be worn in the correct manner and training will be provided where necessary. • report all equipment defects to the supervisor and must not wear defective equipment or carry out tasks without fully operational PPE. Employees must not tamper with PPE. • must report potential hazards to the supervisor. • defects in equipment or machinery must also be reported. If an accident occurs, it must be reported immediately and emergency procedures must be implemented if necessary. Local authorities are required by law to report certain types of accidents / occupational injury to the Health & Safety Authority and failure to do so may result in prosecution. Some incidents that do not result in an accident but represent a hazard or unsafe behaviour must also be reported to the supervisor so that corrective action may be taken to prevent future accidents.
An Employee must. (a) not less than ten (10) weeks before the expected date of birth of the child, give notice in writing to her Employer stating the expected date of birth; and
An Employee must. (a) On receiving notice of approval for adoption purposes, notify the Employer of the approval and within two (2) months of the approval further notify the Employer of the period(s) of adoption leave the Employee proposes to take.
An Employee must. Provide a reasonable person with a medical certificate from a medical practitioner no later than 10 weeks before the expected date of birth (where possible). • Apply formally for parental leave by providing a written application, stating the dates for leave, four weeks before the first day of the intended leave, • Provide a reasonable person with a signed statutory declaration detailing their leave periods and their partner's leave arrangements, as well as stating that they will be the child's primary caregiver and that they will not do work that is inconsistent with their conditions of employment while on parental leave. Only one parent can be the child's primary care giver at any one time. • These requirements do not apply to an employee when circumstances are beyond their control (e.g. in the event of premature birth).
