How We Work Together - IEA 2017 - What Types Of Leave Do We Have?

How We Work Together - IEA 2017 - What Types Of Leave Do We Have?



Applies to: All Noel Leeming Team Members

Leave

Subject to the following, entitlement to leave is in accordance with prevailing legislation. Currently the Holidays Act 2003 and its amendments provide for entitlements to public holidays, annual holidays, sick leave and bereavement leave, as follows:


Public Holidays

A - In accordance with the Holidays Act 2003 and its amendments, paid public holidays per year are provided to you in addition to annual leave. These days shall be those specified in the Holidays Act. Where the day in question would otherwise be a working day for the you, then you shall be entitled to pay on that holiday.


B -  Unless otherwise agreed, the current recognised public holidays are: Christmas Day, Boxing Day, New Years Day, 2 January, Waitangi Day (6 February), Good Friday, Easter   Monday, Anzac Day (25 April), The birthday of the reigning sovereign (observed on the first Monday in June), Labour Day (being the fourth Monday in October), Anniversary Day (or the day locally observed as that day).

You agree to work on public holidays if required. The Company undertakes to provide you with as much notice as practicable.

C - Transfer of public holidays: If a public holiday falls on a Saturday or Sunday, then your public holiday entitlements may be moved from the actual date of the holiday to the following Monday or Tuesday. This is known as “Mondayisation”. The public holiday must fall on a Saturday or Sunday to be mondayised. If a public holiday falls on a weekday, then the public holiday is not mondayised.

To avoid doubt, you are not entitled to more than four public holidays in respect of Christmas Day, Boxing Day, New Year’s Day and 02 January.

If you are required to work on a public holiday then you will be paid at the rate of time and a half of your relevant daily pay or average daily pay for all hours worked on the day (as defined in the Act) and, provided that day of the week would be a normal working day, you will also be entitled to an alternative holiday.

There is no entitlement to an alternative holiday if you work for the Company only on public holidays, or if you work on a public holiday and the day is not a normal working day.

D - If the alternative holiday is not taken within 12 months of accruing it, the manager can direct you to take the alternative holiday. Alternatively, at that time, you may ask the manager to make payment instead of having the time off. When using or cashing up Alternative Days, payment will be at your relevant daily pay or average daily rate of pay. If agreement cannot be reached, the alternative holiday may be taken on a date of your choice, having regard to what is convenient to the Company. At least 14 days notice must be given to the Company. You may request the Company to exchange an alternative holiday for payment provided more than 12 months has passed since the entitlement arose.

Annual Holidays

After the completion of each year of continuous employment with the Company you will be entitled to four (4) weeks’ annual holidays. You are expected to agree with your manager a yearly annual leave plan to use the leave that you become entitled to during your employment.


All holidays are subject to prior approval, so you will need to make an application in writing to your manager at least four weeks prior to the date you wish to take the leave holiday.

The Company’s policy is that holidays be taken within 12 months of your entitlement falling due.  Unless an alternative arrangement is agreed, where your holidays   are not taken within 12 months of falling due, the Company may direct you to take such holidays.

You are able to ask your manager to pay out in cash up to one week of your minimum entitlement to annual holidays per year.

Sick Leave

After six (6) months’ current continuous service with the Company you are entitled to five (5) days sick leave in each subsequent 12 months of employment. Sick leave can be taken when you, your spouse or a person who depends on you for care, i.e. a dependant, are genuinely sick or injured.


Sick leave entitlements can be accumulated from year to year up to a maximum of 20 days.

Sick leave is paid at the appropriate portion of your relevant daily pay or average daily pay.

To assist with the smooth running of the business all reasonable efforts must be made to personally advise your manager verbally before your normal start time on every scheduled workday of absence, except where a medical certificate has been provided in advance of the absence.

You may apply for additional paid or unpaid leave for longer-term absences or other exceptional circumstances. Decisions on approving such applications are at the sole discretion of the Company. Up to two days additional sick leave may be granted at the discretion of your manager.

Where there are concerns about the authenticity, frequency, length or pattern of your absences, the Company will consult with you about the matter and may decide to decline your application and make  an  appropriate  deduction  from  your pay.

A. Medical Certificates

Generally medical certificates are not required, except:
  • If you are absent from work for three (3) consecutive calendar days, whether or not the days would be a normal working day, in which case you pay the cost of obtaining the certificate, or
  • Where the absence is less than three (3) consecutive calendar days and the Company has reasonable cause to believe the illness is not genuine, you may be required to provide a medical certificate and the Company will pay your reasonable costs of obtaining the certificate.
  • If you have exhausted your sick leave entitlement you may be required to produce a certificate at your own expense for each or any absence in excess of your entitlement.
  • Misuse of sick leave is considered misconduct and appropriate disciplinary action may be taken, up to and including dismissal.

Bereavement Leave

After six (6) months’ current continuous service you are entitled to bereavement leave as follows:


Three (3) days’ leave on the death of your spouse, child (including miscarriage), brother, sister, parent, grandparent, parent-in-law or grandchild, niece or nephew, brother-in-law or sister-in-law, paternal or maternal aunt or uncle.
One (1) days’ leave on the death of any otherpersonwheretheCompanyaccepts you have suffered a bereavement, having due regard to the closeness of the association between you and the deceased, whether you have to take significant responsibility for arrangements for the ceremonies relating to the death, and any cultural responsibilities you have in relation to the death.

Requests for additional leave, on a paid or unpaid basis, will be at the sole discretion of the Company. Please refer to the Leave Policies in the Company Policy and Procedures Manual for additional information.

Parental Leave

Parental leave will be granted in accordance with the provisions of the Parental Leave and Employment Protection Act 1987 and subsequent amendments.


Court Leave

The company encourages you to carry out your civic duty to attend court duty where possible. If you are subpoenaed to undertake jury service or to give evidence it is important to notify your manager as soon as possible. Please refer to the Leave Policies in the Company Policy and Procedures Manual for additional information.


Unauthorised Leave

Any leave or absences not approved or misused i.e. not used for the purposes intended, will be considered unauthorised and the disciplinary process may be applied.


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