Keeping in touch days Sample Clauses
Keeping in touch days. (a) This clause does not prevent an Eligible Employee from performing work for the Employer on a keeping in touch day while the Eligible Employee is taking Long Parental Leave. If the Eligible Employee does so, the performance of that work does not break the continuity of the period of Long Parental Leave.
(b) Any day or part of a day on which the Eligible Employee performs work for the Employer during the period of leave is a keeping in touch day if:
(i) the purpose of performing the work is to enable the Eligible Employee to keep in touch with their employment in order to facilitate a return to that employment after the end of the period of leave;
(ii) both the Eligible Employee and Employer consent to the Eligible Employee performing work for the Employer on that day; and
(iii) the day is not within:
(A) if the Eligible Employee suggested or requested that they perform work for the Employer on that day - 14 days after the date of birth, or day of placement, of the Child to which the period of leave relates; or
(B) otherwise - 42 days after the date of birth, or day of placement, of the Child; and
(iv) the Eligible Employee has not already performed work for the Employer or another entity on ten days during the period of leave that were keeping in touch days, subject to (d)(ii) below.
(c) The Employer must not exert undue influence or undue pressure on an Eligible Employee to consent to a keeping in touch day.
(d) For the purposes of subclause 59.18(b)(iv) the following will be treated as two separate periods of unpaid parental leave (meaning that an Eligible Employee can work up to ten keeping in touch days during each period of leave):
(i) a period of Long Parental Leave taken during the Eligible Employee's available parental leave period under subclause
Keeping in touch days. (a) During a period of parental leave the Employer and Employee may agree to perform work for the purpose of keeping in touch in order to facilitate a return to employment at the end of the period of leave.
(b) Keeping in touch days must be agreed and be in accordance with section 79A of the Fair Work Act 2009.
Keeping in touch days. (i) An Employee may agree to attend the workplace on up to ten (10) separate occasions of up to one day each so as to keep in touch with developments in the workplace (for meetings and training etc) provided that:
(A) an Employee will be paid his or her normal salary for the day’s (or part day’s) work performed for the purpose of a keeping in touch day; or
(B) an Employee who performs work under paragraph (i) during a period of paid parental leave will be paid his or her normal salary for the day’s (or part day’s) work performed and the CEO will authorise the equivalent period of parental leave to be re-credited.
(ii) After considering all the circumstances, including any duty performed under paragraph (a), the CEO may approve an amount of keeping in touch days in excess of the amount specified in paragraph (i).
Keeping in touch days. Keeping in touch days set out at section 79A of the FW Act are separate and paid in addition to paid Parental Leave set out in this clause 1.25.
Keeping in touch days. This clause does not prevent an Employee from performing work for the Employer on a keeping in touch day while the Employee is taking unpaid parental leave. If the Employee does so, the performance of that work does not break the continuity of the period of unpaid parental leave.
Keeping in touch days. A Nurse Caregiver may access, subject to agreement by the Employer, up to ten keeping in touch days during the period of parental leave in accordance with the provisions of section 79A of the Fair Work Act 2009 (as amended).
Keeping in touch days. (KIT Days)
Keeping in touch days. The intent of this provision is to provide employees who are on parental leave to stay connected with their workplace and assist with their transition back to work.
Keeping in touch days. Keeping in Touch Days provide an opportunity for employees to keep in touch with their workplace and employment while on a period of parental leave. An employee on parental leave, shall be eligible for Keeping in Touch Days in accordance with the Paid Parental Leave ▇▇▇ ▇▇▇▇, provided that:
a. the employee and the relevant Manager agree on the work activities to be undertaken on a day or part of a day (1 hour or more)
b. the day is not within 14 days of the date of birth or placement of the child to which the period of leave relates, if requested by the employee c. the day is not within 42 days of the date of birth or placement of the child to which the period of leave relates, if requested by the Manager.
Keeping in touch days. 43.2.11.1 Parental Leave does not prevent an Employee from performing work for his or her Employer on a keeping in touch day while he or she is taking unpaid parental leave. If the Employee does so, the performance of that work does not break the continuity of the period of unpaid parental leave.
43.2.11.2 A day on which the Employee performs work for the Employer during the period of leave is a keeping in touch day if:
(a) the purpose of performing the work is to enable the Employee to keep in touch with his or her employment in order to facilitate a return to that employment after the end of the period of leave; and
(b) both the Employee and the Employer consent to the Employee performing work for the Employer on that day; and
(c) the day is not within:
(i) if the Employee suggested or requested that he or she perform work for the Employer on that day — 14 days after the date of birth, or day of placement, of the child to which the period of leave relates; or
(ii) otherwise — 42 days after the date of birth, or day of placement, of the child; and
(d) the Employee has not already performed work for the Employer or another entity on 10 days during the period of leave that were keeping in touch days. The duration of the work the Employee performs on that day is not relevant for the purposes of this subsection. Note: The Employer will be obliged, under the relevant contract of employment or industrial instrument, to pay the Employee for performing work on a keeping in touch day.
43.2.11.3 The Employee’s decision whether to give the consent mentioned in paragraph (2)(b) is taken, for the purposes of section 344 (which deals with undue influence or pressure), to be a decision to make, or not make, an arrangement under the National Employment Standards.
43.2.11.4 For the purposes of paragraph (2)(d), treat as 2 separate periods of unpaid parental leave:
(a) a period of unpaid parental leave taken during the Employee’s available parental leave period; and
(b) a period of unpaid parental leave taken as an extension of the leave referred to in paragraph (c) for a further period immediately following the end of the available parental leave period. Note: Performance, of work on keeping in touch days is also dealt with, for the purposes of parental leave pay, m sections 49 and of the Paid Parental Leave ▇▇▇ ▇▇▇▇.