SCHEDULE 21 - PARENTAL LEAVE POLICY
1.
ABOUT THIS POLICY
1.1
The law recognises and we respect that there will be occasions when working parents wish to take time off work to care for or spend time with their child or children.
1.2
This policy reflects the statutory right of employees with at least one year's continuous service to take up to 18 weeks' unpaid parental leave in respect of each child.
1.3
This policy applies to employees. It does not apply to agency workers or self- employed contractors.
1.4
You will not be subjected to a detriment for taking or seeking to take parental leave in accordance with this policy.
1.5
This policy does not form part of any employee's contract of employment and we may amend it at any time.
2.
PERSONNEL RESPONSIBLE FOR IMPLEMENTING THE POLICY
2.1
Our board of directors (the board) has overall responsibility for the effective operation of this policy and for ensuring compliance with the relevant statutory framework. The board has delegated day-to-day responsibility for operating the policy and ensuring its maintenance and review to the General Manager. Managers have a specific responsibility to ensure the fair application of this policy and all members of staff are responsible for supporting colleagues and ensuring its success.
2.2
2.3
This policy is reviewed annually to ensure it is meeting its objectives.
3.
ENTITLEMENT TO PARENTAL LEAVE
3.1
Employees who meet the criteria set out below are entitled to take up to 18 weeks' parental leave in relation to each child for whom they are responsible.
3.2
To take a period of parental leave in relation to a child, you must:
(a) have at least one year's continuous employment;
(b) have or expect to have responsibility for the child; and
(c) be taking the leave to spend time with or otherwise care for the child.
3.3
You have responsibility for a child if you:
(a) are the child's biological mother or father (whether or not you are living with the child);
(b) are the child's adoptive parent; or
(c) otherwise have legal parental responsibility for the child, for example, if you are the child's guardian, or a step-parent who has a parental responsibility agreement or parental responsibility order. Any parental leave taken while working for another employer counts towards the 18- week entitlement. If you have taken parental leave during previous or concurrent employment, you should provide details to your line manager.
3.4
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