Leave Applications

In the event of unforeseen injury or sickness:

• Physiotherapy staff must make contact with the Physiotherapy Manager or Clinic Director and the on-duty receptionist. Every effort should be made to provide as much advance notification as possible.
• Reception / office staff must make contact with the Practice Manager or Assistant Office Manager.
• Applications for sick leave shall be completed during or after the leave.

In the event of foreseen sick leave applications should be passed to the appropriate manager for processing.

Proper Doctor Certification of the sickness is required for all sick leave exceeding one day, and for sick leave which occurs directly before or after roster day(s) off.

On return to the Practice, and before work, employees who have been sick must report to the Physiotherapy Manager (physiotherapy staff) or to the Office Manager (reception staff).

The Physiotherapy/Office Manager reserves the right to send an employee home, on sick leave, if they are ill and their performance is deemed to be affected.

Annual leave is granted to provide a regular period of rest and recreation for staff members.

Should a period of annual leave be granted during the first year of service, payment for such annual leave should not exceed the pro rata accumulation.

Annual leave shall accrue to staff members and should be granted in accordance with the terms of the employment contract.

Annual leave shall not be granted unless application has been made on the recognized, completed and signed form.

Below is a list of general requirements to be met:

• 6 months’ notice for 4 weeks or more
• 2 months’ notice for 2 to 3 weeks
• 1 month notice for 1 week
• 2 weeks’ notice for 1 to 7 days

This of course would be the ideal situation, but each employee will be given the opportunity to request holidays at any time. All leave requests will be considered, subject to leave already approved and staffing requirements.

Due to the small nature of the team, only one person will be granted annual leave at a time to ensure that the clinic can maintain effective operations.

All staff members may request leave without pay if their leave entitlements have been exhausted. Requests should be made with as much advance notification possible.

Leave application must be made on the recognized, completed and signed form.

Leave without pay approval is at the absolute discretion of the employer.

The general nature of this leave depends upon several factors:

• The availability of cover for the position.
• The time the employee has worked for the Practice.
• The record of the employee related to leave.
• Existing approved leave of staff members.
• Staffing requirements during the period of leave.

The sensitivity of the nature of this leave is acknowledged and therefore employees must be aware that to ask for this leave, when it is not immediate family, can be difficult. However, for the purposes of guidelines this leave is divided into two sections.

Immediate Family:

Includes spouses, children, grandparents. Leave is granted from the time of the Employee’s knowledge of the relative being deceased.

Payment for such leave depends on the relevant Award and Practice policy.

If paid leave is granted to you, contact with the manager on a regular basis is required, during this time.

Outer Family and Close Friends:

Leave can be requested to attend the funeral.

More than one day will not be considered unless extenuating circumstances are involved and it is therefore at the Manager’s discretion.

Notice for maternity leave would be appreciated as soon as practicable (preferably 6 months).

Employee status from full time to part time will be at the Manager’s discretion and the availability of positions.

Applications for leave for a period of up to 12 months from the date of the child coming into the family will be considered.

Six months’ notice is required (treated as confidential).

The general purpose of long service leave is a combination of reward for the giving of long service and allowing an employee a period of leave on a paid basis for rest.

Long service should not be frittered away in short periods of leave.

The general purpose of long service leave is a combination of reward for the giving of long service and allowing an employee a period of leave on a paid basis for rest.

Long service should not be frittered away in short periods of leave.