Employee Leave Policy
Employees are asked to give as much notice as is practical for any occasions of leave including, sick, bereavement, holiday (4 weeks notice required), jury duty (4 weeks notice required), maternity, paternity etc.
This allows the service to meet the requirements of both the clients and the Employee. The managing Director – or a Director if that person is not contactable, must be informed of unavailability – and given a list of clients who will be affected by this leave. Where possible the Employee is encouraged to plan leave with the managing Director and their clients to allow appropriate cover or alternative arrangement to be made. Where sick leave is longer than 2 days a medical certificate is required.
Where the Employee has taken what is considered to be excessive leave the managing Director may raise this concern with the Employee. Excessive amounts of leave without due notice or impacting on service provision, may result in non extension of the contract. Next Challenge does offer clients an option of an alternative therapist taking a session rather cancellation if this arrangement can be made.
If an Employee becomes unavailable to fill the length of contract agreed, 2 weeks notice will be required prior to conclusion of the contract. If the Employee wishes they can request temporary termination of a contract and register their interest in working for Next Challenge at an alternative date in the future. Next Challenge will then maintain an awareness of the Employees future availability and consider this in relation to strategic and human resource plans. However Next Challenge is not bound to provide a contract to that in the future if suitable clients or services are not available (or where the Employees performance has not met the standard required by Next Challenge).
Parental Leave
Employees at Next Challenge who have worked continuously for 12 months become eligible for paid parental leave under the Commonwealth government's funded scheme.
Date of Policy: October 2003
Date Review Completed: April 2015
Due for Review: April 2016
This allows the service to meet the requirements of both the clients and the Employee. The managing Director – or a Director if that person is not contactable, must be informed of unavailability – and given a list of clients who will be affected by this leave. Where possible the Employee is encouraged to plan leave with the managing Director and their clients to allow appropriate cover or alternative arrangement to be made. Where sick leave is longer than 2 days a medical certificate is required.
Where the Employee has taken what is considered to be excessive leave the managing Director may raise this concern with the Employee. Excessive amounts of leave without due notice or impacting on service provision, may result in non extension of the contract. Next Challenge does offer clients an option of an alternative therapist taking a session rather cancellation if this arrangement can be made.
If an Employee becomes unavailable to fill the length of contract agreed, 2 weeks notice will be required prior to conclusion of the contract. If the Employee wishes they can request temporary termination of a contract and register their interest in working for Next Challenge at an alternative date in the future. Next Challenge will then maintain an awareness of the Employees future availability and consider this in relation to strategic and human resource plans. However Next Challenge is not bound to provide a contract to that in the future if suitable clients or services are not available (or where the Employees performance has not met the standard required by Next Challenge).
Parental Leave
Employees at Next Challenge who have worked continuously for 12 months become eligible for paid parental leave under the Commonwealth government's funded scheme.
- Employees must apply for this paid parental leave directly.
- Employees are welcome to nominate for Next Challenge to administer payment of the parental leave using our normal payroll schedule and procedure.
- Employees are asked to indicate prior to taking parental leave that they inform Next Challenge if they have applied and nominated Next Challenge to make payments on the government's behalf.
Date of Policy: October 2003
Date Review Completed: April 2015
Due for Review: April 2016
