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In Australia, long service leave (LSL) is a period of additional paid leave granted to employees who have completed an extended period of service with an employer. Under Australian law, most employees are entitled to long service leave if they work for the same employer for a prolonged length of time, the threshold usually being between seven and ten years.
All full-time and part-time employees covered by WorkChoices were entitled to paid annual leave. Part-time employees accrued their annual leave on a pro rata basis. Annual leave accrued for each completed four-week period of continuous service and was cumulative. Casual employees did not have an entitlement to annual leave under the Standard.
Unpaid community service leave for activities such as voluntary emergency management activities or jury duty. [44] Long service leave after a long period of working for the same employer, and this entitlement varies from state to state. [45] An entitlement to be absent from work on a day that is a public holiday in their base state of work. [46]
community service leave; Fair Work Information Statement. [12] In some states and territories long serving casuals are eligible for long service leave. Where there is an expectation of ongoing work for a casual and the casual has been employed regularly and systematically for at least 12 months, they have extra entitlements from the NES. These are:
Long service leave is type of leave unique to Australia and New Zealand, typically awarded to a staff member after completing a considerable tenure with a single company. However, within a limited number of industries, or within the public sector it is possible to transfer long service leave entitlements from one employer to another.
Fifth, there is a disjointed right to paid parental leave under the Paid Parental Leave Act 2010, which entitles both parents to share 20 weeks paid leave (but at least 2 weeks reserved for one). Also under the FWA 2009 section 76 there is a further right to one year, but of unpaid leave, extendable to two years if an employer accepts the request.
The amendment streamlined the creation of AWAs and scrapped many protections against unfair dismissal. The laws also increased restrictions on union officials to exercise their right of entry, excluded the provision for union health and safety training, and reduced coal mineworkers' long service leave entitlements. [10]
Those in the national workplace relations system can ask FWO for help with a workplace problem. This usually relates to pay and other conditions of employment such as leave, notice and hours of work. In accordance with its Compliance and Enforcement Policy, [17] the FWO will make a decision about the best course of action to resolve the dispute ...