Managers Guide to Discretionary Leave

Managers Guide to Discretionary Sick Leave


Applies to: all TWG Support Services

Overview

A permanent Team Member who has been employed with the Company at least three months and who has exhausted their Primary Sick Leave entitlement and accrual, is eligible to be considered for Discretionary Sick Leave of up to an additional 7 days per year.

Eligibility

Permanent Team Member with at least three months’ service are eligible for Discretionary Leave.

Criteria

The request for Discretionary Sick Leave must be for one of the following:
  • If the Team Member requires time off work because of a short-term medical or surgical condition; for example, flu, appendicitis.
  • If the Team Member requires time off work because of a non-work ACC injury (first week only). (Please note that Discretionary Sick Leave cannot be used to “top up” non-work or work-related ACC payments of 80% of earnings.)
  • If the Team Member requires time off work for the recurrence of a previously diagnosed condition for which long-term sick leave assistance has been received; for example, heart problems, cancer, multiple sclerosis.
  • For domestic purposes - where the Team Member’s spouse/partner is sick or injured and he/she is unable to come to work because the spouse/partner is dependent on the Team Member for care.
  • For domestic purposes - where another person is sick or injured and the Team Member is unable to come to work because that person is dependent on the Team Member for care; for example, a child or dependent parent

What is required from the Team Member

  • Current and accrued Primary Sick Leave MUST be used before Discretionary Sick Leave can be requested.
  • Where practicable the Team Member must request this leave in advance of the leave being taken, to ensure adequate cover is in place, if necessary, during their absence.
  • Should the Team Member be unable to request this leave in advance, he/she must notify Management as soon as possible prior to their normal start time or as soon as practicable just after that start time.
  • The Team Member must inform Management of the reason for the time required off work and where possible an estimation of the likely duration.
  • Before authorising paid Discretionary Leave, the Team Member’s Manager is entitled to request supporting information for any period of Discretionary Sick Leave. The supporting information should relate to the condition and circumstances of the ill or injured person and the necessity for the Team Member to stay at home. The supporting information may include a medical certificate if the Manager believes this is necessary to establish that the request is genuine (bearing in mind the inconvenience and cost to the Team Member)
If the Team Member does not wish to provide personal or other sensitive information to the Manager, he/she may provide this information in confidence to People Support who will advise the Manager on the acceptability of the request.

Decisions on requests for discretionary sick leave

If an eligible Team Member requests Discretionary Sick Leave, this would normally be approved:
  • IF the request complies with the above Criteria and Team Member Requirements;
  • UNLESS the Manager has reason to believe that the request may not be genuine. Requests would not normally be declined without first seeking additional information, so that a decision to decline would always be based on either a lack of supporting information or evidence, or information/evidence that the Manager does not accept as genuine.
A Team Member whose request for Discretionary Sick Leave is declined may ask their Department Manager to review the decision if they believe their request should have been approved under these Guidelines. The decision of the Department Manager will be final.

These Guidelines are provided because it is important that Management exercise its discretion on granting additional sick leave in a fair, reasoned and consistent manner.

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