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Staff leave

 

Staff leave

What type of leave do I need to use if I need to quarantine?

If you are well but unable to attend the workplace due to requiring to get tested or quarantine, for example due to a worksite closure. You need to utilise flexible working arrangements and if these are not practicable, you can access Special Leave With Pay.

If you are exposed to COVID-19 and required to isolate while on leave (including the weekends attached to the period of leave), you need to utilise flexible working arrangements and if these are not practicable, you may access your personal leave entitlements.

For example, if you are on approved leave and will recommence your duties on 9am Monday 31 January, and then subsequently required to isolate because of exposure occurring on Sunday 30 January, you will need to access your personal leave entitlements or, where possible, access flexible working arrangements.

In addition to the above it should be noted that the delegate maintains discretionary authority to approve arrangements on a case by case basis.

What leave do I need to take if I am considered a close contact, have no symptoms and have to isolate?

If you have been tested for COVID-19 and are awaiting your test results you should discuss with your manager if it is practicable and appropriate for you to work from home until test results are confirmed.

If you are well, and unable to attend the workplace due to being required to isolate and flexible working arrangements are not practicable, special leave with pay may be available.

What leave do I need to take if I am considered a close contact, have symptoms and have to isolate?

If you are unwell, and unable to attend the workplace due to being required to isolate, you will need to access your sick leave.

What type of leave do I need to use if I test positive to COVID-19?

If you are unwell (COVID-related), for example, symptomatic and requiring testing or test positive to COVID-19, you need to access your sick leave entitlement.

Working from home may be permitted if the employee is mildly symptomatic but otherwise remains well, and appropriate duties are available. This should be considered by the delegate on a case-by-case basis depending on the individual circumstances.

You can find more information here which is consistent with the Commissioner’s Determination 3.1: Employment Conditions – Hours of Work, Overtime and Leave: Supplementary Provisions for COVID-19.

If you have any queries regarding the information, please contact your HR Business Partner.

Leave for staff that have been directed to undertake a PCR test

If a staff member has been directed by their manager or clinical worker health team to undergo a PCR test, under the Emergency Management Act 2004 (EM Act) direction any period waiting in line to be tested will be treated as paid work time, including reasonable travel time from their home or workplace to the testing facility.

If required testing falls on a non-workday the employee will be paid the appropriate rate for the minimum hours of engagement under relevant industrial instrument.

If required testing falls during a period of leave the employee will be re-credited one full day of the applicable leave for each days, they are required to undergo testing.

Evidence of testing may be required. For further information please speak to your HR Business Partner.

Vulnerable employees

In areas of sustained low cases of COVID-19, the health advice is that all employees, even those at higher risk of more severe disease, can return to the workplace with appropriate controls in place. Those at higher risk continue to be:

  • 70 years and older; or 
  • one or more specific pre-existing medical conditions.

Aboriginal and Torres Strait Islander peoples may also be at increased risk of severe disease in any public health emergency and should be considered a priority population when assessing potential risk related to COVID-19.

If you are a vulnerable employee and therefore at higher risk, you should seek advice from your medical practitioner on presence in the workplace. If a vulnerable employee has been cleared to return to the workplace but wishes to remain at home, and flexible working arrangements are not practicable or appropriate, the employee will access their personal leave entitlements, or leave without pay.

If you live with a vulnerable family member and wish to remain away from the workplace, agencies may offer access to flexible working arrangements where practicable and appropriate. Where it is not practicable and appropriate, the employee will access their personal leave entitlements, or leave without pay.

Caring responsibilities

If you who have care arrangements impacted by a school or child-care closure you will be provided with access to flexible working arrangements wherever possible. Where not practicable or appropriate to offer flexible working arrangements, access will be provided to existing own leave entitlements, including accrued sick/carer’s leave, to take an uncapped number of carer’s leave days. Carer’s leave will be provided to care for dependents who are well, in recognition of the limited alternative care options that are available.

What if I am required to care for a family member who is in self-isolation?

You may access an uncapped amount of your accrued sick/carer’s leave for COVID-19 caring purposes each year.

If you have exhausted your carers leave entitlements, for the full duration of any required period of isolation, or for the full duration of the dependent or household member’s illness relating to COVID-19, you may seek to access your personal annual, LSL or retention leave entitlements or leave without pay.

What if schools are closed and I need to stay home to look after my children?

Employees who have care arrangements impacted by a school or child-care closure will be provided with access to flexible working arrangements wherever possible.

Where not practicable or appropriate to offer flexible working arrangements, access will be provided to existing personal leave entitlements.

What leave do I use if I have a cold or am generally unwell?

Normal sick leave provisions apply.

What leave do I use if my child or close family member has a non-COVID-19 related illness and I need to take time off to care for them?

Normal carer’s leave provisions apply.

Healthcare worker travel

Healthcare workers are required to comply with the same travel requirements as the general community. See 'Arrivals' on page 16 of the Emergency Management (COVID-19 Requirements) (Consolidated Measures) Direction 2022 for more information.

COVID-19 Information

Find out more about COVID-19, including visitor restrictions, changes to our operations and information on where you can get your COVID-19 vaccine.

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