Vps Agreement Maternity Leave

As widely reported at the time of the vote on the VPS agreement, employees will receive salary increases of just over 8% over the four-year period of the agreement, as well as related increases in compensation, with the first increases payable as of March 20, 2020. Among the most important and generous changes introduced by the VPS agreement is the new and improved right to parental leave. If you have any questions about the VPS agreement, please send an email to vpsagreement2020@dpc.vic.gov.au (external link). This policy provides guidance regarding clause 63 of the VPS Agreement, which states that an employee may request leave without pay (LWOP) for any purpose and that the employer may grant this request on a case-by-case basis. This policy provides guidance regarding clause 50 of the VPS Agreement, which describes an employee`s right to paid and/or unpaid compassionate care leave in the event of illness or injury to immediate family or household members. This policy provides guidance with respect to clause 38 of the VPS Agreement, which describes the circumstances in which the employer may influence a closure between the first business day after Christmas and the first business day after the New Year by facilitating leave arrangements for employees. Article 55 also extends the current right to parental leave to grant access to rights to employees whose child was born by surrogate mother and to clarify that an employee on parental leave is not required to return to work to access a new period of parental leave. Short-term: Make it a priority to ensure that your internal compensation and other systems are modified to reflect changes in overtime, penalties and leave provisions, including the interaction between leave and workers` allowances. In case of authorization, the agreement is subject to the formal approval of the Fair Work Commission. This directive provides guidance on clause 41 of the VPS Agreement, which describes the right of an employee (with the exception of an occasioned employee) to paid annual leave. Another key area of the amendment to the VPS agreement concerns leave schemes and, in particular, parental leave. The most notable improvements in these claims are listed below.

The right to parental leave for a worker who is a second caregiver at the time of the child`s birth or adoption has been increased from 2 weeks to 4 weeks of paid leave. In addition, an additional 12 weeks of paid leave is available for a secondary babysitter who becomes the primary caregiver of the child within the first 78 weeks (18 months) after the birth or adoption. A full list of amendments to the current agreement and a copy of the final agreement for review are attached. Our clients have previously considered the unfortunate uncertainty as to whether it is the power to achieve a result of multiple sanctions by the clause or whether the sanctions apply disjunctively, meaning that only one can be applied. In some cases, an employer may consider it appropriate to apply more than one sanction to appropriately address proven misconduct without having to resort to termination of the employment relationship. For obvious reasons, it is preferable in such cases that it be clear that this approach is compatible with the undertaking agreement. This policy provides guidance on Section 48 of the VPS Agreement, which outlines the range of workplace supports for employees who are victims of domestic violence, including access to paid leave of up to 20 days. .