northern territory public sector nurses and midwives - Office of the ...

(e)
(f)
periods stated in paragraphs (a) and (b) and any such accrued leave will be frozen until
such time as the Employee resumes duty or ceases employment.
An Employee who utilises recreation leave under paragraph (a) may apply to extend the
period of recreation leave by taking it at half pay or a combination of full pay and half
pay, provided that:
(i) an Employee cannot utilise recreation leave at half pay whilst under a purchased leave
arrangement;
(ii) leave entitlements will accrue as if the Employee had utilised the amount of recreation
leave at full pay;
(iii) salary and allowances will be paid at 50% of the usual rate for the entire period of
recreation leave at half pay; and
(iv) a period of recreation leave at half pay taken under this clause does not break
continuity of service and does not extend a period of parental leave.
Where an Employee on parental leave accesses other leave entitlements under this subclause,
the maximum period of parental leave will not be extended.
53.11 Employment While on Parental Leave
(a) Subject to the CEO’s approval, an Employee on parental leave without pay may return
to duty for any period with the Agency, or another Agency.
(b) An Employee on parental leave without pay may engage in outside employment in
accordance with the PSEM Act.
(c) Employment under paragraphs (a) or (b) above will not:
(i) Prevent the Employee from re-commencing parental leave; or
(ii) Extend the maximum period of parental leave.
53.12 Communication During Parental Leave
(a)
(b)
Where an Employee is on parental leave and a definite decision has been made to
introduce significant change at the workplace, the CEO will take reasonable steps to:
(i) make information available in relation to; and
(ii) provide an opportunity for the Employee to discuss,
any significant effect the change will have on the status or responsibility level of
the position the Employee held before commencing parental leave.
The Employee will take reasonable steps to inform the CEO about any significant matter
that will affect the Employee’s decision regarding the duration of parental leave to be
taken, whether the Employee intends to return to work and whether the Employee
intends to request to return to work on a part-time basis in accordance with sub-clause
53.15(a)(ii).
53.13 Variation of Period of Parental Leave
(a)
(b)
In accordance with the NES, an Employee may extend the nominated period of parental
leave stated in his or her application under clause 53.4(a), 53.6(a)(iv), 53.6(a)(v),
53.7(b)(i), 53.7(b)(ii), 53.7(b)(iii), 53.7(c)(iv) or 53.7(c)(v) on one occasion to a total of up
to the 52 weeks by giving the Employer at least four (4) weeks notice before the end of
the nominated period, stating the period by which the leave will be extended;
The period of parental leave may be further extended (up to the stated maximum
period, i.e. 52 weeks or 3 years) or shortened by written agreement between the
Employee and CEO. An application under this section must be made at least four (4)
weeks before the end of the nominated period. Responses to requests will be in
accordance with sub-clause 53.15(b).
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NTPS NURSES AND MIDWIVES’ 2011-2014 Enterprise Agreement