Page 45 - EQA Employee Handbook

• a person for whom you are In loco parentis;
• your parent;
• your brother or sister;
• a person who is living with you as husband or wife;
• Your grandparent.
• Persons in a relationship of domestic dependency, including same sex partners.

Entitlement to Force Majeure leave is limited to circumstances where the immediate presence of the
employee, at the place where the ill or injured person is situated, is indispensable.

3.12.1 Notification of Force Majeure Leave
As soon as practicable while on Force Majeure leave you must confirm to David or Christine Daly that
you require the force majeure leave.
Failure to properly inform Management could lead to disciplinary action under the Company's
disciplinary procedure for absence without leave or taking leave when not entitled.

3.12.2 Terms and Conditions of Employment
Your contract of employment will continue during parental leave in its entirety and during your
absence on Force Majeure Leave you shall be regarded as being in continuous employment. Any Force
Majeure leave will be paid.

3.13 PARENTAL LEAVE
The Company may offer up to 14 continuous* weeks unpaid Parental Leave for the purposes of caring
for each qualifying child. You will have the right to parental leave if you have one year's continuous
employment and:
• You are the natural or adoptive parent of a child who will be under the age of eight at
the end of the period of Parental Leave; or
• You are the parent of a child with a disability who will be under the age of sixteen at
the end of the period of Parental Leave; or
• You have adopted a child who was aged between six years and eight years at the date
of the adoption order and the period of Parental Leave will end less than two years
after the date of the order.

The employee may take their leave in one continuous period or in two separate blocks of a minimum
of six weeks each. However parental leave may not be broken up;

*unless the Company agrees to allow you "Broken Leave" (blocks of leave broken into individual days
or weeks or taken in the form of reduced hours at work**).

**Broken Parental Leave If the Company agrees to grant same shall be calculated as follows: -
(a) Your initial entitlement will be the equivalent of the total number of hours worked by you in the
14week period ending immediately before the week in which you propose to commence your first
period of leave.

(b) On the second and subsequent occasions that you take your leave your entitlement will be the
equivalent of the hours worked during the 14 weeks period ending immediately before you take that
period of leave averaged with any previous 14-week periods ending immediately prior to any leave
previously taken less the total number of hours leave already taken.

Page 44 of 79