Page 50 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

• The duration of the leave
• The manner in which the leave will be taken
• Signed by both the Company and you.
• Once the confirmation document has been signed both by the Company and by you,
it cannot be altered without the agreement of both parties.

If you will not have completed one year’s continuous employment with the Company on the last day
that you would otherwise be entitled to Parental Leave, and you have completed 3 months continuous
employment on the latest day that you would otherwise be entitled to commence Parental Leave then
you are entitled to one weeks leave for every complete month of continuous employment with the
Company.

3.15.3 More than one qualifying child
If you have more than one qualifying child, you may not take more than 18 weeks Parental Leave in
any 12-month period, unless the Company agrees otherwise. This restriction does not apply in the
case of multiple births including twins.

3.15.4 Postponement of Parental Leave by the Company
The Company may postpone the parental leave (prior to the signing of a confirmation document) if
the Company is satisfied that granting the leave would have a substantial adverse effect on the
operation of the business. Any such postponement will be for no greater than 6 months, and the
Company will consult with you prior to giving notice of the postponement to agree an alternative
suitable date. The Company will notify you of its intention to postpone (giving grounds for such
postponement) at least 4 weeks before the proposed date of commencement of Parental Leave.

The Company may only postpone the leave once in respect of any particular child, save and except
that if the reason for the postponement is a seasonal variation in the volume of work, the Company
may postpone the leave up to twice in respect of any particular child.

3.15.5 Abuse of Parental Leave
You must use any Parental Leave granted to take care of the qualified child.

If the Company has reasonable grounds to believe that the leave is being used other than to take care
of the qualified child, and after allowing you 7 days in which you may make representations on the
matter, the Company may terminate the leave on 7 days’ notice (such notice to specify the grounds
for the termination of leave, and the date of termination).

3.15.6 Refusal of Parental Leave
If the Company believes on reasonable grounds that you are not entitled to the Parental Leave, the
Company may notify you of its intention to refuse the leave, allowing you 7 days in which to make
representations on the matter. If the Company after considering your representations (if any), decides
to refuse the Parental Leave it will specify the reasons for such refusal.

3.15.7 Terms and Conditions of Employment
Your contract of employment will continue during parental leave as to the Company's duty of trust
and confidence to you, terms as to notice of termination, redundancy payments, disciplinary and
grievance procedures.
• You will remain bound by your duty of good faith to the Company and your duty not
to disclose confidential information relating to the Company, accept gifts or other
benefits or participate in any other business.
• You will remain employed during the Parental Leave and continue to accrue continuity
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