Page 65 - ITM Tech Draft Employee Handbook v.1

weeks’ notice must be given for all holiday requests, the dates of which are to be
requested and approved by prior arrangement with the company.

4.1.4 Carrying over Holidays into the following holiday year
Holiday entitlement for one year may not be carried forward to the following year, unless otherwise
agreed in writing with a MANAGER. The maximum number of days that can be carried over is 3 days,
which must be taken within the first 6 months of the following leave year. Employees who fail to take
Annual Leave during these time periods may be compelled to take their leave at the request of a
MANAGER, subject to 1 months’ notice or otherwise they may be subject to disciplinary proceedings.

4.1.5 ACCRUING ANNUAL LEAVE DURING PERIODS OF CERTIFIED SICKNESS
Statutory annual leave may be accrued during a period of certified sick leave. Employees on long-term
sick leave can retain annual leave they could not take due to illness for up to 15 months after the end
of the year in which it is accrued. Workers who leave their employment within 15 months of the end
of the year in which this annual leave was accrued, are entitled to payment in lieu of this leave which
was untaken due to illness.

4.1.5 Public Holidays
Qualifying employees will be entitled to all nine public holidays but subject to seasonal demand, which
are as follows:
• New Year's Day (1st January)
• St. Patrick's Day (17th March)
• Easter Monday
• First Monday in May
• First Monday in June
• First Monday in August
• Last Monday in October
• Christmas Day (25th December)
• St. Stephen's Day (26th December)
Part-time or casual employees must have worked at least 40 hours in the five weeks ending on the
day before the public holiday in order to qualify for the public holiday.

In respect of each public holiday an employee's entitlement is either:

(a) A paid day off on the public holiday; or

(b) A paid day off within a month; or

(c) An extra day's annual leave; or

(d) An extra day's pay

The Company reserves the right to determine which of the above options is chosen. If an employee is
absent from work immediately prior to the public holiday for one of the following reasons, then they
will not be entitled to that public holiday:

a. 52 consecutive week’s absences for occupational injury.
b. 26 weeks absence for illness or injury other than occupational injury.

c. 13 weeks absence as authorised by the employer, including lay off.

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