Page 45 - Employee Handbook June 2020

must be given to your MANAGER. You must also submit evidence of attendance when the jury service
has been completed.

If, on the day, you are not called by the court, you will be required to report for work immediately
afterwards. In addition, it is expected that employees will return to work during any portion of the day
that they are not required in court.

Attendance in court on a personal matter does not qualify for paid leave and employees would
normally be expected to take annual leave or unpaid leave.

3.12 COMPASSIONATE LEAVE
The Company will endeavour to grant time off with pay for bereavement. Approval of bereavement
leave rests with a MANAGER. Each situation will be considered individually but, as a general guideline,
the Company will grant up to 3 days paid leave in the case of death of immediate family members and
1 day for relatives outside the immediate family.

Member of the 'immediate family’ is defined as the husband/wife, spouse/life partner, parent, brother
or sister, son or daughter of the employee.

The Company fully appreciates that employees may need more time off, particularly in the case of a
close family member. Exceptional cases will be looked at individually and additional leave, either
holiday or unpaid, may be granted at Management's discretion

3.13 FORCE MAJEURE
You have a right to take paid leave, pending approval by your MANAGER (of up to 3 days in any 12
consecutive months, providing same does not exceed 5 days in any 36 consecutive months and
absence for part of a day is counted as one day of force majeure leave) for urgent family reasons owing
to the injury or illness of:
• your spouse
• your child or adopted child;
• 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.

3.13.1 Notification of Force Majeure Leave
As soon as practicable while on Force Majeure leave you must: -
• Confirm to the Company 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.

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