2019-02-12 Attachment 1 to Item 5 - New Delegations

DESCRIPTION OF POWER DELEGATED                                                      LEGISLATION
Power, as the employer, to require an employee to give a copy of a funeral          Section 49(1)
notice or other evidence as evidence of a death resulting in the taking of
bereavement leave.
Power, as the employer, to require an employee to give evidence to satisfy a        Section 49(2)
reasonable person that the employee was taking compassionate leave because
a member of the employee’s family or household’s life was threatened by
personal illness or personal injury.
Power, as the employer, to agree to an employee taking additional unpaid            Section 50
bereavement leave or compassionate leave.
Power, as the employer, to agree to an employee taking unpaid cultural leave        Section 51(2)
Power, as the employer, to agree to an employee taking additional unpaid            Section 52(5)
domestic and family violence leave.
Power, as the employer, and where an employee has claimed domestic and              Section 54(1)
family violence leave, to ask the employee for evidence that the employee has
experienced domestic violence and needs to take leave as a result
Power, as the employer, to inform the employee his/her entitlements and             Section 71(2)
obligations under chapter 2, part 3, division 8
Power, as the employer that has decided to implement significant change at a        Section 72
workplace, to advise employees on parental leave about the proposed change
before it is implemented and give each employee reasonable opportunity to
discuss any significant effect the change will have on the employee’s position
Power, as the employer, to agree to an employee entitled to parental leave          Section 73(2)
under subdivision 2, or who is taking parental leave, making more than 1
application under subsection (1) within a 12-month period in relation to a
particular instance of parental leave.
Power, as the employer, to agree to an employee on parental leave, making           Section 74(2)
more than 1 application under subsection (1) within a 12-month period.
Power, as the employer, to decide an application by an employee entitled to or      Section 76
taking parental leave to extend parental leave if the circumstances of section 73
exist, to discuss the application and to give written notice of that decision.
Power, as the employer, to decide an application by an employee on parental         Section 76
leave to return to work on a part-time basis pursuant to section 74, to discuss
the application and to give written notice of that decision.
Power, as the employer, to nominate a time for the employee to resume work.         Section 78(3)
Power, as the employer, to agree to an employee taking paid sick leave or other     Section 79(3)
paid leave whilst the employee is on unpaid parental leave.
Power, as the employer, to agree to an employee on parental leave performing        Section 80(1)(b)
work on a keeping in touch day.
Power, as the employer, to agree that an employee break the period of parental      Section 81
leave by returning to work.
Power, as the employer, to agree to an employee on parental leave shortening        Section 83
the period of leave.
Power, as the employer, to give notice to the employee of the day on which the      Section 84
employee must return to work and, if the employee returns to work, to cancel
the rest of the parental leave.
Power, as the employer of a female employee whose present work is, because          Section 89
of her pregnancy or breastfeeding, a risk to the health or safety of the employee
or her unborn or newborn child, to temporarily adjust the employee’s working
conditions or hours of work, or transfer the employee to other appropriate work.
Power, as the employer of a replacement employee, to give the replacement           Section 92(1)
employee written notice of the temporary nature of the employment and the
parent’s right to return to work.


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