2020-09-08 S&O Agenda - Item 1 - Attachment 3 Delegations of Authority Council to Chief Executive (No Changes)

DESCRIPTION OF POWER DELEGATED                                                   LEGISLATION

Power, as the employer, to agree to an employee taking additional unpaid carer’s Section 42(4)
leave.

Power, as the employer, to agree to an employee who is a short term casual Section 43(3)
taking additional unpaid carer’s leave.

Power, as the employer, to agree to an employee who is a long term casual taking Section 44(3)
additional unpaid carer’s leave.

Power, as the employer, to require an employee to give a doctor’s certificate or Section 45(1)
statutory declaration as evidence of the need to take carer’s leave for more than
2 consecutive days.

Power, as the employer, to require an employee to give a statutory declaration Section 45(2)
or evidence mentioned in section 45(3)(a) to (d) as evidence of the need to take
carer’s leave to care for or support a person who has experienced domestic
violence.

Power, as the employer, to require an employee to give a copy of a funeral notice Section 49(1)
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
the life of a member of the employee’s family or household 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 under Section 73(2)
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.


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