2022-02-08 - S&O Agenda - Item 1 - ATTACHMENT 2 - 2021 DELEGATIONS OF AUTHORITY ANNUAL REVIEW REPORT UPDATED

DESCRIPTION OF POWER DELEGATED                                                        LEGISLATION

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.
Power, as the employer, to agree to an employee on parental leave, making more        Section 74(2)
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.
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