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Sick LeaveEmployee Obligations When Calling in Sick

Personal Leave

The Disability Trust strongly advocates that employees stay home when unwell. We don’t want you spreading your germs and we don’t want you pushing yourself when you clearly need to rest and recover. But what happens when you feel unwell and you’re unable to come to work?

What do I do when I’m sick?

The first thing you need to do is contact your team leader or manager to let them know you are unwell and unable to attend work. Disability Support Workers should contact STAR (centralised rostering) if they become unwell outside of normal business hours. We encourage all employees to advise of their absence as soon as possible; this allows us time to find someone to replace you for your shift, if necessary.

It is important to note that as a permanent employee you are not ‘cancelling a shift’, when you are too unwell to work. You are ‘calling in sick’. This is true even if the shift you are unable to attend is not normally part of your roster and is in excess of your contracted hours.

Once you return to work, you must remember to submit a leave application. If you do not submit a leave application you risk your leave being processed as Unpaid Personal Leave. When you submit your leave application, payroll can then process your pay as personal leave and you will be paid accordingly, if you have enough leave accrued. Again, this is the case even if the shift you called in sick for is an additional shift that is in excess of your contracted hours.

How is it recorded on your file?

Sick leave = sick leave paid from your accrued personal leave

Unpaid sick leave = sick leave that is unpaid if not enough personal leave has accrued

But I’m casual…….

Even though casual employees are not entitled to receive payment of wages when they are too sick to work, as a casual you still need to follow correct procedure and notify the correct person of your intended absence.

We have an obligation to accurately document employee absences from work; this is true for both casual and permanent employees. When a casual employee is unable to work a rostered shift, it is noted on Carelink+ as an unapproved absence. This identifies in the system that the employee was meant to work but was unable and is not eligible for payment of wages for that shift.

The Leave Management Policy
is available on the intranet and provides guidance in relation to all leave entitlements



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