A full-time continuing or fixed term employee can apply to take up to eight weeks annual leave in a year and receive 48 weeks salary, which would be payable over the full 52 weeks (ie the employee may work 44 weeks of a negotiated 12 month period). An employee participating in the 48/52 scheme has effectively had 4 weeks leave without pay approved but rather than lose the value of the 4 weeks salary in one period, the employee has obtained approval to spread the salary impact of 4 weeks leave without pay over 26 pay periods.
Approval of an employee participating in the 48/52 scheme is at the discretion of the Category 4 Delegate and will be subject to agreement between the supervisor and the employee; the needs of the organisational area; and the employee having at least 12 months future service available. Where an employee converts to a 48/52 week cycle, the supervisor must ensure that any reallocation of workloads is the subject of consultation with affected employees and does not create an unreasonable workload for any other employee.
Under this arrangement an employee will become a fractional employee at 48/52 of a full-time load, with all benefits accruing on that basis (ie 0.92 fraction). Employees electing to move to these arrangements will be subject to normal arrangements in respect to the rate of accrual of annual leave. Annual leave will accrue at the rate of 20 days for each year of service.
An absence request form for the employee's 40 days annual leave must be submitted at the same time as the Flexible Work Arrangements Form.
The additional 20 days annual leave that the employee will be eligible for under 48/52 will also need to be discussed and agreed in advance. In taking leave in any one year, it will not be necessary for eight weeks leave to be taken in one block, but this could be an option available to the employee.