Q: If an employee was full time then moved to casual (final pay given and with only a week gap between) – do they already qualify for sick leave – ie carry over the sick leave from the full time position OR do they need to qualify again 6mths from now?
A: Couple of things here, why a termination pay? Were they provided with anew employment agreement? Did they have SL entitlement prior to termination?
Did they have the employment for being a casual on termination or did this happen after?
Q: The employee resigned then asked to come back as casual to help out when staff are sick or on holiday.
They were given a new casual contract.
Yes there was 15days SL left when I finalised her full time pay.
Final day on 23 March then her first casual shift was on the 5th April.
She is asking if she can use the 15 days SL left over from when she left or has to wait the 6mths tested to receive her 10 days.
A: When they started as a casual it was a new period of employment so previous SL is not valid.