国内父母生病需要照顾可以用病假。

fiddlehead.

yinshe 发表于 2014-10-17 13:35

即使父母在这里都不行。公司的carer leave 只是针对你的孩子，其他劳工，姐妹，父母都没用。可以用年假。 ...
你们公司真黑。

kkyy2528.

"

现在都叫personal leave了，而且是累计的，只要一直在这家公司做，和annual leave不同的是辞职的时候累计下来的personal leave就作废了，不拿换成薪水。我们公司有工作十几年的男同事personal leave 都累计了快400小时了。

VulcanOnIce.

kkyy2528 发表于 2014-10-17 13:22

现在都叫personal leave了，而且是累计的，只要一直在这家公司做，和annual leave不同的是辞职的时候累计 ...
sick leave 一般公司都不累计的，再说了，谁总有个头疼脑热的，基本上每1-2个月总要请掉的吧。

noway.

我们公司是累计的。不够就用年假。

rabbitpoint.

不少单位可以累计。一般情况下sick leave是dependant才能用。

kkyy2528.

"

我们公司的payroll我有access可以看见。还有， sick leave这个词早就不用了，属于personal leave的一种。personal leave按法律是累积的。不爱请假的一年如果只请4-5次1天的假，必然会有一半累积到下一年。我们公司那几个鬼还真都不怎么请假。反到是我没什么剩的。

鼹鼠和蝉.

本帖最后由 鼹鼠和蝉 于 2014-10-17 18:19 编辑
When can paid personal/carer’s leave be taken?
An employee may take paid personal/carer’s leave:
if they are unfit for work because of their own personal illness or injury (including pregnancy-related illness), or
to provide care or support to a member of their immediate family or household, because of a personal illness, injury or unexpected emergency affecting the member. A member of the employee’s immediate family means a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of an employee; or a child, parent, grandparent, grandchild or sibling of the employee’s spouse or de facto partner.
However, if the period during which an employee takes paid personal/carer’s leave includes a day or part-day that is a public holiday, the employee is not on paid personal/ carer’s leave on that public holiday.

dolinloop.

我们公司每年有十二天personal leave，可以累积，家里人有恙都能用。有人做了十几二十年，balance不得了

鼹鼠和蝉.

ivy-liao 发表于 2014-10-17 13:31
不可以
上次我妈在国内动大手术，我回国。老板说不可以用病假
告他

鼹鼠和蝉.

For all periods of personal/carer’s leave or compassionate leave, an employee must give his or her employer notice of the taking of such leave.
The notice must be given to the employer as soon as practicable (which may be a time after the leave has started), and must advise the employer of the period, or expected period, of the leave.
An employer is entitled to request evidence that would substantiate the reason for leave. A failure to either provide notice or, if required, evidence that would satisfy a reasonable person to substantiate the reasons for the leave, means the employee is not entitled to the leave.
An award or agreement may include terms relating to the kind of evidence that an employee must provide in order to be entitled to paid personal/carer’s leave, unpaid carer’s leave or compassionate leave. For example, an employer may request that the employee provides a medical certificate.