Application number: wv00358203 Client number: 79338729 30 March 2023

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2. 
   Remuneration and Benefits
   

1. 
   Payment of wages
   

1. 
   The Employee will be paid $28.00 gross per hour.
   
2. 
   The Employee will be paid fortnightly on [Thursday] by internet banking into the Employee's nominated NZ bank account.
   
3. 
   The Employer may change how often the Emplosyee is paid and will give reasonable notice in writing.
   

1. 
   Employees Transport To and From Work:
   

1. 
   The Employee understands the Employer is not required to provide transport
   

or a vehicle for the Employee to travel from their home to work or from work to return home, within the Region, as a part of their employment. It is the Employee’s responsibility to get to and from work and to work on time.

2. 
   The Employee understands if the Employer requires the Employee to travel to another work location during work hours and within the Region, the Employer will provide transportation. If the Employer is unable to provide transportation, the Employer will reimburse the Employee for any transport expense incurred by the Employee.
   

3. 
   Wages Protection
   

1. 
   The parties will comply with the provisions of the Wages Protection Act 1983.
   

For the purposes of this agreement and the Employee’s employment, the Employee expressly gives his/her written consent to the Employer deducting any money legally due and owing by the Employee from the Employee’s remuneration, of all monies (wages, holiday pay, alternative holiday pay and the like) received upon termination of employment. The Employer agrees to consult with the Employee before making any such deductions.

4. 
   Paying Back Expenses
   

1. 
   The Employer will repay any authorised and reasonable work-related expenses the Employee has to cover while doing their job. The Employee must obtain prior written consent from the Manager and provide proof of purchase with a GST receipt.
   

5. 
   Pay Review
   

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1. 
   The Employee’s pay may be increased based on annual pay reviews. The Employee’s performance and the Employer’s financial position may be considered during any review.
   
2. 
   Any pay increase to the Employee’s pay is solely at the Employer’s discretion and there is no guarantee as to a pay increase.
   

2. 
   Leave
   
   1. 
      Public holidays
      

1. 
   The Employee agrees to work any public holiday if required. The Employee also agrees not to work on any public holiday, unless asked to do so.
   
2. 
   If an Employee works a public holiday, the Employee will be paid their relevant daily pay or average daily pay, plus half that amount again for each hour worked (time and a half).
   

1. 
   Alternate day off
   

a) If the Employee has worked on a public holiday that is a day that would otherwise be a working day for the Employee, the Employee will be entitled to take a paid alternative holiday at a mutually agreed date with the Employee and Employer.

2. 
   Annual leave
   

1. 
   The Employee is entitled to 4 weeks annual leave each year, once the Employee has worked for the Employer for 12 months, in accordance with the Holidays Act 2003.
   
2. 
   The Employee can take leave in advance with the Employer’s written agreement. Any unearned leave taken in advance must be repaid if the Employee ends employment with the Employer.
   
3. 
   Leave will be taken at times where both the Employee and Employer agree. If they cannot agree, the Employer will decide the annual leave dates for the Employee to take and provide the Employee with at least 14 days’ notice.
   

1. 
   Annual Closedown
   

1. 
   The Employee must take annual leave when the business customarily shuts each year, Annual Closedown, subject to the Employer’s discretion. The Employer will give at least 14 days’ notice of the closedown dates.
   
2. 
   If the Employee does not have enough annual leave to cover this period, the Employer will consult with the Employee on how to allocate the time off. This may include the Employee taking unpaid leave, or leave in advance.
   

5

i.	Parents;
ii.	Child;
iii.	Partner or spouse;
iv.	Grandparents;
v.	Grandchildren;
vi.	Brother;
vii.	Sister; and
viii.	Parents-in-law;

6

1. 
   The Employee can also take 1 paid day off after the death of another person if the Employer accepts the Employee has suffered bereavement.; or
   
2. 
   On the end of an employee’s pregnancy by way of a miscarriage or still­birth; or
   
3. 
   On the end of another person’s pregnancy, by way of a miscarriage or still­birth, if the employee—
   

1. 
   is the person’s spouse or partner; or
   
2. 
   is the person’s former spouse or partner and would have been a
   

biological parent of a child born as a result of the pregnancy; or

3. 
   had undertaken to be the primary carer (as described in section 7(1)(c) of the Parental Leave and Employment Protection Act 1987) of a child born as a result of the pregnancy; or
   
4. 
   is the spouse or partner of a person who had undertaken to be the primary carer of a child born as a result of the pregnancy.
   

4. 
   As soon as it is possible, the Employee must tell their Manager of their relationship to the person who has died, and the dates they wish to be away from work. The Employer will make a decision quickly, so the Employee has as much time as possible to make necessary arrangements.
   

1. 
   Domestic violence leave
   

1.