Thinking about whether a day would "otherwise be a working day" is key to determining an employee's entitlement regarding public holidays, alternative holidays, sick leave and bereavement leave.
In most cases, whether a day would "otherwise be a working day" is clear because the working week or roster is constant and both the employer and employee can understand and agree about whether the employee would otherwise work on the day.
Where the employer and the employee cannot agree whether a day would "otherwise be a working day", they should consider the following issues:
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In most cases, whether a day would "otherwise be a working day" is clear because the working week or roster is constant and both the employer and employee can understand and agree about whether the employee would otherwise work on the day.
Where the employer and the employee cannot agree whether a day would "otherwise be a working day", they should consider the following issues:
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