Feeling Unwell and Unable to Work

Action Required: If you feel unwell to the point where you are unable to perform your duties, you should:

-Notify the Operations Manager as soon as possible.

-Follow the Standard Operating Procedures (SOP) for reporting illness.

Type of Leave: This situation would generally fall under sick leave. If sick leave is unavailable, it may be considered unpaid leave.

Documentation: Provide any required documentation as per company policy or as requested by the Operations Manager.

Contracting COVID-19

Isolation Protocol: If you test positive for COVID-19, you are required to follow a mandatory 5-day isolation period.

Do not return to work until you have been symptom-free for at least 24 hours without the use of medication.

Notification: Inform the Operations Manager about your condition and expected return date.

Remote Work Consideration: If you are able to work and wish to do so during isolation, discuss potential arrangements for remote work with the Operations Manager.

Unwell but Able to Work

Remote Work Request: If you are feeling unwell but believe you can still perform your work duties, you may request to work from home.

Contact the Operations Manager to discuss and arrange teleworking possibilities.

Social Distancing at Work: If working from home is not feasible, you may request to work in a socially distanced setting within the workplace to avoid spreading illness.

Follow all recommended health and safety guidelines, including wearing masks and maintaining distance from colleagues.

General Recommendations

Health and Safety: Regardless of your condition, always follow health guidelines to protect yourself and others, including frequent hand washing, wearing masks, and adhering to social distancing.

Clear Communication: Keep the Operations Manager and your team informed of your health status and work capacity.

Provide timely updates if your situation changes.

For more details, please visit our Internship and Placements website.

See our Visual Portfolio Guidelines for tips on how to create a portfolio to share!

New Employee Form

Company Policies

Privacy Act Information

2024 Payroll Schedule

Principles of Conservation Moodle Course

Health & Safety Policy

Hazard and Risk Assessment

Near Miss and Injury Form

Staff are entitled to the following benefits depending on your type of contract. You employment agreement will have more details.

Casual Employment

-Annual leave paid out as 8% of your gross pay in each pay period

-10 days of sick leave after 6 months of employment*

-3 days of bereavement leave after 6 months of employment*

-Parental leave after 6 months of employment

*Calculated based on the number of hours worked in previous periods

Permanent Employment, Hourly Wage (Part-Time, Full-Time, Fixed-Term)

-Public holidays

-4 weeks annual leave after 6 months of employment **

-10 days of sick leave after 6 months of employment **

-3 days of bereavement leave after 6 months of employment

-Parental leave after 6 months of employment

-10 days domestic violence leave after 6 months of employment

**You must use annual leave and sick leave before any unpaid leave is permitted

We are always looking for ways to support our staff and mental health is an increasing concern in today’s society. If your looking for resources on getting support outside of the workplace, here are a few suggestions:

Employee Assistance Programme

Click here to learn more about the Employee Assistance Programme through Benestar and Xero. This is a free service for staff and their family members. We do not know when it is used or who it is used by and it is confidential.

Phone or Text Support

Talking to a counsellor not really your thing or do you feel uncomfortable meeting someone in person? Try connecting with someone over the phone or text. There are a variety of specialised helplines listed here. You can also just ring 0800 LIFELINE or text 4357 or 1737 to speak to someone for free and confidentially. These are open 24/7.

Talk to Us

We want to know what issues may be affecting you at home and at the workplace.

If you are not sure whether you need to tell us or what you should tell us, try these very handy checklists: https://www.business.govt.nz/wellbeing-support/wellbeing-in-your-business/problem-sharing-and-solving

There are lots of tools we can implement to help you navigate tough times.

Permanent staff participate in bi-annual reviews to reflect on the previous 6 months and set goals for the next 6 months. These take place in March and October (to line up with our yearly Strategic Planning).

Meetings are also held between the reviews to ensure we are staying on track with meeting the goals we established.

The template for staff reflections is available here.