Q&A

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?

We have a staff member who has been on short-term contracts that have been extended with ongoing project funding, but is coming to an end at the end of this month.

She has been continually employed since 2015. We offer above-award long service leave, with it being 12 weeks after 7 years, so pro rata after 5 years.

We have been accruing hours at a rate to cover the above conditions.

We just wish to ensure that the staff member is entitled to the pro rata payout due to the fact that there is to be no further extension of her contract due to projects finishing.

Do we pay out the full amount of hours accrued or is there a particular formula they we need to apply?

We are moving to electronic archiving and the only items we haven’t scanned in yet are employment documents such as Conditions of Employment, TFN declarations, etc.

Are these also able to be kept in electronic copy without maintaining the original paper copies? I want to make sure we will meet both audit and ATO requirements.

What are examples of pressing domestic necessity that would meet the criteria of an employee resigning between the 5–10 years to access long service leave?