MIBCO Main Agreement Leave: What You Need to Know
If you`re a motor industry employee, you have probably heard of the MIBCO Main Agreement. This agreement governs the terms and conditions of employment in the motor industry, and it has important implications for leave entitlements.
One of the types of leave covered by the MIBCO Main Agreement is annual leave. According to the agreement, all employees are entitled to 15 working days of annual leave for every 12 months of continuous employment. This means that if you have been working for a motor industry employer for a year, you are entitled to 15 days of leave.
However, there are some factors that can affect your leave entitlement under the MIBCO Main Agreement. For example, if you work part-time or are employed on a fixed-term contract, your entitlement may be prorated based on the hours you work or the length of your contract.
Another important type of leave covered by the agreement is sick leave. All employees are entitled to sick leave, which is calculated based on the number of days worked in a cycle. The exact entitlement varies depending on factors such as your salary and length of service.
One aspect of leave entitlement that is often overlooked is study leave. The MIBCO Main Agreement allows for study leave for certain types of training, such as trade tests and apprenticeships. If you are undertaking one of these programs, you may be entitled to study leave to attend training sessions or take exams.
Finally, it`s worth noting that the MIBCO Main Agreement also covers family responsibility leave. This type of leave is available to employees who need to take time off work to care for a sick family member or attend to other family responsibilities.
In summary, the MIBCO Main Agreement has important implications for leave entitlements in the motor industry. Whether you are entitled to annual leave, sick leave, study leave, or family responsibility leave, it`s important to understand your rights under the agreement. If you have any questions about your leave entitlements, you should consult with your employer or a qualified employment law expert.