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Meaningful reconciliation requires effort across all five dimensions. This policy aims to be one of the many tools the Future Group (FG) will employ to pursue reconciliation.
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The purpose of this policy is to promote the values of reconciliation and equity through the provision of Cultural Leave for First Nations people at FGFuture Group.
In this policy, “workplace” includes all locations in which people in the FG Future Group team (including, but not limited to, employees, directors and independent contractors) are required or approved by FG Future Group to perform their official duties.
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This policy applies to all First Nations employees. Certain parts of the policy may be applicable to different people based on their role at FGFuture Group, such as managers and independent contractors.
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Full-time Aboriginal and Torres Strait Islander employees (either on a permanent or fixed-term contract) are entitled to a maximum of up to 4 paid Cultural Leave days per financial year.
Paid Cultural Leave will be pro-rated and available each financial year for eligible Aboriginal and Torres Strait Islander part-time employees (either on a permanent or fixed-term contract).
Paid Cultural Leave is pro-rated for eligible employees in the following way:
Eligible employees who typically work 4-5 days per week (or 30 - 37.5 hours per week) are entitled to a maximum of up to 4 paid Cultural leave days per financial year.
Eligible employees who typically work a total of 3 days or less per week (or 22.5 hours or less per week) are entitled to a maximum of up to 3 paid Cultural leave days per financial year.
FSG employees employed on a casual basis and independent contractors do not have any paid leave entitlements. Therefore, First Nations casual employees or contractors will not have access to paid Cultural Leave. However, FG Future Group recognises the need for all to observe events of cultural significance. Thus, all First Nations casual employees and contractors are entitled to the flexibility to swap out days they usually work where they need to observe events of cultural significance to days not usually worked.
Employees entitled to Cultural Leave can access it at any point in a financial year (i.e. they are not required to take all 4 days consecutively, although they could if they wish).
Paid Cultural Leave will not accrue. Any unused paid Cultural Leave will lapse on 30 June every year, then will reset on 1 July every year.
Any unused Cultural Leave balance will not be paid out upon an employee’s departure from FGFuture Group.
Paid Cultural Leave can be combined with other types of leave offered by FGFuture Group, with the exception of Mental Health Leave. Employees should refer to the /wiki/spaces/BizOps/pages/657522738 for further information. We encourage employees to prioritise taking their annual leave to maintain personal well-being.
All leave requests must be submitted on Employment Hero. We ask employees to submit leave requests at least 2 weeks in advance. However, FG Future Group also recognises culturally significant events (like Sorry Business) may not allow for advance notice and will work to accommodate requests at short notice, as is the case for personal leave.
Managers are encouraged and expected to facilitate flexibility for any First Nations full-time employees, part-time employees, casual employees or independent contractors to observe events significant to their culture.
Managers are provided with information to support their direct reports access this leave.
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Understand this policy and seek clarification from People & Culture or management where required;
Consider this policy while completing work-related duties and at any time while representing FGFuture Group;
Support fellow team members in their awareness of this policy;
Support and contribute to FG’s Future Group’s aim of providing an equitable and supportive environment for all team members; and
Seek assistance from their manager, supervisors and/or the People Programs and DEIB Specialist if they have any concerns or are having difficulties.
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Ensure that all team members are made aware of this policy; and
Actively support and contribute to the implementation of this policy, including FG’s Future Group’s commitments.
As noted above, First Nations employees might seek paid leave to observe, attend, or celebrate culturally significant days to them. Managers should not expect employees to justify the importance of events when applying for Cultural Leave. Certain traditions and customs may be extremely sensitive, personal or private, and employees might not be comfortable discussing these details with their manager(s) or the company.
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This leave policy is an effort to make FG Future Group a more equitable and just organisation. While launching this policy is a vital step, its success depends on the awareness and understanding all staff share around the importance of such policies. FG Future Group will ensure that:
All team members receive a copy of this policy during the onboarding process, and understand their obligations and rights under this policy;
This policy is easily accessible by all members of the organisation;
Specific attention will be paid to socialising this policy and its implications with the Senior Management Team (SMT) and Culture Club to reduce barriers and encourage uptake;
All team members are informed when a particular activity aligns with this policy;
All team members are encouraged to actively contribute and provide feedback to this policy; and
All team members are notified of all changes to this policy.
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Full-time employees have an advance commitment to ongoing employment and can expect to work regular hours each week. At FGFuture Group, full-time employees can expect to work 37.5 hours each week. They have paid leave entitlements. Full-time employees are entitled to be paid superannuation by their employer.
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If you have any questions, please email us at peopleandculture@futuresuperpeopleandculture@futuregroup.com.au