Personal/carer's leave entitlements under an enterprise agreement operate differently from NES entitlements where shifts vary in length, requiring payment based on the shift length on which leave is taken.

The obligation to ensure that one's child is collected from school falls within the ambit of 'family or carer's responsibilities' for the purposes of s.351 of the Act.

The sole obligation on an officer under cl 73.5(a)(i) is attendance on a certified medical practitioner for the purpose of obtaining a medical certificate. The relevant focus is to evidence an officer's unfitness for work at the time specified in the application for personal leave.

The purpose and nature of leave entitlements is paramount in determining whether misconduct occurred in relation to leave claims.

Personal leave is intended to protect employees against loss of earnings when unable to work due to illness, injury or unexpected emergency. It is not intended for the purpose of 'recharging the batteries', which is the role of annual leave.

A medical certificate from a qualified medical practitioner is prima facie accepted as satisfying the reasonable person test under s107(3) FWA unless the facts and surrounding circumstances demonstrate the employer or court would not accept its validity.

Temporal coincidence between a period of medical unfitness and revoked approved annual leave, combined with workplace tension concerning pay disputes, is insufficient to displace the prima facie validity of a medical certificate where no independent medical evidence is adduced to rebut it.

A notice requirement for personal leave that is ancillary or supplementary to the NES does not contravene s.55 if, in its operation, it permits an employee to give notice as soon as practicable where it is not reasonably practicable to give 6 hours' notice.

Sick leave pool or accumulated pool credits, whilst referred to in terms of 'income support' rather than explicit 'leave', must be understood as dealing with sick leave in their industrial relations context: they provide an entitlement to remain absent from work on account of illness or injury and to be remunerated for that period.

Section 107(4) of the Fair Work Act provides that an employee is not entitled to take personal/carer's leave unless the employee complies with the substantiation requirements in s.107(3), meaning that if required evidence satisfying a reasonable person is not provided, the taking of leave does not amount to the exercise of a workplace right.

The phrase 'without loss of pay' in personal leave provisions means leave is taken using the actual hours of an employee's shift length, whereas leave accrues according to ordinary hours.

Paid personal leave (sick leave) under Division 7 of Pt 2-2 FWA applies to employees other than casual employees. Casual employees are excluded from paid personal leave entitlements.