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GOODMAN FIELDER LIMITED ___________________________ Leave Liability

GOODMAN FIELDER LIMITED ___________________________ Leave Liability Best Place to Work – We look after our own September 2012. Overview – “we look after our own”.

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GOODMAN FIELDER LIMITED ___________________________ Leave Liability

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  1. GOODMAN FIELDER LIMITED ___________________________ Leave Liability Best Place to Work – We look after our own September 2012

  2. Overview – “we look after our own” • With a our new vision and value launch, GF is urging our leaders to identify, plan for and address challenges associated with outstanding annual leave. We want to help more GF people reap the benefits of holiday taking. • We currently have 2104 people and GFNZ carries a liability of more than $9.5 million of outstanding and accured leave. Many people have leave beyond the maximum allowable leave (1 years entitlement) and this equates to $6 million. • Having a large annual leave balance leads to a financial liability for our business which increases annually with salary reviews. • Our aim is to reduce the liability from $9.5 million to $7 million and promote our value of “we look after our own” .

  3. The benefits – “we look after our own” • We want to encourage our people to take annual leave and create a work life balance. We are more likely to create the “best place to work” when we promote this. • Holidays and short breaks are effective in helping them recharge their batteries and spend time with their family and friends. • Legally our people must be given the opportunity to take at least two of the four weeks’ holidays continuously, if they wish to do so. • People are entitled to cash up to one week of their minimum entitlement of annual holidays per year. • Taking leave helps to build positive morale, which results in increased motivation and contributes to the best place to work. A productive work force will ultimately drive the success of GF. • Being flexible and working out a compromised solution to taking leave is the best approach. • However, whilst not ideal legally we can with two weeks notice in writing, direct our people to take any outstanding leave.

  4. The Action Plan Support We want to ensure our Leaders are well supported, well informed and clear about this process. If you have any questions please talk to your HR Rep. Leave Planning and Action Setting • Select the top 20% of people with more than 20 days of outstanding leave • Discuss and create leave plans for your people by the end of November 2012 • Discuss and confirm their leave plan with them by the end of November 2012 • Monitor and manage the taking of leave for all employees - ongoing

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