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A Claim for Reimbursement must be submitted before Coal LSL can release funds to reimburse an employer for payments made to employees for their long service leave.
Employees must be paid their entitlement before a Claim for Reimbursement is requested from Coal LSL.
Paying an employee less than the amount required may incur a civil penalty under the governing legislation.
Note: when completing the form electronically, ensure full functionality of fillable fields by downloading the form to your computer before completing it.
1. Enter your Employer Details.
2. Enter the information exactly as per the leave application confirmation.
3. Enter the amount and hours worked to earn this amount, the amount paid to the employee, and the payment date.
Where to find information: The Authorisation numbers, employee details, hours of leave taken and commencement dates can be found on the Leave Application Confirmation that was emailed by Coal LSL at the time the application was approved.
Eligible wages amount for previous month: Provide the eligible wage amount calculated for the employee on the last complete month Levy Advice form prior to the leave commencement date. For example, if the leave is taken in June, include the eligible wage amount reported on the May Levy Advice form.
Hours worked in previous month: List the number of hours worked by the employee in the month for which the Eligible Wage Amount is quoted. This number depends on the work status of the employee and the eligible wage calculation applied.
Calculated claim amount: This is the calculated reimbursable amount, based on the eligible wage amount per hour. Use the reported eligible wages and hours worked to calculate the amount. This calculation is in accordance with the Employer Reimbursement Rules 2017.
Amount paid to employee: This is the payment amount that has been made to the employee. This may be the same as the Calculated Claim Amount but may differ depending on the individual employment conditions.
The amount paid to the employee for the leave taken must be no less than an amount that is equal to the base rate of pay that would have been payable to the employee during the period had the employee not taken the leave, plus incentive‑based payments and bonuses.
Reimbursable amount: In accordance with Rule 9 (2) of the Reimbursement Rules, the Reimbursable Amount is taken to be the lesser of the calculated Claim Amount and the Amount Paid to the employee. If you have questions regarding this amount, please raise a support case or contact your Relationship Manager.