Quote Originally Posted by jonesfam View Post
It's a funny old world.
I think I posted that our company buying the Cloncurry Foodworks fell over.
But for a couple of years the owner of said Foodworks has been chasing me to manage it for him.
I have/had always refused because I was happy with what I have been doing & like Doomadgee & maybe was feeling comfortable.
Anyway, the past couple of weeks, or a bit longer, have been a bit full on with one of our kids having a lot of issues & SWMBO has asked for more support from my end.
So, I phoned the Cloncurry Foodworks owner & asked if:
1. was he was serious?
2. When could we have a talk?
After much discussion with the owner, SWMBO, the kids & my inner self I have decided it is time.
I wrote & sent my resignation today, very nice - one doesn't want to burn one's bridges, & I finish in Doomadgee on the 6th of January.
SWMBO is ecstatic, the kids are good with it & I probably need renewed motivation & challenges.

My current Boss & the Board are OK with it saying they were amazed I lasted 9 years.
BTW this will be the 4th time I have almost got to long service leave but never quite made it...............
You might have a claim to LSL on my reading of this:

General principles
The difficulty for employers is anticipating whether the circumstances of a particular employee will be considered by the Queensland Industrial Relations Commission (the Commission) as falling within the set criteria. The general thrust of case law on this point is that employees ceasing work for reasons beyond their effective control are entitled to the benefit.

The words 'domestic or other pressing necessity' have been interpreted to encompass a broad range of scenarios, including:

a pregnant employee leaving work to take on the responsibility of home duties;

an employee forced to leave work to take care of a sick spouse, or take care of children;

and

Narrower test
This is an extremely broad interpretation, anticipating both existing domestic arrangements, as well as proposed or future arrangements. A more conservative test, which appears to have been accepted generally, involves the following questions:

1. Was the reason claimed for resigning:
the employee's illness or incapacity?
a domestic or other pressing necessity?

2. Was the reason claimed for termination genuinely held by the worker and not simply a rationalisation?

3. Although the reason claimed may not be the sole ground that actuated the worker in his [or her] decision to terminate, was it is the real or motivating reason?

4. Was the reason such that a reasonable person in the circumstances in which the worker found himself [or herself] placed might have felt compelled to terminate his [or her] employment?

Resignation and Pro Rata Long Service Leave (findlaw.com.au)