However, this leaves us hanging in mid-air on the question - what happens with an employee who ordinarily works on a Sunday, does in fact work on the Sunday which is a public holiday and also works on the Monday which is a public holiday.
The Registrar of Trade Unions may extend this period at their discretion, but such extension may not exceed six months.
There is one other thing - and that is the exchange of a public holiday for another day, by agreement with the employee.