Purpose of leave
Staff member applying for leave must specify it is for the purpose listed below. |
Application and eligibility
All
staff members are eligible for the entitlements in this Schedule,
provided that for any specific category of leave the staff member: |
Leave entitlement
A staff member's entitlement is subject to the conditions set out in clauses 34-40 of the Agreement. |
| (a) Annual leave |
|
Twenty paid working days for each completed year of service. |
| Is a seven-day shift worker |
An additional five paid days where the rostered shifts include at least 10 Sundays in the accrual period. |
| (b) Personal leave |
Is unable to perform his/her duties due to an illness or injury; or the
staff member is required to provide care or support to a member of the
staff member's immediate family or the staff member's household because
of an injury, illness or unexpected emergency. |
(i) For continuing appointments, on commencement of appointment
credited with 30 days of personal leave and a further 15 days for each
year of service after initial service of 24 months;
(ii) For fixed-term appointments of 24 months or more, the same as for continuing appointments;
(iii) For fixed-term appointments of less than 24 months, on
commencement of appointment credited with pro rata 30 days of personal
leave per 24 months of service. After expiry of the initial fixed-term
appointment credited with a further 15 days for each year of service;
(iv) All personal leave will be cumulative if not taken; and
(v) If a staff member has exhausted his or her entitlement to paid
personal leave, or is engaged as a casual, the staff member may take a
period of up to two days of unpaid carer's leave for each occasion
where a member of the staff member's immediate family or household
requires care or support because of illness, injury or an unexpected
emergency. |
| (c) Isolation leave |
Has contracted a notifiable infectious disease or is isolated on the direction of a medical practitioner |
Paid leave for the required period of isolation. |
| (d) Repatriation leave |
Is absent on account of illness due to war service disabilities certified by the Department of Veterans Affairs. |
Up to 15 paid days during each year of service, cumulative up to 100 days. |
| (e) Long service leave |
Has at least 10 years of recognised continuous service. (Where service
is not continuous and any break in service either with the University
or a recognised prior service employer does not exceed 12 months, the
staff member's recognised service will be the aggregate of his/her
period of service (including any prior recognised service).) |
13 paid weeks after 10 years of service and at the rate of 1.3 weeks for every additional year thereafter. |
| (f) Jury Service |
Is called for jury service. |
Paid leave for the duration of attendance. |
| (g) Fire fighting and emergency assistance leave |
Has responded to an appeal by the government or other competent authority for fire fighting or other emergency assistance. |
Paid leave for the duration of the participation in the emergency activity, plus one day of recovery leave on completion. |
| (h) Defence Reserve Forces Leave |
Is a member of the Defence Reserve Forces attending at an annual
training camp, schools, classes or courses of instruction conducted by
or on behalf of the Defence Reserve Forces. |
Leave
on full pay for the purpose of attending an annual training camp of 14
calendar days' duration or, where the commanding officer of the
relevant service unit certifies that such training exceeds 14 days, of
up to 18 calendar days' duration.
Leave with pay for a
period not exceeding 14 calendar days for the purpose of attending in
any one calendar year not more than two schools, classes or courses of
instruction conducted by or on behalf of the Defence Reserve Forces,
provided that the amount paid shall be the amount the staff member
would have received had the staff member remained on duty less any pay
received by the staff member, including marriage and separation
allowances, by reason of attendance at any such school, class or course. |
| (i) Blood donor leave |
Is a registered blood donor donating blood. |
Paid leave for the period required. |
| (j) Compassionate leave |
Has family member who has died, or has contracted or developed a
personal illness that poses a serious threat to his or her life, or
sustains a personal injury that poses a serious threat to his or her
life. |
Three days' paid leave on each
occasion. Additional paid leave may be granted due to special
circumstances such as extensive travel. |
| (k) Court appearances leave |
Is subpoenaed to appear as a crown witness, or to give evidence. |
Paid leave for the period required where the matter is directly related
to his/her employment or the staff member appears as a Crown witness,
and unpaid leave for any other matter. |
(l) Parental Leave (Maternity)
for the birth and care of a child |
Is a birth mother having continuous service with the University of:
at least 24 months;
|
Leave for a continuous period of 52 weeks comprising 14 weeks' leave at
100% pay (to conclude no later than 14 weeks following the date of
delivery) and 38 weeks' leave at 60% pay.
A staff
member may request a further period of 52 weeks' unpaid parental leave
to commence immediately following the conclusion of the initial period
of 52 weeks' parental leave. The University will consider each staff
member's request on a case by case basis and in accordance with the
relevant legislation and the University's operational requirements. A
staff member is not entitled to extend the period of parental
(maternity) leave beyond 24 months after the date of birth of the
child. |
12-24 months;
|
Leave for a continuous period of 52 weeks comprising 14 weeks' leave at
100% pay (to conclude no later than 14 weeks following the date of
delivery) and leave at 60% pay at the rate of 3.16 weeks for each completed month of service after the first 12 months, plus unpaid leave for any remainder of the continuous 52-week period.*
A
staff member may request a further period of 52 weeks' unpaid parental
leave to commence immediately following the conclusion of the initial
period of 52 weeks' parental leave. The University will consider each
staff member's request on a case by case basis and in accordance with
the relevant legislation and the University's operational requirements.
A staff member is not entitled to extend the period of parental
(maternity) leave beyond 24 months after the date of birth of the
child. |
less than 12 months
|
Leave for a continuous period of 52 weeks (to conclude no later than 52
weeks following the date of delivery) comprising leave at 100% pay at
the rate of 1.16 weeks for each completed month of service (to conclude
no later than 14 weeks following the date of delivery) plus unpaid
leave for the remainder of the continuous 52-week period. |
(m) Parental Leave (Adoption)
for the adoption of a child |
Approved applicant for the adoption of a child. |
Leave equivalent to the leave entitlement of a birth mother under
paragraph (l) of this Schedule according to the staff member's length
of continuous service and with "date of placement" substituted for
"date of delivery". |
| (n) Parental Leave (Spouse/Domestic Partner Birth) |
Where
the staff member has 12 months or more continuous service with the
University and has primary responsibility for the on-going care of a
child born to his/her spouse/domestic partner.
|
Continuous
unpaid leave for up to 52 weeks (less any period of parental leave
already taken by the staff member). A staff member may request a
further period of 52 weeks' unpaid parental leave to commence
immediately following the conclusion of the initial period of 52 weeks'
parental leave. The University will consider each staff member's
request on a case by case basis and in accordance with the relevant
legislation and the University's operational requirements. The amount
of (if any) additional unpaid parental leave that may be granted to a
staff member will depend on the period of leave taken by the staff
member's spouse/domestic partner. A staff member is not entitled to
extend the period of parental (spouse/domestic partner birth) leave
beyond 24 months after the date of birth of the child. |
Where
the staff member has less than 12 months continuous service with the
University and has primary responsibility for the on-going care of a
child born to his/her spouse/domestic partner.
|
Continuous unpaid leave for up to 52 weeks to be taken within 12 months after the birth.
|
Is absent to assist the birth mother immediately before or after the birth.
|
Five
paid days and up to 10 unpaid days leave may be taken within the period
commencing one week prior to the expected date of birth and concluding
not later than six weeks after the birth. |
Where
the staff member has 12 months or more continuous service with the
University and wishes to take parental leave to enable his or her
spouse/domestic partner to return to work in circumstances in which the
staff member's spouse/domestic partner has already taken 12 months'
parental leave.
|
Continuous unpaid
leave for up to 52 weeks (less any period of parental leave already
taken by the staff member). The period of leave taken by the staff
member must not extend beyond 24 months after the date of
birth/placement of the child.
|
Where
the staff member has 12 months or more continuous service with the
University and wishes to take parental leave to enable his or her
spouse/domestic partner to return to work in circumstances in which the
staff member's spouse/domestic partner has already taken 24 months'
parental leave.
|
No entitlement to leave.
|
| (o) Arbitration Leave |
Is preparing or conducting a case in Fair Work Australia that directly
relates to the staff member's employment with the University. |
In any calendar year, paid leave for the conduct of the case and unpaid
leave of up to three months for the preparation of the case for up to
two staff members for the same case. |
(p) Professional Staff Study Leave
for attendance at an approved course of study, including examinations |
Is holding a fractional appointment of 0.5 or more and is enrolled in a
course of study relevant to the University and the staff member. |
Up to four paid hours per week. |
| (q) Religious leave |
Is observing a religious occasion. |
Unpaid leave for up to three days in any one calendar year. |
| (r) Ceremonial leave |
Is identified as and is accepted as a member of the Aboriginal or
Torres Strait Islander community and is preparing for or attending to
community organisation business and relevant cultural duties and
celebrations. |
On prior application of at least 14 days, up to five days' paid leave plus 10 days' unpaid leave per calendar year. |
| (s) Election leave |
Is standing as a candidate for election to Federal or State Government. |
Unpaid leave not exceeding the election period. |
(t) Sporting leave
for participating in or officiating at sporting events. |
Is participating as a competitor or officiating as an accredited official in a sporting event. |
On application at least 14 days prior, up to four weeks' paid leave for
Olympic, Commonwealth or Pacific Conference games and up to four weeks'
unpaid leave for all other events. |
| (u) Leave to accompany spouse overseas |
Has a spouse employed by the University who is travelling overseas on OSP, long service leave, or for staff training. |
Unpaid leave for the period of travel subject to operational requirements, and up to 2 occasions only. |
(v) Special Leave
for any purpose approved at the discretion of the University. |
|
Paid or unpaid leave for the duration of the circumstances. |
(w) Relocation leave
for the removal of household goods to a relocated residence. |
Is required by the University to perform all or the major part of
his/her duties at a place other than the staff member's previous place
of work and who relocates to a residence more convenient for travelling
to such new place of work. |
Two paid days of leave. |
| (x) Workplace relations training leave |
Attending a course or courses which contribute to a better understanding of workplace relations. |
Maximum of 10 days' paid leave in any two consecutive years. If the
staff member's application for leave is not approved, the staff member
may appeal to his/her Dean or Divisional Director as appropriate. |
