4.1 Leave

4.1 Leave

Leave

The following subclauses set out the basic entitlements for Staff in each of the leave categories. A Staff Member employed on a part-time or part-year basis is entitled to a proportional amount of the full-time leave available under the relevant subclauses of this Agreement, in line with their appointment. Except where otherwise specified, a casual Staff Member receives a loading in lieu of paid leave entitlements.

Leave should normally be applied for and approved by the Supervisor prior to being taken. Detailed provisions for the granting and taking of leave, and the arrangements for payment while on leave, will be in accordance with the relevant leave policies in place from time to time.

Annual Leave

4.1.1 Eligibility and entitlement

Full-time Staff

140 hours (4 weeks) of annual leave per calendar year of continuous service (and pro rata for incomplete years)

Part-time Staff

On a proportionate basis of the full-time entitlement

7 day continuous shift workers

175 hours (5 weeks) of annual leave per calendar year of continuous service

Casual Staff

No entitlement; loading included in hourly rate in lieu of (among other things) annual leave

4.1.2 Taking annual leave

(a) The timing of annual leave will be discussed in advance between the Staff Member and the Supervisor. Annual leave will normally be requested and approved in advance. A Supervisor may approve a retrospective application for annual leave.

(b) Staff Members are expected to take a minimum of four weeks annual leave (or the full amount of leave credited to the Staff Member if less than four weeks) during the calendar year. Supervisors will organise workloads to ensure that each Staff Member has the opportunity to take annual leave in an unbroken period at a mutually convenient time.

(c) Notwithstanding subclause 4.1.2(b) a Staff Member may apply to the Supervisor to defer taking leave to enable accrual to a maximum of 10 weeks. In making an application to defer leave the Staff Member will identify dates by which the leave will be taken. The University will not unreasonably refuse such an application.

4.1.3 Excess accumulated leave

(a) In the absence of an agreement under subclause 4.1.2(c), the University may, with three months written notice, direct a Staff Member to take annual leave if they have an accumulation of seven weeks or more annual leave.

(b) A direction or directions made under subclause 4.1.3(a) will not require a Staff Member to reduce their leave balance below 140 hours /four weeks annual leave. The Staff Member may consent to taking leave that reduces their leave balance below 140 hours.

(c) Where the Staff Member is directed to take annual leave under subclause 4.1.3(a) the University will be entitled to deduct the amount of annual leave that was directed to be taken from the Staff Member's accrued annual leave entitlement.

4.1.4 Cashing out annual leave

The University may, at its absolute discretion, agree to a request by a Staff Member to cash-out an amount of annual leave. Any such arrangement will only be agreed to once in the life of this Agreement and must meet the following conditions:

(i) paid annual leave must not be cashed out if the cashing out would result in the Staff Member's remaining accrued entitlement to paid annual leave being less than 140 hours/four weeks;

(ii) annual leave may only be cashed out if the Staff Member agrees to take a minimum of 70 hours/two weeks of annual leave within six months of the date from which the arrangement is approved by the University;

(iii) cashing out of a particular amount of paid annual leave and the Staff Members commitment to take the minimum 70 hours/two weeks annual leave must be by agreement in writing between the University and the Staff Member; and

(iv) the Staff Member must be paid at least the full amount that would have been payable to them had they taken the leave that has been foregone.

4.1.5 Re-crediting Annual Leave

A Staff Member who becomes ill, injured or incapacitated during annual leave may, in accordance with the Personal Leave Policy on production of supporting documentation, take Personal Leave for the period of their illness or incapacity.

4.1.6 Payment in lieu on termination

Payment of annual leave will be made for any entitlement to annual leave accrued but not taken on termination. Where termination of employment is due to the Staff Member's death, such payment will be made to the Staff Member's estate. Payment will be made at the Staff Member's base rate of pay.

4.1.7 Continuity of Service

All paid leave will count as service for the purposes of leave accrual, length of service and incremental progression. When a period (or periods) of leave without pay exceeds in aggregate 15 working days for full-time Staff Members (pro rata for part-time Staff Members), the period of absence from duty will not be counted as service for the accrual of annual leave. Entitlements to annual leave loading will be adjusted in the same way.

Where a Staff Member is granted long service leave or parental leave on half pay, annual leave will accrue at the rate of half during the leave period.

4.1.8 Annual Leave Loading

An annual leave loading payment will be made to Staff Members on the first payday in December each year. The payment will be the lesser of 17.5 per cent of four weeks of the Staff Member's base salary or 17.5 per cent of four weeks of the salary for HEW Level 10, Step 4 in Schedule 1 of this Agreement.

Purchased Leave

4.1.9 All continuing Staff Members and Staff Members on a fixed-term appointment greater than 12 months may purchase either five days (35 hours) or 10 days (70 hours) additional leave in a 12-month period.

4.1.10 Purchased leave must be taken within a specified 12-month period, and will not attract annual leave loading. Staff Members will apply to take the additional purchased leave in the same way as annual leave and will be subject to the needs of the work unit. A request will not be unreasonably refused.

4.1.11 Purchased leave will count as continuous service for all purposes.

4.1.12 Purchased leave will be funded by a reduction in the Staff Member's ordinary rate of pay.

4.1.13 Purchased leave is subject to the following provisions:

(a) purchased leave cannot be accrued and will be refunded where it has not been taken in the specified 12-month period;

(b) other paid leave taken during the specified 12-month purchased leave period (ie personal leave, annual leave, long service leave, etc.) will be paid at the purchased leave rate of pay;

(c) personal leave cannot be taken during a period of purchased leave;

(d) Purchased Leave Rate of Pay will be the salary applicable for all purposes including superannuation and shift loadings;

(e) Higher Duties Allowance will not be paid during a period of purchased leave;

(f) at the conclusion of the specified 12-month period the Staff Member will revert to their Base Salary.

Personal Leave

4.1.14 Personal leave comprises Sick Leave and Other Personal Leave. A Staff Member must provide supporting documentation for absences in accordance with University policy.

4.1.15 Eligibility and entitlement

Full-time Staff

Staff Members will be credited with an entitlement of 350 hours (10 weeks: 7 weeks Sick Leave, 3 weeks Other Personal Leave) on date of commencement of employment.

Staff will accrue an additional 105 hours (3 weeks: 2 weeks Sick Leave, 1 week Other Personal Leave) per annum from the date on which the Staff Member received the initial credit of Personal Leave. Personal leave accrues up to a maximum of 1820 hours (52 weeks).

Part-time Staff

Proportionate to the full-time entitlement

Casual Staff

No entitlement to paid personal leave

4.1.16 Taking Personal Leave

(a) Personal Leave may be used for absences due to illness or injury not arising out of employment; care of a Family Member; compassionate grounds or bereavement; moving to a new residence; or community volunteering. Personal Leave may be taken for periods of one hour or greater.

(b) Staff Members will be entitled to paid sick leave when they are unable to attend work due to personal illness or incapacity. When applicable, the Staff Member must provide supporting documentation as specified in the Personal Leave Policy from time to time. Paid sick leave is not available if a Staff Member is receiving workers' compensation payments in respect of their absence.

(c) Other Personal Leave may be accessed for absences due to:

(i) Family/carer responsibilities. Such responsibilities may include caring for a Family Member who is ill or incapacitated; temporary and unexpected absence of the usual carer; or an unexpected emergency.

(ii) Compassionate or bereavement leave. Where a Family Member has a serious illness, injury or dies, personal leave may be accessed to attend the person, make arrangements for and/or attend the funeral and attend to arrangements after the funeral. A maximum of five days personal leave per occasion may be accessed by the Staff Member. For the purpose of bereavement leave, Family Member will include aunt, uncle and siblings-in-law.

(iii) Moving to a new residence. In ordinary circumstances a Staff Member may access one day personal leave to move household property to a new residence. If the Staff Member can demonstrate a genuine need, leave in excess of the one day may be approved.

(iv) Community volunteering. Volunteering leave is an initiative to encourage Staff to participate in volunteer activities in community-based non-profit organisations, charitable groups, and groups identified in need of services and assistance. Macquarie University will support a continuing Staff Member's participation in volunteer activities with approved organisations and groups in the community by:

  • i. providing up to two days of paid personal leave each year;
  • ii. working in collaboration with approved organisations and groups in the community to ensure that volunteering projects are meaningful and productive for both parties.

To assist with organisational demands Staff Members will be required to discuss with their Supervisor their intentions for accessing volunteer leave

4.1.17 Where a Staff Member exhausts their entitlement to either Sick Leave or Other Personal Leave they will be able to access whatever accrual they have available from the other form of Personal Leave.

4.1.18 Personal leave must be applied for in accordance with the relevant policies in place from time to time.

Staff may access alternative employment arrangements provided for in this Agreement to assist with the management of longer-term family responsibilities.

Domestic Violence

4.1.20 For the purposes of this Agreement the University adopts the definitions of Domestic Violence and Domestic Relationship from the NSW Police Force Domestic and Family Violence Policy (as varied from time to time). This definition (at the date of this Agreement) includes domestic and family violence involving an abuse of power, in an intimate partner relationship or after separating from the relationship. It extends beyond physical violence and may involve the exploitation of power imbalances and patterns of abuse over many years. Domestic and family violence can occur in all sectors of the community and in traditional and non-traditional settings. It amounts to a pattern of behaviour that can include:

(a) escalating levels of abuse and violence;

(b) intimidation;

(c) physical abuse;

(d) sexual assault;

(e) verbal abuse and/or threats;

(f) psychological abuse;

(g) threats to harm others, and/or causing harm to pets;

(h) threats to damage property or actually damaging property;

(i) financial deprivation and social isolation;

(j) coercive control in order to maintain control over the victim's behaviour, or to have them suffer emotional or physical torment and live in fear.

4.1.21 A Staff Member who is affected by Domestic Violence, as defined in subclause 4.1.20, may access personal leave for the following reasons:

(a) attending medical or professional counselling appointments;

(b) organising alternative accommodation, care and/or education arrangements;

(c) attending court hearings and/or police appointments;

(d) accessing legal advice.

4.1.22 A Staff Member may be required to provide supporting documentation as specified in the Personal Leave Policy from time to time to access personal leave for this purpose.

4.1.23 The University will undertake a risk assessment in circumstances where a Staff Member who is affected by, or is concerned that they may be exposed to, Domestic Violence, seeks support from the University. The risk assessment will be undertaken in order to determine the suitability of risk mitigation strategies in relation to the Staff Member's safety in the workplace and, if appropriate, that of their colleagues.

4.1.24 Where practicable, the University may approve a Staff Member's request for the following:

(a) changes to hours of work;

(b) relocation to suitable employment;

(c) temporary change to their work location;

(d) changes to University-provided contact details such as phone numbers and email addresses;

(e) other measures, if any, appropriate to the circumstances.

4.1.25 The University will, within six months of the commencement of this Agreement, in conjunction with the Macquarie University Consultative Committee, develop guidelines in relation to the University framework for responding to and supporting Staff Members experiencing Domestic Violence.

4.1.26 The University understands that Staff may also experience violence outside of a domestic setting and will consider any request to access the support measures in place relating to Domestic Violence in other genuine circumstances and at the University's absolute discretion.

Special Leave

4.1.27 At the discretion of the University, special leave may be granted to all Staff (excluding casuals) for compassionate or extraordinary circumstances.

4.1.28 Special leave will be paid at the Staff Member's base rate of pay.

Religious, Cultural and Ceremonial Leave

4.1.29 Supervisors will assist Staff by approving an applicable form of leave (annual leave, flexible work arrangements, leave without pay, or other applicable leave) under this subclause for observance of holy days or attendance at essential religious, cultural or ceremonial duties associated with the Staff Member's faith or culture.

4.1.30 Staff will provide appropriate documentation to their Supervisor.

4.1.31 Eligibility and entitlement

All Staff (excluding casuals)

Leave may be granted, at the discretion of the Staff Member's Supervisor, in line with the conditions outlined above.

Indigenous Staff

Up to 5 days paid leave and 10 days leave without pay per annum to fulfil ceremonial obligations

1 day paid leave per annum to participate in National Day celebrations

Long Service Leave

4.1.32 Long service leave is an entitlement that recognises a Staff Member's length of continuous service to the University.

4.1.33 A Staff Member may accrue long service leave to a maximum of 4.5 months before they may be required to take a minimum six weeks long service leave with 12 months written notice. Long service leave is to be taken as a minimum period of five working days. The University may, at its discretion, approve Long Service Leave for periods of less than five working days.

4.1.34 Where a Staff Member has completed at least five but less than 10 years continuous service and their service is terminated in accordance with the Long Service Leave Policy, the Staff Member is entitled to a proportionate amount of long service leave on the basis of two months for 10 years Continuous Service.

4.1.35 Long service leave is centrally funded.

4.1.36 Eligibility and entitlement

Full-time Staff

On completion of 10 years full-time Continuous Service

Three months paid leave

Continuous Service between 10 and 15 years

9 calendar days paid leave per year of Continuous Service

On completion of 15 years full-time Continuous Service

4.5 months paid leave

On completion of each additional year of full-time Continuous Service after 15 years

15 calendar days paid leave per year of Continuous Service

Part-time Staff

Accrues on a proportionate basis of full-time entitlement

Casual Staff

Accrues on a proportionate basis of full-time entitlement for Casual Staff that completed 10 years Continuous Service on or after 9 May 1985 only





4.1.37 Recognition of Prior Service

(a) Previous continuous service with other Australian universities will be recognised for the purpose of determining long service leave eligibility on the following basis for Staff Members employed by the University:

(i) on or after 1 January 1974 from those Australian universities that grant transferability of long service leave to Staff Members from the University (except for service prior to 1 January 1974);

(ii) up until 30 April 1977 from those New South Wales universities for whom all continuous paid service with bodies recognised by those universities will also be counted;

(iii) on or after 1 June 1988 from Colleges of Advanced Education; and

(iv) from the Australian Vice-Chancellors Committee or Universities Australia.

(b) Eligibility for recognition of previous service is subject to the following conditions

(i) there must be continuity of employment between all such positions held, except that a break in service of up to three months will be accepted;

(ii) prior service at an overseas university will not be accepted;

(iii) where long service leave has been taken or is eligible to be paid or has been paid in lieu of long service leave by the releasing university, the Staff Member will not accrue any entitlement to leave for that period of service with the releasing university;

(iv) where long service leave has been taken or is eligible to be paid or has been paid in lieu of long service leave by the releasing university, such a period will be included as qualifying service for determining when the Staff Member is eligible to take long service leave at the University; and

(v) the Staff Member will be required to serve a minimum of three years with the University before being permitted to take accrued long service leave or to be paid in lieu on termination of employment except that in eligible cases, payment in lieu of accrued leave will be made when a Staff Member retires or dies.

4.1.38 Re-crediting Long Service Leave

A Staff Member who becomes ill, injured or incapacitated for one week or more during a period of Long Service Leave will be entitled to payment of Personal Leave on production of supporting documentation in accordance with the Personal Leave Policy.

4.1.39 Payment in lieu on termination

Payment in lieu of Long Service Leave will be made for any entitlement to Long Service Leave accrued but not taken on termination. Where termination of employment is due to the Staff Member's death, such payment will be made to the Staff Member's estate. Payment will be made at the Staff Member's base rate of salary.

4.1.40 Continuity of Service

When a period (or periods) of leave without pay exceeds an aggregate of six months the excess over six months will not be counted as service in determining the total service for long service leave purposes.

Parental Leave

4.1.41 In order to assist Staff Members to balance work and family responsibilities, the University provides parental leave to eligible Staff in respect of the birth of a child to them or their partner; or the placement of a child with a view to adoption; or foster parenting arrangements.

4.1.42 If a Staff Member's partner is employed by the University, paid leave may be shared up to the total eligible entitlement. Fixed-term and long-term casual Staff Members, who satisfy eligibility requirements, will be entitled to payment for the full period of parental leave.

4.1.43 Eligibility and entitlement

Paid parental leave - primary carer

14 weeks paid leave upon commencement (to be calculated in accordance with subclause 4.1.44)

Additional 12 weeks paid leave with more than 1 year Continuous Service (to be calculated in accordance with subclause 4.1.44)

Unpaid parental leave - primary carer

Up to the child's second birthday

Other paid leave

Up to 2 days paid leave to attend compulsory interviews as part of an adoption procedure

4.1.44 Calculation of paid parental leave

Paid parental leave will be calculated on the Staff Member's salary rate immediately prior to commencing parental leave (except in circumstances noted in subclause 4.1.46(c) regarding transfer to safe work during pregnancy) and based on the following:

For full-time Staff Members

Where a Staff Member has worked full-time for the six months prior to commencing parental leave, paid leave will be at full-time rates.

For part-time and Long-Term Casual Staff Members

Where a Staff Member is part-time or casual (or has worked part-time or casually in the six months prior to commencing parental leave), paid leave will be calculated on a pro-rata basis using the average service fraction of the Staff Member for the six months immediately prior to commencing parental leave.

Where a Staff Member has not been at work for the full six months prior to commencing parental leave, the averaging period may be reduced from six months to a minimum of three months or the actual period worked (whichever is the greater).

The averaging arrangements in this subclause do not apply to new Staff in the first year of their employment.

4.1.45 Leave before Parental Leave

(a) A Staff Member may take personal leave for routine medical appointments and for prenatal classes held in working hours.

(b) If a Staff Member's partner is pregnant, the Staff Member may take Personal Leave for routine medical appointments and for prenatal classes held in working hours.

4.1.46 Transfer to Safe Work

(a) Where illness or risks arising out of pregnancy or hazards connected with normal duties make it inadvisable for a pregnant Staff Member to continue in her substantive role, the duties will be modified or the Staff Member transferred to a safe position at the same classification level until the commencement of parental leave. Alternatively, if the Staff Member agrees and it is both possible and appropriate, a working at home agreement may be negotiated for an appropriate and specified period.

(b) If adjustments cannot reasonably be made, the Head will consult with the Staff Member and grant any accrued entitlements to paid leave including personal leave, annual leave, long service leave or leave without pay until the child is born or for as long as it is necessary to avoid exposure to that risk, as certified by a medical practitioner. If the Staff Member wishes to commence parental leave, any paid or unpaid parental leave will be deducted from the maximum entitlement offered by the University.

(c) Parental leave will be paid at the rate of the Staff Member's substantive salary. If the Staff Member changed temporarily to a reduced hours position because of the pregnancy, the relevant salary when taking parental leave will be the substantive salary paid immediately before the hours of work were reduced.

4.1.47 Taking Parental Leave

(a) A Staff Member may take parental leave as full-time or with the approval of the Head as:

(i) part-time; or

(ii) partly full-time and partly part-time.

(b) Unpaid parental leave may begin at any time up to two years from the date of birth or adoption of the child.

c) A Staff Member should not take parental leave at the same time as the Staff Member's partner but this does not apply to:

(i) four weeks partner's leave taken at the time of the birth of the child; or

(ii) paid parental leave shared by the Staff Member and the Staff Member's partner at the time the child has been placed with them with a view to the adoption of the child.

(d) A Staff Member may elect to take a period of annual leave or long service leave to which there is an entitlement, instead of unpaid parental leave. The period of annual leave or long service leave will be treated as part of parental leave.

(e) A Staff Member granted part-time parental leave may resume full-time work on giving the Head four weeks notice. A Staff Member may not be able to return to the former position in a full-time capacity until the leave would have expired but must be placed on duties at the same classification and level as the former position.

4.1.48 Adoption and Foster Care

(a) Adopting parents are eligible for parental leave in respect of a child who is under 18 years old provided that:

(i) the child is not a natural child or stepchild of the Staff Member or the Staff Member's partner;

(ii) the child has not, at the proposed date of placement, previously lived with the Staff Member for a continuous period of more than six months.

(b) If a Staff Member becomes the primary caregiver of a foster child on a long-term placement, the Staff Member may take paid parental leave for six weeks at half pay for a child under 18.

(c) Parental leave will commence from the date on which the Staff Member takes custody of the child, irrespective of whether that date is before or after the date on which the court makes an order for the adoption of the child by the Staff Member.

4.1.49 Entitlement to Paid Parental Leave

(a) Fixed-term or long-term casual Staff Members who commence a period of paid parental leave prior to the expiration of their contract, will be entitled to payment for the full period of paid parental leave to which they have an entitlement.

(b) A Staff Member who returns to work within their period of paid leave may bank the difference to use for discretionary purposes. This retained entitlement may be taken at any time, in agreement with the Head, up to the child's second birthday and is available to use for:

(i) a subsidised part-time return to work to assist in a phased return to the workplace; or

(ii) a further period of paid parental leave with notice requirement of four weeks written notice; or

(iii) professional development purposes and/or a research grant.

4.1.50 Premature Birth, Still Birth, Miscarriage or Death of Child

(a) If a Staff Member gives birth prematurely she is treated as being on paid parental leave from the date she enters on leave to give birth to the child and any previous leave arrangements may need to be varied.

(b) A Staff Member whose child is stillborn or dies within four weeks of birth will be entitled to 14 weeks paid parental leave. A Staff Member may also access available Personal Leave or unpaid Special Maternity Leave.

(c) Where a Staff Member's pregnancy terminates prior to 20 weeks gestation any absence from work will be on Personal Leave. Long-term casuals will be considered as being on unpaid authorised absence.

4.1.51 Payment of Salary

(a) The salary costs of Staff Members on paid parental leave are met from a central account. This will allow the provision of essential replacement for absent Staff.

4.1.52 Effect on Other Entitlements

(a) Paid parental leave or partner's leave on full pay will count in full and parental leave paid at half pay will count to the extent of one half thereof for the accrual of annual leave.

(b) Parental leave without pay counts as service for incremental purposes.

4.1.53 Further Pregnancy

(a) A Staff Member who becomes pregnant while on parental leave is entitled to a further period of parental leave. However, remaining parental leave from the former pregnancy lapses as soon as the new period of parental leave begins.

(b) Where a Staff Member commences parental leave without returning to work from a previous period of parental leave, the following scale will apply for calculating any paid leave benefit under subclause 4.1.43:

Second consecutive period of parental leave without returning to work

0.4 FTE

Third consecutive period of parental leave without returning to work

0.2 FTE

Fourth or subsequent consecutive periods of parental leave without returning to work

0.0 FTE

4.1.54 Return to Work and Right of Return to Former Position after Parental Leave

(a) A Staff Member will confirm their intention to return to work by giving notice in writing not less than six weeks prior to the expiration of parental leave.

(b) On return from parental leave the Staff Member is entitled to return to the pre-parental leave position or if that position no longer exists an available position for which the Staff Member is qualified and suited nearest in status and pay to the pre-parental leave position.

(c) A Staff Member, returning from parental leave, may make a request for flexible work arrangements in accordance with clause 4.7 Flexible Work. The University, where it is reasonable and practicable, will attempt to accommodate the Staff Member's request subject to operational requirements.

(d) Staff returning from parental leave will receive a local briefing on the latest changes and developments in their working environment, including any necessary training.

4.1.55 Former Position Redundant

Where the University has commenced a managing change process in accordance with the Agreement, which is likely to have significant effect on the Staff Member's position, the University will notify the Staff Member and allow them reasonable opportunity to participate in the process. If the position the Staff Member occupied prior to the commencement of parental leave is identified as a redundant position the University will provide reasonable opportunity for redeployment in accordance with the Redundancy, Redeployment and Retrenchment provisions of this Agreement.

4.1.56 Breastfeeding Support

Support will be provided to women returning to work after parental leave to continue with breastfeeding, if that is their choice. Breaks for expressing and storing breast milk and to breastfeed if the child is in nearby care will be paid.

Partner's Leave

4.1.57 Eligibility and entitlement

Full-time Staff

Up to 4 weeks paid leave at the birth or adoption of the child

Up to 4 weeks unpaid leave (meaning a maximum of 8 weeks parental leave can be taken concurrently with the primary carer)

Part-time Staff

Proportionate to the full-time entitlement

4.1.58 Entitlement to parental leave will be reduced by any partner's leave taken at the time of the birth or adoption of the child.

Community Leave

4.1.59 Community leave may be granted to Staff Members (excluding casuals) in accordance with University guidelines to enable them to perform a service to the community.

4.1.60 This leave applies only to activities that are:

(a) not regarded as duty;

(b) not covered by other forms of available leave.

4.1.61 The length of leave granted will vary depending upon the circumstances, in accordance with the conditions and eligibility outlined below. In each circumstance, the leave is to be limited to the minimum time necessary.

4.1.62 Community leave may be taken for:

(a) Living Organ Donation

(i) For the duration of the Australian Government's Living Organ Donors Scheme, the provisions of this subclause will apply.

(ii) A Staff Member must notify their Supervisor as soon as possible of their intention to donate a kidney or partial liver and will provide supporting medical documentation from their medical practitioner.

(iii) Where a medical practitioner confirms a Staff Member is able to proceed with the donation surgery, the University will:

(a) regard the Staff Member as being on authorised absence from duty during the period required to undergo and recover from surgery for a period of up to six weeks; and

(b) make payments equivalent to the difference between any payments received from the Australian Government (under the Australian Government's Living Organ Donor Scheme) and the Staff Member's Base Salary, for a period of up to six weeks.

(b) Jury Service

(i) A Staff Member who is summoned as a prospective juror must notify their Supervisor as soon as possible of the date/s when they are required to attend for jury service and imbursement of monies received.

(c) Attendance as a witness

(i)A Staff Member who is required to attend proceedings as a witness will be regarded as being on duty during their period of absence if:

  • required as a Crown Witness. Fees received, other than out-of-pocket expenses, will be paid to the University.
  • required as a witness on behalf of the University or as a witness in proceedings relating to a University Award or Agreement. No fees will be paid.

(ii) Other than above, a Staff Member summoned or called as a witness is required to take annual leave or make alternative working arrangements.

(d) Volunteer emergency services

(i) The University will grant paid leave to a Staff Member to assist in emergency services and disasters, or related training, provided that the Staff Member is not required by the University for essential operations or emergency services.

(ii) The Staff Member is responsible for advising the University as soon as possible of call-in to emergency or disaster support.

(iii) The organisation where the Staff Member is volunteering must certify that the Staff Member was required for the specified period.

(e) Defence Force

(i)Staff Members serving on a part-time basis in the Australian Reserve Forces are entitled to paid leave to attend Defence Forces training, in accordance with Australian Government provisions.

(ii) The period of leave granted is subject to Reserve Force documentary evidence provided by the Staff Member to the University.

(iii) Eligibility and entitlement

All Staff

(excluding casuals)

Up to 16 calendar days paid leave for annual training

Up to 16 calendar days paid leave for attendance at a school, class or course of instruction

Further period of up to 4 days may be granted on request from the Commanding Officer of the Reserve

Public holidays and University Concessional Days

4.1.63 All staff (excluding Casuals) will be paid leave for all declared public holidays in New South Wales (excluding local declared public holidays). Staff will receive three days paid leave between 26 December and 1 January.

4.1.64 A Staff Member who is required to work on a public holiday or on the University Concessional Days will be paid or take alternative days off in accordance with clause 4.2 Hours of Work.

Leave without Pay

4.1.65 The University may approve leave without pay in accordance with University policy, subject to the convenience of the University. Usually, a Staff Member must exhaust their annual leave credits before applying for leave without pay.

Study and graduation leave

4.1.66 Study Leave

(a) A Staff Member's eligibility for study time is based on the relevance of the course of study to their current or potential employment with the University.

(b) Study time will not generally be granted for repeat subjects.

(c) Study time can only be used during teaching periods in the relevant course.

(d) The Staff Member will meet costs associated with the course of study.

(e) Eligibility and entitlement

All Professional Staff

(excluding casuals)

1/2 hour paid leave for every hour of compulsory attendance to a maximum of 4 hours per week

15 days paid leave per annum for attendance at residential schools when undertaking an approved distance education course

An additional 10 days paid leave where a course involves a thesis or major project as well as course work

10 days paid leave for qualifying studies entirely by thesis

For masters degree studies by research and thesis the total grant of paid leave is:

(a) 25 days for courses of 2 years minimum duration

(b) 35 days for courses of 3 years minimum duration

For doctoral studies the total grant is 45 days.

Part-time Staff

Proportionate to the full-time entitlement

4.1.67 Examination Leave

A Staff Member is entitled to up to 10 days paid leave in any one academic year granted on the basis of two days paid leave for each subject in which they have a formal examination. Entitlements for part-time Staff will be on a pro-rata basis.

4.1.68 Graduation Ceremony Leave

(a) Eligible Staff may be granted leave to attend their tertiary graduation ceremony.

(b) Leave will only be granted where Staff are graduating at a ceremony held during normal working hours.

4.1.69 Eligibility and entitlement

All continuing and eligible fixed-term Staff

1/2 days paid leave for graduations held within the Sydney metropolitan area

1 days paid leave for graduations held outside the Sydney area

English Language Training

4.1.70 English language training will be aimed at Staff who are unable to meet standards of communication to advance career prospects, or who constitute a health and safety risk to themselves and/or fellow Staff.

4.1.71 Training will be for a minimum of 100 hours and subject to an appropriate needs assessment.

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