University of Adelaide Enterprise Agreement 2010-2013

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3.11 Casual Employment

General Conditions

a) If you are employed on an hourly basis you will be paid a loading of 25% in addition to the hourly remuneration rate appropriate to the classification of the work undertaken.
b) You or the University may terminate your casual employment by providing at least one hour's notice. It is expected, however that an attempt will be made to provide reasonable notice.
c) You will be eligible for Long Service Leave and unpaid Maternity/Adoption/Carer's leave in accordance with the provisions of this Agreement.
d) The minimum employer superannuation contribution for casual staff will be 9%.
e) Casual staff shall be eligible to apply for internally advertised University positions.
f) Subject to operational needs, the University will use its best endeavours to not increase casual academic employment over the life of this Agreement.
g) Upon the request of the NTEU, the University will advise the NTEU of the relevant figures for the previous year of DEEWR reports as they relate to casual academic employment at the University.

3.11.1 Casual Academic Staff

Casual Academic Contracts

a) You will be provided with a casual contract that is of sufficient duration to cover the whole period of activity required. There may be periods without duties (and accordingly no payment) within the total contract period.
b) You will not be required to undertake any duties outside the start and end date of your contract.
c) You will be contracted to deliver specific defined services, such as (but not limited to) a specific number of lectures, tutorials, studio classes, online teaching, marking, supervision of research students and clinical supervision.
d) You may be contracted to deliver services at various levels of complexity.
e) The services that you may be contracted to deliver will be described in hourly periods against the categories of work described in Schedule 3 - Casual Academic Staff Salaries.
f) You will not normally be responsible for the engagement or supervision of other staff or development of an on-line teaching and learning course or administration, except where necessary to support your teaching. In circumstances where such work takes place it shall be mutually agreed and separately remunerated in accordance with the provisions of Schedule 3 - Casual Academic Staff Salaries.
g) If you perform full course coordination you will be paid at the appropriate casual rate.

Resources for Casual Academic Staff

You will be provided with adequate resources to undertake the work you are employed to do, including reasonable access to phones, computers and work space.

3.11.2 Casual Professional staff

a) If you work outside the ordinary span of hours, you will be paid a penalty loading in addition to the casual loading as follows:

b) Overtime is payable in respect of work as detailed in clause 3.6 (Overtime for Professional Staff) or if more than eight (8) hours are worked in any one day. If overtime is applicable the above penalty loadings will not apply.
c) You will not be employed for a single attendance of less than three (3) hours unless mutually agreed beforehand.
d) If you are a student of the University or employed elsewhere in the University and already present on campus you may be engaged for a minimum of one (1) hour, providing the total period of attendance in any one (1) day is not less than three (3) hours unless agreed as per clause 3.11.2 (c).

3.11.3 Casual Conversion - Professional Staff

Conversion to non-casual employment may be to a continuing or a fixed-term appointment in accordance with the provisions of this Agreement.

Eligibility for conversion

a) To be eligible for conversion:

i. You must have been employed on a regular or systematic basis in the same or similar duties in a School/Branch, or equivalent, in an identically classified position; and
ii. Your hours of work must have equalled at least 50% of the ordinary weekly hours worked by a full-time equivalent staff member over the preceding 12 months; or
iii. You have worked regular and systematic hours over the preceding 24 months.

Application for Conversion

If you believe you are eligible for conversion to non-casual, you may submit an Application for Casual Conversion Form to your supervisor with any relevant supporting documentation.

Your application must be forwarded to the Executive Manager, Head of School/Branch Manager or Unit Manager for approval.

Before your application for conversion is approved, due consideration should be given to the School/Branch's operational requirements and the desirability of offering you work that is as regular and continuous as is reasonably practicable and is consistent with your casual engagement.

Acceptance of an application

If your application is approved, your supervisors must arrange for your offer of appointment to be supplied by Human Resources. Probation periods will apply. If you have your casual status successfully converted to non-casual status you should be aware that your previous casual service is not counted for the purpose of calculating any other existing entitlements. The exceptions to this include long service leave and any applicable unpaid maternity/adoption/parental leave.

 
Refusal of an application

Conversion to non-casual can be refused on any of the following grounds:

a) You are a student, or have recently been a student, except where your status as a student is irrelevant to the engagement and the work required (for example, long standing arrangements where an area offers students casual employment to provide students an income source).
b) You are a genuine retiree, even if you are in receipt of any form of income or benefit that is dependent upon you.
c) You are performing work that will cease to be required or will be performed by a non-casual staff member, within 26 weeks from the date of application.
d) You have a primary occupation with the University or elsewhere, either as a staff member or as a self-employed person.
e) You do not meet the essential requirements of the position or you are unable to demonstrate the capabilities to undertake duties typical of the relevant classification standard (as determined by the duty statement, selection criteria and the Classification Standards for Professional Staff).
f) The work is ad hoc, intermittent, unpredictable or involves hours that are irregular.

If your application for conversion is rejected your supervisor must provide you with written reasons for the refusal within a reasonable time frame (usually within 21 days).

It should be noted that you will not be entitled to reapply for conversion for another 12 months from the date of the initial application. If your application for conversion has been refused on the grounds that it is work that will cease to be required or will be performed by a non-casual staff member within 26 weeks from the date of application and these grounds cease to apply, you will be entitled to reapply for conversion before the 12 months.

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