Conditions of Employment and Service for General Staff
Recruiting & Conditions
Authorised by General Manager, Human Resources: March 2005
1. Conditions of Appointment
2. Authorised Undertakings
3. Classification
4. Duties and Hours of Work
5. Family Friendly Policies
6. Leave Entitlements
7. Leaving University Employment
8. Overtime
9. Pre-Employment Medical Examination
10. Probationary Employment
11. Salaries
12. Staff Development
13. Superannuation
14. Termination Notice
15.
Travel, Removal and
Accommodation Expenses on Initial Employment
15. Visa
16. Work Outside Normal Hours
17. Further Information
| 1. CONDITIONS
OF APPOINTMENT |
May 01
|
|
Conditions of employment are governed by the University
of Adelaide Enterprise Certified Agreement. Copies of the Agreement
may be seen on the University’s website, in each School/Department or
in Human Resources.
A summary of the general effect of the provisions of the Enterprise Certified
Agreement upon conditions of employment is provided, in alphabetical order,
in paragraphs 2 - 17 below, together with associated administrative procedures.
NOTE: The Enterprise Certified Agreement is the definitive reference.
| 2. AUTHORISED UNDERTAKINGS |
May 01
|
|
While a candidate for appointment or a staff member may have occasion to discuss
aspects of the appointment with other members of the University, no undertaking
or assurance is authorised, or can be binding on the University, unless it is
set out in a formal letter from the Vice-Chancellor or General Manager, Human
Resources (or delegated nominee).
| 3. CLASSIFICATION |
May 01
|
|
Positions are classified on a work value basis according to the duties required
to be performed. Refer to Clause 82 and
Schedule 7 of the Enterprise Certified
Agreement.
| 4. DUTIES
AND HOURS OF WORK |
May 01
|
|
The precise duties and tasks to be undertaken are defined by the Head of
School/Department concerned, to whom the employee is responsible. The actual
hours in each case are defined by the Head of the School/Department concerned
within the spread of hours specified for the relevant classification in Clause
79 of the Enterprise Certified Agreement. The ordinary hours of duty for
most staff are 36 3/4 hours per week Monday to Friday.
| 5. FAMILY FRIENDLY
POLICIES |
May 01
|
|
5.1 Family Responsibility Leave
Staff members may utilise up to five days per year from their combined entitlements
to special leave and sick leave to provide care and support for a family member. Furthermore,
an employee may, under certain circumstances, convert from full time employment
to part time employment for up to twelve months in order to care for family members. Full
details of these entitlements are contained in Clause
57 of the Enterprise Certified Agreement.
Staff members on continuing or fixed-term contracts have the opportunity to
convert to part-time for a specified period of up to ten years where this is necessary
for the care of children, in accordance with Clause
56 of the Enterprise Certified Agreement.
5.2 Maternity Leave
The Maternity Leave Scheme provides for a minimum of 14 weeks and a maximum
of 104 weeks maternity leave. Applications on the appropriate form must
be sent to Payroll Services through the Head of the School/Department. Full
details are contained Clause 53 of the
Enterprise Certified Agreement and in the Maternity
Leave Guidelines.
5.3 Partner Leave
Staff members who are eligible may take up to one week paid and one week
unpaid partner leave at the time of the birth of their child. If they
are the primary care-giver of the child, they may also be granted up to
a further 50 weeks unpaid partner leave. Full details are contained in Clause
54 of the Enterprise Certified Agreement.
| 6. LEAVE ENTITLEMENTS |
May 01
|
|
6.1 Annual Leave
The annual entitlement to annual leave is 20 working days (25 working days
for employees who are regularly rostered over weekends), including the days
when the University is closed between Christmas Day and New Year's Day which
are not Public Holidays recognised by the Australian Public Service. Applications
for leave must be sent to Payroll Services on the appropriate form and must
be endorsed by the Head of the School/Department, for each period of annual
leave desired (See Clause 72 of the Enterprise
Certified Agreement).
6.2 Bereavement Leave
Upon application by the employee, up to three days special leave with pay
may be granted upon the death of an immediate family member. (See Clause
59 of the Enterprise Certified Agreement).
6.3 Long Service Leave
The University's Long Service Leave Scheme, established in accordance with
the South Australian Long Service Leave Act 1987, provides long service
leave at the rate of 6.5 working days for each year of service for
all full time employees and for those part-time employees who are employed
regularly and continuously on a less than full-time basis.
The Scheme, which applies to both academic and general staff, forms Clause
52 of the Enterprise Certified Agreement.
It should be noted that recognition of prior service for long service leave
purposes will be negotiated only at the time of initial employment.
6.4 Sick Leave
There is an entitlement of fifteen working days a year, which is normally
cumulative. The employee's supervisor must be notified of any absence at
the earliest practicable time, preferably before 10 am on the day of absence
and such absences must be notified to the Payroll Services. (See Clause
73 of the Enterprise Certified Agreement).
6.5 Special Leave
Upon application by the staff member, up to three days leave in any twelve
months may be granted. (See Clause 60
of the Enterprise Certified Agreement.)
6.6 Other Leave Entitlements
Other leave entitlements including defence leave, witness leave, leave
for trade union business, leave for jury service etc are set down in the
Enterprise Certified Agreement.
| 7. LEAVING UNIVERSITY EMPLOYMENT |
Jun 98
|
|
7.1 Employment shall be terminated either by notice in writing on either
side given at any time or by the payment or forfeiture, as the case may be, of
salary equivalent to that which would have been paid during the period of notice.
7.2 Employment shall normally be terminated by a minimum of two weeks'
notice by either party, except in the following cases:
(i) where the employee's salary exceeds the maximum rate specified for
Higher Education Officer Level 6 but does not exceed the maximum rate specified
for Higher Education Officer Level 9 - the period of notice shall be one month
(ii) where the employee's salary exceeds the maximum rate specified for
Higher Education Officer Level 9 - the period of notice shall be three months.
| 8.OVERTIME |
May 01
|
|
All employees may be required by the Head of the School/Department to work
reasonable overtime. For approved work outside normal hours of duty an employee
may also receive appropriate compensation in the form of special leave calculated
at overtime rates, to be taken at a time mutually agreed by the employee and
Head of the School/Department. Further details on overtime are provided
in Clause 48 of the Enterprise Certified
Agreement.
| 9. PRE-EMPLOYMENT
MEDICAL EXAMINATION |
May 01
|
|
9.1 The University shall reserve the right to require any person offered
appointment to provide a certificate of good health. If the provision of a certificate
of good health is a condition of appointment, the requirement to undergo a pre-employment
medical examination shall be stated in the offer of appointment.
9.2 An appointee whose appointment is conditional on provision of a
certificate of good health may not commence duty until the certificate has been
accepted by the University and the date of commencement confirmed with the appointee.
9.3 Further details are contained in the University's Policy on Pre-Employment
Medical Examinations, a copy of which is available on request.
| 10. PROBATIONARY
EMPLOYMENT |
May 01
|
|
An employee is normally on probation for an initial period of six months. At
the end of that period employment is confirmed in writing or the period of probation
extended if necessary. If service is deemed to be not satisfactory, the employment
may be terminated before the end of the probationary period (see Clause
10 of the Enterprise Certified Agreement).
| 11. SALARIES |
May 01
|
|
Salary scales shall be as determined by the Enterprise Certified Agreement.
(See Schedule 2). Progression through any single
grade will be subject to satisfactory service.
The salary increment date shall normally be the date of anniversary of appointment,
one year after commencement unless specified otherwise on the Schedule of Appointment.
In addition to salary, annual leave loadings are payable in December each year.
Staff have the option of sacrificing up to 40 percent of their salary to superannuation
and/or a motor vehicle lease arrangement.
| 12. STAFF
DEVELOPMENT |
Sep 05
|
|
12.1 Provision has been made for employees to apply for time off to
undertake approved study courses and leave for trade union training.
12.2 Full-time general staff may in certain circumstances be permitted
to enrol as candidates for a higher degree involving research. General guidance
on this and related matters is set out in the Staff
Development Time Off for Study for General Staff Policy.
12.3 The duties of general staff are such that personal research work
in the normal sense of the term cannot be undertaken during normal working hours.
| 13.SUPERANNUATION |
May 01
|
|
13.1 Membership of the Unisuper Defined Benefit Plan or Investment Choice
Plan is compulsory for all appointees between the ages of 21 and 60 whose contract
of employment is University funded and is of a continuous nature of not less than
two years and not less than half of the ordinary fortnightly hours designated
for their occupational category (ie. not less than half time). Where an appointee
commences employment prior to reaching 21 years of age membership of the superannuation
scheme is compulsory on reaching age 21.
13.2 Where a position is funded by other than University funds, superannuation
eligibility will be approved only where the grant funding body in question agrees
to pay the full employer's contribution.
13.3 The University also contributes at least 3% of gross salary into
the Unisuper Award Plus Plan.
13.4 New membership. A booklet is provided setting out details of the
superannuation schemes and registration form. Registration forms must be completed
at the time of acceptance of appointment.
13.5 Further information regarding superannuation is available from
the Superannuation Officer.
| 14. TERMINATION NOTICE |
|
|
14.1 If your contract of employment is terminated for disciplinary reasons in accordance with unsatisfactory performance, misconduct/serious misconduct, the following notice period applies:
| Period of continuous service |
Period of notice |
| less than 3-years |
2-weeks |
| 3-years or over |
4-weeks |
In addition to this notice a staff member over the age of 45 years at the time of the giving of notice and with not less than two years' continuous service will be entitled to an additional week's notice.
The University may at its option provide payment in lieu for all or part of the notice period.
| 15. TRAVEL,
REMOVAL AND ACCOMMODATION EXPENSES ON INITIAL EMPLOYMENT |
May 01
|
|
15.1 Where employment in a continuing position is taken up from outside
South Australia, the University, where appropriate, will make a contribution towards
travel, removal and accommodation expenses.
15.2 Contribution to Travel Expenses
A pre-paid ticket advice for an employee (and where applicable appropriate
members of their family) will be arranged through the University's approved agent,
who will contact the employee direct. The value of this pre-paid ticket advice
is the maximum contribution that the University will make. Any cost in excess
of the value of the pre-paid ticket advice, incurred as a consequence of varying
the arrangements, whether through the University's agent or not will be payable
by the employee. If an employee makes arrangements other than through the University's
agent the University may make reimbursement of an amount not exceeding the value
of the appropriate pre-paid ticket advice.
15.3 Contribution to Removal Expenses
The University may, at the Area Manager’s discretion, make a grant towards
the cost of removal expenses.
15.4 Temporary Accommodation Subsidy
In certain circumstances a subsidy may apply in respect of costs incurred,
for up to 21 days temporary accommodation after arrival in Adelaide.
15.5 If the employee requests and is released from employment before serving
three years a refund to the University shall be required. The amount of the refund
shall be determined by the University but except in special circumstances shall
be the total costs incurred, in respect of travel and removal expenses, by the
University on account of that employee taking up that employment, pro rata to
the period by which the period of service falls short of three years.
15.6 The extent of any such contribution set out above will be subject
to the employee (and, where applicable, appropriate members of the employee's
family) not being in receipt of such a contribution from another source.
| 16. VISA |
Jun 98
|
|
16.1 Any person who is not an Australian citizen/permanent resident
and who is offered an appointment at the University must have secured an appropriate
visa to allow the appointment to be commenced in Adelaide.
16.2 It is each appointee's responsibility to maintain the validity
of the visa throughout the period of employment at the University.
16.3 In the event that the University is required to meet the costs
associated with the deportation of any appointee, these costs will be a charge
against the appointee's salary or will be recovered from the appointee by other
appropriate means.
16.4 In the event that appointees are not Australian citizens/permanent
residents and they currently reside outside Australia the University will lodge
a visa nomination on their behalf with the Australian immigration authorities.
They should contact their nearest Australian diplomatic office as soon as possible
to initiate their visa arrangements, as this can be a lengthy process.
16.5 In the event that they are not Australian citizens/permanent residents
and are currently in Australia, they should inform the Director, Personnel, as
soon as possible the form of the visa that they currently hold. If necessary,
the University will lodge a visa nomination on their behalf with the Australian
immigration authorities.
| 17. WORK
OUTSIDE NORMAL HOURS |
Jun 98
|
|
| 18. FURTHER INFORMATION |
May 01
|
|
Enquiries about particular conditions of an employee's appointment should be
directed in the first instance to Human Resources, ext. 35666.
Related documents:
Contact Information:
For further information contact Human
Resources, Telephone: (08) 8303 5666 Fax: (08) 8303 4353.
Authorised by Council: Nov 1984
Amendments: Nov 1985, Jul 1986, Jun 1992, Dec 1993, Oct 1997, Jun 1998, May 2001,
Mar 2005, Sep 2005
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