General Conditions of Appointment
for Tenurable/Tenured
Academic Staff
Authorised by the General Manager, Human Resources: March 2005
- Conditions of Appointment
- Authorised Undertakings
- Family Friendly Policies
- Fractional Time Appointments
- Further Appointment with Tenure
- Higher Degree Candidature
- Hospital Status
- Intellectual Property
- Leave Entitlements
- Leaving University Employment
- Medical or Dental Registration
- Practice of a Discipline
- Pre- Employment Medical Examination
- Probationary Review
- Promotion
- Salaries
- Salary Increases Subsequent to Leaving the University
- Special Studies Program and
Overseas Conference Scheme
- Superannuation
- Temporary Accommodation Subsidy
- Termination Notice
- Travel and Removal Expenses
- Visa
- Further Information
May 2001
1. Conditions of Appointment
Conditions of appointment are governed by the University of Adelaide Enterprise Agreement 2010-2013. 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 appointment is provided, in alphabetical order,
in paragraphs 2-23 below, together with associated administrative procedures.
Note: The Enterprise Certified Agreement is the definitive reference.
May 01
2. Authorised Undertakings
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).
May 01
3. Family Friendly Policies
3.1 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 Section 4.2 of the Enterprise
Certified Agreement.
University staff members have the opportunity to convert to fractional-time
for a specific period of up to ten years where this is necessary for the
care of children, in accordance with Section 4.14 of the Enterprise Certified Agreement.
3.2 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
or Office. Full details are contained in Section 4.4 of the Enterprise Certified Agreement.
3.3 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 Section 4.4.5 of the Enterprise
Certified Agreement.
4. Fractional Time Appointments
Holders of fractional time appointments are required to undertake not less than
the fraction specified in the offer of appointment of the duties expected of a
full-time member of staff of the same classification.
May 01
5. Further Appointment with Tenure
Staff appointed to tenurable academic appointments normally serve a period of
three years tenurable employment. During this period they undergo a tenure
review and may be offered a further appointment with tenure, according to Clause
11 of the Enterprise Certified Agreement.
May 01
6. Higher Degree Candidature
6.1 In general, full-time academic staff, including those whose duties
consist solely of research activities, will be permitted to enrol as half-time
candidates for higher degrees according to the following guidelines:
- that the proposed programme of study does not detract from the quality
of performance of duties as an employee
- that the Heads of the Schools/Departments concerned (i.e. both the department
where candidacy is proposed and the School/Department in which the staff member
is employed) have no objection
- that, where applicable, the principal investigators of the relevant
research project have no objection
- that, where applicable, any granting body involved in funding the employee
has no objection.
6.2 Academic staff should first apply to the relevant Area Manager for
clearance to enrol if the above guidelines are satisfied. Following such
clearance, procedures for enrolment should be followed as detailed in the policies
and procedures for postgraduate studies, a copy of which is available on request.
6.3 Full-time candidature for full-time academic staff will be permitted
at the discretion of the Area Manager when the programme of research and study
is closely aligned to the work being undertaken and will not hinder the full discharge
of responsibilities of a staff member.
6.4 New appointees who are already enrolled for a higher degree, either
at the University of Adelaide or another tertiary institution, are obliged to
discuss implications of that candidature with the relevant Area Manager.
Jun 98
7. Hospital Status
7.1 Persons whose appointment is subject to their being granted appropriate
hospital status by one or more hospitals (see Schedule of Appointment: Additional
Conditions) may not commence until this condition has been satisfied.
7.2 If an appointment is subject to the appointee's being granted appropriate
status in one or more hospital(s), the University will inform the appropriate
person(s) of the proposed appointment and ask that the matter of hospital status
be determined. The appointee will be notified of the outcome as soon as possible.
Aug 96
8. Intellectual Property
The University asserts ownership, either whole or partial, of all intellectual
property arising from work within its departments, institutes, centres or research
groups. In most cases the University will agree to share the economic benefits
derived from commercial applications of intellectual property with the staff member
who developed the intellectual property, in accordance with the policy on commercial
development of the University's intellectual property. A copy of this policy is
available on request.
May 01
9. Leave Entitlements
9.1 Annual and Personal Leave
The University of Adelaide Enterprise Certified Agreement sets down
an expectation system for annual and personal leave for academic staff. Annual leave shall be taken by agreement with
the staff member's Head of School/Department. Unless other arrangements
have been agreed to by the supervisor, annual leave will be deemed to have
been taken by 1 March following the academic year in which it became due.
9.2 Compassionate 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 Section 4.3 of the Enterprise Agreement ).
9.3 Long Service Leave
The University Long Service Leave Scheme is exempt from the provisions
of the Long Service Leave Act of South Australia; a copy of the Scheme forms Section 4.10 of the Enterprise Certified Agreement.
Long service leave shall accrue at the rate of 6.5 working days for each year
of service and pro rata for part of a year of service. Under certain circumstances
credit may be given in respect of prior service with other Australian institutions
for the purposes of long service leave entitlement. A copy of the conditions
governing recognition of prior service and a list of recognised institutions for
this purpose is available on request from Payroll Services. Applications
for such credit must be made at the time of appointment to the University.
9.4 Special Paid Leave
Upon application by the staff member, up to three days leave in
any twelve months may be granted. (See Section 4.7 of the Enterprise Certified Agreement .
9.5 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.
May 01
10. Leaving University Employment
An appointment may be terminated by a member of the tenured or tenurable academic
staff tendering in writing notice of a period of six months, or such lesser period
as the Area Manager may approve.
May 01
11. Medical or Dental Registration
11.1 Persons whose appointment is subject to their being granted appropriate
registration by the Medical or Dental Boards of South Australia (see Schedule
of Appointment: Additional Conditions) may not commence duty until this condition
has been satisfied.
11.2 If an appointment is subject to the appointee's being granted appropriate
registration with the Medical or Dental Boards of South Australia the appointee
should contact, as appropriate:
- the Registrar of the Medical Board of South Australia, 91 Payneham Road, St.
Peters, South Australia, 5069
- the Registrar of the Dental Board of South Australia, 59 Fullarton Road,
Kent Town, South Australia, 5067
In order to seek the appropriate registration; and they should inform the General
Manager, Human Resources, of the outcome of their application as soon as they
are in a position to do so.
Jun 98
12. Practice of a Discipline
All members of academic staff are expected to maintain contact with the practice
of their discipline outside the University in accordance with the University's
Rules Relating to Practice of a Discipline Outside
the University by Members of the Academic Staff, a copy of which is available
on request.
May 01
13. Pre-employment Medical Examination
13.1 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.
13.2 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.
13.3 Further details are contained in the University's Policy
on Pre-Employment Medical Examinations, a copy of which is available on request.
May 01
14. Probationary Review
All academic staff appointed to a tenurable position are required to serve a probationary
period in accordance with Section 2.2 of
the Enterprise Certified Agreement.
Jun 98
15. Promotion
Promotion from one grade to another is not automatic and is subject to the policies
and procedures for promotion of academic staff as varied from time to time. (See Section 5.3 of the Enterprise Agreement)
May 01
16. Salaries
Salary scales shall be as determined by the Enterprise Agreement Schedules. 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.
17. Salary Increases Subsequent to Leaving the University
The onus is upon the appointee to make application in writing for any payment
that might be due should there be any adjustment to the relevant salary subsequent
to the date of termination of appointment where such an adjustment is effective
prior to that date.
Jun 98
18. Special Studies Program and Overseas Conference Scheme
18.1 All tenured and tenurable members of academic staff at Level A and
above are eligible to participate in the University's Special
Studies Program as varied from time to time. A copy of the Policy is attached.
18.2 Under certain circumstances credit may be given in respect of prior
service with other Australian universities.
18.3 Tenurable academic staff are eligible for support to attend overseas
conferences under the conditions of the University's Overseas
Conference Scheme, a copy of which is available on request.
May 01
19. Superannuation
19.1 Membership of Unisuper Defined Benefit Plan or Investment Choice
Plan is a condition of all half-time or more tenurable/tenured appointments.
19.2 Appointees who are currently members of the University staff
and are also members of a University of Adelaide superannuation scheme, other
than Unisuper, will retain their existing superannuation membership.
19.3 The University also contributes at least 3% of gross salary into
Unisuper Award Plus Plan.
19.4 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.
19.5 Further information regarding superannuation is available from
the Superannuation Officer.
Aug 85
20. Temporary Accommodation Subsidy
20.1 An appointee whose appointment is tenurable may apply to the University
for a subsidy in respect of costs incurred for up to 21 days temporary accommodation
after arrival in Adelaide.
20.2 Should appointees require temporary accommodation to be arranged
for them to take up upon arrival, they should contact the Head of the School/Department
to which they have been appointed.
21. Termination Notice
21.1 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.
April 99
22. Travel and Removal Expenses
22.1 The maximum University contribution to travel and removal expenses
will be as specified in the attached document: Transfer Provisions for Tenurable
Staff.
22.2 The extent of any such contribution will be subject to the appointee
and family not being in receipt of such a contribution from another source.
22.3 Unless otherwise stated, a member of staff who resigns prior to
completing the initial tenurable period of appointment in full will be required
to refund to the University such portion of the total transfer costs incurred
by the University on the staff member's account as the University shall determine.
Except in special circumstances the refund will be pro-rata the period by which
the service falls short of the tenurable period of appointment.
22.4 Contribution to Travel Expenses. A pre-paid ticket advice in the
appointee's name (and where applicable appropriate members of the appointee's
family) will be arranged through the University's approved agent, who will be
in touch with the appointee 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 the appointee
varying the arrangements whether through the University's agent or not will be
payable by the appointee. If arrangements are made other than through the University's
agent the University may, after the appointee has taken up duty, make reimbursement
of an amount not exceeding the value of the pre-paid ticket advice applicable.
22.5 Contribution to Removal Expenses. Appointees wishing to claim against
an allowance for removal expenses will be contacted by the University's approved
removal agent who will make arrangements for quotations to be obtained for the
transfer of personal effects and "tools of trade" (books, equipment, specimens
etc). Quotations may include insurance coverage but it should be noted that the
University will not meet the costs of storage, storage insurance and other associated
expenses. If appointees wish to claim against a tools of trade allowance such
costs should be listed separately on the quotations.
March 1999
23. Visa
23.1 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.
23.2 I t is each appointee's responsibility to maintain the validity
of the visa throughout the period of employment at the University.
23.3 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.
23.4 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.
23.5 In the event that they are not Australian citizens/permanent residents
and are currently in Australia, they should inform the General Manager, Human
Resources, 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.
Mar 99
24. Further Information
Enquires about particular conditions of an employee's appointment should be directed
in the first instance to the Human Resources Service Centre, telephone 8313 1111.
Authorised by Council: Apr 1983
Amendments: Nov 1984, Feb 1985, Jul 1985, Aug 1985, Apr 1986, Mar 1990, Oct
1997, Jun 1998, Mar 1999, Apr 1999, Jun 2001, Mar 2005
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