Trim Location*:

Document Type*:

Purpose:

Scope and Application:

Responsible Officer*:

HR Contacts:

1 Annual

All employees except those on casual appointments.

Full-time Employees: 4 weeks (20 days per year), to a maximum of 40 days.

Fractional professional employees: a proportion of 20 days or 144 hours, based on hours worked.

(eg 144 hrs x .5 fraction = 72 hours annual leave per year)

Fractional academic employees: a proportion of 20 days or 150 hours, based on hours worked.

(eg 150 hrs x .5 fraction = 75 hours annual leave per year)

Academic & Professional Employees: an annual leave loading of 17.5% of salary for the period of leave accrued during the year.

Employees must apply for annual leave utilising the appropriate system.

Annual leave excludes any public holiday occurring during the period of leave.

Annual leave loading will be paid once in December each year.

Annualised hours professional employees are not required to submit applications for annual leave because they are paid their leave entitlement in each fortnightly salary.

Fixed term employees will take all annual leave during the term of the appointment. If a fixed term employee has been unable to take all annual leave accrued during an appointment, the University will pay the cash equivalent of the pro-rata leave due upon expiry of the contract.

Employees receiving a higher duties allowance will be entitled to annual leave paid at the higher level at the time of taking the leave.

An employee who becomes ill during a period of annual leave may claim personal leave instead of annual leave for the period of the illness that is more than three days. An employee may claim personal leave to the extent of personal leave accrued, and in order to substitute personal leave for annual leave must provide a certificate from a qualified medical practitioner for the period of the illness if that period is for more than three (3) days. Annual leave may either then be re-credited by the same period (less the three days) or extended by the same period by mutual agreement with the supervisor.

For example, an employee on annual leave becomes ill for a period of 10 working days during the period of annual leave. Upon presentation of a medical certificate, the employee will be either re-credited for a period of 7 working days (ie the 10 days of illness less the initial 3 day period), or have their annual leave extended by a period of 7 working days by mutual agreement with the supervisor.

An employee must not accumulate more than 40 days annual leave. Where an employee has accumulated an entitlement of more than 30 days annual leave, the University will advise the employee and the supervisor to initiate discussions regarding the leave accumulation and their intention to take a period of leave. Where an employee has accumulated 40 days annual leave, the University may direct the employee in writing to take up to 20 days accumulated annual leave; or the employee may, with the University’s agreement, elect to take a money equivalent of the annual leave accumulated over twenty (20) days. Where an employee elects to take a money equivalent, the employee must also submit a supporting absence request to take a period of annual leave in addition to the money equivalent of at least ten (10) days.

Supervisors have an obligation to ensure employees have the capacity to take at least 10 days annual leave each year.

Employees may be paid annual leave in advance in exceptional circumstances including, but not limited to, travel to international or remote locations or economic hardship. These requests must be in writing to the supervisor.

Academic Employees

Academic employees are required to submit an annual leave plan and a supporting absence request for approval following individual workload discussions.  The annual leave plan is to be submitted within two (2) weeks of individual workload discussions occurring. The employee must submit an absence request two (2) weeks prior to the commencement of leave.  Supervisors must ensure that an annual leave plan is received in the Faculty within two (2) weeks of individual workload discussions and that an absence request is submitted through ESS by an employee prior to the commencement of the leave.

All annual leave must be taken in accordance with the approved leave plan and absence request, however the employee may seek approval from their supervisor to vary the annual leave plan and absence request.

Supervisor

Notice by mutual agreement with the Supervisor prior to taking leave.

2 Personal

All employees except those on casual appointments.

Full-Time Employees: 10 days on full pay per year

Fractional employees: Proportion of 10 days based on hours worked.

Personal leave can be utilised in the following circumstances:

• absence through personal illness or injury; or

• Subject to the employee being primarily responsible for the care and support for members of their immediate family or members of their household, when they are ill, injured, require ongoing care and assistance due to disability, frailty, chronic illness or pain or there is an unexpected emergency affecting their immediate family (after an employee has utilised their 3 days carer’s leave entitlement per calendar year – see 2b).

Applications for personal leave of longer than three days must be accompanied by a medical certificate or statutory declaration stating the illness of the person concerned.

Personal leave will be cumulative in advance during the first year of service.

For appointments of less than one year, the leave in proportion to the amount of personal leave of a full-time employee will be available in advance.

Overtime taken as time off in lieu to care for members of immediate family member or household, during ordinary hours, will be taken at the ordinary rate, that is an hour for each hour worked. Alternatively, an employee may elect, with the consent of the University, to work ‘make-up time’, under which the employee takes time off during ordinary hours and works those hours at a later time during the spread of ordinary hours. Personal leave without pay may be taken when:

• leave relates to an absence caused by ill-health and personal leave entitlements have been exhausted and

• the employee wishes to preserve annual leave and long service leave credits

When personal leave without pay is granted the conditions outlined in the USQ Enterprise Agreement apply.

Supervisor

Verbal notice on the day illness commences. An online absence request is to be submitted as soon as possible, or immediately following return to work.

2a Carer’s

All employees except those on casual appointments.

Employees are entitled to three (3) days leave per calendar year (non cumulative) for absences to provide care and support for members of their immediate family or members of their household, when they are ill, injured, require ongoing care and assistance due to disability, frailty, chronic illness or pain or there is an unexpected emergency affecting their immediate family.

Where an employee has utilised their 3 days carers leave entitlement per calendar year, employees may use any accrued personal leave for absences.

Employees may elect to use accrued annual leave, or take time off in lieu of overtime, or take leave without pay, with the consent of the University.

Supervisor

As soon as practicable prior to the absence, or verbal notice on the day the illness commences.

3a Parental - Maternity

An employee with 12 months continuous service as at the medically certified expected date of birth.

A total absence of 52 weeks. This may include a maximum of 14 weeks paid maternity leave, 6 weeks paid primary care-giver’s leave and an additional 6 weeks paid leave, plus any accrued annual and long service leave.

An employee who does not have 12 months continuous service is entitled to a maximum of 26 weeks leave without pay, and any accrued annual leave may be taken during the period of absence.

For the period of paid leave, an employee will be paid salary at the rate calculated on the employee’s average service fraction over the preceding 12 month period prior to the commencement of paid leave.

A casual employee with 12 months service is entitled to unpaid leave.

A medical certificate is required indicating expected date of birth with a statutory declaration stating the period of any parental leave sought by the employee’s partner if also an employee of the University.

Leave may begin up to 20 weeks prior to the expected date of birth, or earlier where certified by a medical practitioner. Otherwise paid Maternity Leave will commence from the date of birth of the child, and will be continuous for the 14 week period.

Where an employee is on paid maternity leave, personal leave will not be granted for normal pregnancy but may be granted by the Executive Director, HR after medical advice has been considered in respect of abnormal conditions associated with the pregnancy.

Where, in the opinion of a registered medical practitioner, illness or risks arising from pregnancy or hazards connected with the work assigned to the employee, make it inadvisable for the employee to continue in their present work, the employee will, if the University deems it practical, be transferred to a safe job until the beginning of maternity leave. If the transfer to a safe job is not practical, the employee may, or the University may require, the employee to take leave for such period as is certified necessary by a registered medical practitioner.

Once leave has begun the employee is required to remain absent for at least six weeks from date of birth.

Where an employee suffers illness related to pregnancy, for as long as a doctor certifies it to be necessary, or for the period granted by the Vice-Chancellor in relation to special leave, the employee is entitled to apply for the following types of leave:

(a) paid personal leave, either instead of, or as well as, special maternity leave; and/or

(b) unpaid leave (“special maternity leave”) and/or

(c) paid special leave

Where a pregnancy terminates in other than the birth of a living child or where the child dies during the period of paid maternity leave, the employee shall continue to be entitled to apply for:

(a) paid special leave; and

(b) resume work at a time mutually agreed between the University and the employee which will not exceed five weeks from the date of notice in writing by the employee to the University that he/she desires to resume work.

In considering applications for paid special leave, the Vice-Chancellor will take into account the period of maternity leave entitlement.

An employee is entitled to 6 weeks paid primary care-giver’s leave to be taken immediately following maternity leave taken in relation to the child where they are the primary care-giver.

An employee who is entitled to access primary caregiver’s leave for a child may access a total of a further 6 weeks of paid leave for the same child. This may be taken at a time agreed with the employee’s supervisor, up to the child’s second birthday.

The unpaid leave cannot extend beyond the child’s first birthday, except as provided for in relation to the additional 6 weeks paid leave.

An employee may return to work after Parental Leave on either a full-time or fractional basis for a maximum period of 2 years from the return to work date by mutual agreement with the Category 4 Delegate or above (refer to 3d Parental – General for more information).

There is an expectation that an employee who accesses paid components of parental leave will return to the workplace for at least 3 months following the period of parental leave. The University may require any monies to be refunded should an employee resign following the period of parental leave.

Category 4 Delegate or above

10 weeks written notice to the Supervisor stating expected date of birth.

Absence Request Form to be submitted four weeks prior to start of leave indicating the period of leave to be taken.

Written notice of intention to return to work must be given at least four weeks prior to end of parental leave.

3b Parental – Partner (Paternity)

An employee who is a father of or accepts responsibility for the care of an expected or newborn child.

A total absence of 52 weeks. This may include a maximum of 2 weeks paid partner leave and any accrued annual and long service leave.

The two weeks paid leave can be taken as separate periods of at least a day.

An employee who does not have 12 months continuous service is entitled to a maximum of 26 weeks leave without pay, and any accrued annual leave taken during the period of absence.

A medical certificate is required which names the employee’s partner, states the partner is pregnant and indicates the expected date of birth, with details of any leave approved for the partner where the partner is also an employee of the University.

The paid leave must commence between one week prior to the expected date of birth and five weeks after birth. The unpaid leave cannot extend beyond the child’s first birthday.

Where the employee’s partner is also a USQ employee, the aggregate leave must not exceed 52 weeks. Both partners will not take unpaid parental leave at the same time where both are USQ employees.

An employee is also entitled to 6 weeks paid primary care-giver’s leave to be taken immediately following partner leave in relation to the child where they are the primary care-giver, and where both the child’s mother and the partner are USQ employees, and where the child’s mother has not taken the 6 weeks primary care-giver’s leave.

An employee who is entitled to access primary caregiver’s leave for a child may access a total of a further 6 weeks of paid leave for the same child, where both the child’s mother and the partner are USQ employees, and where the child’s mother has not taken the further 6 weeks paid leave. This may be taken at a time agreed with the employee’s supervisor, up to the child’s second birthday.

There is an expectation that an employee who accesses paid components of parental leave will return to the workplace for at least 3 months following the period of parental leave. The University may require any monies to be refunded should an employee resign following the period of parental leave.

Category 4 Delegate or above

10 weeks written notice to the Supervisor stating expected date of birth where the employee intends to access parental leave in excess of the two weeks paid partner leave.

Absence Request Form to be submitted four weeks prior to start of leave indicating the period of leave to be taken.

Written notice of intention to return to work must be given at least four weeks prior to end of parental leave where the employee has taken parental leave in excess of the 2 weeks paid partner leave.

3c Parental - Adoption

An employee with 12 months continuous service who assumes the main role of carer for an adopted child under the age of five.

52 weeks leave of which 14 weeks unbroken leave are paid at normal salary.

The 14 weeks paid leave will be taken at the time of placement of the child.

Statement must be provided from Adoption Agency or other appropriate body stating date of placement of child and that the employee is to have custody of the child, and a statutory declaration stating the period of any adoption leave sought by the employee’s partner, and the employee is seeking the leave to be the child’s primary caregiver.

An employee is entitled to 6 weeks paid primary care-giver’s leave to be taken immediately following adoption leave taken in relation to the child where they are the primary care-giver.

An employee who is entitled to access primary caregiver’s leave for a child may access a total of a further 6 weeks of paid leave for the same child. This may be taken at a time agreed with the employee’s supervisor, up to the second anniversary of the date of placement, or the child’s fifth birthday, whichever is the sooner.

There is an expectation that an employee who accesses paid components of parental leave will return to the workplace for at least 3 months following the period of parental leave. The University may require any monies to be refunded should an employee resign following the period of parental leave.

Category 4 Delegate or above

Written notice of any approval to adopt a child normally at least 10 weeks before the expected date of placement of the child.

Absence Request Form indicating start and end dates, as soon as practicable after notification of the expected placement date but, in any case, at least 14 days before starting the leave.

3d Parental -General

As indicated in 3a-3c

As indicated in 3a-3c

An employee on approved parental leave may take annual leave or long service leave in lieu of unpaid elements of parental leave.

An employee returning to work after parental leave is entitled to be employed in:

(a) the position, salary and classification level held by the employee immediately before starting parental leave; or

(b) if the employee worked on a fractional basis because of the pregnancy before starting maternity leave – the position held by the employee immediately before starting fractional employment;

(c) if the employee was transferred to a safe job before starting maternity leave – the position held by the employee immediately before the transfer.

Where significant changes to the role or duties of the position occur during the employee’s absence on parental leave, the employee will be consulted prior to the implementation of such changes.

A replacement employee will only be appointed on a temporary or seconded basis for the period of parental leave.

An employee returning to work after parental leave may return on either a full-time or fractional basis, subject to the operational needs of the workplace and the mutual agreement of the delegated officer and the employee:

(a) Where the employee returns on a fractional basis, salary and entitlements will be adjusted accordingly.

(b) Any period of fractional employment will initially be approved for a maximum period of 2 years from the return to work date.

(c) Within 6 weeks prior to the expiry of the fractional employment agreement the arrangement will be reviewed taking into account the organisational needs of the University and the family responsibilities of the employee. At this time the fractional arrangement agreement may be:

(i) confirmed on a continuing basis; or

(ii) extended (subject to further reviews to be conducted at least annually); or

(iii) ceased.

Such determination is to be made at the University’s discretion.

3e Parental Leave – Government Scheme

Employees must meet the eligibility test provided by the Family Assistance Office. USQ does not determine eligibility.

Eligible employees will be entitled to the National Minimum Wage for a maximum period of 18 weeks. This pay is taxable. The start date cannot be before the child’s birth or adoption.

Employees entitled to paid parental leave from USQ may take their Government Scheme Paid Parental Leave concurrently with this or other leave entitlements, or may choose to take it after exhausting all other parental and annual leave entitlements within the 52 week period.

It is the employee’s responsibility to apply for the Paid Parental Leave Government Scheme directly with the Family Assistance Office.

The employee must notify the University of the length of the Government Scheme paid parental leave, in conjunction with the application for USQ parental leave in accordance with the provisions of 3a, 3b, 3c and/or 3d above.

The Government Scheme paid parental leave can be taken any time within the first year after birth or adoption.

Employees who are transferring their Paid Parental Leave Government Scheme to their partner (dependant on meeting eligibility as per the Family Assistance Office eligibility test) will need to advise the University of this arrangement when providing the initial 10 weeks written notice to their supervisor. The employee needs to be aware that only the primary caregiver is eligible to receive the government funded payment.

If an employee returns to work before they have received their 18 weeks of Paid Parental Leave Government Scheme, the employee must advise the Family Assistance Office and any payments in relation to the government funded paid parental leave will cease.

Where an employee is seeking parental leave under 3b and is eligible to receive payment under the government funded paid parental leave, they must advise the University via the normal application process.

Category 4 Delegate or above

10 weeks written notice to the Supervisor stating expected date of birth or date of placement.

Absence Request Form to be submitted four weeks prior to start of leave indicating the period of leave to be taken.

Written notice of intention to return to work must be given at least four weeks prior to end of parental leave.

4 Compassionate

All employees except those on casual appointments.

Up to 3 days per occasion on full pay upon the death of a close relative or where an employee’s immediate family, contracts or develops a personal illness that poses a serious threat to their life, or sustains a personal injury that poses a serious threat to their life.

Close relatives for this purpose are spouse/partner, parent, mother-in-law, father-in-law, sister, brother, sister-in-law, brother-in-law, daughter, son, stepdaughter, stepson, stepfather, stepmother, stepsister, stepbrother, halfsister, halfbrother, grandparent, granddaughter, grandson, son-in-law, daughter-in-law, any other person approved by the Vice-Chancellor or delegated officer.

Where an employee requires additional compassionate leave to fulfil cultural requirements or to travel interstate or overseas, paid special leave may be granted upon application to the Vice-Chancellor.

Supervisor

Not applicable.

5 Long Service

Employees with 10 years continuous service.

13 weeks on full pay after 10 years continuous service and 1.3 weeks per year thereafter.

A full time employee may, subject to the operational requirements of the University, apply to take extended long service leave on half pay (instead of a shorter period on full pay).

Entitlement

A full-time employee will be entitled to long service leave after completing 10 years of continuous paid service. Long service leave will accrue at the rate of 6.5 days for each year of continuous service and on a pro rata basis for an incomplete year.

For convenience, long service leave is calculated on an hourly basis.

Casual and fractional employees are entitled to long service leave on a proportional basis.

Continuity of Service

During a period of employment, continuity of service is not broken through absence from work (including illness or injury) on paid or unpaid leave approved by the University.

When an employee is absent on approved unpaid leave, the first 10 days is counted as service for the purpose of calculating the employees long service leave entitlement. That is, the 10 year qualification period is extended by the length of unpaid leave in excess of 10 days.

Where fixed term employees have a break between contracts, continuity of service is not broken when the break is not more than three months. In such cases the first 10 days is counted as service for the purpose of calculating an employee’s long service leave entitlement.

Casual Staff

Casual employees may count actual periods of continuous service accrued after 23 June 1990 towards long service leave. Continuity of service is not deemed to have been broken if the period between appointments does not exceed 90 days.

Recognition of Prior Service

Refer to HR Policy Recognition of Prior Service for details.

Minimum Period of Leave

An employee may, on written request, take the leave wholly or in part, with a minimum of two weeks being taken. However, one week may be taken in exceptional circumstances.

Application for Leave

Any employee who wishes to be granted long service leave must lodge a completed leave application form with the University at least six (6) months prior to the date the leave is to begin. The application form must state the amount of leave required and the dates from which the leave is to commence and end.

An employee will be granted long service leave at the time of their choosing provided they have given six months notice, in writing. However, where there is mutual agreement between the employee and the delegated officer, notice of leave may be waived.

Deferment of Leave

The University may defer any period of approved long service leave in special circumstances or emergencies, in which case the University must:

• Give details for the circumstances to the employee; and

• Reimburse the employee for any expenses reasonably incurred as a result of the deferral.

The period of deferral will not exceed three (3) months unless mutually agreed between the University and the employee.

Illness while on Long Service Leave

An employee who becomes ill during a period of long service leave may claim personal leave instead of long service leave for the period of the illness that is more than three days. A medical certificate must be submitted covering the nature and period of illness. Long service leave may then be extended by the same period.

Maximum Accrual

Where an employee has accumulated a long service leave entitlement in excess of 18 weeks, the University may give the employee written notice to take a minimum of five (5) weeks of such leave, at a time convenient to the needs of the University within the following 12 month period, provided that:

The Vice-Chancellor (or delegated officer) will give the employee at least six (6) months written notice of the date on which the leave must commence;

The employee will not be required to take long service leave within 24 months of the intended date of retirement of the employee.

Where an employee has accumulated a long service leave entitlement in excess of 18 weeks, the employee may elect to take a money equivalent of a minimum of five (5) weeks entitlement for the leave accrued in excess of 13 weeks.

An employee with a maximum entitlement, who elects to take the money equivalent of long service leave as per the above, will receive superannuation contributions on the amount paid.

Independent financial and taxation advice is advised prior to making a request for long service leave cash-in payment.

In any case where an employee has taken leave pursuant to this subclause, the delegated officer will not require any employee to take a further period of long service leave for a period of two years after the end of that period of leave.

Termination of Employment

An employee who is eligible to long service leave will be entitled to payment in lieu of long service leave on resignation, retirement or in the event of death, to the employee’s estate. The University treats any payments in lieu of notice as ordinary time earnings. However, pursuant of Superannuation Guarantee Ruling SGR 2009/2 unused long service leave is not considered ‘ordinary time earnings’ for the purpose of superannuation and therefore will not attract an employer contribution.

Supervisor

6 months notice in writing. Notice of leave may be waived where there is mutual agreement between the employee and the delegated officer.

Where less than 6 months notice is provided, leave will be approved or deferred at the discretion of the delegate officer.

6 Jury Service/ Court Attendance

All employees except those on casual appointments.

As necessary.

An employee performing jury service or attending court as a witness will be granted leave without pay upon production of a certificate from the Sheriff’s Office or relevant court officer indicating attendance.

Where payment is received by the employee for Jury Service and/or witness duty, and is paid to the University, leave with pay will be granted.

Supervisor

Verbal notice on the day absence commences.

A leave application must be made immediately following return to work.

7 Major Sporting Competitions

All employees except those on casual appointments.

Paid leave of up to 5 working days per annum.

For Australian representation at State or National level as player or coach. Documentary evidence of selection is required.

Supervisor

2 weeks.

8 Defence Reserve Forces

All employees except those on casual appointments.

Attendance at annual training camps, classes or courses.

Up to 16 calendar days or up to 18 days where certified by the commanding officer.

Authorised Training Notice to be supplied.

Supervisor

2 weeks.

9 Workplace Relations

All employees except those on casual appointments.

5 working days each year on normal salary

An employee may be granted up to 5 working days leave on ordinary rates each calendar year (non cumulative) to attend workplace relations courses and seminars, provided that the University is not involved in any other costs except for the payment of extra remuneration where relieving arrangements are instituted to cover the absence of the employee. The employee is required to provide documentary evidence of the registration for the course/seminar.

Supervisor

2 weeks.

10 Emergency Attendance

All employees except those on casual appointments.

As required, subject to approval.

Officers who are members of the State Emergency Service, voluntary members of local fire fighting units, auxiliaries of fire brigades, Honorary Ambulance Officers and St John Ambulance volunteers.

Supervisor

As required.

11 Election

All employees except those on casual appointments.

Total period not exceeding two months.

When contesting a Federal, State or Local Govt election, leave may be debited from accrued annual leave or long service leave, or taken without salary.

Supervisor

4 weeks.

12 In Lieu of Overtime

Professional employees up to and including USQ Level 10, except those on casual appointments.

Up to 36 hours of time in lieu of overtime may be accrued within a six month period.

Time off in lieu is calculated on an hour for hour basis.

Overtime must be approved prior to time worked.

Leave must be taken within six months of the day on which the overtime was worked, otherwise it will lapse.

Applications for leave in lieu of overtime must state the date(s) and time(s) overtime was worked.

Supervisor

2 weeks

13 Leave without pay

All employees except those on casual appointments.

As approved up to a maximum of 2 years.

Leave without pay is a special provision which may be granted on infrequent occasions to meet a staff member’s particular need. Leave without pay may be approved for any of the following reasons:

• for enhancing the employee’s academic or industrial experience which will provide real benefits to the University; or

• for personal development purposes; or

• on compassionate grounds (and compassionate or carer’s leave is not available) and the employee wishes to preserve available annual leave and long service credits; or

• an absence caused by ill-health, where personal leave entitlements have been exhausted and the employee wishes to preserve annual leave and long service leave credits; or

• personal reasons, where good and sufficient reasons exist for the leave.

In all cases, approval is subject to the convenience of the University.

For periods of leave of more than six months, the following apply:

• the employee will be required to use available long service leave credits in excess of 18 weeks, where the leave is for personal reasons, unless otherwise approved;

• an employee will be paid or must exhaust all annual leave entitlements prior to commencing leave, unless due to exceptional circumstances this is waived by the relevant delegate.

• approval will be subject to the supervisor confirming that satisfactory alternative arrangements can be made to meet the needs of the faculty or section during the absence; and

• there will be no expectation that the employee will return to the position held prior to taking leave (with the exception of parental or carer’s leave). The employee is entitled to be placed in a position with no less salary classification.

Periods of leave without pay have the following effects on other entitlements:

• unpaid leave up to a period of 10 working days will be recognised as service, for the purpose of calculating eligibility for long service leave, annual leave and personal leave. Periods in excess of 10 working days will not be recognised as service for leave purposes.

• the increment date will be deferred by a period equivalent to the whole period of leave without pay where the period of leave is in excess of one month (for a period of up to one month, the employee’s increment date will not be changed);

• the period of absence without salary in excess of 10 days will not count as service for the accrual of annual leave in that calendar year. Annual leave loading will be adjusted in the same way.

• where leave has been granted due to incapacity, and WorkCover compensation is paid, annual leave accrual is not affected.

• the anniversary date on which an employee becomes eligible for a further grant of personal leave will be deferred by a period equivalent to the whole period of leave without pay.

• Where unpaid leave has been granted due to ill-health or injury, for periods up to three (3) months, this period will be recognised as service, for the purpose of calculating eligibility for long service leave, annual leave and personal leave. Periods in excess of three (3) months will not be recognised as service for leave purposes.

Employees contemplating leave without pay should discuss their superannuation options with the Superannuation Officer.

Supervisor for periods of less than 4 weeks

Category 4 Delegate or above for periods up to and including six months

Category 2 Delegate or above for periods of more than six months and up to two years (note that leave of this duration is regarded as exceptional).

Two week’s notice for leave less than 10 days.

6 weeks notice for leave 10 days or longer.

14 Worker’s Compensation

All PAYG employees

Unlimited – dependent upon Work Cover granting the claim

First 26 weeks granted. For more information refer to Work Cover Act.

All leave accruals such as personal leave, annual leave, long service leave and incremental progression are not affected.

Category 4 Delegate or above

Not applicable

15 Special Leave

All employees except casuals

Negotiable

Where an employee has exhausted their entitlements to paid leave, a further period of paid or unpaid special leave may be granted upon application to the relevant delegate.

Category 2 Delegate or above

As soon as practical

Peak Approval Authority:

Committee Owner*:

Division/Department/Office*:

Development Pathway:

Approval Pathway:

Related Legislation / guidelines:

Strategic Plan/Goal & Objectives:

Supporting documents, forms:

Associated USQ policies:

Policy Category*:

Effective Date:

Approval Date:

Next Review Date*:

Expiry Date of Policy*:

Audience:

Keywords*:

Document Status*:

Approval Delegation:

Approvers

USQ Council

Vice-Chancellor or Chief Operating Officer

Supervisors*

Category 4 Delegate or above

Category 2 Delegate or above

Effective Date:

2011-11-22

Next Review Date*:

2012-12-01