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    Purpose of the policy and summary of issues it addresses: See Details

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    This document has procedures. Show All Hide All Collapse. Note: You must save the template each time you want to write a policy to ensure that you are using the most recent version of the template.

    A comprehensive set of instructions is also provided on the Template and Instructions page of the University Policies website. To include text in the definitions section place your cursor immediately under the sex before beginning to type.

    Note: If you are pasting in text you must save it as plain text first so that you do not import any additional styles into the policy document. Formatting styles are embedded in this template and can be found in a drop-down menu on your toolbar. Note: Please do not add to or alter the styles.

    It is recommended that styles be applied once text is finalised. Apply a style by highlighting the text and clicking on the appropriate style from the drop-down list. Uwaq you require sex numbered heading style within the policy text, please use Heading 4 from the drop-down styles list. This will automatically apply a number to the heading and each uwaq you use the Heading 4 style the next sequential number will be applied automatically.

    Styles 1. To reduce complexity, it is recommended that numbering below the level of 1. Bullet points can be used for lists if required. The list bullet style is available from the styles drop-down list. This must convey specifically, accurately and succinctly what the policy addresses eg Award of Honours, Study Leave.

    This policy defines the various leave entitlements for employees in regard to sickness, absence and other leave. The University encourages employees to establish a balance between their working and personal lives. Effective leave management is important to the operation of the University. Supervisors and employees are accountable for ensuring leave management plans are in place. Provide a brief summary of the reasons for the policy and issues it addresses.

    This section is designed to stand alone. The aim is to provide the reader with enough information to make a decision about whether or not this is the policy they are looking for. It must not be longer than words. This policy defines the nature and purpose of study leave provisions for academic uwaq and sets out eligibility criteria and other sex that apply. This policy seeks to rationalise the award of honours across the University by addressing such issues as: entry standards, course content and structure, supervision, assessment, examination, grades, classifications, benchmarking and the maintenance and provision of documentation relating to these matters.

    It is based on resolutions of the Academic Board flowing from the report of the Honours Working Party. The period of time is dependent uwaq the leave type. Part-time employees generally receive pro rata entitlements, based on the number of hours worked. Health professions include chiropractic, dental, medical, nursing and midwifery, optometry, osteopathy, pharmacy, physiotherapy, podiatry, psychology, Aboriginal and Torres Strait Islander Health Practice, Chinese medicine, medical radiation practice and occupational therapy.

    Place your cursor immediately under the definitions heading to get the definitions style. Refer to the relevant policy for further information. For uwaq detailed outline of the entitlement and eligibility for the relevant sex, please refer to Leave — Appendix A. Annual leave is a period of paid leave during which an employee has a break from the workplace. The University encourages employees to clear their annual leave entitlement each year. Employees are required to give reasonable notice of their request to take leave.

    Annual leave may be taken for a period agreed between an employee and their supervisor. No request for annual leave is uwaq be unreasonably refused. Under exceptional circumstances, the University may request employees to cancel annual leave arrangements. In the event than an employee has already paid for uwaq and airfares or alternative transportationthe employee may request the University reimburse any uwaq that could not be refunded, specific to those circumstances.

    Where an employee is ill for a period of time during annual leave, refer to clause Employees will be paid at the ordinary rate of pay received at the commencement of leave. Cashed out leave will be allowed on the grounds of financial hardship only.

    An employee must submit a written application to the Director, Human Resources or delegate for approval. All periods of cashed out annual leave will not count as service. The minimum period of leave to be cashed out is one 1 week.

    A minimum balance of four 4 weeks annual leave must be maintained for an application to be accepted. All payments made when cashing out annual leave are superannuable, and paid at the ordinary rate of pay. Employees are advised to seek financial advice before making an application to cash out leave. Employees are encouraged to clear all accrued leave prior to resignation or the expiry of their appointment. Externally funded, fixed term employees, may be required to clear leave before the expiry of sex contract.

    When an employee has excess leave they are required to reduce the leave entitlement to four 4 weeks or less. The employee will be notified in writing of the twelve 12 month period in which to clear their excess leave. The amount of leave cleared sex include leave that accrues during the twelve 12 month period. Where the employee does not clear leave within the required twelve 12 month period, the University may provide a further written direction to clear leave. This notice to clear will be provided sex least eight 8 weeks before clearance is to commence.

    Employees will be paid the leave loading in November or the first pay period in December each year. Employees leaving the University will be calculated as at the date of resignation or termination :. Employees who leave before 31 December and have been paid sex loading, are not required to repay the leave loading amount.

    In special circumstances academic and professional and general employees may be granted leave to attend conferences, undertake fieldwork or attend an outside study programme OSP during the course of the year, as part of required University duties or during sabbatical leave. Each application will be treated on its merits and determined in accordance with the following principles:.

    Conference attendance includes, but is not limited to, presenting a paper or chairing a session. A written business case must be submitted and approval obtained prior to commencing the requested leave as follows:. It should be noted that approval for a travel grant is separate to the approval required for conference, fieldwork or OSP leave. The University uwaq that professional and general employees may be invited to present at, or attend, conferences.

    Approval is granted on the basis that:. The purpose of employee funded extra leave is to provide employees with options for Flexible Work and Leave Practices. Effective leave management, including limiting leave liability, is critical to the operation of the University. The Approved Delegate will assess each application for an employee funded extra leave scheme on its merits. The work area must take into account the personal circumstances of the employee, together with the operational requirements of the work area, when considering each application, including ensuring that workload does not unreasonably increase or result in overtime for other employees within the work area.

    Employees are to provide their supervisor with a proposed leave plan when applying for an employee funded extra leave scheme. Withdrawal from employee funded extra leave schemes must be made in writing and be:. Employee funded extra leave schemes are not intended to be used where a reduction in FTE is required. An employee who is on a period of employee funded extra leave will continue to accrue annual, long service and personal leave credits.

    All forms of leave taken during the scheme period will be paid at the reduced salary, detailed in the Employee Funded Extra Leave Agreement.

    Employee funded extra leave will affect superannuation benefits. Employees should seek independent financial advice. For further information, please contact the HR Employee Benefits. A purchased leave agreement is for a period of twelve 12 months. If the employee wishes to continue the purchased leave agreement for a further period, a new application must be submitted before the end of the twelve 12 month period.

    All purchased leave should be taken during the purchased leave period. Purchased leave must be exhausted in full before accessing an annual leave entitlement. Employees who withdraw from the scheme or resign from the University before the end of the purchased leave period will either:. All employees must submit a proposed leave plan to their supervisor with their application for purchased leave, at the beginning of each calendar year or earlier where requested. Non-participatory periods, will not be deemed as withdrawal from the scheme and will delay the commencement of the leave by the length of non-participation.

    Annual leave is to be cleared annually uwaq the term of the Deferred Salary Scheme. Deferred leave must be taken immediately following the completion of the deferred salary scheme period. Deferred leave will not constitute a break in service and will count as service for all purposes, except salary increments.

    Employees are also entitled to reasonable travel time and rest time immediately following the leave, provided it is related. The University recognises that employees may occasionally be required to attend jury service. Jury service is usually for a period of one 1 week and jurors are required to be available for the duration of this period. In some circumstances i.

    Refer to Department of Commerce for employers regarding jury service. An employee may be granted leave and will be paid at their ordinary rate of pay if they are volunteer members of a recognised Emergency Management Body provided the employee:. Leave with pay may be granted to employees sex to represent Australia as a competitor or official at a sporting event. Leave to attend recognised international sporting events may be granted where an employee is chosen to represent Australia as a competitor sex official.

    The employee must provide all evidence supporting their leave request, at least four 4 weeks prior to commencing leave. The Approved Delegate is required to confirm with the relevant sporting authority that the evidence provided by the employee is correct.

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    University Policy on Leave (excluding Long Service and Parental Leave)

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