1. Purpose and Objectives

This policy outlines the entitlements and conditions for accessing the various leave types available to staff members. Leave entitlements are provided through the Enterprise Agreement; the Leave Entitlements Policy; and the relevant Legislation.

2. Definitions, Terms, Acronyms

Enterprise Agreement - The University of Queensland Enterprise Agreement 2018 - 2021, or as amended or replaced.

Leave - is also generally referred to as Absence in the Human Resources System (Workday).

Recreational leave - or otherwise referred to as Annual Leave in the Human Resources System (Workday).

Relevant Legislation includes:

• Defence Reserve Service (Protection) Act 2001 (Cth)
• Fair Work Act 2009 (Cth)
• Industrial Relations Act 2016 (Qld).

3. Policy Scope/Coverage

This policy applies to all continuing, research (contingent funded), fixed-term, and eligible casual staff members. Any exceptions are detailed in the relevant procedure.

This policy has been agreed between the University and the Academic and Professional Staff Consultative Committees in accordance with clause 50.2 of the Enterprise Agreement, which states:

Where a policy contains procedures that detail how a staff member can access leave entitlements, changes to the policy will be subject to agreement with the relevant staff consultative committee(s).

4. Policy Statement

A staff member may access a variety of paid and unpaid leave arrangements to enable them to balance their work and personal lives, and for other purposes in accordance with the Enterprise Agreement and relevant Legislation.

The University is committed to meeting the operational needs and obligations of the University through effective leave planning and workforce management.

Academic staff members are expected to ensure that periods of leave taken during semester are kept to a minimum with extended leave taken over one semester wherever possible.

Professional staff members are expected to ensure that periods of Recreation Leave (otherwise referred to as Annual Leave) and Long Service Leave are not taken during recognised peak work times wherever possible.

The University promotes the principles of equal opportunity and acts in accordance with applicable anti-discrimination laws in operation within Queensland and the Commonwealth of Australia.

5. Leave Types

Additional information regarding specific leave types, including where the University provides additional entitlements over and above the provisions contained in the Enterprise Agreement, is provided below.

5.1 Community Service Leave

Community Service Leave, which includes leave to attend a voluntary emergency management activity and jury duty, is available to a staff member in accordance with the Enterprise Agreement and the Fair Work Act 2009 (Cth).

The University also provides an additional entitlement for up to 5 days paid leave for each occasion the staff member is called upon to engage in a voluntary emergency management activity, or  to attend mandatory training, with a recognised emergency service organisation, with a cap of 16 days paid leave in any 12 month period to eligible staff members. The Community Service Leave Procedures outline the conditions and process for applying for this leave type.

5.2 Compassionate Leave

Compassionate Leave is available to a staff member for the purposes of spending time with a person who is a member of the staff member’s immediate family, household, or significant other who has a personal illness or injury, or after the death of a member of the staff member’s immediate family, household, or a significant other in accordance with the Enterprise Agreement. The Compassionate Leave Procedures outline the conditions and process for applying for this leave type.

5.3 Defence Forces Leave

The University will not hinder or prevent a staff member from undertaking defence service in accordance with the Defence Reserve Service (Protection) Act 2001 (Cth). Defence Forces Leave is available to a staff member for the purpose of undertaking defence service and the training necessary to prepare them for service in accordance with the Enterprise Agreement. The Defence Force Leave Procedures outline the conditions and process for applying for this leave type.

The University will provide salary supplementation to eligible staff in accordance with the Defence Force Leave Procedures.

5.4 Leave Without Pay

Leave Without Pay (LWOP) may be available to a staff member as determined on a case by case basis after giving due consideration to the circumstances giving rise to the staff member’s application in accordance with the Enterprise Agreement. The Leave Without Pay Procedures outline the conditions and process for applying for this leave type.

Approved LWOP up to and including 3 months will not affect leave accruals. Where a period of LWOP is greater than 3 months, the period of LWOP that is in excess of three months will not count towards the accrual of leave.

5.5 Long Service Leave

Long Service Leave is available to a staff member after 10 years of continuous service in accordance with the Enterprise Agreement. The Long Service Leave Procedures outline the conditions and process for applying for this leave type.

A break in service of more than 3 months will break continuity of service for the purposes of Long Service Leave. A break in service for research (contingent funded) staff members will be in accordance with the Enterprise Agreement.

The University will recognise eligible prior service from another Australian university in accordance with the Long Service Leave Procedures.

5.6 Parental Leave

Parental Leave is available to a staff member in connection with the birth or adoption of a child in accordance with the Enterprise Agreement and the Fair Work Act 2009 (Cth). The Parental Leave Procedures outline the conditions and process for applying for this leave type.

An initial period of Parental Leave up to 12 months (excluding additional Parental Leave) whether paid or unpaid will be regarded as service for the purpose of determining leave accruals in accordance with the Parental Leave Procedures.

Where a staff member has less than 12 months continuous service at the date of birth, or date of placement of a child, the staff member will be eligible for up to 26 weeks unpaid Parental Leave.

The rate of pay for paid Parental Leave will be calculated based on the staff member’s average service fraction in the 12 months prior to commencing Parental Leave.

5.7 Personal Leave (Sick and Carer's)

Personal Leave (Sick and Carer's) is available to a staff member who is not fit for work because of personal illness or injury, or to provide care or support to a member of the staff member's immediate or extended family, household, or significant other in accordance with the Enterprise Agreement. The Personal Leave Procedures outline the conditions and process for applying for this leave type.

A professional staff member or a language teacher in the Institute of Continuing and TESOL Education who has been employed by the University for 26 years or more will be entitled to an additional Sick Leave credit of 13 weeks.

An academic staff member will be entitled to apply for an additional 35 days Personal Leave (Sick) (non-cumulative) after existing Personal Leave (Sick) entitlements have been exhausted. Such applications may be approved by the Authorised Officer provided that the sum of the additional paid Personal Leave (Sick) (non-cumulative) and Personal Leave (Sick) already taken is in a continuous period and does not exceed a total of 6 months.

5.8 Recreation Leave

Recreation Leave (otherwise referred to as Annual Leave) is available to a staff member for the purpose of taking leave from work in accordance with the Enterprise Agreement. The Recreation Leave Procedures outline the conditions and process for applying for this leave type.

A staff member will be expected to take their Recreation Leave within 12 months of the leave accruing.

All staff members who access Recreation Leave are entitled to receive Recreation Leave loading which may be converted to Additional Recreation Leave (ARL) by entering into an Individual Flexibility Arrangement (IFA) with the University.  The agreement to convert Recreation Leave loading to ARL will normally be entered into on an annual basis however an employee may request that the conversion of Recreation Leave occurs as a default position (for the life of the Enterprise Agreement). The Individual Flexibility Arrangement Procedures outline the conditions and process for applying.

5.9 Special Leave

Special Leave may be available to staff members in cases of pressing necessity, including situations of domestic violence or abuse, and other circumstances in accordance with the Enterprise Agreement. The Special Leave Procedures outline the conditions and process for applying for this leave type.

A staff member will be entitled to be released from duty on full pay to attend National Aborigines and Islanders Day Observance Committee (NAIDOC) celebrations subject to approval and operational requirements.