Certified Agreement (2004–2008)

Main Content

1. Agreement formalities
1.1 Title
1.2 Arrangement
1.3 Application of the agreement
1.4 Date and period of operation
1.5 Status of this agreement
1.6 Definitions
1.7 Posting of agreement
1.8 Objectives
1.9 Staff consultative committee
1.10 Dispute resolution procedures
1.11 Grievance procedures
2. Appointment
2.1 Full-time appointment
2.2 Fractional appointment
2.3 Ongoing appointment
2.4 Fixed-term appointment
2.4.1 Payment of severance
2.5 Casual appointment
2.6 Multiple modes of appointment
3. Remuneration
3.1 Salaries and classification structure
3.2 Salary increases
3.3 Superannuation
3.4 Salary packaging
3.5 ELICOS teaching staff
4. Hours of work
4.1 Attendance of T and R staff
4.2 Attendance of APT staff
4.2.1 Rest pauses and meal break
4.2.2 Overtime, penalty rates and time off in lieu of paid overtime
4.2.3 Flexible hours arrangement
4.3 Shift work - Security staff
4.3.1 Hours of work
4.3.2 Shift rosters
4.3.3 Allowances and penalty rates
4.4 Emergency call out
5. Performance management
5.1 Probation
5.1.1 Termination of probationary employment
5.2 Staff development
5.2.1 Professional Development Program (PDP)
5.2.2 Study assistance
5.2.3 Staff exchanges
5.3 Performance Planning and Review (PPR)
5.4 Rewarding performance
5.4.1 Incremental progression
5.4.2 Accelerated incremental progression
5.4.3 Broadbanding of APT positions
5.4.4 Acting in higher classified positions
5.4.5 Promotion
5.4.6 Awards
5.5 Unsatisfactory performance
5.6 Misconduct and serious misconduct
5.7 Managing ill health
5.7.1 Workplace rehabilitation
5.7.2 Termination on the grounds of ill health
6. Leave
6.1 Absence from duty
6.2 Recreation leave
6.3 Sick leave
6.4 Carer's leave
6.5 Bereavement leave
6.6 Public holidays
6.7 University holiday - Christmas / New Year close down
6.8 Leave without pay
6.9 Long service leave
6.9.1 Recognition of prior service for long service leave
6.9.2 Taking of long service leave credits
6.10 Parental leave
6.11 Other leave
6.11.1 Special leave including cultural and religious leave
6.11.2 Defence Force training
6.11.3 Jury service
6.11.4 Leave to contest elections and hold office
6.11.5 National sporting events
6.11.6 Natural disaster
6.11.7 State emergency call out
7. Termination of employment
7.1 Payment on cessation of employment
7.2 Notice of resignation by a staff member
7.3 Notice of termination by the University
7.3.1 Provisions for completion of fixed-term appointments
7.3.2 Redundancy provisions
8. Other conditions
8.1 Indigenous employment
8.1.1 Indigenous language allowance
8.2 Workloads
8.2.1 Overview
8.2.2 Teaching and research staff
8.3 Staff supervision
8.4 Outside employment
8.5 Overpayment
8.6 Intellectual and academic freedom
8.7 Management of change
8.8 Staff representative facilities
8.9 No extra claims
9. Agreement schedules
Schedule 1 - Salary tables
Schedule 2 - Allowances
Schedule 3 - ELICOS teaching staff
Schedule 4 - Casual T and R staff members remuneration and duties
Schedule 5 - Review committees

1. Agreement formalities

1.1 Title

This agreement will be known as the University of the Sunshine Coast Certified Agreement (CA) 2004 - 2008.

1.2 Arrangement

Part 1 - Agreement formalities
Part 2 - Appointment
Part 3 - Remuneration
Part 4 - Hours of work
Part 5 - Performance management
Part 6 - Leave
Part 7 - Termination of employment
Part 8 - Other conditions
Part 9 - Agreement schedules

1.3 Application of the agreement

This Agreement will be binding according to its terms upon the National Tertiary Education Industry Union (NTEU) (hereinafter referred to as the Union), the University of the Sunshine Coast (USC) (hereinafter referred to as the University), and all staff employed by the University except those staff in the University who are parties to an Australian Workplace Agreement made before, on or after the date of this Agreement.

The University may enter into Australian Workplace Agreements (AWAs) with its staff. Those AWAs may either operate to the exclusion of this Agreement or prevail over the terms of this Agreement to the extent of any inconsistency, as specified in each AWA. At the time of offering an AWA, the University will offer a genuine and informed choice between the AWA and this Agreement and provide access to this Agreement.

1.4 Date and period of operation

This Agreement will take effect from the beginning of the first pay period commencing on or after the date of certification and will remain in force until 31 July 2008.

1.5 Status of this agreement

This Agreement replaces the University of the Sunshine Coast Enterprise Bargaining Agreement (EBA) 2001 - 2003 and operates to the exclusion of and replaces all other industrial awards and agreements.

1.6 Definitions

Except in so far as the context or subject matter otherwise indicates or requires, the definitions listed in this clause apply to this Agreement:

Administrative, Professional and Technical (APT) Staff are staff appointed to a position which reflects the operational requirements and core areas of responsibility.

Authorising Officer means the relevant officer as specified by the University's Human Resource Delegations approved by Council.

Capacity means a staff member should have the necessary skills, knowledge and qualifications to perform the duties of the position.

Child means a newly adopted child or newly fostered child between 1 and 5 years of age except where the staff member is able to demonstrate a special need to care for an older child.

Classification is the designated level on the University of the Sunshine Coast Classification Structure of a position which is based on a formal evaluation of that position.

Conduct means a staff member must be prepared to behave in an appropriate manner - to follow instructions, not intentionally harm the business of the University and use skill and care while working.

Consultation means conferring in such a way that the participants have access to all relevant material and exchange of views in order to attempt to reach consensus.

Continuous Service means a period of service which is unbroken. A staff member's service will be deemed to be unbroken provided that the time between ceasing employment and recommencing employment with the University does not exceed 6 weeks.

Cost Centre Manager means the manager responsible for the budget of the organisational unit.

Council means the Council of the University of the Sunshine Coast constituted under the University of the Sunshine Coast Act 1998.

Deputy Vice-Chancellor means a person appointed to be a Deputy Vice-Chancellor of the University, and includes anyone acting in that role on a temporary basis, or any nominee of the Deputy Vice-Chancellor.

Director, Human Resources means the person appointed to be the Director, Human Resources of the University, and includes anyone acting in that role on a temporary basis, or any nominee of the Director, Human Resources.

Disciplinary Action means the penalty options available including demotion, withholding an increment, suspension with or without pay and termination of employment.

ELICOS Teachers means staff employed principally to teach English Language Intensive Courses for Overseas Students (ELICOS) in the International Relations unit of the University.

Harassment, including workplace harassment (including bullying), is repeated behaviour, other than behaviour that is sexual harassment, that:

is directed at an individual or group, and
is offensive, intimidating, humiliating or threatening, and
is unwelcome and unsolicited, and
a reasonable person would consider to be offensive, intimidating, humiliating or threatening for the individual or group.

Harassment is unacceptable and the University's policy encourages reporting of harassing behaviour.

Immediate family means:

a spouse (including a former spouse, a de facto spouse and a former de facto spouse) of the staff member. A de facto spouse, in relation to a person, means a person of the opposite or same sex to the staff member who lives with the staff member as the partner of that person on a bona fide domestic basis although not legally married to the staff member
a child (including an adopted child, a step-child, ex-nuptial child or foster child), grandchild
a parent, parent-in-law, grandparent, or sibling of the staff member, and
a person approved by the Vice-Chancellor or authorising officer.

Indigenous Australian means a person of Aboriginal or Torres Strait Islander descent who identifies as an Aboriginal or Torres Strait Islander person and is accepted as such by his/her community.

Merit refers to the relationship between a person's qualities and those qualities required for performance in a particular position. The following elements are basic to the application of the merit principle, and are adopted by the University as intrinsic to its policy of selection on merit.

Adequate publicity - job openings and position requirements should be made known so that potential candidates have a reasonable opportunity to be aware of them.
Opportunity to apply - persons who are interested should have an opportunity to make their interest known and receive consideration.
Realistic standards - qualification standards should be reasonably related to the job to be filled and be applied impartially to all who make their interest known.
Absence of discrimination - the standards and processes should embrace only matters related to ability and fitness for employment.
Probity of the process - interested parties should be able to find out how the process works and to have the opportunity to make representations relating to the selection.

Misconduct means conduct which is not serious misconduct but which is nonetheless conduct which is unsatisfactory.

Negotiation means the holding of discussions and making genuine efforts to resolve differences and reach agreement.

New child means a new baby, newly adopted baby or newly fostered baby up to one year of age.

Primary carer is a staff member who has full-time responsibility for the day-to-day care and nurturing of a new child or child. This can include where a fostering arrangement is intended to be long-term, or for whom the staff member has recently become a guardian where the guardianship is intended to be long-term.

Reclassification is the process of changing a position from one classification to another, based on a formal evaluation of that position.

Representative means that at any stage during this Agreement an affected staff member may choose to request assistance or representation by a staff member of their choice or union representative, provided the person is not a practising solicitor or barrister.

Serious misconduct is misconduct of a serious nature and includes:

serious misbehaviour of a kind which constitutes a serious impediment to the carrying out of a staff member's duties or to a staff member's colleagues carrying out their duties
serious dereliction of the duties required of the staff member's office
conviction by a court of an offence which can be demonstrated to constitute a serious impediment of the kind referred to in this definition.

Shift means a continuous period of work during which a shift worker is rostered for duty.

Significant carer is a staff member whose partner has become a primary carer of a new child.

Supervisor means a staff member who has delegated authority on behalf of the University to give a lawful instruction to staff.

Teaching and Research (T and R) Staff are staff appointed to positions which reflect the operational requirements and core areas of responsibility in teaching, research and service.

Union means the National Tertiary Education Union.

Unsatisfactory performance means performance that does not meet the requirements of the position.

Vice-Chancellor means the person appointed to be the Vice-Chancellor of the University, and includes anyone acting in that role on a temporary basis, or any nominee of the Vice-Chancellor.

Workload means the volume of work performed in carrying out the specified duties of a position.

1.7 Posting of agreement

An electronic copy of this Agreement will be accessible to all staff.

1.8 Objectives

The objective of this Agreement is to facilitate the achievement of the Mission Statement of the University, which is to be the major catalyst for the innovative and sustainable economic, cultural and educational advancement of the region, through the pursuit of international standards in teaching and research.

1.9 Staff Consultative Committee

The Staff Consultative Committee (SCC) will comprise up to 4 University representatives, 2 elected staff representatives, and 2 Union nominated staff representatives. Elected staff representatives will be elected for the life of this Agreement. The SCC will provide a formal consultation forum within the University and will consult on the implementation of this Agreement, including the development and review of policies as required under this Agreement. The SCC will meet regularly, or at the request of an SCC member.

1.10 Dispute resolution procedures

It is agreed that the University and all of its staff members have an interest in the proper application of this Agreement, and in minimising disputes in a timely manner. For the purpose of preventing and settling disputes the following procedures will apply.

a) Where the dispute involves an individual staff member, they will first discuss the matter with their supervisor. Such discussions will not extend beyond five days. A staff member may seek the assistance of a representative of their choice, in accordance with this Agreement if they so choose.

b) Where a dispute is not resolved under clauses a) or b), at the request of either party to the dispute a Disputes Committee will be convened within five working days unless agreed otherwise. The Disputes Committee will consist of, unless otherwise mutually agreed, two nominees of the University; and two members nominated by the elected staff representatives of the Staff Consultative Committee.

c) The Disputes Committee will attempt to resolve the matter within five working days of its first meeting. Any resolution will be in the form of a written agreement subject, if necessary, to ratification by either party.

d) Any staff member involved in the dispute will be entitled to put their position to the Dispute Committee in person, and will be advised of the outcome of deliberations.

e) Until the procedures described in clause (c) have been exhausted:

work will continue in the normal manner
no industrial action will be taken by either party to the dispute
management will not change the work, staffing or the organisation of the work if such is the subject of dispute, nor take any action likely to exacerbate the dispute, and
the subject matter of the dispute will not be taken to the Australian Industrial Relations Committee by the parties to the dispute (except in the case of any matter where the time limit of notification would otherwise expire).

f) In the event that the dispute remains unresolved by the process specified in clause (d) the matter may be referred to the Australian Industrial Relations Commission.

g) Where the Commission determines that it has jurisdiction to arbitrate, the Commission may resolve the dispute by the process of conciliation and/or arbitration. The parties to the dispute agree to be bound by the Commission's resolution of the dispute.

h) Where the Commission determines that it does not have jurisdiction to arbitrate, the parties to the dispute agree to be bound by any recommendation made by the Commission, during conciliation, to resolve the dispute.

i) Nothing in this clause prevents agreement to refer an unresolved dispute to a person or body other than the Australian Industrial Relations Commission for resolution, in which case the parties to the dispute agree to be bound by any recommendation to resolve the dispute, made by the agreed person or body.

1.11 Grievance procedures

For the purposes of this clause a grievance exists when a member of staff lodges a complaint or notifies a grievance in accordance with these procedures. These procedures do not apply where alternative procedures exist and preclude staff from lodging grievances relating to appointments matters and decisions of University Council. This clause will not derogate from the right of a party to this Agreement to take action pursuant to the Workplace Relations Act 1996.

a) The staff member may request the assistance of a representative, in accordance with this Agreement, at any stage if they so choose.

b) The staff member will first discuss the grievance with their supervisor. Before doing so, the aggrieved staff member may seek the assistance of a representative of their choice, in accordance with this Agreement if they so choose, the Director, Human Resources or an independent conciliator in accordance with clause j.

c) Where the aggrieved staff member discusses the matter with their supervisor, all reasonable attempts to resolve the issue must be made as soon as practicable, and normally within five working days. Where the matter is resolved, an appropriate record of the agreement should be kept.

d) If the matter is not resolved by the supervisor within the time specified above, the supervisor will refer the matter to the Director, Human Resources. The supervisor will inform the aggrieved staff member of such action and will provide the aggrieved staff member with copies of any relevant documents and this clause. The Director, Human Resources will attempt to resolve the matter in the shortest practicable time.

e) Failing a resolution of the grievance by the Director, Human Resources within 10 working days of the grievance being received by the Director, Human Resources, the matter will be referred to an independent conciliator nominated by the staff member in accordance with clause j).

f) The independent conciliator will firstly determine whether the subject matter of the grievance constitutes a genuine grievance. Where the nature of the grievance is frivolous, vexatious or not relevant to the employment relationship it will not be regarded as genuine. In these cases, the independent conciliator may choose not to proceed with the matter and no further action will ensue.

g) The independent conciliator will investigate the matter and attempt to facilitate a fair and reasonable conclusion as expeditiously as possible. The independent conciliator will have access to all relevant documents and material.

h) Failing resolution of the grievance within 15 working days, the independent conciliator will provide a report to the Vice-Chancellor or nominee, a copy to the staff member and, where they have chosen, a copy to the staff member's nominated representative in accordance with this Agreement with recommendations on the resolution of the grievance. The Vice-Chancellor or nominee will consult with the affected staff member, or where the affected staff member chooses a nominated representative in accordance with this Agreement, before deciding on the matter.

i) The Vice-Chancellor or nominee's decision will be final and will be conveyed to the aggrieved staff member and other relevant parties to the grievance.

j) The independent conciliator will be drawn from a pool of conciliators nominated by the Vice-Chancellor following consultation with the elected Staff Representatives of the Staff Consultative Committee. A conciliator external to the University may be nominated.

k) A grievance will be deemed to have been resolved if it is withdrawn in writing by the staff member; or an agreement is made, in writing, between the aggrieved staff member and the supervisor or the University on matters relating to or out of the grievance/dispute.

2. Appointment

All appointments will be made on the basis of merit. A staff member will receive an instrument of appointment which will include reference to the attendance pattern, mode of appointment, hours of work, rate of pay, classification, period of probation (where appropriate) and other main conditions of employment. This clause places no limitation on the forms and mix of employment that the University can offer to staff.

2.1 Full-time appointment

Full-time employment is where the staff member's principal employment is with the University and where the employment is for the maximum number of hours per week where specified for the type of appointment. Full-time employment may be ongoing or fixed-term.

2.2 Fractional appointment

A fractional staff member is employed for a regular period each week, which is less than a full-time appointment. Fractional employment may be ongoing or fixed-term. In addition, a fractional appointment can be for certain parts of any year and/or across specified work cycles during the year. A fractional staff member will be paid on a proportionate basis to the full-time equivalent staff member, and will be entitled to leave provisions on a proportionate basis.

2.3 Ongoing appointment

Ongoing appointment is employment for an indefinite period and where the appointment is subject to probation, termination and redundancy provisions in this Agreement.

2.4 Fixed-term appointment

A fixed-term appointment is an appointment for a specified term or ascertainable period, for which the appointment has specific starting and finishing dates or in lieu of a finishing date, the specified circumstance(s) or contingency relating to a specific task or project, upon which the occurrence of the term of the employment will expire. A fixed-term appointment is subject to the probation provisions and termination provisions for unsatisfactory performance and serious misconduct. Where the University determines that the work is no longer required during the contract period, the staff member will receive payment equivalent to the remainder of the contract, and where applicable, any relevant severance payment.

Where a position is converted to an ongoing position, the incumbent may be offered appointment on a confirmed, ongoing basis where they have completed a probation period or they have been employed for a period of at least equal to the probation requirements for the position, and they were appointed through a merit selection process. Where a person has served less than the probation period and was appointed through a merit selection process, the incumbent may be given an ongoing appointment subject to probation with the length of probation reduced by the period of employment on a fixed-term basis.

Where a position is maintained on a fixed-term basis and the incumbent was appointed through a merit selection process, the incumbent will be offered another appointment except where it is demonstrated that the staff member's performance has been unsatisfactory.

2.4.1 Payment of severance

a) For all staff holding a fixed-term appointment as at the date of certification, where:

a second or subsequent fixed-term appointment on a specific task or project, or for research, or where recent professional practice is required, and
whose appointment is not renewed because the same or substantially similar duties are no longer required by the University, or
the duties continue to be required but another person has been appointed, or is to be appointed, to the same or substantially similar duties,

will be entitled to the following amount of severance pay.

Period of continuous service	Severance pay
up to the completion of 2 years over 2 years and up to the completion of 3 years over 3 years and up to the completion of 4 years over 4 years	4 weeks pay 6 weeks pay 7 weeks pay 8 weeks pay

b) Severance will be payable, as outlined below, for all staff appointed on a fixed-term contract after the date of certification where:

The staff member is appointed on a second or subsequent fixed-term appointment
The staff member is not employed on a fixed-term contract as a replacement staff member, for an employment subsidiary to studentship or for pre-retirement
The fixed term appointment is not renewed and the same or substantially similar duties are no longer required by the University; or the duties continue to be required but another person has been appointed, or is to be appointed, to the same or substantially similar duties,

will be entitled to the following amount of severance pay.

Period of continuous service	Severance pay
1 year but less than 4 years 4 years but less than 5 years 5 years but less than 6 years 6 years but less than 8 years 8 years but less than 9 years 9 years but less than 10 years 10 years or more	4 weeks pay 5 weeks pay 6 weeks pay 7 weeks pay 8 weeks pay 9 weeks pay 12 weeks pay

c) Severance pay is paid only when the staff member seeks to continue the employment, and when there is no further offer of employment for a reasonably related appointment.

The University may defer the payment of severance pay for a maximum of four weeks after the expiry of a fixed-term appointment, where the University may offer further employment within six weeks of the expiry of the staff member's fixed-term appointment, and where the staff member is advised of this in writing.

Breaks between appointments of up to two times per year and of up to six weeks in total will not constitute breaks in service. Periods of approved unpaid leave will not count for service, but will not constitute breaks in service for the purposes of this clause.

If the staff member obtains an acceptable alternative position within the University within six weeks of the expiry of the fixed-term appointment, the University may make application to the Australian Industrial Relations Commission to have the severance payment prescription varied.

2.5 Casual appointment

Casual appointments are normally offered only where there is a short-term need to engage additional staff and where the work is irregular. Casual staff are employed by the hour and paid an all purpose hourly rate which includes a loading of up to 23 percent, in lieu of benefits available to ongoing and fixed-term staff, which is derived from the fortnightly salary applicable to the appropriate classification.

The fundamental feature in the offer and acceptance of a casual appointment is that there is no expectation by the staff member or the University of any further appointment beyond the appointment offered. A casual appointment may be terminated by either the University or the staff member on one hour's notice and the provisions in this Agreement for managing unsatisfactory performance, misconduct and serious misconduct, and ill health do not apply.

A casual staff member will not be employed to work more than the corresponding full-time hours prescribed for the classification. Casual staff are not entitled to the benefit of any leave entitlement in Part 6 of this Agreement except long service leave and unpaid parental leave.

Should a casual APT staff member be engaged on a regular and systematic basis in the same or similar position and classification either for 12 months at 50 percent of ordinary working hours or for at least 24 months the casual can apply in writing for conversion. The casual will be offered conversion to a fractional or full-time appointment unless they were recently students, are a genuine retiree, are employed elsewhere in the University, do not meet minimum requirements for the position, work will cease to be required or will be performed by non-casual staff within 26 weeks of a conversion request, or the work is ad hoc, intermittent, unpredictable or involves hours that are irregular or there is demonstrated unsatisfactory performance and/or the original appointment was made without adequate reference to EEO guidelines or the suitability of other people for the position.

Staff converted will not have their casual service count as service for calculating any other entitlements except long service leave and parental leave.

2.6 Multiple modes of appointment

In most cases, a staff member will be employed under a single contract of employment. It is recognised however that, from time to time, full-time and fractional staff may also voluntarily engage in other casual employment with the University, in addition to their normal duties, with the approval of their substantive Cost Centre Manager.

In the case of full-time staff, the staff member will be required to make up any scheduled ordinary hours not worked in their full-time appointment. This does not exclude work in their full-time employment which attracts overtime or penalty arrangements.

3. Remuneration

3.1 Salaries and classification structure

All positions will be classified on, and in accordance with, the University of the Sunshine Coast Classification Structure, with the exception of senior positions, and within the salary scales set out in Schedule 1. The APT Position Descriptors and T and R Position Classification Standards are those contained in the University's APT Position Descriptors Guidelines and T and R Position Classification Standards Guidelines as at the date of the certification of this Agreement.

3.2 Salary increases

This Agreement provides for salary increases in the following installments:

5 percent from 28 June 2004
5 percent from 2 May 2005
5 percent from 3 April 2006
4 percent from 2 April 2007
3 percent from 31 March 2008

The salary increases are only payable to staff employed at the University on the date the relevant salary increase becomes due.

3.3 Superannuation

The nominated Superannuation fund for the University is UniSuper. The University intends to maintain all superannuation arrangements and entitlements, including employer contribution rates, in effect at the date of the Agreement.

3.4 Salary packaging

Salary packaging is available to all full-time and fractional staff members. Staff members with appointments of 12 months or less may be limited in the benefits they can receive.

3.5 ELICOS teaching staff

Specific provisions for ELICOS Teaching staff are set out in Schedule 3. Except where provided for in Schedule 3 the provisions that apply to APT staff will apply to ELICOS Teaching staff.

4. Hours of work

4.1 Attendance of T and R staff

T and R staff will work hours and attend on campus as required for the performance of their duties including the conduct of lectures and tutorials, consultation with students and other staff, research and scholarship, administrative duties and attending meetings. The University recognises that T and R staff also require periods away from their designated workplace for many reasons including attendance at conferences, and consultation with external bodies. Patterns of attendance for T and R staff are to be discussed and agreed in Performance Planning and Review (PPR) discussions.

4.2 Attendance of APT staff

a) The ordinary hours of work for APT staff are 36.25 hours each week, normally 7.25 hours per day, to be worked within a work cycle not exceeding five consecutive days. Hours in excess of 7.25 per day may be worked as flexible working arrangements.

b) These ordinary hours may be worked on any consecutive days in the week, Monday to Friday inclusive, provided that the ordinary hours are to be worked between 6am and 6pm, with the exceptions of:

i) Security staff who work agreed shift rosters
ii) IT Services Help Desk who work between 8am to 9pm, Monday to Sunday. Non-casual IT Services Help Desk staff hired to work weekends will be paid at the ordinary rate plus 50 percent of their total weekend hours. Any eligible staff member who works in excess of 36.25 hours per week will continue to receive overtime payments or time off in-lieu of paid overtime
iii) Events and Catering staff who work between 7am and 11pm, Monday to Sunday
iv) Activity Assistants engaged for Study Tour programs, Monday to Sunday, and
v) The arrangements in place at the date of certification of this Agreement for facilitation of the opening and closing of the Library and the payment of voluntary banked hours for casual Events and Catering staff will apply.

4.2.1 Rest pauses and meal break

Staff are entitled to take two 10-minute rest pauses, one in each half of the day, included in working hours. Rest pauses will be taken at times to suit the convenience of the work area.

Staff will be entitled to an unpaid meal break commencing not earlier than 3 hours and not later than 5 hours from commencement of duty (including rest pause) ranging from a minimum of 30 minutes to a maximum of 2 hours duration, with prior approval from the supervisor.

4.2.2 Overtime, penalty rates and time off in lieu of paid overtime

Staff paid at or below APT Level 7 are eligible for payment of overtime worked. Staff who are required by their supervisor to perform work in excess of the standard 36.25 hours per week or in excess of 10 hours on any one day will, by mutual agreement with the supervisor, be compensated either by paid overtime or have such time recorded as time off in lieu.

Time in lieu will be calculated on an hour for hour basis and no more than a total of the equivalent of 5 days may be accrued. Upon termination, accrued time off in lieu will not be paid out. Staff are required to give at least one working days notice of taking time off in lieu, wherever possible. Overtime or time off in lieu of paid overtime is not permitted without the prior written approval of the supervisor.

Overtime will be calculated to the 15-minute interval. Minimum call out for overtime will be two hours and in the interests of health and efficiency, staff should not be required to work more than 3 hours overtime (exclusive of a meal break) on any day unless special circumstances exist.

Overtime and meal allowances during overtime will be paid in accordance with Schedule 2.

4.2.3 Flexible hours arrangement

The flexible hours arrangement provides staff (excluding shift workers) and the University flexibility to achieve a better balance between the personal lives and working times of staff, while giving priority to the University's operational needs and the maintenance of acceptable workflows. Accumulated credit time is calculated over a four-week work cycle, normally to a maximum of 14.5 hours, and the maximum carry over between the four-week work cycle will normally be 10 hours. Supervisors will not unreasonably refuse a request for a flexible hours arrangement.

4.3 Shift work - Security staff

A shift worker may be rostered for a shift during any part of a 24-hour day and will work in accordance with a shift roster.

4.3.1 Hours of work

The ordinary hours of work may be less than, but will not exceed 7.25 hours per day (excluding an unpaid meal break of 45 minutes) and/or 72.5 hours per fortnight.

4.3.2 Shift rosters

a) Shift rosters will be developed in accordance with this clause. New rosters and changes to established rosters will be introduced only after consultation with relevant staff and where a staff member chooses, a representative in accordance with this Agreement.
b) The roster arrangements will provide staff with the best possible balance between personal and work times while meeting the operational needs of the University and workplace health and safety standards.
c) All shift rosters will specify the commencing and finishing time of ordinary hours of work for each staff member.
d) Shift rosters will normally be arranged to form a recurring cycle of 5 days on and 2 days off per week. Other roster arrangements may be used provided staff are not rostered to work more than 20 days in a 4 week roster cycle.
e) Shift rosters are spread over a maximum cycle of 4 weeks.
f) Staff will be notified at least 1 week in advance of the roster and will be given at least 72 hours notice of a change of rostered shift.
g) Staff will be entitled to a minimum of 10 hours break between rostered shifts. The period of 10 hours may be reduced to 8 in any of the following situations:

where staff are required to work overtime
for the purpose of changing shifts or shift rosters
because another staff member does not report for duty and the staff member is required to replace them
where the shift is worked by arrangement between staff.

h) A staff member whose rostered day(s) off falls on a public holiday will be granted one day's leave in lieu of such a holiday.
i) A staff member, with prior approval of their supervisor, may voluntarily exchange duties and hours of work with another staff member provided that no staff member will be permitted to work consecutive shifts. The exchange of duties will be arranged without requiring the payment over the shift cycle of overtime, shift payments, or meal allowances greater than would have been made with the original roster.

4.3.3 Allowances and penalty rates

A shift allowance will be applicable for all hours worked in the shift and will be paid in accordance with Schedule 2.

Ongoing and fixed-term Security staff employed on a continuous shift roster are entitled to five weeks paid recreation leave.

A staff member required to remain in attendance during a meal break will be entitled to an attendance allowance calculated at 0.75 of the hourly rate for APT Level 3, Step 10 contained in Schedule 2.

4.4 Emergency call out

A staff member, who is required by a duly authorised officer of the University to return to duty or work in the event of an emergency with or without notice, will be entitled to payment of overtime and penalty rates.

5. Performance management

The University's performance management scheme comprises several key elements: probation, performance planning and review, staff development, rewarding performance including promotion, and managing unsatisfactory performance, misconduct and serious misconduct, and ill health, and will operate in accordance with the relevant policies.

5.1 Probation

All staff employed in ongoing or fixed-term appointments will normally undergo a probationary period. The probationary period is set prior to commencement of employment. A probationary period will not be required for a fixed-term staff member on a second or subsequent reasonably contiguous appointment in a position of the same or similar duties.

The length of the probationary period will be determined following consideration of the period of time required to enable both the University and the staff member to evaluate employment suitability and for the staff member to demonstrate performance and outcomes across the range of duties and expectations prescribed to the position and the probation plan.

Where an incumbent staff member on a fixed-term appointment gains ongoing appointment in a substantially similar position at the same level, there may be a waiver of the probationary period equivalent to the period of service rendered to the University and the probationary period may be reduced by any probationary period already served.

The maximum period of probation will be:

APT positions - 12 months
T and R positions - 3 years
Senior positions - 3 years

5.1.1 Termination of probationary employment

The Vice-Chancellor may dismiss a staff member on probation provided that:

the staff member is serving a reasonable probationary period decided upon and notified to the staff member in advance
the staff member has not met the requirements of the position as set out in the probation plan mutually developed with their supervisor on commencement
the probation process has been followed, and
notice of dismissal is given in writing, as specified in this Agreement.

Staff development involves a range of formal and informal activities including study, attendance at courses, job rotation, staff exchanges, professional development programs, supervisory training and development of competencies. All staff are required and encouraged to take responsibility for their own learning, to develop goals and to assist in developing other staff.

5.2.1 Professional Development Program (PDP)

Approval may be granted to undertake research, scholarly or professional activities where, in the opinion of the PDP Committee, such activities contribute to the development of the staff member and the achievement of the University's strategic goals.

All full-time and fractional staff (0.5 time fraction and above) with a minimum of 3 years continuous service at the University are eligible to apply for PDP. Fixed-term staff will not be granted PDP unless there is sufficient time remaining in their current fixed-term appointment to ensure a return to the University from PDP for a period not less than the period of absence. PDP will not extend the term of the fixed-term appointment.

5.2.2 Study assistance

Financial assistance and leave to attend classes and examinations may be granted to eligible staff enrolled in an approved course.

Staff (excluding casuals) holding an appointment of 12 months or more are eligible to apply for study assistance.

5.2.3 Staff exchanges

A staff member (excluding casuals) may wish to arrange an exchange program with a staff member from an Australian or overseas tertiary institution. The exchange would normally be a direct exchange of position and duties and would normally incur no cost to the University.

All full-time staff are eligible to participate in staff exchange programs. A staff member would be expected to have served at least 12 months prior to commencing an exchange. Exchanges will normally be for a minimum of six months although exchanges of up to two years duration may be considered.

5.3 Performance Planning and Review (PPR)

PPR involves each staff member and his/her PPR supervisor meeting formally, at least annually, to review the performance of the duties and responsibilities outlined in the relevant position description, to give and receive feedback and, after the first cycle, to discuss the achievement of agreed performance and development goals.

5.4 Rewarding performance

5.4.1 Incremental progression

Where it is recognised that performance has been satisfactory and additional skills, experience and knowledge have been acquired, a staff member will advance to the next increment level on their anniversary date. Where unsatisfactory performance or misconduct or serious misconduct procedures have commenced, the increment may be withheld. Incremental progression is directly linked with PPR.

5.4.2 Accelerated incremental progression

Accelerated incremental progression is a mechanism that can be used to reward staff in recognition of exceptional overall performance. It is normally triggered by the annual PPR process and therefore occurs only once a year.

5.4.3 Broadbanding of APT positions

Broadbanding of a position is based on job analysis, which examines and evaluates the requirements of the position. It is formal recognition that a position spans two adjoining classification levels and is available for positions classified up to and including Level 10.

Broadbanding also recognises the application by a staff member of additional skills to those required at their substantive classification level.

5.4.4 Acting in higher classified positions

A staff member may be asked to temporarily fill a vacant higher classified position. If the staff member is in agreement, is performing all of the duties and accepting the full responsibilities of the position, they will receive an allowance in addition to their normal salary. The allowance will be equivalent to the difference between the staff member's salary and the minimum salary of the position temporarily filled and is payable provided the period worked is for:

5 or more sequential working days in the case of APT and ELICOS Teaching staff, or
10 or more sequential working days in the case of T and R staff, or
a regular number of days over a short period, for example, two days per week for a period of 10 weeks.

Where a staff member is performing a percentage of the duties and limited responsibilities of the higher position, the allowance will be a percentage of the difference between the staff member's salary and the minimum salary of the classification of the position temporarily filled.

An allowance payable under this clause will be regarded as salary for the purposes of calculating all other types of allowance including overtime.

5.4.5 Promotion

There will be a call for applications for promotion each year. To be promoted is recognition that a staff member is consistently performing and achieving at a higher level than that to which they are currently appointed. Promotions take effect from 1 January in the year following the call for applications.

5.4.6 Awards

Staff members may be considered for the awarding of the Vice Chancellor's Medal for outstanding:

Teaching (T and R Staff)
Research (T and R Staff)
Service (T and R Staff)
Outstanding Contribution Award (APT Staff)

5.5 Unsatisfactory performance

a) Where a supervisor is of the view that the performance of a staff member is unsatisfactory, the supervisor will first counsel the staff member on the nature of the improvement required and the time within which reasonable improvement can be expected. A record of the counsel given will be kept and a copy supplied to the staff member concerned. If the supervisor believes it appropriate, the supervisor will direct the staff member to undertake a course of professional development or other appropriate program(s) designed to assist in improving performance.

b) Where a supervisor believes that counselling has not produced the desired improvements in performance, the supervisor will advise the staff member, in writing, as to the specific areas of performance that are considered unsatisfactory, the nature of the improvement required, the time within which such improvement must occur, the date proposed for a review of the specific areas of performance, the availability of professional development and other resources to assist the staff member in improving and the possible consequences, including dismissal, of unsatisfactory performance.

c) The staff member will be entitled to 10 working days from the receipt of the supervisor's written advice to respond to the supervisor, and the staff member may choose to be assisted by a representative, in accordance with this Agreement, in any stage of this process. If the staff member requests, the supervisor may consult with the staff member's colleagues.

d) The supervisor must give due and proper weight to any response provided by the staff member and will do one of the following and advise the staff member in writing:

confirm the advice of unsatisfactory performance and the remedial action required
modify any or all of the particulars contained in the previous advice
withdraw the advice and ensure that no records relating to the advice are kept on the staff member's file.

e) No earlier than the date set in the written advice in 5.5 (b), the supervisor will review whether or not the required improvement in the staff member's performance has been made.

f) Where the supervisor is satisfied that the required improvements have been made, the staff member will be advised, in writing, and no further action taken under this clause.

g) Where the supervisor believes that the performance of the staff member continues to be unsatisfactory, the supervisor will make a formal report to the Vice-Chancellor. The report will clearly state the areas of performance seen as unsatisfactory, the record of attempts to remedy the problem, and the recommended disciplinary action.

h) The supervisor will provide the staff member with a copy of the report at the time it is submitted to the Vice-Chancellor. The staff member will be entitled to 10 working days from receipt of the supervisor's report to submit a written response to the Vice-Chancellor. The staff member may choose to be assisted by a representative, in accordance with this Agreement, in preparing a response. The staff member may request that the matter be referred to a Review Committee.

i) A Review Committee will comprise a Chair agreed by the Vice-Chancellor and the elected staff representatives of the SCC, a nominee of the Vice-Chancellor and a nominee selected by the elected staff representatives of the Staff Consultative Committee. The Committee will be established by the Vice-Chancellor (or nominee) and will meet as soon as practicable.

j) The Review Committee will consider the supervisor's report provided at (g), and the staff member's response and will provide a report to the Vice Chancellor and the staff member within 10 days from the establishment of the Review Committee. The Committee will act in accordance with Schedule 5.

k) On receipt of the report from the supervisor or the Review Committee, the Vice-Chancellor may then decide to take no further action or refer the matter back to the supervisor to ensure that full and due process will be complied with in substance and in a manner appropriate to the circumstances or take disciplinary action, which may include:

formal censure or counselling
demotion by one or more classification levels or increments
withholding of an increment
suspension with or without pay
termination of employment.

l) The Vice-Chancellor will advise the staff member in writing of any decision. Such a decision will take effect no earlier than 10 working days from the date of the Vice-Chancellor's written advice and the Vice-Chancellor's decision will be final.

5.6 Misconduct and serious misconduct

a) Before the Vice-Chancellor takes disciplinary action against a staff member for reasons amounting to misconduct or serious misconduct, the Vice-Chancellor must take the steps in this clause, except that, where a matter which may involve misconduct or serious misconduct has been dealt with in good faith as if it were a case of unsatisfactory performance, the procedures of this clause are not required, but the notice periods and review procedures must be followed.

b) Any allegation of misconduct or serious misconduct will be considered by the Vice-Chancellor. If the Vice-Chancellor believes such allegations warrant further investigation the Vice-Chancellor will:

notify the staff member in writing and in sufficient detail to enable the staff member to understand the precise nature of the allegations, and to properly consider and respond to them
require the staff member to submit a written response within 10 working days

c) At the time of notifying the staff member under clause (b) the Vice-Chancellor may suspend the staff member with or without pay if the Vice-Chancellor is of the view that the alleged conduct amounts to conduct of a kind that it would be unreasonable to require the University to continue employment during a period of notice. The Vice-Chancellor may direct that salary be paid on the grounds of hardship or the staff member may engage in paid employment or access leave entitlements for any period of suspension without pay. Where a suspension without pay has been imposed and the matter is referred to a Review Committee, the Committee may recommend to the Vice-Chancellor the revocation of the suspension following its first meeting.

d) During any period of suspension the staff member may be excluded from the University, provided that the staff member will be permitted reasonable access to the University for the preparation of the staff member's case and to collect personal property.

e) If the allegations are admitted in full by the staff member, and the Vice-Chancellor is of the view that the conduct amounts to misconduct or serious misconduct, the Vice-Chancellor will advise the staff member in writing of any decision and the operative date of any disciplinary action. The Vice-Chancellor's decision will be final.

f) If the allegations are denied in part or in full by the staff member, or the staff member does not respond, the Vice-Chancellor will give due consideration to the staff member's response. If the Vice-Chancellor determines that there has been no misconduct or serious misconduct, the Vice-Chancellor will advise the staff member accordingly in writing. In all other cases, the Vice-Chancellor will refer the matter to a Review Committee which will consider the matter and provide advice to the Vice-Chancellor.

g) A Review Committee will comprise a Chair agreed by the Vice-Chancellor and the elected staff representatives of the SCC, a nominee of the Vice-Chancellor and a nominee selected by the elected staff representatives of the Staff Consultative Committee. The Committee will be established by the Vice-Chancellor (or nominee) and will meet as soon as practicable. The Committee will act in accordance with Schedule 5.

h) The Review Committee will investigate the allegations and make findings as to whether or not misconduct or serious misconduct has occurred and to recommend what disciplinary action, if any, should be taken. The Review Committee will consider any mitigating circumstances when recommending disciplinary action. The Review Committee will provide a report to the Vice Chancellor, normally within 10 days from the establishment of the Review Committee.

i) On receiving the report of the Review Committee, the Vice-Chancellor may then decide to take no further action or take disciplinary action, which may include:

formal censure or counselling
demotion by one or more classification levels or increments
withholding of an increment
suspension with or without pay
termination of employment (for serious misconduct only).

j) The Vice-Chancellor will advise the staff member in writing of any decision. Such a decision will take effect no earlier than 10 working days from the date of the Vice-Chancellor's written advice. The Vice-Chancellors decision will be final.

k) Where the Vice-Chancellor is of the view that there has been no misconduct or serious misconduct, the Vice-Chancellor will immediately advise the staff member in writing and may, by agreement, publish the advice in an appropriate manner. All lost income arising from a suspension without pay will be reimbursed.

5.7 Managing ill health

5.7.1 Workplace rehabilitation

If a staff member becomes ill or injured, workplace rehabilitation may be available regardless of whether the injury or illness is work related, as early return to work through a formal rehabilitation program benefits both the injured or ill staff member and the University.

Workplace rehabilitation will commence as soon as possible from the time of injury or initial treatment and will incorporate an accurate medical assessment and advice, and may involve rehabilitation professionals.

5.7.2 Termination on the grounds of ill health

a) Should there be doubt about a staff member's capacity to perform the duties of their position, the Vice-Chancellor may require the staff member to undergo a medical examination by a medical practitioner chosen by the University and at the University's expense. The Vice-Chancellor will provide the staff member with written notice that the medical examination is required within 2 months of the date of the notice. The medical practitioner will provide a written report to the Vice-Chancellor and a copy will be provided to the staff member.

b) If the medical examination reveals that the staff member is unable to perform their assigned duties and is unlikely to resume them within a reasonable period, the Vice-Chancellor may terminate the employment of the staff member under the notice required by this Agreement, or offer the staff member the opportunity to submit a resignation. Where a staff member resigns due to ill health, the number of years of continuous service required to have been completed by the staff member before being entitled to long service leave will be five years.

c) The Vice-Chancellor may construe a failure by a staff member to undergo a medical examination under these procedures within 2 months of a written notification to do so, as evidence at face value that such a medical examination would have found that the staff member is unable to perform assigned duties and is unlikely to be able to resume assigned duties within 12 months, and may act accordingly.

d) Within 14 days of the medical practitioner's report being made available, the staff member may request the review of the medical report by an appointed panel of medical practitioners (consisting of not more than two medical practitioners; one appointed by the University and one appointed by staff member).

e) Where the staff member elects to apply to the relevant superannuation fund, prior to the expiry of the period of notice under sub-clause (a), for ill heath retirement or temporary disability benefit in accordance with the rules of the superannuation fund, the requirement for a medical examination under sub-clause (a) hereof will lapse immediately and no further action will, subject to sub-clause (c), be taken by the Vice-Chancellor under this clause.

f) Where the Superannuation fund decides that the staff member, following a period of receipt of a temporary disability benefit, is capable of resuming work and the Vice-Chancellor elects to dispute this decision, the Vice-Chancellor may proceed under this clause without further recourse.

g) In making an assessment as to whether or not a staff member is unable to perform assigned duties and is unlikely to be able to resume them within a reasonable period, the medical practitioner or panel of medical practitioners appointed under sub-clause d) above will as far as possible apply the same standards as are used by the staff member's superannuation fund in determining qualification for the payment of a disablement pension or other similar benefit.

6. Leave

6.1 Absence from duty

Where a staff member is absent without prior notice and approval from the workplace, they will notify their supervisor immediately of the reason for and the expected duration of the absence. Failure to advise the reason or duration for the absence in excess of 5 working days will be considered to be abandonment of employment and may lead to the termination of employment.

6.2 Recreation leave

Full-time staff are entitled to paid recreation leave, with an additional 17.5 percent loading, at the rate of 20 working days for each completed year of service from the date of appointment. Fractional staff are entitled to recreation leave on a proportionate basis. Leave may be accumulated to a maximum of 40 working days.

Leave loading is calculated on the ordinary salary/wage rate of payment (excluding weekends, public holidays, overtime and penalty rates). Leave loading will be payable on the pay period immediately prior to Christmas.

6.3 Sick leave

Full-time staff are entitled to paid sick leave for up to 10 working days per year. Fractional staff members are entitled to paid sick leave on a proportionate basis. Sick leave is available 12 months in advance during the first year of service, and then accrues on a proportionate, cumulative basis. A staff member absent from work through illness must advise their supervisor as soon as practicable on the first day of absence. Applications for sick leave of three or more days must be supported by a certificate from a medical practitioner or a statutory declaration stating the nature of the illness and the period or approximate period for which sick leave is required. When a staff member is ill for 3 consecutive days whilst on recreational leave, supported by a certificate from a medical practitioner or a statutory declaration, no deduction of recreational leave credits will be made for the period of illness.

A supervisor may request a staff member with a proven regular pattern of sick leave to provide a medical certificate for any sick leave taken in the six months following the supervisor's request.

Staff who have used their full entitlement of sick leave may be granted sick leave without pay, subject to the approval of the authorising officer and satisfactory medical certification. In addition, a staff member may be entitled to use any recreation leave entitlement.

Where a supervisor has concerns about a staff member's ability to perform their normal duties on their return from a period of sick leave, they can request that the staff member provide a medical clearance certifying that the staff member is fit to resume normal duties.

6.4 Carer's leave

Carer's leave is available for a staff member's absence to provide care and support for a member of their immediate family or household under their care when they are ill. A full-time staff member is entitled to up to 5 days paid carer's leave per year. Fractional staff will be entitled to carer's leave on a proportionate basis. Carer's leave is non-cumulative. Proof of leave in excess of 3 days must be furnished by way of a medical certificate from a medical practitioner or via a statutory declaration stating the illness of the person concerned. In addition, a staff member may be entitled to use any sick leave entitlement.

A staff member may elect, with the approval of the Cost Centre Manager, to take leave without pay, recreation leave, time off in lieu of payment for overtime or hours accumulated under the flexible hours arrangement for the purposes of providing care to a member of their immediate family or household who is ill.

6.5 Bereavement leave

Full-time staff members may be granted up to 2 days paid bereavement leave on full pay following the death of a close relative. For a death outside Australia, staff are entitled to an additional 2 days paid bereavement leave for travel purposes. A staff member may be required to show supporting evidence.

6.6 Public holidays

Staff are entitled to the following holidays, without loss of pay:

New Year's Day, Good Friday, Easter Saturday, Easter Monday, Christmas Day and Boxing Day, and
The following days as prescribed in the relevant states, territories and localities: Australia Day, Anzac Day, Queen's Birthday and Labour Day, and
An additional day as observed in the State of Queensland.

Substitute days:

When Christmas Day or Boxing Day is a Saturday or a Sunday, a holiday in lieu will be observed on 27 December and/or 28 December respectively.
When New Year's Day or Australia Day is a Saturday or a Sunday, a holiday in lieu will be observed on the next Monday.
Where in Queensland, public holidays are declared or prescribed on days other than those set out above, those days will constitute additional holidays for the purpose of this Agreement.

6.7 University holiday - Christmas / New Year close down

Any day between a Christmas Day and the next New Year's Day, which is not a public holiday, will be treated as a day off without loss of pay or recreation leave credits.

6.8 Leave without pay

Leave without pay may be granted at the discretion of a Cost Centre Manager and normally only after all recreation leave credits have been exhausted. If a continuous period of leave exceeds 10 working days, the period of leave is not recognised as service for the purpose of calculating leave entitlements. Superannuation payments are not made for periods of leave without pay. For leave in excess of 4 weeks, the staff member's increment date is changed by the total period of leave. Public holidays which fall in the period of leave without pay form part of the leave. Leave may not be granted in broken periods separated by public holidays or by periods of long service or recreation leave.

6.9 Long service leave

Staff who complete 10 years continuous service are entitled to paid long service leave at the rate of 1.3 weeks per year and a proportionate amount for an incomplete year.

Staff are to provide at least 6 months written notice of their intention to take long service leave. If less than 6 months notice is given, it is at the Cost Centre Manager's discretion to approve the leave. Leave is normally taken in blocks of not less than four weeks.

The University can direct a staff member with long service leave accruals exceeding 4.5 months to proceed on long service leave for up to 3 months, at a time convenient to the needs of the University.

Upon termination of employment after the 10-year qualifying period, staff will be entitled to receive payment in lieu of accrued long service leave credits not taken.

6.9.1 Recognition of prior service for long service leave

The University will recognise up to five years long service leave credit for previous employment with another Australian university, the Commonwealth or State Public Service, or a Commonwealth or State Statutory Authority, provided there is no more than two months break in employment between the releasing institution and the University. The University will recognise the period of service with a releasing institution for which the staff member has received neither long service leave nor pay in lieu and for which employment involved duties closely related to those duties being undertaken at the University of the Sunshine Coast. To be considered, an application for recognition of prior service must be made within 3 months of appointment.

6.9.2 Taking of long service leave credits

A staff member granted recognition of prior service will be required to serve for at least three years with the University before being permitted to take a period of accrued long service leave, provided that, where a staff member has an entitlement to long service leave, payment in lieu of such leave will be made at any time in the event of:

the death of the staff member
the retirement/resignation of the staff member, or
the granting of a total and permanent disability pension under a University Superannuation scheme to the staff member.

The University will grant credit for the period of service certified by the releasing institution as credited to the staff member as at the date on resignation, provided that, where the releasing institution has granted credit for prior service other than in an Australian higher education institution, the University will have discretion as to the recognition of such service.

Where prior service is recognised, any long service leave subsequently granted by the University, or payment made in lieu of such leave, will be calculated as if such service had been service in the University.

6.10 Parental leave

Parental leave (paid and unpaid) is available, in accordance with the relevant policy, for eligible staff when they become a significant or primary carer for a new child. A period of parental leave will count as continuous service for all purposes. Parental leave includes:

Types of parental leave	Purpose of the leave	Maximum duration for 12 months service	Paid / Unpaid	Eligible staff
Maternity leave	To be the primary carer of a new child.	26 weeks	Paid	Staff that have completed 12 months service excluding staff appointed on a casual basis. Fractional staff will be eligible on a proportionate basis.
Adoption leave	To be the primary carer of a new child.	26 weeks	Paid
Partner leave	To be the significant carer of a new child.	10 days	Paid
Adoption leave	To be the primary carer of a child, other than a new child.	13 weeks	Paid
Unpaid parental leave	To be the primary carer of a new child	52 weeks inclusive of any paid parental leave	Unpaid

Staff returning from parental leave will normally return to the position occupied immediately prior to commencement of leave. When this is not possible, the staff member will be offered another comparable position with no loss of salary, tenure or classification.

6.11 Other leave

6.11.1 Special leave including cultural and religious leave

Full-time staff may be granted up to 3 days paid special leave in special circumstances. Fractional staff may be granted special paid leave on a proportionate basis. Special leave is non-cumulative, and accrues on the anniversary of commencement. Special leave may be used for cultural or religious days of observance, subject to the approval of the Cost Centre Manager.

6.11.2 Defence Force training

Staff who are members of the Reserve Forces may be granted leave on full pay to attend naval, military or air force training including Saturdays and Sundays as follows:

Type of service	Annual obligatory training	One school, class or course/year
Naval Reserve Army Reserve Air Force Reserve 49th Battalion/Royal Qld Regiment/similar reserve force	13* / year 14* / year 16* / year 14** / financial year	13 / year 16 / year 16 / year 16** / financial year

* plus up to 4 days if certified by the Commanding Officer
** plus up to 4 days if certified by the Commanding Officer and in connection with the continuous 33 days training in May or November, or where travel is required with attendance at one period of continuous training.

6.11.3 Jury service

A staff member who is required to attend a Court for the purpose of jury service will be entitled to paid leave for the duration of such attendance. Any fees paid to a staff member by reason of leave to attend jury service will be payable to the University.

6.11.4 Leave to contest elections and hold Office

A staff member, who has been nominated for election to Parliament or a Local Authority, may continue to receive normal salary payments provided that evidence satisfactory to the Deputy Vice-Chancellor or authorising officer is supplied that duties can be performed in the normal way for the period between the day on which nominations close and the day of the polls.

Staff contesting elections who are unable to perform their normal duties for reasons connected with the conduct of the election campaign may use long service leave, recreation leave or leave without pay for the period between the close of nominations and the day of the poll.

If a staff member is elected to the Parliament of Australia, any State or Territory or as a full-time member of a Local Authority, their appointment with the University may terminate as from the day prior to the first day upon which the staff member is entitled to receive the salary of the office to which elected, unless the University Council determines that the staff member is granted leave without pay for the period of office.

6.11.5 National sporting events

Full-time staff selected as competitors, officials or umpires/referees to participate in major sporting competitions may be granted 5 days paid leave each year. Fractional staff are entitled to leave on a proportionate basis.

6.11.6 Natural disaster

Where a staff member is prevented from travelling from their usual place of residence to attend duty as a result of floods, cyclonic disturbances, bushfires or earthquakes, 3 days paid leave per year may be granted. Where a staff member is required to return home to ensure their own safety, protection of their family or property, or availability of transport facilities which may later be disrupted or discontinued because of weather conditions, paid leave for the remainder of the day may be granted.

6.11.7 State emergency call out

Any staff member who is a member of the State Emergency Service, Voluntary Fire Brigade, or similar organisation can take paid leave during an emergency declared by a recognised authority.

7. Termination of employment

7.1 Payment on cessation of employment

Upon cessation of employment, a staff member's final salary will be paid into their nominated bank account on the next available payday. The University will be entitled to deduct from any wages due to the staff member other than monies due to the staff member in lieu of accrued leave, any monies owing by the staff member to the University.

7.2 Notice of resignation by a staff member

A staff member is required to give the University the following notice or payment in lieu of notice:

T and R staff - 4 months
APT and ELICOS Teaching staff - 5 weeks

At the discretion of the Vice-Chancellor (or nominee), a shorter period of notice may be given. If a staff member fails to give the required notice, the University may withhold and debit monies due to the staff member or take legal action to recover monies, to a maximum amount equal to the ordinary rate of pay for the period of notice given and notice required or payment in lieu of notice.

7.3 Notice of termination by the University

Except for casual appointments, which can be terminated on one hour's notice, termination of employment will only be made in accordance with the relevant clauses in this Agreement.

Where employment of a staff member is terminated in the above circumstances, the University will give the following notice:

T and R staff - 4 months
APT and ELICOS Teaching staff - 5 weeks

No notice need be provided where a staff member is dismissed for serious misconduct in accordance with clause 5.6 of this Agreement. In the event of redundancy, the retrenchment package is made in lieu of any notice period.

At the discretion of the Vice-Chancellor or authorising officer, payment may be made in lieu of notice and will be calculated on the staff member's salary (including fortnightly paid allowances and loadings) at the date of ceasing employment.

7.3.1 Provisions for completion of fixed-term appointments

Before the completion of the term of appointment, the holder of a fixed-term appointment will be notified in writing whether or not the position is to be maintained. The following notice will be given:

Length of appointment	Notice
Up to 6 months Between 6 and 12 months Over 1 year	2 weeks 1 month 6 months

7.3.2 Redundancy provisions

Where there is a need to reduce staffing, the University may identify one or more positions as redundant. The University will initiate consultation with affected staff about the reasons for the decision and about the criteria for determining redundant positions.

The University will write to the staff member(s) concerned and advise that their employment will terminate due to redundancy and provide details of their retrenchment package. The retrenchment package will be calculated based on the staff member's salary at the date of cessation of employment and is provided in lieu of any notice period, access to a scheme of redeployment or other redundancy benefit. The package will be calculated as follows:

either 3 weeks' salary per completed year of service with the University to a maximum entitlement of 52 weeks' salary, or 18 weeks salary, whichever is the greater
an additional 8 weeks salary
proportionate basis payment for long service leave calculated on completed years of service
6 to 12 months payment, dependent on age from the time of written notification as follows:

Age	Payment
Under 40 40 41 42 43 44 45 and over	6 months 7 months 8 months 9 months 10 months 11 months 12 months

Should a staff member not accept the decision to make the position redundant they must write to Vice-Chancellor for a review of the decision to terminate. The Vice-Chancellor will immediately refer the matter to a Review Committee.

The Review Committee will comprise a Chair agreed by the Vice-Chancellor and the elected staff representatives of the SCC, a nominee of the Vice-Chancellor and a nominee selected by the elected staff representatives of the Staff Consultative Committee. The Committee will be established by the Vice-Chancellor (or nominee) and will meet within 5 days. The Committee will act in accordance with Schedule 5.

The Review Committee will review that the decision to terminate was fair and reasonable in the circumstances. The Review Committee will provide a report to the Vice-Chancellor within 5 days of being established.

The Vice-Chancellor will consider the recommendations of the Review Committee in making a decision and if the decision is not to proceed with retrenchment, the Vice-Chancellor will advise the staff member in writing. If the Vice-Chancellor decides to proceed with retrenchment, the staff member will be advised in writing and will receive the separation package detailed above excluding the additional eight weeks salary.

Where the University has given notice of retrenchment to a staff member, the staff member will be allowed up to the equivalent one day's time off work without loss of pay for the purpose of seeking other employment. Time off will be taken at times that are convenient to the staff member, after consultation with the staff member's supervisor.

8. Other conditions

8.1 Indigenous employment

The University is committed to increasing employment and participation opportunities for Indigenous Australians and this objective forms part of the University's commitment to reconciliation with Indigenous Australian people. The University has developed and implemented an Indigenous Employment and Participation Strategy and the Vice-Chancellor has established an Indigenous Advisory Committee that is responsible for a range of actions including the monitoring and review of the Strategy. The Committee will consider the development of agreed targets for employment initiatives aimed at ensuring that the percentage of Aboriginal and Torres Strait Islander staff members at the University is no less that the Indigenous persons in the regional population.

8.1.1 Indigenous language allowance

A staff member who is required to use Indigenous language as a position requirement will be paid an allowance as specified in Schedule 2. Indigenous language means a recognised proficiency in any one of the Aboriginal and Torres Strait Islander languages.

8.2 Workloads

8.2.1 Overview

The workload allocation for individual staff is to be discussed as part of PPR.

The Cost Centre Manager or their designated officer will ensure a reasonable workload for each staff member and the fair allocation of duties and workload amongst the staff of the work area. Staff of each area will be consulted in the development and implementation of transparent principles and procedures for the allocation of workload.

Allocated workload will be reasonable and ensure access to leave entitlements, staff development activities, including PDP and conference attendance, and give due weight to staff with family responsibilities and other circumstances that may require special consideration.

8.2.2 Teaching and research staff

The allocation of workload for T and R staff will recognise opportunities for staff to participate in, develop and balance their expertise in the areas of research and scholarship, learning and teaching, professional and community leadership and involvement in University governance. Allocations need not, however, require staff to undertake duties in all of these areas in any one year and may include a concentration of work within particular areas. The balance of the various elements of workload for T and R staff will be determined by the Cost Centre Manager, after consultation with the staff member, and in the context of the Cost Centre's needs and the activities and development opportunities agreed in the PPR process.

Guidelines for the allocation of the work of T and R staff will be developed in each Faculty within six months of certification of this agreement and will be reviewed as needed. The development of the guidelines will require consultation with the T and R staff within the Faculty. Allocation of workloads within each Faculty will be in line with the guidelines and full details of staff workloads will be published, including non-teaching components. The guidelines developed at each Faculty will include a maximum number of face-to-face undergraduate teaching hours per year for a full-time staff member with an average level of research, scholarship, professional and community activity, and ensure adequate opportunities for staff to undertake research and scholarship and professional and community leadership activities.

Online, laboratory, off-shore teaching, block mode and other non-traditional forms of teaching delivery, will be assessed at the same level as an equivalent course or program taught in a normal semester mode. The guidelines will ensure that a staff member is not responsible for the development, coordination and the bulk of lectures in more than two courses in any semester or of four in any year. They will also ensure that appropriate and adequate account is taken of coordinating large classes.
For the purposes of this clause the maximum teaching hours will include teaching and teaching-related duties in the following areas:

Undergraduate face-to-face teaching
For course coordination, a minimum of 13 teaching hours per semester.
There will be an additional allowance for complex course coordination, such as foundation and other large courses. In developing the Faculty principles and procedures, each Faculty will be required to identify large classes for this purpose and also the additional allowance.
Supervision of honours and research postgraduate students, a minimum of 26 hours per eftsl or student per year.
Allowance for program/major or disciplinary coordination
Allowance for undertaking leadership functions in course and curriculum development and in learning and teaching.
Allowance for developing new teaching materials and courses and for substantial reviews of existing material and courses.

The teaching hours allocated to a staff member may exceed the annual maximum where there is agreement between a Dean or their designated officer and a staff member to spread workload over up to four semesters. For example, a staff member may agree to a higher teaching load in two semesters to have no or a reduced load in the other two.

It is further agreed that any changes to the Faculty guidelines will be subject to consultation with T and R staff, in accordance with this Agreement. Currently, the maximum number of hours to be allocated to undergraduate face-to-face teaching is 286 per year.

Where a dispute arises, the dispute resolution procedures will be invoked up to and including sub-clause e) of Clause 1.10.

8.3 Staff supervision

A supervisor will provide leadership and is responsible for monitoring the performance of staff and providing support to staff whose performance is assessed as requiring improvement. Where possible, supervisors will be competent in the areas of expertise of the staff for whom they are responsible. T and R supervisors will normally be classified, where possible, at Level C or above on the T and R stream.

Each staff member will have a supervisor who will normally be the head of the staff unit for T and R staff, or the head of the section for APT and ELICOS Teaching staff. On appointment to the University, the staff member will be informed in writing of the position designated as the staff member's supervisor. Written advice will also be provided if a staff member moves to another work unit or where restructuring warrants a change in supervisory arrangements.

A staff member may request the Vice-Chancellor (or nominee) to designate an alternative supervisor. These requests will be dealt with in a timely manner and the Vice-Chancellor (or nominee) may accede to these requests where a change in supervisor would remove potential conflict of interest or contribute to more harmonious relations within the work unit.

8.4 Outside employment

Outside employment refers to any employment undertaken in addition to a staff member's duties at the University, for example consultancy or private practice. For full-time staff and fractional staff with an employment fraction of 50 percent or more of the full-time equivalent, outside employment must be approved by the delegated officer, prior to commencement of outside employment.

Outside employment must not interfere with the carrying out of University duties and will require complete disclosure of the use of University resources in connection with any outside employment. The University, at its discretion, may recover from a staff member, any or all of the costs incurred in connection with the outside employment of the staff member under this clause.

8.5 Overpayment

The University may recover any amount to which a staff member is not entitled by deducting amounts from the staff member's wages in subsequent pay periods.

8.6 Intellectual and academic freedom

The principles of intellectual and academic freedom should be observed and include the right of staff to:

Pursue critical and open inquiry
Participate in public debates and express opinions about their discipline or profession, general social issues and higher education issues
Participate in decision making processes within the University via appropriate representation on University committees
Participate in professional and representative bodies, including trade unions, without fear of harassment or intimidation, and
Undertake all aspects of their role without fear of harassment, bullying, intimidation or unfair treatment.

All staff have the right to express unpopular or controversial views, but this does not mean that they have a right to harass, vilify, bully or intimidate those who disagree with their views. These rights are linked to the responsibilities of staff to support the role of universities as places of independent learning and thought, where ideas may be put forward and opinion expressed freely, and as institutions which must be accountable for their expenditure of public money. These rights are also linked to the responsibilities of staff outlined in the University's Code of Conduct.

8.7 Management of change

When the University proposes a significant change to work organisation including potential job losses, it will initiate consultation about the need for change directly with affected staff, and where they choose, their chosen representative in accordance with this Agreement.

Consultation will cover the rationale for change; alternative strategies for dealing with the situation; identification of the potential adverse effects on staff, if any; strategies for avoiding or mitigating such adverse effects; the implementation plan (including the timetable, preferred measures for staff reductions), the criteria to be used in determining whether to accept applications for voluntary redundancy and whether a post implementation review is appropriate.

The University will wherever possible implement alternative voluntary measures prior to job loss. These measures may include redeployment, flexible working arrangements and voluntary retrenchment.

8.8 Staff representative facilities

The staff representatives of the SCC may meet with staff members regarding conditions of employment during work breaks, provided that appropriate prior notice of meeting times and arrangements for such meetings are provided to the University. Staff representatives of the SCC will have reasonable access to phone, email, mail and printing facilities. The activities as staff representatives will be undertaken as part of normal duties and they will have adequate and reasonable time to fulfil these activities.

8.9 No extra claims

The parties to the Agreement agree not to pursue any further claims in respect of bargaining prior to the nominal expiry date of this Agreement.

9. Agreement schedules

Schedule 1 Salary tables

Salary Table 1 - Full-time Staff Members T and R (PDF 35K)
Salary Table 2 - Casual T and R and ELICOS Teaching Staff (PDF 44K)
Salary Table 3 - Full-time Staff Members APT (PDF 38K)
Salary Table 4 - Casual Staff Members APT (PDF 40K)
Salary Table 5 - Full-time ELICOS Teaching Staff Members (PDF 31K)

Schedule 2 Allowances

Allowance 1: Overtime Penalty Rates (PDF 36K)
Allowance 2: Meal Allowance (PDF 36K)
Allowance 3: Shift Allowance - Security Staff (PDF 36K)
Allowance 4: Indigenous Language Allowance (PDF 36K)

Schedule 3 ELICOS teaching staff

a) Definitions

ELICOS Teacher means a staff member employed principally to teach English Language Intensive Courses for Overseas Students (ELICOS) and to undertake any or all of the following teaching related duties, as required:

consulting with students outside class times, participating in the development of teaching materials, conducting computer laboratory and/or language laboratory classes, marking and assessing assignments and exams, participating in student activities.
conduct, teach, prepare and assess classes and carry out research related to the functions of the ELICOS Programs in lieu of other duties as specified.

Contact Hours mean hours of work in which a staff member is engaged in face to face teaching and supervision of students in scheduled classes, and student activities (including computer laboratory and/or language laboratory classes and study tours). Contact hours will include supervision of self-access.

Non-Contact Hours mean hours of work in which a staff member is not engaged in face to face teaching and supervision of students in scheduled classes, and student activities, but includes course preparation, lesson preparation and associated materials development, homework/assignment/test marking and assessment, placement interviews, written feedback on student progress, student consultations, and administration.

Contract Staff Member means a full-time or fractional staff member engaged for a contract period of no less than 5 weeks to carry out any of the functions involved in ELICOS/ELICOS Programs.

Casual Staff Member means a staff member engaged and paid on an hourly basis to carry out any of the functions involved in ELICOS Programs.

Director of Studies (DOS) means a person appointed to the position of Director of Studies, and includes anyone acting in that role on a temporary basis, or any nominee of the DOS.

Student Activity means a formally organised student-compulsory excursion, lecture/workshop or film, which forms part of a course program.

b) Nature of employment

Where a fixed-term appointment is made and there has been a break in employment of is less than one week, the contracts will be contiguous.

c) Classifications

Based on an assessment of a teacher's qualifications, a teacher will be assigned to one of the following classification categories:

Category	Qualifications required
A	Degree and Diploma of Education or equivalent and either a diploma in ELICOS (eg Dip RSA, Grad Dip ELICOS); or post graduate diploma in applied linguistics, languages other than English (LOTE), multicultural education.
B	Degree and Diploma of Education or equivalent plus recognised ELICOS certificate; or Degree and Diploma including LOTE/ELICOS method.
C	Any Degree/Diploma (3 year minimum) plus recognised ELICOS certificate; or Any Degree/Diploma (3 year minimum) including LOTE/ELICOS method.
D	Other qualifications not provided for above and/or expected to acquire minimum ELICOS qualifications.

Category qualifications required

Staff appointed as ELICOS teachers will be placed on a salary level commensurate with their qualifications and experience, by reference to both category and experience.

Classification by categories:

Category A commences at no less than level 4 with a maximum of level 12
Category B commences at no less than level 3 with a maximum of level 12
Category C commences at no less than level 2 with a maximum of level 12
Category D commences at no less than level 1 with a maximum of level 9

Provided that a staff member classified as Category D who achieves Level 9 may be progressed beyond that level by demonstrating the ability to perform the full range of duties carried out by staff in the other categories.

The experience of staff prior to appointment will be recognised by appointment above the minimum level on the basis of one increment for each year of full-time ELICOS teaching or equivalent and one increment for each 2 years of full-time teaching in other subjects including other languages to a maximum of 3 increments.

d) Salaries

Staff will be paid according to the salary contained in Schedule 1. Where a further contract is offered and accepted, the staff member will maintain their eligibility for annual increments when the breaks between appointments are of up to two times per year and of up to six weeks in total.

ELICOS staff employed on a casual basis will be paid the following minimum rates:

The repeat tutorial rate, set out in Casual Staff T and R in Schedule 1 of this Agreement for each contact hour of teaching performed, and/or
The rate of pay for other required academic activity rate, set out in Casual Staff T and R in Schedule 4 of this Agreement, for each hour of non-contact duties performed.

Increments will accrue for periods of fractional and casual service on a pro-rata basis and staff on ongoing and fixed-term appointments will be entitled to incremental progression.

e) Position of responsibility allowance

Where a position of responsibility is required, it will be determined in accordance with the position classification standards determined by the University. There will be three levels of allowances:

Level 1 $1243.25 pa
Level 2 $2486.40 pa
Level 3 $3729.53 pa

A position of responsibility allowance will be paid in addition to the substantive salary of the staff member appointed to the position of responsibility. An allowance payable under this clause will be regarded as salary for the purposes of calculating Superannuation contributions.

f) Hours of work and duties

Unless otherwise mutually agreed between a staff member and the DOS, the following will apply:

i) 20 contact hours per week for full-time ongoing and fixed-term staff and pro-rata for fractional ongoing and fixed-term staff. For example, a staff member on .8 appointment will be employed for 29 hours per week with 16 hours class contact.
ii) no more than 5.5 contact hours in any one day
iii) more than two student activities in any term
iv) no evening or weekend classes or formally organised evening or weekend excursions
v) contact hours of no more than 44 weeks per annum (880 hours per annum).

All ongoing and fixed-term staff with appointments of at least 12 months will have ten days per year of non-teaching days, with the nature and location of activities to be mutually agreed between the teacher and the DOS. Staff appointed on an ongoing and fixed-term fractional basis will have equivalent non-teaching days pro-rata to their fractional appointment.

It is reasonable to expect that staff will work hours as are necessary for the performance of their duties, which may include periods away from the designated workplace, including for staff development activities. Prior approval of the DOS Manager must be received for all work periods away from the designated workplace.

Schedule 4 Casual T and R staff members remuneration and duties

a) Formulae

The minimum salaries paid to a casual T and R staff member will be calculated in accordance with the following formulae:

i) Lecturing rate and higher marking rate:

The base rate applicable to lecturing or for purposes of the higher marking rate is determined by reference to the second step of the full-time Level B scale (referred to as a), and calculated as follows:

$ a / 52 + 23% = $ b
37.5

ii) Rate applicable to performance of other duties involving full subject coordination or possession of a relevant doctoral qualification:

The base rate applicable where duties include full subject coordination or the staff member possesses a relevant doctoral qualification is determined by reference to the sixth step of the full-time Level A scale (referred to as c), and calculated as follows:

$ c / 52 + 23% = $ d
37.5

iii) Rate applicable to all other duties:

The base rate applicable to all other duties including tutoring rates not covered by subclause a)ii) is determined by reference to the second step of the full-time Level A scale (referred to as e), and calculated as follows:

$ e / 52 + 23% = $ f
37.5

b) Lecturing:

i) A T and R casual staff member required to deliver a lecture (or equivalent delivery through other than face to face teaching mode) of a specified duration and relatedly provide directly associated non contact duties in the nature of preparation, reasonably contemporaneous marking and student consultation will be paid at a rate for each hour of lecture delivered (refer to Schedule 1 of this Agreement).

ii) The hourly rate in a repeat lecture applies to a second or subsequent delivery of substantially the same lecture in the same subject matter within a period of 7 days, and any marking and student consultation reasonably contemporaneous with it.

iii) For the purposes of this Agreement, the term 'lecture' means any education delivery described as a lecture in a course or unit outline, or in an official timetable issued by the University.

c) Tutoring:

i) A T and R casual staff member required to deliver or present a tutorial (or equivalent delivery through other than face to face teaching mode) of a specified duration and relatedly provide directly associated non contact duties in the nature of preparation, reasonably contemporaneous marking and student consultation, will be paid at a rate for each hour of tutorial delivered or presented (refer to Schedule 1 of this Agreement).

ii) The hourly rate in a repeat tutorial applies to a second or subsequent delivery of substantially the same tutorial in the same subject matter within a period of 7 days, and any marking and student consultation reasonably contemporaneous with it.

iii) For the purposes of this Agreement, the term 'tutorial' means any education delivery described as a tutorial in a course or unit outline, or in an official timetable issued by the University.

d) Marking:

All marking will be paid in accordance with Schedule 1 of this Agreement, for all time worked:

e) Other required academic activity:

i) A T and R casual staff member required to perform any other required academic activity as defined in e) ii) of this clause will be paid at a minimum hourly rate of $ f [refer to a) iii], or $ d [refer to a) ii)], if they hold a relevant doctoral qualification or are required to perform full subject coordination duties, for each hour of such activity delivered as required and demonstrated to have been performed.

ii) For the purposes of this clause, 'other required academic activity' will include work that a person, acting as or on behalf of the employer of a T and R casual staff member, requires the staff member to perform and that is performed in accordance with any such requirement, being work of the following nature:

the conduct of practical classes, demonstrations, workshops, student field excursions
the conduct of performance and visual art studio sessions
development of teaching and subject materials such as the preparation of subject guides and reading lists and basic activities associated with subject coordination
consultation with students
supervision, and
attendance at departmental and or faculty meetings as required.

The above list is not intended to be exhaustive, but is provided by way of examples and guidance.

f) Payment is made only for classes which are covered by the T and R casual staff member's appointment and which are actually conducted by the T and R casual staff member. Unless the unit coordinator or cost centre manager gives the staff member 24 hours notice of the cancellation of any particular class, full payment for the class is made.

g) T and R casual staff members may be paid at more than one rate if they are involved in more than one activity, eg lectures and tutorials.

h) Casual ELICOS Teaching staff members will be paid the following minimum rates:

i) at the repeat tutorial rate, outlined in clause c) of this Agreement for each hour of face to face teaching performed

ii) at the other required academic activity rate, outlined in clause e) for each hour of non-teaching duties performed.

Schedule 5 Review committees

The detailed requirements, membership and timings for review committees are set out in the respective clauses of this Agreement. There are however principles that will apply to all Committees and these include:

Provide an opportunity for the staff member to be interviewed by it and ensure that the staff member has adequate opportunity to answer findings or allegations. The committee may take into account such further materials as it believes appropriate to substantiate or otherwise the facts in dispute
Interview any person it thinks fit to establish the merits or facts of the particular case
Conduct all interviews in the presence of the staff member or where the staff member chooses, the staff member's representative and the Vice-Chancellor or the Vice-Chancellor's advocate
Conduct proceedings as expeditiously as possible in accordance with stated timeframes
Conduct proceedings in camera (unless otherwise agreed) and as a committee of inquiry
Ensure that the staff member or where chosen, the staff member's representative and the Vice-Chancellor or the Vice-Chancellor's representative have the right to ask questions of interviewees, and to make submissions. They will also have the right to present and challenge evidence

Certified Agreement (2004–2008)

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