The clauses listed here show the changes that UQ is proposing to the current Enterprise Agreement. These are provided without prejudice and remain subject to ongoing negotiations.

Note that the University has not proposed changes to entitlements for other leave types that are not included in this list.

Recreation leave

(a) Full-Time staff members will be entitled to 145 hours (20 days for each 12 months of continuous paid service). Part time staff members will be entitled to pro-rata the full time rate.

(b) Full-Time staff members on three continuous shifts per day over a period of seven days per week will be entitled to 181 hours 15 minutes (25 days) for each 12 months of continuous paid service. Part time staff members will be entitled to pro-rata the full time rate.

(c) Casual staff members have no entitlement to Recreation Leave.

(d) It is expected that all Recreation Leave is taken within 12 months of accrual.

(e) Subject to operational requirements, and as far as reasonably practicable, Recreation Leave should be taken at a time which is convenient to the staff member.

(f) Cashing out of Recreation Leave

i. A staff member may apply to cash out their Recreation Leave at any time, provided that after the cash out the staff member will have at least four weeks Recreation Leave remaining.

ii. Any agreement to cash out Recreation Leave must be in in writing between the staff member and the University.

iii. The staff member will be paid at least the full amount that the staff member would have been paid if the staff member had decided to take the Recreation Leave instead of cash it out, including where applicable leave loading.

(g) Direction to take Recreation Leave

i. Before a direction is made to take Recreation Leave a staff member may accrue leave up to 290 hours (40 days) for full-time staff and 362.5 hours (50 days) for shift workers. Recreation Leave in excess of 290 hours (40 days) for full-time staff and 362.5 hours (50 days) for shift workers will be considered as Excess Recreation Leave for the purposes of this clause.

ii. The University may direct a staff member with Excess Recreation Leave, to take Recreation Leave as follows:

– accrual of 60 days or more, up to 30 days Recreation Leave;

– accrual of 50 to 60 days, up to 25 days Recreation Leave;

– accrual of 40 to 50 days, up to 20 days Recreation Leave.

iii. Where the University directs a staff member to take Recreation Leave, the supervisor will:

– discuss the timing of the Recreation Leave with the staff member allowing the staff member, subject to operational requirements, an opportunity to take an appropriate amount of Recreation Leave at a time convenient to the staff member;

– allow the staff member to take Recreation Leave in one or more blocks if the staff member wishes to do so; and

– provide the staff member with reasonable notice of the Recreation Leave to be taken.

iv. Where no application for cash out of Recreation Leave is received by the University, Recreation Leave directed to be taken will be regarded as having been taken in accordance with that direction, except where a staff member applies to cancel the Recreation Leave and approval is granted.

(h) Recreation Leave Loading for all staff will equate to 17.5% of ordinary salary except where shift and penalty payments would be greater with a maximum payment equal to the Australian Bureau of Statistics’ average weekly total earnings of all males (Australia) for the quarter preceding the date of accrual.

Purchased leave

(a) Eligible staff may purchase additional leave in accordance with the relevant University Policy.

Personal leave (sick and carer's)

(a) Continuing and fixed-term staff are entitled to 72.5 hours (10 days) paid leave in any 12 consecutive months of employment. Part time staff are entitled to pro rata the full time rate.

(b) Casual staff are entitled to unpaid personal leave.

(c) Personal leave accrues pro-rata from date of commencing duty.

(d) Accumulated leave is not paid out on cessation of employment.

(e) Carer’s Leave is available for dependent children, immediate or extended family and significant others.

(f) A medical certificate or statutory declaration is needed for more than three consecutive days of any combination of Personal and or Carer’s Leave (including Additional Carer’s Leave).

(g) A staff member whose partner is confirmed as pregnant will be entitled to use any accrued carer’s leave entitlement to attend appointment(s) directly related to their partner’s pregnancy. At the discretion of the supervisor, the staff member may be required to provide medical certificate(s) or a statutory declaration confirming pregnancy and their attendance at the appointment(s).

Additional carer's leave for all staff

(a) All staff members, except casual staff, who have completed 12 months of service are entitled up to a maximum of 36.25 hours (5 working days) per annum to provide care for dependent children, immediate or extended family and significant others.

(b) A medical certificate or statutory declaration is needed for more than three consecutive days of any combination of Personal and or Carer’s Leave (including Additional Carer’s Leave).

(c) Additional Carer’s Leave may be accessed by a staff member to attend appointments related to their partner’s pregnancy. The staff member may be required to provide a medical certificate or a statutory declaration confirming the pregnancy and attendance at the appointment(s).

Long service leave

(a) Full-time staff will be entitled to 1.3 weeks of Long Service Leave for each completed year of service after 10 years of continuous service. Part time staff are entitled to pro-rata the full time rate.

(b) Casual staff who have continuous service, in accordance with the relevant legislation, are entitled to pro-rata the full-time entitlement after 10 years of continuous service.

(c) Staff will be entitled to take:

i. 1 to 4 weeks Long Service Leave on three months’ notice; and

ii. more than 4 weeks’ Long Service Leave on six months’ notice.

A notice period may be waived by the Head of the Organisational unit.

(d) Cashing out of Long Service Leave

i. A staff member may apply to cash out all or part of their Long Service Leave entitlement after 10 years continuous service.

ii. Any agreement to cash out Long Service Leave must be in writing between the staff member and the University.

(e) A staff member may request to take their Long Service Leave at half-pay subject to operational requirements.

(f) Direction to take Long Service Leave

i. Where a staff member has more than 15 weeks’ Long Service Leave accrued they may be directed to take up to four weeks’ Long Service Leave.

ii. Where the University directs a staff member to take Long Service Leave, the supervisor will:

– discuss the timing of the Long Service Leave with the staff member allowing the staff member, subject to operational requirements, an opportunity to take an appropriate amount of Long Service Leave at a time convenient to the staff member.

– allow the staff member to take Long Service Leave in one or more blocks if the staff member wishes to do so; and

– provide the staff member with reasonable notice of the Long Service Leave to be taken.

iii. Where no application for cash out of Long Service Leave has been received by the University, Long Service Leave directed to be taken will be regarded as having been taken in accordance with that direction, except where cancellation of this leave is sought and approved.

Special paid or unpaid leave

(a) In cases of pressing necessity, staff may apply for Special Leave consistent with the provisions of the relevant University policy.

(b) Special Leave is not generally provided as additional sick leave.

(c) The entitlement to Special Leave is at the discretion of the University.

Domestic and family violence leave

In accordance with the Domestic and Family Violence Protection Act 2012 (Qld), domestic violence is the behaviour by a person (the first person) towards another person (the second person), with whom the first person is in a relevant relationship that: is physically or sexually abusive; is emotionally or psychologically abusive; is economically abusive; is threatening; is coercive or in any other way controls or dominates the second person and causes the second person to fear for the second person’s safety or well-being or that of someone else.

The University of Queensland recognises that domestic and family violence may have an impact beyond an individual’s personal life, and may affect an individual both directly and indirectly in the workplace over a prolonged period of time. The University is committed to providing support to staff in these circumstances and staff affected by domestic violence may apply for leave under Special Paid or Unpaid Leave.

Parental leave

(a) Parental Leave is leave (paid and unpaid) associated with the birth or adoption of a child and includes:

i. Maternity Leave;

ii. Adoption Leave;

iii. Primary Caregiver Leave; and

iv. Partner Leave.

(b) Eligible staff are entitled to unpaid Parental Leave pursuant to the Fair Work Act and/or University policy and procedure.

(c) Fixed term or continuing staff who have completed 12 months of continuous service with the University will be entitled to either:

i. 26 weeks Paid Maternity Leave when the staff member gives birth to a child and is the primary caregiver of the child; or

ii. 26 weeks Paid Adoption Leave when the staff member will be the primary caregiver of an adopted child, where:

– the child is less than five years of age; and

– the child has not lived continuously with the staff member for a period of 6 months or more at the day of placement (or anticipated day of placement) of the child; and

– the child is not the child of the staff member’s partner

or

iii. 14 weeks Paid Primary Caregiver Leave in relation to the birth of a child or the adoption of a child under the age of five (where the child has not lived continuously with the staff member for a period of 6 months or more at the day of placement or anticipated day of placement and is not the child of the staff member’s partner) when:

– the staff member is not eligible to access Paid Maternity or Paid Adoption Leave; and

– the staff member will be the primary caregiver for the child.

(d) Paid Maternity Leave, Paid Adoption Leave or Paid Primary Caregiver Leave must commence on the same date and be taken simultaneously with any unpaid Parental Leave entitlement in accordance with the Fair Work Act and relevant University policy and procedure.

(e) Payment for Paid Maternity Leave, Paid Adoption Leave or Paid Primary Caregiver Leave will be determined by averaging the staff member’s worked service fraction for the 12 months prior to the commencement of the Paid Maternity Leave, Paid Adoption Leave or Paid Primary Caregiver Leave.

(f) Partner Leave

i. Full-time staff members who are not primary care givers but share the parenting responsibilities are entitled to two weeks paid leave in any 12 consecutive months of employment. Part-time staff are entitled to pro-rata the full-time rate.

ii. Partner Leave entitlements must be taken in the period one week before and six weeks after the date of birth or date of placement for adoption of the child and can be taken in separate periods of at least one day at a time.

(g) Pre-natal leave

i. A staff member who has a confirmed pregnancy is entitled to up to 36.25 hours paid leave to attend appointment(s) directly related to her pregnancy.

ii. The staff member may be required to provide medical certificate(s) or a statutory declaration confirming her pregnancy and attendance at the appointment(s).

(h) Early termination of pregnancy

i. Where the pregnancy of a staff member terminates within 28 weeks of the expected birth of the child, otherwise than by the birth of a living child, the staff member may use accrued Compassionate Leave and Personal Leave as recommended to be taken by a registered medical practitioner.

ii. The staff member will further be entitled to unpaid Special Leave for the period recommended by a registered medical practitioner certifies as being necessary.