The University of Sydney Enterprise Agreement 2023-2026

1

Fair Work Act 2009 
s.185—Enterprise agreement

The University Of Sydney
(AG2023/2273)

THE UNIVERSITY OF SYDNEY ENTERPRISE AGREEMENT 2023-
2026

Educational services

DEPUTY PRESIDENT BOYCE SYDNEY, 10 AUGUST 2023

Application for approval of the University of Sydney Enterprise Agreement 2023-2026

[1] An application has been made for approval of an enterprise agreement to be known as
the University of Sydney Enterprise Agreement 2023-2026 (Agreement). The application was 
made pursuant to s.185 of the Fair Work Act 2009 (Act). It has been made by the University of 
Sydney (Employer). The Agreement is a single enterprise agreement.

Undertakings

[2] The Employer has provided written undertakings dated 1 August 2023. Those 
undertakings are attached at Annexure A to this decision and become terms of the Agreement. 
I am satisfied that the undertakings will not cause financial detriment to any employee covered 
by the Agreement (as compared to the relevant provisions of the Higher Education Industry – 
Academic Staff – Award 2020, the Higher Education Industry – General Staff – Award 2020 
and the Educational Services (Post-Secondary Education) Award 2020), and that the 
undertakings will not result in substantial changes to the Agreement.

Coverage of employee organisation(s)

[3] The National Tertiary Education Industry Union and, the Community and Public Sector 
Union-SPSF Group, both being bargaining representatives for the Agreement, have given 
notice under s.183 of the Act that they want to be covered by the Agreement. In accordance 
with s.201(2) of the Act, I note that the Agreement covers these organisations.

Conclusion

[2023] FWCA 2478

DECISION
FairWork 

Commission 


* AUSTRALIA FairWork Commission












































































































































































[2023] FWCA 2478

2

[4] Subject to the undertakings referred to above, I am satisfied that each of the 
requirements of ss.186, 187, 188, 190, 193 and 193A of the Act, as are relevant to this 
application for approval, have been met.1

[5] I am satisfied the more beneficial entitlements of the NES will prevail where there is an 
inconsistency between the Agreement and the NES.

[6] The Agreement is approved and, in accordance with s.54 of the Act, will operate from 
17 August 2023. The nominal expiry date of the Agreement is 1 June 2026.

DEPUTY PRESIDENT

Printed by authority of the Commonwealth Government Printer

AE521047  PR765039

1 The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 (Amending Act) made a number 
of changes to enterprise agreement approval processes in Part 2-4 of the Fair Work Act 2009 (FW Act), that 
commenced operation on 6 June 2023.  Under transitional arrangements, amendments made by Part 14 of 
Schedule 1 to the Amending Act in relation to genuine agreement requirements for agreement approval 
applications apply where the notification time for the agreement was on or after 6 June 2023. The genuine 
agreement provisions in Part 2-4 of the FW Act, as it was just before 6 June 2023, continue to apply in relation 
to agreement approval applications where the notification time for the agreement was before 6 June 2023. The 
notification time for this Agreement was before 6 June 2023.  Under transitional arrangements, amendments 
made by Part 16 of Schedule 1 to the Amending Act in relation to the better off overall test requirements for 
agreement approval applications apply where the agreement was made on or after 6 June 2023.  This Agreement 
was made after 6 June 2023.  


THE FAIR WORK DISSI SION




 



[2023] FWCA 2478

3

Annexure A

TIii! U1'UVEISITY0/1 

SYDNEY 
Jodi Dickson 
Director, Workplace Relations 

Matter number: AG2023/2273 

Matter: 

Applicant: 

Application for approval of the University of Sydney Enterpri.se 

Agreement 2023-2026 

University of Sydney 

Undenaking -Section 190 

I, Jodi Dickson, of t he University of Sydney, give the following undenaking in accordance with section 

190 of the Fair Work Act 2009 (Cth) with respect tolthe University of Sydney Enterprise Agreement 2023· 

2026 (Agreement): 

1. In relation to clause 266, staff members are also entitled to access compassionate leave 
where: 

(a) a child is stillborn. where the child would have been a member of t he staff 
member's immediate family, or a member of t he staff member's household, if t he 
child had been born alive; or 

(b) a staff member, or their spouse or de facto panner, has a miscarriage. 

2. In relation to clause 82(b), the conversion process in clause 82 of the Agreement is separate 
and in addition to the casual conversion process set out in the National Employment 
Standards. 

3. In relation to clause 31 of Schedule 4 of the Agreement, clauses (a) and (b) are applied as 
alternatives and overtime applies if either of t he circumstances referred to in (a) or (b) are 
met. That is, they will be applied as if t here is an "or- between (a) and (b). as follows: 

A Casual Staff member who is required to work hours: 

(a) in excess of 20% of the ordinary weekly hours of an equivalent full-time stoff 
member on any one day {ie more than 7.00 hours or 7.6 hours for a 35 hour and 
38 hour per week worker respectively}; or 

(b) outside the opplic.oble span of ordinary hours, 

will receive the greater of the ovenime rates specified in clause 26 of this 
Schedule or the c.osuo/ loading specified in clause 72 of this Agreement, but not 
both. 

wortp1ace Relations, Hl.lTian Reso...-ces 
Le'WI 2, Services Boildir,g (G12) 

T +61 2 8627 4183 

E jodi.dickson@sydney.edu.au 
ABN 1S 211.513464 

CIUCO.S 00026A 
The University o4 Sydney 
NSW 2006 A!Jsttalia 


SYDNEY Jodi Dickson Director, Workplace Relalions Matter number! AG2023/2273 Matter: Application for approval of the University of Sydney Enterprise Agreement 2023-2026 Applicant: University of Sydney Undertaking -Section 190 I, Jodi Dickson, of the University of Sydney, give the following undertaking in accordance with section 190 of the Four Work Act 2009 (Cth) with respect to the University of Sydney Enterprise Agreement 2023- 2026 (Agreement): L In relation to clause 266, staff members are also entitled to access compassionate leave where (a) a child Is stillborn, where the child would have been a member of the staff member's immediate family, or a member of the staff member's household, if the child had been born allve; or (b) a staff member, or their spouse or de facto partner, has a miscarriage, 2. In relation to clause 82(b), the conversion process in clause 82 of the Agreement is separate and in addition to the casual conversion process set out in the National Employment Standards. In relation to clause 31 of Schedule 4 of the Agreement, clauses (a) and (b) are applied as alternatives and overtime applies If either of the circumstances referred to in (a) or |b) are met. That is, they will be applied as if there is an "or" between (a) and (b), as follows; 4 Casual Staff member who is required to work bours. (a) in excess of 20% of the ordinary weekly hours of an equivalent full-time stoff member on any one day (je more than 7.00 hours or 7.6 hours for a 35 hour and 38 hour per week worker respectively), or (b) outside the applicable spon of ordinary hours, will receive the greater of the overtime rates specified in clause 26 of this Schedule or the casual loading specified in clause 72 of this Agreement, but not both.




 



[2023] FWCA 2478

4

Yours sincerely 

Jodi Dickson 
Director Workplace Relations 
Univer sity of Sydney 

1/8/2023 

wortp1ace Relations, Ht.rnan Reso...-ces 

1..e'WI 2, Services Building (G12) 
The University of Sydney 
NSW 2006 A!Jsttalia 

T +61 2 8627 4183 

E iodi.dickson@sydney.edu.au 
ABN 1S 211S13464 

CIUCOS 00026A 


Yours sincerely Jodl Dickson Director Workplace Relations University of Sydney 1/8/2023




 



1 

The University of Sydney 

Enterprise Agreement 2023-2026 

~ THE UNIVERSITY OF 

~SYDNEY 


THE UNIVERSITY OF SYDNEY *




 

Algate
Draft



 

L\349992268.1 i

CONTENTS  

PART A:  OPERATION OF AGREEMENT 
 
1  TITLE 
2  OBJECTIVES 
3  DEFINITIONS  
4  INTERPRETATION 
5  TERM OF AGREEMENT 
6  APPLICATION OF AGREEMENT 
7-11  INDIVIDUAL FLEXIBILITY ARRANGEMENTS  
12  AVAILABILITY OF AGREEMENT 
13-14  RELATIONSHIP TO OTHER AGREEMENTS, AWARDS AND POLICIES 
15  NO EXTRA CLAIMS 
 
PART B: EMPLOYMENT ARRANGEMENTS  
 
16-32  ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT STRATEGY 
33  EMPLOYMENT INFORMATION  
34-35  EMPLOYMENT CATEGORIES 
 
  CONTINUING EMPLOYMENT 
36  DEFINITION 
 
  FIXED TERM EMPLOYMENT 
37  DEFINITION 
38  WHEN MAY STAFF BE EMPLOYED ON A FIXED TERM BASIS 
39  SALARY AND CONDITIONS UNDER FIXED TERM CONTRACTS 
40-45 FURTHER OFFERS OF EMPLOYMENT AND ENDING FIXED TERM 

EMPLOYMENT 
46  SEVERANCE PAY 
47  EXCLUSIONS FROM SEVERANCE PAY 
48-49  DELAY OF SEVERANCE PAY 
50  CONVERSION 
51  TAX TREATMENT OF SEVERANCE PAY 
52 NO DISCRIMINATION AGAINST FIXED TERM STAFF IN APPLYING FOR 

CONTINUING POSITIONS 
53-58 EXTERNALLY FUNDED FIXED TERM CONTRACT STAFF (INCLUDING 

CONTRACT RESEARCH STAFF) 
 

  CASUAL EMPLOYMENT 
59-60  DEFINITION 
61-70  EMPLOYMENT ARRANGEMENTS AND PERFORMANCE ASSESSMENT 
71  CASUAL SERVICE 
72-75  CASUAL PAY RATES 
76-80 EMPLOYMENT CONDITIONS APPLICABLE TO CASUAL ACADEMIC STAFF 

ONLY 
81-83 APPLICATIONS FOR CONVERSION TO CONTINUING OR FIXED TERM 

EMPLOYMENT 
84-90  REFUSAL OF APPLICATIONS FOR CONVERSION 
 
PART C:  PROBATION AND CONFIRMATION 
 
  PROBATION 
91  EMPLOYMENT ON PROBATIONARY BASIS 
92-96  PROBATION PERIOD 
97-101  TERMINATION OF EMPLOYMENT DURING PROBATION 
 

CONFIRMATION – ACADEMIC STAFF ONLY 
102-105  CONFIRMATION PERIOD 
106-109  TERMINATION OF EMPLOYMENT DURING CONFIRMATION PERIOD 






  



 

L\349992268.1 ii 

 
PART D: CLASSIFICATIONS, SALARIES AND ALLOWANCES 
 
110  CLASSIFICATIONS AND CLASSIFICATION DESCRIPTORS  
111  ACADEMIC STAFF ROLES 
112-118  EDUCATION FOCUSED ROLES 
119-125  APPOINTMENT TO AN EDUCATION FOCUSSED ROLE 
126  CONVERSION TO A TEACHING AND RESEARCH ROLE 
128  ACADEMIC FELLOWSHIPS AND TRANSITION 
129-132  POSTGRADUATE FELLOWSHIPS 
133-139  PHD FELLOWS 
140  PROFESSIONAL PRACTITIONERS 
 

REDUCED RELIANCE UPON CASUAL ACADEMIC EMPLOYMENT AND 
INVESTMENT IN CONTINUING STAFF 

141  20% REDUCTION 
142-143  INCREASE IN ROLES FOR CONTINUING STAFF 
144-147  PRIORITY FOR EXISTING ELIGIBLE STAFF 
148  FORCE MAJEURE 
 

PROFESSIONAL STAFF CLASSIFICATION ASSESSMENT 
149-150  CLASSIFICATION PRINCIPLES 
151-152  CLASSIFICATION ASSESSMENT PROCESS 
153-157  PROFESSIONAL STAFF POSITION DESCRIPTIONS 
158-162  CLASSIFICATION REASSESSMENT PROCESS 
163-167  CLASSIFICATION APPEALS 
 

SALARIES, LOADINGS AND ALLOWANCES 
168-169  SALARIES AND SALARY INCREASES 
170  SIGN-ON PAYMENT 
171  APPRENTICES 
173  CADETS 
174  TRAINEES 
175-179  SUPPORTED WAGE ARRANGEMENTS 
180-181  INCREMENTAL PROGRESSION 
182  RECOGNITION OF SERVICE INCREMENTS WHEN CHANGING JOBS 
183  ALLOWANCES  
184-187  HIGHER DUTIES – PROFESSIONAL STAFF ONLY 
188-190  PAYMENT OF SALARIES AND RELATED PAYMENTS 
191 -197  SUPERANNUATION 
198  REMUNERATION PACKAGING 
 
PART E: HOURS OF WORK AND WORKING ARRANGEMENTS  
 
199  HOURS OF WORK 
200-202  PART-TIME EMPLOYMENT 
203-205 SEASONAL, PART-YEAR AND ANNUALISED EMPLOYMENT – PROFESSIONAL 

STAFF ONLY 
206-214  FLEXIBLE WORKING ARRANGEMENTS 
215-220  WORKING REMOTELY 
221  FLEXIBILITY FOR STAFF WITH DISABILITIES 
222-224  INTERCAMPUS WORK AND TRAVEL 
225  RIGHT TO DISCONNECT 
 
PART F: PUBLIC HOLIDAYS, CONCESSIONAL DAYS AND LEAVE 
 
226-230  PUBLIC HOLIDAYS AND CONCESSIONAL DAYS 
231-232  REQUIREMENTS TO WORK ON CONCESSIONAL DAYS 
233-245  ANNUAL LEAVE 
246  INTERACTION WITH PERSONAL LEAVE 
247  PAYMENT IN LIEU OF ACCRUED ANNUAL LEAVE 








 

L\349992268.1 iii

248-252  ANNUAL LEAVE LOADING 
253-263  PERSONAL LEAVE  
264  CASUAL STAFF  
266  COMPASSIONATE LEAVE 
267-269  FAMILY AND DOMESTIC VIOLENCE LEAVE 
270-271 NOTIFICATION AND SUPPORTING EVIDENCE FOR PERSONAL, 

COMPASSIONATE, FAMILY AND DOMESTIC VIOLENCE AND GENDER 
TRANSITION AND AFFIRMATION LEAVE 

272  GENDER AFFIRMATION AND TRANSITION LEAVE 
 

LONG SERVICE LEAVE 
273-274  LEAVE ENTITLEMENT 
275  LEAVE ENTITLEMENT – CASUAL STAFF 
276-277  TAKING LONG SERVICE LEAVE 
278-280 LONG SERVICE LEAVE PAY AND PAYMENT IN LIEU OF LONG SERVICE 

LEAVE 
281-284  CALCULATION OF SERVICE AND LEAVE ENTITLEMENTS 
 

PARENTAL LEAVE 
285  DEFINITIONS 
286-290  GENERAL PRINCIPLES 
291-292  UNPAID PARENTAL LEAVE 
293-298  PREGNANT STAFF – LEAVE AND BENEFITS 
299-301  PARTNERS - LEAVE AND BENEFITS  
302-305 ADOPTING PARENTS (INLCUDING PERMAMENT PLACEMENT) - LEAVE AND 

BENEFITS 
306  SAME SEX PARENTS 
307  BOTH PARENTS ARE UNIVERSITY STAFF MEMBERS 
308  SUPERANNUATION PAYMENTS DURING PAID PARENTAL LEAVE 
309-315  ARRANGEMENTS SPECIFIC TO FIXED TERM CONTRACTS 
316-322  RETURN TO WORK AFTER PARENTAL LEAVE 
323-324  IMPACT OF PARENTAL LEAVE ON SERVICE 
325-328  SAFE WORK DURING PREGNANCY AND BREASTFEEDING 
329-331  KEEPING IN TOUCH WHILE ON PARENTAL LEAVE 
332-333  RESEARCH AND PROFESSIONAL DEVELOPMENT LEAVE 
334  PRO RATA ENTITELEMENTS 
335-337 APPLYING FOR AND TAKING RESEARCH OR PROFESSIONAL 

DEVELOPMENT LEAVE 
338-340  JURY SERVICE 
341-344  DEFENCE LEAVE 
345-347  EMERGENCY SERVICES LEAVE 
348-349  SPECIAL LEAVE 
350 SPECIAL LEAVE FOR CASUALS POLICY ENTITLEMENT (TO ASSIST WITH 

ILLNESS/INJURY) 
351  LEAVE WITHOUT PAY 
352  WITNESS LEAVE 

 
PART G: MANAGEMENT OF WORK AND PERFORMANCE  
 
353  PERFORMANCE OF WORK 
 

WORKPLACE CONDUCT, DIVERSITY, ANTI-DISCRIMINATION, BULLYING 
AND HARASSMENT 

354-359  GENERAL PRINCIPLES 
360-365  UNACCEPTABLE BEHAVIOUR 
366-368  INTELLECTUAL FREEDOM 
 

WORKLOADS – ACADEMIC STAFF ONLY 
369  OBJECTIVE OF ACADEMIC WORKLOAD PROVISIONS 
370  WORKLOAD ALLOCATION PRINCIPLES 
371-379  WORKLOAD ALLOCATION POLICY 








 

L\349992268.1 iv 

380-390  INDIVIDUAL WORKLOAD ALLOCATION 
391  PART-TIME ACADEMIC STAFF 
392-394  WORKLOAD MONITORING COMMITTEE 
395-398  WORKLOAD REVIEW PANEL 
399  OTHER DISPUTE RESOLUTION 
400-409  WORKLOADS FOR PROFESSIONAL STAFF  
 
PART H: PLANNING AND DEVELOPMENT  
 

PAY AND CAREER EQUITY 
410-414  DISABILITY AND LIVED EXPERIENCE 
415  PAY EQUITY 
416  CAREER EQUITY 
417-425  P&D PROGRAM 
426-427  PROFESSIONAL STAFF 
428-430  ALL STAFF 
431-432  CAREER DEVELOPMENT FOR PROFESSIONAL STAFF 
433-439  PROFESSIONAL STAFF SECONDMENT AND EXCHANGE SCHEME 
440-450  PROFESSIONAL STAFF DEVELOPMENT FUND 
451-454  ADVERTISING PROFESSIONAL STAFF VACANCIES 
 

PERFORMANCE MONITORING 
455  INDIVIDUAL METRICS 
456  PERFORMANCE IMPROVEMENT 
457-461  UNSATISFACTORY PERFORMANCE 
462  MISCONDUCT AND SERIOUS MISCONDUCT 
 
PART I: MANAGING WORKPLACE CHANGE 
 
463-466  PRINCIPLES 
467  PRELIMINARY STAGE 
468  CONSULTATION STAGE 1 
472-475  CONSULTATION STAGE 2 
476  IMPLEMENTATION 
477-479  REVIEW 
480  CHANGES AFFECTING INDIVIDUAL STAFF 
481-484  CHANGES TO ROSTERS OR HOURS OF WORK 
 
PART J: REDEPLOYMENT AND REDUNDANCY 
 
485  EXCLUSION OF CERTAIN CATEGORIES OF STAFF 
486  JOB SECURITY 
487  VOLUNTARY EARLY RETIREMENT SCHEMES 
 

REDEPLOYMENT AND REDUNDANCY 
488-490  NOTICE OF REDUNDANCY 
491-492  CONSIDERATION PERIOD 
493-495  ACCEPTING AN OFFER OF VOLUNTARY REDUNDANCY 
496-499  REDEPLOYMENT 
500  EXTENDED NOTICE PERIOD 
501  INVOLUNTARY REDUNDANCY 
502-503  SEVERANCE PAYMENTS AND RELATED CONDITIONS 
 
PART K: MANAGING ILL HEALTH AND INJURY  
504-505  INDEPENDENT MEDICAL EXAMINATION 
506-514  MEDICAL TERMINATION 
 
PART L: CESSATION OF EMPLOYMENT – ACADEMIC AND PROFESSIONAL STAFF 
515  APPLICATION OF THIS PART 
516  RESIGNATION OR RETIREMENT 
517-518  TERMINATION BY THE UNIVERSITY 








 

L\349992268.1 v

519  PAYMENT IN LIEU OF NOTICE 
 
PART M: HEALTH, SAFETY & PERSONAL PROPERTY 
 
520  MENTAL HEALTH TRAINING 
521-523  CLOTHING AND SAFETY EQUIPMENT 
524-526  HAZARDOUS SUBSTANCES/SITUATIONS 
527-529  DAMAGE TO PERSONAL PROPERTY 
 
PART N: CONSULTATION, DISPUTE RESOLUTION AND UNION REPRESENTATION 
 
530-535  JOINT CONSULTATIVE COMMITTEE 
536-539  LOCAL JOINT CONSULTATIVE COMMITTEES 
540  ENVIRONMENTAL SUSTAINABILITY 
 

REVIEW OF ACTIONS AND DECISIONS AND DISPUTE SETTLING 
PROCEDURE 

541  LOCAL RESOLUTION 
542-544  REVIEW BY DELEGATED OFFICER (STAFFING) 
545-554  REVIEW COMMITTEES  
555-558  DISPUTE SETTLING PROCEDURES  
 
PART O: MISCELLANEOUS 
 
559-560  UNION RESOURCES AND ACCESS 
561-563  UNION MEETINGS 
564  INDUSTRIAL RELATIONS TRAINING 
 
SCHEDULES 
 

SCHEDULE 1: SALARIES, LOADINGS AND CASUAL RATES OF PAY .......................... 98 

SCHEDULE 2: CLASSIFICATION DESCRIPTORS ........................................................... 121 

SCHEDULE 3: ALLOWANCES ........................................................................................... 133 

SCHEDULE 4: WORKING HOURS AND RELATED MATTERS FOR PROFESSIONAL 
STAFF ................................................................................................................. 135 

SCHEDULE 5: ENGLISH LANGUAGE TEACHING STAFF .............................................. 142 

SCHEDULE 6: VETERINARY CLINICS AND TEACHING HOSPITAL STAFF ................. 153 

SCHEDULE 7: UNIVERSITY FARM STAFF ....................................................................... 159 

SCHEDULE 8: PROFESSIONAL PRACTITIONERS ......................................................... 163 

 

 








 

 1

PART A: OPERATION OF AGREEMENT  

TITLE 

1. This Agreement is called the University of Sydney Enterprise Agreement 2023-2026. 

OBJECTIVES 

2. The initiatives in this Agreement have been negotiated to reflect the University’s core values 
and to give effect to the Parties’ commitment to: 

(a) ensuring that staff of outstanding quality and international standing are attracted, 
rewarded fairly and reasonably, developed, retained and supported to contribute to 
our reputation nationally, regionally and internationally; 

(b) ensuring quality and sustainability in meeting the needs of our stakeholders; 

(c) providing a rewarding, fair, flexible and inclusive working environment for staff;  

(d) integrity, professionalism and collegiality in our staff; 

(e) improving gender equity in all work practices, including in relation to the allocation 
of work, and the implementation of policies to promote gender pay equity; 

(f) maintaining a healthy and safe working environment that is free from bullying and 
harassment including by ensuring compliance with all relevant work health and 
safety legislation and University policies; and  

(g) ensuring that the University is in a strong position to face the challenges in the 
Higher Education sector and continue to achieve its strategic goals and priorities. 

DEFINITIONS 

3. In this Agreement: 

Academic Fellow means an academic staff member appointed or converted to an Academic 
Fellowship under clause 105 or 107 of the previous University of Sydney Enterprise 
Agreement 2018-2021.  

Agreement means the University of Sydney Enterprise Agreement 2023-2026. 

Academic staff member means a person who is employed as a member of the University’s 
Academic Staff in one of the classifications described in Schedule 2, and who is not a 
member of the University’s Professional or English Language Teaching Staff. 

Apprentice means a Professional Staff member who is bound by a contract of training 
registered with the appropriate State or Territory training authority. 

Cadet means a staff member employed as a cadet in accordance with a State or Federally 
funded program. 

Casual staff see the definition in clause 59.  

CET means the University of Sydney Centre for English Teaching. 

Code of Conduct means the University’s Code of Conduct – Staff and Affiliates or Research 
Code of Conduct, as amended or replaced from time to time. 








 

 2

Consultation means a process by which the parties exchange information about a matter or 
issue, hold discussions to explain points of view, and take into account the views of the other 
party/parties.  Consultation does not necessarily mean that agreement can be reached.   

Continuing employment see the definition in clause 36. 

Continuous Service means a period of employment with the University (or a Predecessor 
Entity) under an unbroken contract of employment or an unbroken series of contiguous 
contracts, including periods of approved paid and unpaid leave.  Except as otherwise specified 
in this Agreement, periods of unpaid leave and periods of casual service do not count as 
service for any purpose. 

Delegate means the holder of an office to which authority has been: 

(a) delegated by the University Senate in relation to the management of matters 
pertaining to staff employment, performance and/or conduct; or 

(b) delegated under a University policy or Code of Conduct. 

Delegated Officer (Staffing) means the Chief Human Resources Officer (who has a standing 
appointment as Delegated Officer (Staffing)) and such other person or persons as may be 
appointed by the Vice-Chancellor to exercise the functions of Delegated Officer (Staffing) 
under this Agreement from time to time. 

Designated Staff Representative means the staff member appointed by and from the Union-
nominated members of the Joint Consultative Committee under clause 531.  

Disciplinary Action means any one or more of the following: 

(a) counselling;  

(b) a direction to participate in mediation or an alternative form of dispute resolution;  

(c) a written warning (including, where appropriate, a final warning);  

(d) withholding of a salary increment or reduction of salary within the applicable salary 
range; or 

(e) termination of employment. 

Domestic and Family Violence means any violence between family and/or household 
members including current or former Partners whenever and wherever the violence occurs.  It 
may include physical, sexual, emotional or financial abuse and/or threatening, coercive or 
dominating behaviours. 

English Language Teaching Staff means qualified language teachers employed to work 
within the CET in the classifications of Language Teacher, CET Education Manager or CET 
Deputy Director or qualified language teachers employed to perform the substantial duties of 
those classifications. 

External Funding means funding from identifiable sources external to the University, 
excluding funding from a government operating grant or student fees (other than continuing 
education student fees), but including: 

(a) short-term and non-discretionary bequests; and 

(b) income received by the Centre for Continuing Education, Health Science Clinics, 
Veterinary Clinics and such other units as may be determined by the University 
from time to time in consultation with the Joint Consultative Committee. 








 

 3

For the purposes of this Agreement, a position is Externally Funded if more than 50% of the 
costs (including on-costs) of the position are provided from an identifiable source of External 
Funding. 

Fixed Term employment see the definition in clause 37.  

Full-time staff member means a staff member (other than a Casual staff member) whose 
ordinary hours of work are 35, 37.5 or 38 hours per week as set out in clause 199. 

Funding Contingent Continuing Employment means Full-time or Part-time employment 
under a contract that is ongoing, subject to the continuing need and sufficient funding (in the 
case of Academic or Professional Staff) or student fee funding (in the case of English 
Language Teaching Staff) for the staff member’s position. 

HEO means Higher Education Officer and HEO Level means a Professional Staff classification 
level set out in Schedule 2. 

Immediate Family means a Partner or former Partner of the staff member, a child, step-child, 
grandchild, step-grandchild, parent, step-parent, grandparent, step-grandparent, brother 
(including half-brother), sister (including half-sister), step-brother or step-sister of the staff 
member or their Partner or former Partner.  

Investigator means a person (who may, but need not be, a University staff member) 
appointed by the University to conduct investigations in relation to matters pertaining to staff 
performance or conduct and applications for review of actions or decisions or disputes. 

Misconduct means conduct or behaviour of a kind which is unsatisfactory.  Examples of 
conduct or behaviour which may constitute Misconduct include: 

(a) a breach of a Code of Conduct (as defined in this clause); or 

(b) a refusal or failure to carry out a lawful and reasonable instruction. 

Ordinary Rate of Pay means the hourly rate of payment that the staff member receives on the 
basis of their classification, plus, in the case of Professional staff, any higher duties allowance 
payable at the relevant time.  

Parties means the parties covered by this Agreement, as specified in clause 6. 

Partner means the spouse or de facto partner of a staff member, and includes a partner of the 
same sex. 

Part-time staff member means a staff member (other than a Casual staff member) whose 
ordinary working hours are fewer than those applicable to an equivalent Full-time staff 
member. 

P&D Program means, in respect of Academic staff, the University’s Academic Planning and 
Development Program and in respect of Professional staff, the Performance Planning and 
Development Program, as introduced, altered or replaced from time to time. 

Predecessor Entity means a staff member’s previous employing entity where the University 
has determined that a transfer of employment (as that phrase is defined in the Fair Work Act 
2009 (Cth)) has occurred from that entity to the University in respect of the staff member. 

Professional Practitioner means a staff member employed in accordance with Schedule 8.  

Professional staff member means a person who has been employed by the University in one 
of the classifications described in Schedule 2 and who is not a member of the University’s 
Academic or English Language Teaching Staff. 








 

 4

Representative means a friend, colleague or Union official (but not a practising barrister or 
solicitor in private practice) chosen by a staff member to represent them. 

Review Committee means a committee convened in accordance with clauses 545 to 554.  

Salary means, in relation to a particular staff member, the annual rate of payment that the staff 
member receives on the basis of their classification (pro-rata where applicable).  For the 
purposes of calculating payments (other than superannuation payments) to be made during 
leave, in lieu of leave and on termination of employment only, “Salary” means the annual rate 
of payment that the staff member receives on the basis of their classification and also includes 
any loadings and allowances which have been paid on a regular and continuous basis up to 
the time of taking leave or termination other than the allowances specified in Schedule 3 
(unless otherwise specified) or any extraneous payments, provided that: 

(a) in the case of payments during leave, loadings and allowances will be paid only if 
the relevant loading or allowance would have continued to be paid had the staff 
member remained on duty; and 

(b) in the case of payments in lieu of leave and on termination of employment* loadings 
and allowances will be paid only if the relevant loading or allowance has been paid 
for a continuous period of 12 months.  

*Note: Payments in lieu of leave and termination payments do not include employer 
superannuation contributions. 

Serious Misconduct means: 

(a) serious misbehaviour of a kind that constitutes a serious impediment to the carrying 
out of a staff member’s duties or to other staff carrying out their duties; or 

(b) a serious dereliction of duties. 

Examples of conduct which may constitute Serious Misconduct are: 

(a) a serious breach of a Code of Conduct (as defined in this clause); 

(b) theft; 

(c) fraud; 

(d) assault; 

(e) serious or repeated bullying or harassment, including sexual harassment; 

(f) persistent or repeated acts of Misconduct; or  

(g) conviction of an offence that constitutes a serious impediment to the carrying out of 
a staff member’s duties. 

Supervisor means the Head of a School, Organisational Unit or other budget unit.  Staff will 
be notified in writing of the name of their Supervisor.  In matters involving a perceived or actual 
conflict of interest for the staff member’s nominated Supervisor or in other matters in relation to 
which the University considers it appropriate, a reference to a Supervisor means a person 
appointed by the University to exercise the functions that would otherwise be exercised by the 
staff member’s nominated Supervisor. 

Trainee means a Professional Staff member undertaking a traineeship under a training 
contract. 








 

 5

Union means the National Tertiary Education Industry Union (NTEU) and/or the Community 
and Public Sector Union SPSF Group NSW Branch (CPSU NSW).  

University means the University of Sydney. 

Vice-Chancellor means the Vice-Chancellor and Principal of the University, or in a matter 
involving a perceived or actual conflict of interest for the Vice-Chancellor, a person appointed 
to exercise the functions that would otherwise be exercised by the Vice-Chancellor in respect 
of that matter. 

Year of Employment means, except as otherwise specified in this Agreement, a period of 12 
months’ paid service commencing from the anniversary of the date that the staff member 
commenced Continuing or Fixed Term Employment with the University, and does not include 
any period of casual employment.   

INTERPRETATION 

4. In this Agreement, the terms “includes” and “including” are to be interpreted without limitation, 
and unless the contrary intention appears, a reference to: 

(a) legislation or a provision of legislation includes a modification or re-enactment of it, 
a legislative provision substituted for it and a regulation or statutory instrument 
issued under it; 

(b) a clause or schedule is a reference to a clause of or schedule to this Agreement 
and a reference to this Agreement includes any schedules; 

(c) guidelines means guidelines as introduced, altered or replaced by the University 
from time to time; 

(d) a policy means a University policy as introduced, altered or replaced by the 
University from time to time;  

(e) a procedure means a University procedure as introduced, altered or replaced by the 
University from time to time; 

(f) a Code of Conduct means a University Code of Conduct as introduced, altered or 
replaced by the University from time to time; and  

(g) a position includes a person appointed to act in the position on a temporary basis. 

TERM OF AGREEMENT 

5. This Agreement commences operating seven days after it is approved by the Fair Work 
Commission and its nominal expiry date is  1 June 2026.  The parties commit to commencing 
negotiations for a proposed new Agreement by 1 March 2026. 

APPLICATION OF AGREEMENT  

6. This Agreement covers and is binding upon: 

(a) the University; 

(b) the NTEU and CPSU NSW, subject to making an application under section 183 of 
the Fair Work Act 2009;  








 

 6

(c) all staff employed to work in the classifications set out in Schedule 2, Schedule 5 
or Schedule 8 other than: 

(i) the Vice-Chancellor, Deputy Vice-Chancellors, Vice-Principals, Pro Vice-
Chancellors, Executive Deans, Deans and Head of School and Deans; 

(ii) any member of Academic Staff whose full-time equivalent annual 
remuneration (including salary and all loadings received, but excluding 
superannuation) exceeds the relevant Level E Professorial salary rate 
and applicable loadings specified in Schedule 1 (as adjusted from time 
to time) by at least 50%;  

(iii) any member of Professional staff or English Language Teaching Staff 
whose full-time equivalent annual remuneration (including salary and 
loadings but excluding superannuation) exceeds the relevant HEO Level 
10 salary rate specified in Schedule 1 (as adjusted from time to time) by 
at least 50%; and 

(iv) staff employed at the Seymour Centre and Sydney Conservatorium of 
 Music to whom the Live Performance Award 2010 or any successor 
 award applies; and 

(d) for the purposes of paragraph 6(ii),“applicable loadings” means the loading or 
loadings to which the staff member would be entitled if employed in a Level E 
Professorial position under this Agreement. 

INDIVIDUAL FLEXIBILITY ARRANGEMENTS  

7. The University and any member of staff covered by this Agreement may agree to make an 
individual flexibility arrangement to vary the effect of the terms of this Agreement if: 

(a) the arrangement permits the staff member to work a reduced number of weeks over 
a 12 month period and take additional leave, with a proportionate reduction in their 
Salary and any loadings to which they are entitled;  

(b) the arrangement meets the genuine needs of the University and staff member in 
relation to one or more of the matters referred to in paragraph (a) of this clause; 
and 

(c) the arrangement is genuinely agreed to by the University and the staff member. 

8. The University must ensure that the individual flexibility arrangement: 

(a) is in writing; 

(b) includes the name of the University and the staff member; 

(c) is signed by the University and the staff member and, if the staff member is under 
18 years of age, is signed by a parent or guardian of the staff member; and 

(d) includes details of the terms of this Agreement that will be varied by the 
arrangement and how they will be varied. 

9. The University must ensure that the terms of any individual flexibility arrangement: 

(a) are about permitted matters under section 172 of the Fair Work Act 2009 (Cth); 

(b) are not unlawful terms under section 194 of the Fair Work Act 2009 (Cth);  








 

 7

(c) result in the staff member being better off overall than he or she would be if no 
arrangement was made; and 

(d) do not result in the staff member being provided with any payment or benefit that is 
inconsistent with the National Employment Standards under the Fair Work Act 2009 
(Cth). 

10. The University must give the staff member a copy of the individual flexibility arrangement 
within 14 days after it is agreed to by them. 

11. The University or the staff member may terminate the individual flexibility arrangement: 

(a) by giving 28 days written notice to the other party to the agreement; or 

(b) if the University and staff member agree in writing – at any time. 

AVAILABILITY OF AGREEMENT 

12. A copy of this Agreement will be placed on the University’s website and will also be available 
for inspection by staff at each campus of the University.   

RELATIONSHIP TO OTHER AGREEMENTS, AWARDS AND POLICIES 

13. This Agreement is a closed and comprehensive agreement and wholly displaces any awards 
and agreements which, but for the operation of this Agreement, would apply. 

14. Policies, guidelines, procedures and Codes of Conduct of the University, whether referred to in 
this Agreement or not, do not form part of this Agreement.  The University will consult with the 
Joint Consultative Committee and through the University's collegial processes in relation to the 
introduction or amendment of policies, guidelines, procedures and Codes of Conduct that have 
a significant and substantial impact on matters pertaining to the employment of staff under this 
Agreement, including for example, policies dealing with recruitment and selection, 
performance planning and development, performance management and academic promotion. 

NO EXTRA CLAIMS 

15. The Parties agree that there will be no further claims in relation to the matters covered by this 
Agreement during its nominal life except where permitted by this Agreement. 

  








 

 8

PART B – EMPLOYMENT ARRANGEMENTS  

ABORIGINAL & TORRES STRAIT ISLANDER EMPLOYMENT STRATEGY 

16. The parties are committed to supporting a safe and inclusive workplace for Aboriginal and 
Torres Strait Islander peoples and the following provisions reflect that commitment.  

Cultural Safety 

17. The University will develop and implement an overarching policy to help ensure that the 
University is a welcoming and culturally safe place for Aboriginal and Torres Strait Islander 
peoples.  This policy will be developed through a consultative process (including the Aboriginal 
and Torres Strait Islander Joint Consultative Committee (JCC) and Aboriginal and Torres Strait 
Islander staff and informed by the One Sydney Many People Strategy and Aboriginal and 
Torres Strait Islander Employment Plan 2022-2024, and in line with the University’s 
governance structure.  It will be in place within 12 months of the approval of this Agreement by 
the Fair Work Commission. 

Cultural and Ceremonial Leave 

18. Aboriginal and Torres Strait Islander staff are entitled to up to seven days special paid leave to 
attend to Indigenous cultural/ceremonial obligations.  Staff will provide appropriate 
documentation to their Supervisor and as reasonably requested. 

19. In addition to paid leave Aboriginal and Torres Strait Islander staff may apply for an equal 
amount of unpaid special leave to attend to Indigenous cultural/ceremonial obligations.  
Approval of unpaid leave will be subject to reasonable business needs. 

Consultation Procedures 

20. The University will establish and maintain an Aboriginal and Torres Strait Islander JCC.  The 
Committee will be established within 3 months of the approval of this Agreement by the Fair 
Work Commission. 

21. The JCC will: 

(a) Consist of 8 people, with 50% of the composition nominated by the Unions. 

(b) Meet quarterly, and as reasonably requested by members of the Committee; 

(c) Engage where beneficial or necessary with external Aboriginal and/or Torres Strait 
Islander stakeholders; 

(d) Receive and provide commentary on reporting against general recruitment and 
retention strategies such as targeted and identified positions, career progression for 
Aboriginal and Torres Strait Islander staff; 

(e) Monitor the progress of faculties, portfolios and Professional Staff Units towards the 
Aboriginal and Torres Strait Islander Employment targets; Advise management on 
the development of a University policy on Aboriginal and Torres Strait Islander 
matters, including employment practices and cultural safety, to ensure that the 
University is a welcoming and culturally safe and welcoming place for Aboriginal 
and Torres Strait Islander peoples; 

(f) Assist in the development of an annual cultural safety survey of Aboriginal and 
Torres Strait Islander Staff; and 

(g) Contribute to a summary report to all staff on the outcomes of the survey to the 
University and staff and make recommendations to the Executive of matters to 
improve cultural safety. 








 

 9

Recognition of Aboriginal and Torres Strait Islander Staff Work 

22. The University recognises that the additional cultural load undertaken by Aboriginal and Torres 
Strait Islander staff on behalf of the University enriches the institution and its commitment to 
empowering Aboriginal and Torres Strait Islander staff and communities.  

23. Therefore, where an Aboriginal or Torres Strait Islander Staff member is called on by the 
University to undertake or perform any additional cultural duties, these duties will be allocated 
appropriate time in workloads, including within work plans, and considered in criteria for 
promotion. 

24. An Aboriginal and Torres Strait Islander employee is not obligated to undertake any requests 
which involve additional cultural duties that are not part of their role. 

25. Staff on the Aboriginal and Torres Strait Islander JCC will be provided with the time and 
resources reasonably requested and approved by the University to prepare for the meetings 
and consult with their colleagues  

Aboriginal and Torres Strait Islander Language Allowance 

26. An employee who has recognised proficiency in any one of the Aboriginal or Torres Strait 
Islander languages and who is required by the University to use the language in the course of 
their employment, will be paid:  

(a) Level 1 - $1500.00 per annum - Level 1 is an elementary level.  This level of 
proficiency is appropriate for all staff members in identified positions or staff who 
are capable of using a minimal knowledge of language for the purpose of simple 
communication; 

(b) Level 2 – $2800.00 per annum - Level 2 represents a level of ability for the ordinary 
purposes of general business, conversation, reading and writing. 

27. The level of proficiency and the approval for payment of this allowance will be reasonably 
determined by the University in consultation with the staff member.  

Aboriginal & Torres Strait Islander Employment Strategy 

28. Supported by matters set out in the Aboriginal and Torres Strait Islander Employment Plan 
2022-2024, the commitments set out in clauses 16 to 27 are designed to ensure that the 
University is an attractive and safe place to work for Aboriginal and Torres Strait Islander 
people and to improve recruitment and retention of Aboriginal and Torres Strait Islander staff.  
The University will pursue a target to increase workforce participation of Aboriginal and Torres 
Strait Islander peoples to population parity in the life of this Agreement.  The parties note that 
these numbers will change with time, but population parity is estimated by the ABS at 
September 2022 to be 3.8% and based on end of year 2022 staffing numbers, parity would be 
331 staff.  The parties also recognise that achieving this target will be difficult and will pursue 
the measures in clauses 16 to 32 to seek to achieve it. 

29. Informed by best practice, the University will adopt the following measures to support 
achieving population parity and targets in the Aboriginal and Torres Strait Islander 
Employment Plan 2022-2024: 

(a) facilitating and encouraging the direct involvement of Aboriginal and Torres Strait 
Islander staff members in determining their career strategies, goals and objectives, 
including through the P&D Program; 

(b) developing specific means of increasing Aboriginal and Torres Strait Islander 
employment; and  

(c) adopting initiatives that increase Aboriginal and Torres Strait Islander employees’ 
well-being and retention. 








 

 10 

30. The University will work to ensure that Aboriginal and Torres Strait Islander employees are: 

(a) increased across faculties, portfolios and professional staff units; 

(b) increased across HEO and academic Levels; 

(c) employed on types of contracts that are proportional to the wider University 
community, that is Aboriginal and Torres Strait Islander Staff will not be 
predominantly employed in casual or fixed-term positions. 

31. Reports on the implementation of these measures and the Aboriginal and Torres Strait 
Islander Employment Plan will be provided to each meeting of the Aboriginal and Torres Strait 
Islander Joint Consultative Committee.  

32. As the University works towards the targets to increase indigenous workforce participation, if it 
becomes apparent to management or either of the unions that targets will not be met, or 
probably will not be met, the issues will be considered by the JCC taking into account the 
above matters.  The JCC will make recommendations to the University Executive as to what 
measures need to be undertaken to ensure the targets will be met.  The implementation of any 
reasonable and agreed measures will be taken as compliance with the target. 

EMPLOYMENT INFORMATION 

33. Staff will be provided with written confirmation of their employment category, classification, 
duties, salary (or hourly/sessional rate in the case of Casual staff), whether the position is Full-
time, Part-time or casual and the name and position of their Supervisor.  Part-time staff will 
also be notified of the percentage of the full-time load to be worked.  Casual staff will be 
informed of the number of hours/sessions required or anticipated (where known), and the 
provisions relating to conversion to Continuing or Fixed Term Employment.  This information 
will be provided on appointment and when changes occur.  Staff will also receive fortnightly 
statements of details of salary payments including gross salary, tax and other deductions, 
superannuation, allowances, loadings and overtime payments.  Such statements may be 
issued in electronic form provided that alternative arrangements will be made for staff for 
whom access to electronic statements is not readily available. 

Note: Sessional rates only apply to Casual Academic and English language teaching staff. 

EMPLOYMENT CATEGORIES  

34. Academic and Professional staff may be employed on a Continuing, Funding Contingent 
Continuing Employment, Fixed Term or Casual basis. 

35. English Language Teaching staff may be engaged on a Continuing Employment, Fixed Term 
or Casual basis. 

CONTINUING EMPLOYMENT 

Definition  

36. Continuing employment means Full-time or Part-time employment under a contract that 
contains a commencing date but no date or contingency upon which the contract will come to 
an end. 

FIXED TERM EMPLOYMENT 

Definition 

37. Fixed Term employment means Full-time or Part-time employment for a specified term or other 
ascertainable period under a contract that contains a starting date and an end date and/or a 
contingency relating to a specified task or project and/or the continuation of a funding source, 
upon which the contract will come to an end.  A Fixed Term contract may be terminated before 








 

 11 

the specified end date or occurrence of the contingency in accordance with the terms of this 
Agreement. 

Note: Fixed Term arrangements for English Language Teaching staff are specified in 
Schedule 5. 

When may staff be employed on a Fixed Term basis? 

38. Fixed Term contracts may be offered for Academic and Professional staff roles only in the 
following circumstances: 

(a) to perform work that is Externally Funded;  

(b) to work on a specific task or project, where a definable work activity has a starting 
time and which is expected to be completed within an anticipated timeframe; 

Note: For the avoidance of doubt, an education focused role under clauses 123 
and 124 is engaged under clause 38(b); 

(c) to work in a “research only” role, in which case Fixed Term employment may be 
offered for up to five years; 

(d) to work in a new organisational area, function or program where the prospective 
need or demand is uncertain or unascertainable at the time of the establishment of 
the new area, function or program in which case Fixed Term employment may be 
offered for up to three years;  

(e) to work in an academic unit where there is a sudden unanticipated increase in 
enrolments in which case Fixed Term employment may be offered for up to three 
years;  

(f) to work in an area that is performing one or more functions or teaching one or more 
programs which will cease within a reasonably certain time.  Where part or all of an 
organisational unit is to be disestablished, staff may be employed on a Fixed Term 
contract of up to two years; 

(g) to replace another staff member for a specified period while they are absent on 
leave, secondment or temporary transfer, or are undertaking higher duties, 
restricted duties, or have elected to work part-time for a specified period; 

(h) to fill a vacant position pending recruitment action where the position has been 
advertised or approved for advertisement, in which case the replacement staff 
member may be employed on nomination for up to twelve months.  This category of 
replacement staff member may only be used once for each vacancy that occurs;  

(i) to undertake an apprenticeship or participate in a traineeship or cadet scheme 
which includes an approved course of training or study;  

(j) to undertake a Postgraduate Fellowship under clauses 129 to 132;  

(k) to undertake work where a curriculum in professional or vocational education 
requires that the work be undertaken by a staff member who has recent practical or 
commercial experience, in which case a staff member may be employed on up to 
three successive contracts within a total period of employment of up to five years;  

Note: For the avoidance of doubt, a professional practitioner engaged on a fixed 
term basis under Schedule 8 is engaged under clause 38(k); 

(l) pursuant to a “pre-retirement contract” for a period of up to five years ending on the 
date on which the staff member has indicated that they intend to retire; or 








 

 12 

(m) to provide a series of lectures on a part-time basis as a guest specialist whose 
primary employment is as a professional or specialist employed in the provision of 
services. 

Salary and conditions under Fixed Term contracts 

39. Except where specified otherwise, provisions relating to salary (including incremental 
progression), probation, termination of employment, leave and all other entitlements contained 
in this Agreement apply to Fixed Term staff.  Academic Staff may apply for promotion in 
accordance with the University’s Academic Promotions Policy.  

Further offers of employment and ending Fixed Term employment 

40. Except where a staff member is re-employed (on either a Fixed Term or Continuing basis) or 
their employment is terminated earlier in accordance with this Agreement, the staff member’s 
employment will end on the specified end date or occurrence of the contingency specified in 
the staff member’s contract of employment.  

41. A staff member employed for a Fixed Term with an end date will be notified in writing before 
the end of their term, task or project: 

(a) whether the University proposes to retain the same position, or a substantially 
similar position, for a further term; and  

(b) whether they will be offered a further term of employment. 

42. A staff member employed for a Fixed Term which includes a contingency will be notified in 
writing before the contingency is invoked or occurs. 

43. The minimum notification period under clauses 41 and 42 will be as follows: 

Period of Continuous Service (Fixed 
Term) 

Notification Period (weeks before 
specified end date) 

Less than 3 years 2 weeks * 

3 years to less than 5 years 3 weeks * 

5 years or more 4 weeks * 

* The minimum notification period will be increased by one week for a staff member who has 
completed at least two years’ continuous service and is aged 45 years or over. 

44. If a decision about offering further employment cannot be made within the timeframes 
specified in clause 43 due to uncertainty about the availability of funding to retain the position, 
or for other operational reasons, the University will notify the affected staff member within the 
timeframes specified in clause 43 to this effect, including the reason, and provide notification 
in relation to further employment as soon as practicable thereafter. 

45. If the University decides to retain the same position or a substantially similar position for a 
further term, employment in the position will be offered to the incumbent provided that the 
incumbent: 

(a) has at least 12 months’ Continuous Service at the contract end date;  

(b) was appointed to the position by the University following a merit based selection 
process, or served a minimum period of employment of 24 months; 

(c) has matched performance and conduct expectations set and adopted during their 
employment and has been assessed as at least meeting expected standards or 
satisfactory (as applicable) in accordance with the P&D Program;  






  

  



 

 13 

(d) has demonstrated the capacity to meet the future expectations of the position 
(including any new duties or skills that may be required) according to their P&D 
Plan and the strategic directions of their Faculty or Unit; and 

(e) was not appointed for any of the reasons specified in clauses 38(f) to 38(l).  

Severance pay 

46. Subject to clause 47:  

(a) a staff member who has been employed on a Fixed Term contract: 

(i) that is Externally Funded; or 

(ii) requiring them to work on a specific task or project; or 

(iii) to undertake research only functions; and 

(b) who seeks to continue their employment after the end of their specified term, task or 
project and are not offered further employment; and  

(c) whose contract is not renewed because: 

(i) in the case of a staff member employed on a second or subsequent 
Fixed Term contract, the same (or substantially similar) duties are no 
longer required by the University; or 

(ii) the duties of the kind performed in relation to the work 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 severance pay in accordance with the following scale: 

Period of Continuous Service (Fixed 
Term) 

Severance pay (weeks) 

More than 1 year but less than 2 years 4 

2 years or more but less than 3 years 6 

3 years or more but less than 4 years 7 

4 years or more but less than 5 years 8 

5 years or more but less than 6 years 10 

6 years or more but less than 7 years 11 

7 years or more but less than 8 years 13 

8 years or more but less than 9 years 14 

9 years or more but less than 10 years 16 

10 years or more but less than 12 years 20 

12 years or more but less than 15 years 24 






  

  



 

 14 

Period of Continuous Service (Fixed 
Term) 

Severance pay (weeks) 

15 years or more but less than 20 years 30 

20 years or more but less than 26 years 40 

26 years or more 52 

 

Exclusions from severance pay 

47. No severance payments will be made to a staff member who: 

(a) is offered suitable alternative employment, whether such offer is accepted or not; 

(b) was employed as a replacement staff member; 

(c) was employed for up to five years on a pre-retirement contract; 

(d) was employed for up to five years to undertake work where recent practical or 
commercial experience is required; 

(e) was employed for up to three years in response to a sudden and unanticipated 
increase in enrolments; 

(f) was employed for up to three years by a new organisational area to perform 
function/s or teach in program/s that had not been performed or taught previously, 
the prospective need or demand for which is uncertain or unascertainable at the 
time of establishment of the unit; 

(g) was employed for up to two years where part or all of the organisational unit 
concerned is to be disestablished; 

(h) was a postgraduate fellow or a postgraduate student employed to perform work 
related to their course of study;  

(i) was employed on a part-time basis as a guest specialist to provide a series of 
lectures and whose primary employment is as a professional or specialist employed 
in the provision of services;  

(j) was employed to fill a vacant position pending recruitment action where the position 
has been advertised or approved for advertisement; 

(k) was employed to undertake an apprenticeship or traineeship which includes an 
approved course of training or study; or 

(l) accepted an offer of employment to a Fixed Term role other than as a result of 
redeployment having been employed on a continuing basis immediately prior to the 
commencement of their Fixed Term. 

Delay of severance pay 

48. Where the University notifies a Fixed Term staff member in writing that further employment 
may be offered within six weeks of the expiration of their Fixed Term, any severance payments 
to which the staff member would be entitled may, in consultation with the staff member, be 
deferred until either: 

(a) six weeks after the expiration of the staff member’s Fixed Term; or  






  

  



 

 15 

(b) the University notifies the staff member that no offer of further employment will be 
made; 

whichever occurs first. 

49. If further employment is offered, is accepted and commences within 6 weeks of the expiry of 
the Fixed Term, the staff member’s employment will be regarded as Continuous Service and 
the intervening period will be treated as a period of unpaid leave. 

Conversion 

50. Fixed Term staff may apply for conversion to Continuing or Funding Contingent Continuing 
employment in accordance with clause 81.  The grounds on which the University may refuse 
an application for conversion are in clause 84. 

Tax treatment of severance pay 

51. Subject to compliance with taxation laws, severance payments made under clauses 46 and 
58 will be treated as employment termination payments. 

No discrimination against Fixed Term staff in applying for continuing positions 

52. Fixed Term staff are eligible to apply for continuing positions and will not be treated less 
favourably than other categories of applicants on account of their Fixed Term status. 

EXTERNALLY FUNDED FIXED TERM CONTRACT STAFF (INCLUDING CONTRACT RESEARCH 
STAFF) 

53. Fixed Term contracts may be offered for Academic and Professional staff to perform work that 
is Externally Funded.  An Externally Funded Fixed Term contract may include a contingency in 
addition to an end date. 

54. Where External Funding has been received for a specified term, the duration of the Fixed 
Term contract will correspond with the term of the funding, or balance of the grant, from which 
the position is funded, provided that there is sufficient funding and suitable work available for 
the appointee.  If there is a genuine operational reason for a Fixed Term contract for other than 
the term of the funding then the Fixed Term appointment will be for the whole of the period the 
specific work to be performed by the staff member is required.  

55. An appointee to an Externally Funded Fixed Term position may be employed on subsequent 
Externally Funded contracts.  A break between contracts of up to six months will not constitute 
a break in continuity of service, but will not count as service for any purpose;   

56. Externally Funded Fixed Term contract staff who have worked at the University for over ten 
years will be converted to Funding Contingent Continuing Employment on a case-by-case 
basis, subject to having been assessed in accordance with the P&D Program as at least 
meeting expected standards or satisfactory (as applicable), with defined objectives and key 
performance indicators.   

57. A person who is not an existing staff member and who would otherwise be appointed to a 
Fixed Term position under clause 38, may be offered employment at the University under a 
Funding Contingent Continuing Employment contract to undertake Externally Funded work. 

58. Where a staff member is employed on a Funding Contingent Continuing Employment contract 
and the relevant External Funding ceases for reasons outside the staff member’s control, and 
the University is not able to redeploy the staff member or obtain suitable alternative 
employment for them, the staff member’s employment will be terminated on grounds of 
redundancy, and they will receive four weeks’ notice (or pay in lieu of notice) plus severance 
pay in accordance with the scale set out at clause 46. 








 

 16 

CASUAL EMPLOYMENT  

Definition  

59. Casual staff means Professional staff who are employed and paid on an hourly basis or in the 
case of Academic staff, on an hourly or sessional basis.  Sessional employment may be for a 
single session or a number of sessions over the course of one or more semesters. 

60. It is not the intention of the University to utilise casual or sessional employment to fill positions 
of work that could reasonably be filled on a Continuing or Fixed Term basis or to increase 
systematically the level of casual employment.  During the life of this Agreement the University 
will seek to reduce its use of casual and sessional employment and will provide annual reports 
to the Joint Consultative Committee. 

Employment arrangements and performance assessment  

61. Without limiting the University’s capacity to engage Casual staff generally:  

(a) Full-time and Part-time staff may also be engaged on a casual basis outside their 
usual working hours to perform work other than their normal duties provided that the 
arrangements are mutually agreed and there is no impact on their normal work; and  

(b) students of the University may be engaged on a casual basis.  

62. Casual employment should be on the basis of merit, and be transparent, competitive and 
consistent with University policy. 

63. Casual Professional staff will be paid for a minimum of three hours per engagement except as 
follows: 

Work performed Minimum 
payment 

Students performing work between Monday and Friday (except public 
holidays) during the University’s main teaching weeks and any other day that 
they are expected to attend the University in their capacity as students. 

One hour 
Retirees and persons with a primary occupation elsewhere (including with 
the University). 

Examination Supervisors (invigilators) and Assistants. 

Persons engaged to perform work of a kind that is normally performed in 
agricultural, engineering or associated industries. 

Persons engaged to perform work of a kind normally performed in hospitality 
industries, or nursing services. 

Two hours 

64. Where an engagement of three hours or more is provided which can be performed 
continuously, the staff member can be approved to perform that engagement split across a 
day or days (rather than being limited to working the engagement continuously) at the request 
of the staff member to meet a staff member's personal circumstances.  This satisfies a three 
hour minimum engagement.  To avoid doubt, the splitting of the work is only at the request of 
the staff member and a manager will not pressure a staff member to split the work.  

65. Engagements for Casual Academic staff will be as specified in Schedule 1.   

66. The performance of Professional Casual staff should be assessed in accordance with the P&D 
Program after 12 months’ regular and systematic employment, and may also be assessed 
after shorter periods of employment.  






  

  



 

 17 

67. The University will provide access to the necessary resources for Casual staff to perform the 
work they are required to undertake. 

68. Casual staff who are employed on a regular and systematic basis will be eligible to claim up to 
4 paid hours per annum, at times agreed with their Supervisor, to familiarise and update 
themselves on University policies and procedures relevant to their engagement.  

69. If a casual staff member is directed by the University to undertake specific work, they will be 
paid for the performance of that work at the appropriate rate. 

70. The University accepts the principle that all work allocated to Casual staff should be able to be 
completed in the time allocated to undertake the work. 

Casual service 

71. Except where expressly provided in this Agreement, periods of casual employment do not 
count as service for the purpose of determining a staff member’s entitlement to any benefit 
provided for under this Agreement which requires a minimum period of qualifying service or 
which is determined on the basis of length of service.  

Casual pay rates 

72. The rates of pay for Casual staff, and in the case of Casual Academic staff, the manner in 
which they are to be applied (including rates in respect of all marking not contemporaneous 
with a lecture, tutorial or other teaching session), are specified in Schedule 1.  These rates 
include a 25% loading in lieu of all forms of paid leave (other than long service leave under 
clauses 273 to 284, industrial relations training leave under clause 564, and family and 
domestic violence leave under clause 267 and paid special leave under clause 350)), paid 
public holidays, notice of termination of employment and severance benefits.  Where a Casual 
staff member will be employed over an anticipated timeframe, the University may spread 
payments equally over that timeframe.  If the anticipated number of hours or sessions are not 
worked, the Casual staff member’s payments will be adjusted accordingly. 

73. Casual academic staff will be paid for all work they are required to perform, in accordance with 
Schedule 1. 

74. Casual academic staff must be engaged and paid for at least 2 hours of work on each 
occasion they are required to attend work at the University, inclusive of any incorporated time 
and payment for preparation or associated working time provided for in the pay rates set out in 
Schedule 1. 

75. Casual academic staff have a right to request a review of hours allocated or where there is 
non-allocation for required work, which will be conducted according to the process outlined in 
Schedule 1. 

Employment conditions applicable to Casual Academic Staff only 

76. To provide Casual Academic staff with increased certainty and security as to their 
employment, appointments may be made to perform a specified program of work on a 
sessional basis over an anticipated timeframe of one or more semesters.  Casual Academic 
staff employed on a sessional basis under this clause will receive a casual loading under 
clause 72. 

77. Where for any reason it becomes necessary for the University to end a sessional arrangement 
entered into under clause 76 before the end of a semester, the staff member concerned will 
be given at least one week’s advance notification of the cessation of their employment.  If the 
staff member wishes to end their employment before the end of a semester, they will give the 
University at least one week’s notice.  The University may consent to a shorter period of notice 
on a case-by-case basis.  The University may substitute payment in lieu of all or any part of 
any period of notice of termination or direct the staff member to not attend for duty.  Payments 








 

 18 

in lieu of notice will be calculated at the staff member’s Salary as at the date of cessation of 
employment. 

78. Where a Casual staff member is employed to carry out work of the kind which is paid under 
Schedule 1 (1), (2), (5), (6), (7) and because of illness is unable to deliver the face to face 
component of the work, the staff member will be eligible to make a claim and will be paid under 
Schedule 1 if their Supervisor is satisfied that the work was performed. 

79. The University will review the use of Casual teaching within each Faculty at the end of each 
year.  Where more than five per cent of a Faculty’s face-to-face teaching hours at Level B and 
above is being performed by Casual staff (excluding staff who are students or who have other 
primary occupations) for two consecutive semesters, the Faculty concerned will, as far as 
operational needs permit, establish sufficient positions to bring the use of casual employment 
within the five per cent threshold by the end of the following year. 

80. Casual Academic staff who have performed at least 60% of a Full-time teaching workload will 
have access to Fixed Term or continuing education focused roles, subject to satisfying the 
requirements in clause 123. 

APPLICATIONS FOR CONVERSION TO CONTINUING OR FIXED TERM EMPLOYMENT 

81. Fixed Term staff, excluding Fixed Term staff employed under Schedule 5, may apply for 
conversion to Continuing or Funding Contingent Continuing Employment if they have: 

(a) been engaged to perform duties of a position, or a substantially similar position, for 
at least the preceding 12 month period; and 

(b) been appointed on the basis of merit, through a transparent and competitive 
process consistent with University policy, or served a minimum period of 
employment of 24 months; and 

(c) matched performance and conduct expectations set and adopted during their 
employment and evidenced in their most recent P&D Program and has been 
assessed, for Academic staff, as at least meeting minimum standards, and for 
Professional staff, as at least meeting most objectives (or equivalent) or satisfactory 
(as applicable); and 

(d) demonstrated the capacity to meet the requirements of the converted position under 
consideration. 

82. Casual staff (including professional staff, teaching academic staff, and/or research staff), 
excluding Casual staff employed under Schedule 5, may apply for conversion to Continuing, 
Funding Contingent Continuing or Fixed Term employment if they have: 

(a) been engaged to perform duties of a position, or a substantially similar position, on 
a regular and systematic basis for a number of hours over the preceding 12 month 
period.  An assessment of a regular and systematic work pattern will take into 
account regular periods when work is not required such as during semester breaks 
(to avoid ambiguity, a Casual Academic staff member undertaking similar teaching 
hours over two full consecutive semesters meets the requirement to be regular and 
systematic); and 

(b) been appointed on the basis of merit, through a transparent and competitive 
process consistent with University policy, or served a minimum period of 
employment of 24 months; and 

(c) matched performance and conduct expectations set and adopted during their 
employment and, for Professional staff only, in the most recent P&D Program has 
been assessed as at least meeting most objectives (or equivalent) or satisfactory 
(as applicable); and 








 

 19 

(d) demonstrated the capacity to meet the requirements of the converted position under 
consideration. 

83. A Casual staff member’s engagement arrangements or working hours must not be altered with 
the intention to avoid obligations under clause 82. 

Refusal of applications for conversion 

84. The University may refuse an application for conversion from a Fixed Term or Casual staff 
member only on the following reasonable business grounds: 

(a) in the case of applications for Continuing employment the work is genuinely 
temporary, for example it is predominantly related to discontinued, or discontinuing 
programs or funding streams and in the case of applications for Funding Contingent 
employment, the funding has been discontinued or will likely cease within a 12 
month period; 

(b) there is insufficient revenue or funding streams to provide continuing support for the 
staff member's employment.  This ground does not apply where the substantive 
work performed by the staff member applying for conversion will continue to be 
required and would be performed by: 

(i) fixed term or casual staff; or  

(ii) permanent staff, and the ground has previously been used to deny the 
individual conversion by shifting work to a permanent colleague; 

(c) the staff member has not matched performance and conduct expectations set and 
adopted during their employment and has been assessed as not meeting expected 
standards or unsatisfactory (as applicable) in the most recent P&D assessment;  

(d) the staff member cannot demonstrate the capacity to meet the requirements of the 
converted position(s) under consideration.  This ground will not apply where the 
work requirements of the converted position will be the same or substantially the 
same as those of the staff member's current position; 

(e) in the case of Casual staff only: 

(i) the staff member is a student, and their status as a student was the 
primary reason for their appointment; 

(ii) the staff member is a genuine retiree; or 

(iii) the staff member has a primary role in the University, either as a full-time 
or part-time staff member. 

85. The University will not allocate work, or restructure job requirements, with the intention to avoid 
obligations under this clause. 

86. Applications for conversion under clauses 81 and 82 must be in writing to the relevant 
Delegate, who will review the application and advise the staff member in writing of the 
outcome within 30 days of receipt of an application. 

87. A staff member whose application for conversion is refused will be provided with written 
reasons for the refusal. 

88. The staff member may make a further application for conversion after 12 months, or earlier if 
the application was refused solely on the grounds in clause 84(a) and those grounds cease to 
apply, or those grounds have not occurred within 26 weeks. 








 

 20 

89. A staff member whose application for conversion to continuing employment is refused solely 
on the grounds in clause 84(a) will be offered Fixed Term employment provided they meet the 
requirement of clause 38(b) for the remaining period that the work they are performing is 
required. 

90. Nothing in this clause requires appointment to Fixed Term, where such appointment is not 
permitted by law. 

 

  








 

 21 

PART C: PROBATION AND CONFIRMATION  

PROBATION  

Employment on probationary basis 

91. Staff other than Casual staff may be employed on a probationary basis.   

Probation period 

92. Staff appointed to Continuing or Fixed Term positions will be required to serve a probation 
period as follows: 

(a) Academic staff other than Academic Fellows: 12 months;   

(b) Academic Fellows: two years;  

(c) Professional staff: six months. 

A shorter period may be set having regard to the nature of the position and any other factors 
the University considers relevant, including previous service with the University. 

93. A staff member's Supervisor should provide the staff member with initial feedback on their 
performance no later than six months after commencing Academic employment and three 
months after commencing Professional employment.  

94. At any time during the probation period, where a staff member’s performance or conduct is not 
meeting the required standard they will be informed of the deficiencies in their performance or 
conduct and the standards required of them.  Where a staff member is at risk of having their 
employment terminated in accordance with clause 97, they will be given written notification to 
this effect.  This clause does not preclude the University from terminating the employment of a 
staff member in accordance with clause 97(b) without such prior written notification where 
they have engaged in Serious Misconduct. 

95. For staff other than Academic Fellows, a probation period may be extended by up to 
12 months in the case of Academic staff and three months in the case of Professional staff if 
the staff member’s Supervisor considers that an extension is warranted because: 

(a) the Supervisor has concerns about the staff member’s performance or conduct 
during the initial probation period; or 

(b) the staff member has been absent from the workplace to such an extent that it has 
not been possible to assess their performance during the initial probation period. 

96. The successful completion of probation requires a P&D review of “meeting expected standards 
of performance and conduct” or “satisfactory performance and conduct” (as applicable). 

Termination of employment during probation 

97. At any time during the probation period, including any extended probation period, a staff 
member’s employment may be terminated: 

(a) by the staff member or the University: 

(i) in the case of Academic staff employed on a Fixed Term contract the 
specified term of which is for a period of less than 12 months, on 
13 weeks’ written notice, or the balance of the term of employment, 
whichever is the lesser;  

(ii) for all other academic appointments on a probationary basis, on 
26 weeks’ written notice;  








 

 22 

(iii) in the case of Professional staff, on one week’s written notice; and 

(iv) in the case of English Language Teaching staff, on two weeks’ written 
notice; or  

(b) by the University, without notice or payment in lieu of notice if the staff member has 
engaged in Serious Misconduct. 

98. For Academic staff, the notice period in clause 97 will be taken to have commenced from the 
date on which the staff member was given written notification under clause 94.  

99. The University may substitute payment in lieu of all or any part of any period of notice of 
termination. 

100. The University must not terminate a staff member’s employment under clause 97 for reasons 
relating to the staff member’s performance unless the staff member has been informed of, and 
given an opportunity to address any deficiencies in their performance. 

101. The University must not terminate a staff member’s employment under clause 97(b) for 
reasons relating to the staff member’s conduct unless the staff member has been informed of, 
and given an opportunity to respond to, any adverse material about them on which the 
University intends to rely. 

CONFIRMATION – ACADEMIC STAFF ONLY 

Confirmation period 

102. Academic staff appointed on a Continuing basis may be required to serve a confirmation 
period of four years after the successful completion of probation. 

103. Academic staff appointed to an Academic Fellowship will be required to serve a confirmation 
period of three years after the successful completion of probation. 

104. Except in cases of Serious Misconduct, a staff member whose performance or conduct is not 
meeting the expected standard and who, as a result, is at risk of having their employment 
terminated under clause 106 will be given a written notification to this effect.  This clause does 
not preclude the University from terminating a staff member’s employment under 
clause 106(b) without such prior written notification where they have engaged in Serious 
Misconduct. 

105. A confirmation period may be extended by up to twelve months if the staff member’s 
Supervisor considers that an extension is warranted because: 

(a) the Supervisor has concerns about the staff member’s performance or conduct 
during the initial confirmation period; or 

(b) the staff member has been absent from the workplace to such an extent that it has 
not been possible to assess their performance during the initial confirmation period. 

Termination of employment during confirmation period 

106. At any time during the confirmation period, including any extended confirmation period, a staff 
member’s employment may be terminated: 

(a) by the staff member or the University, on 26 weeks’ notice; or 

(b) by the University, immediately without notice or payment in lieu of notice if the staff 
member has engaged in Serious Misconduct. 

107. The notice period in clause 106 will be taken to have commenced from the date that the 
written notification referred to in clause 104 was issued to the staff member. 








 

 23 

108. The University may substitute payment in lieu of all or any part of any period of notice of 
termination. 

109. The University must not terminate a staff member’s employment under clause 106 unless they 
have been informed of, and given an opportunity to respond to, any adverse material about 
them on which the University intends to rely. 

 

  








 

 24 

PART D: CLASSIFICATIONS, SALARIES AND ALLOWANCES 

CLASSIFICATIONS AND CLASSIFICATION DESCRIPTORS 

110. The levels/classifications and classification descriptors for all Academic and Professional Staff 
to whom this Agreement applies (except for Trainees) are set out in Schedule 2, and English 
Language Teaching classifications as set out in Schedule 5. 

ACADEMIC STAFF ROLES 

111. Academic staff may be assigned to teaching and research, education focused or research only 
roles.  For clarity, staff appointed as PhD Fellows in accordance with clause 134 and 
Professional practitioner roles in accordance with Schedule 8 are also members of academic 
staff.  

Education focused roles 

112. Education focused roles will be an option within a Faculty’s workload model to allow staff to 
concentrate on teaching, learning, curriculum development, and scholarship in education.  

113. Provision for education focused roles will have regard to the personal and/or professional 
circumstances and preferences of individual staff and will enable staff to be employed in 
education focused work.  Staff employed in education focused roles will have access to 
promotion (taking into account teaching excellence, leadership and record of scholarship), 
performance planning and development as well as a career path in teaching.  Education 
focused roles may be Full-time or Part-time. 

114. The parties support promoting measures to assist in ensuring parity of esteem, valuing 
educational excellence and providing education focused career paths.  

115. Notwithstanding clause 386, a staff member engaged in an education focused role will have 
(subject to clause 116): 

(a) a minimum allocation of 20% scholarship/research and 10% professional and 
community engagement and administration; and  

(b) a maximum allocation for teaching and teaching related activities of 70%. 

Additional workload support and oversight for education focussed workloads  

116. The University will provide staff appointed to education focused roles at Level A and B, (and 
those education focused staff appointed at Level C who have not held a full-time position at a 
university for at least 2 years), additional support.  For those staff, the University will provide a 
10 percentage point reduction in teaching load within the 70% teaching allocation for the first 
two years of appointment.  For clarity, this does not reduce the 70% percentage allocation for 
teaching and teaching-related activities, it reduces the allocation of volume of teaching delivery 
and associated preparation and assessment work within that allocation.  A staff member who 
can demonstrate on reasonable grounds that they need to continue a reduction in teaching 
load in their 3rd year of employment, may request such a reduction through the Academic 
P&D process and provide a rationale for that request.  Approval of such a request by the 
University will not be unreasonably denied. 

117. Workloads will be allocated in accordance with Part G - Workloads - Academic Staff Only.  
The total hours of work that can be expected in any one week of Education focused staff must 
be reasonable.  Allocated work required to be performed in particular weeks and likely to result 
in excessive hours must be avoided.  Such circumstances can be addressed through the 
mechanisms for addressing unreasonable workload allocations, including access to the 
workload review panel in accordance with clauses 395 to 398. 

118. Monitoring of the increase in education focused roles and avoiding excessive workloads will be 
supported by:  








 

 25 

(a) the Academic Workload Monitoring Committee monitoring the relevant workload 
models, workload allocation concerns raised in respect of education focused roles 
and any overall trends or issues identified through outcomes of education focused 
role workload matters reviewed by the workload review panels in accordance with 
clauses 395 to 398; 

(b) the Joint Consultative Committee (or sub-committee) receiving and considering 
quarterly data about education focused roles, including information about 
distribution of education focused appointees, workforce mix, levels and fraction of 
education focused role appointees and considering any reports from the Academic 
Workload Monitoring Committee about workload issues, where relevant. 

Appointment to an education focused role  

119. A staff member employed in a teaching and research role may assume an education focused 
role, either for an agreed and specific time period if agreed under clause 386 and then revert 
to a teaching and research role, or on a continuing basis. 

120. The University may advertise for and engage a new staff member in an education focused 
role.  Nothing prevents an existing staff member from applying for such an advertised role.  

121. The University can employ staff in education focused roles to a limit of 25% of continuing and 
fixed term academic staff (excluding research only staff and support staff), on an FTE basis.  
The University will meet with the NTEU at least annually to report on the number of education 
focused positions/roles (externally recruited and internally appointed), and the total number of 
continuing and fixed term staff (excluding research only staff and support staff), in order that 
the parties ensure the application of the 25% limit set above. 

122. A staff member who enters into a pre-retirement contract may be employed in an education 
focused role on a Fixed Term basis.  

123. A staff member who has been employed as a Casual on a regular and systematic basis to 
perform at least 60% of a full-time teaching workload, or would, but for this clause, be 
employed on a Casual basis to perform at least 60% of a full-time teaching workload, will be 
offered conversion to a Fixed Term position under clause 82 or a continuing position (as 
determined by the University) in an education focused role, and regulated by clauses 112 to 
126, subject to the following: 

(a) Fixed Term positions will be offered only if there is sufficient teaching work available 
to require the position to be filled for a period of at least six months;  

(b) the staff member must demonstrate the capacity to meet the requirements of the 
converted position under consideration; and 

(c) the staff member’s Casual employment was not to replace another staff member 
who is absent on leave or temporary transfer, or is undertaking restricted duties, or 
reduced working hours. 

124. The duration of any Fixed Term contract entered into under clause 123 must be no less than 
six months and no more than two years. 

125. To assist in the career development of academic staff members in education focused roles, 
the University will extend eligibility and relevant activities for the Special Studies Program to 
include staff employed in education focused roles to undertake an approved program of work 
to deepen their knowledge in relation to recent scholarship in their discipline and/or undertake 
professional development opportunities to enhance their education expertise.  Any requests for 
the Special Studies Program will be considered in accordance with relevant University policy 
and procedures. 








 

 26 

Conversion to a teaching and research role 

126. A staff member (other than a staff member who has entered into a pre-retirement contract) 
who is employed in an education focused role under clause 120 or 123 and who has 4 years' 
service in that role may apply to convert to a teaching and research role.  The staff member 
will be converted if the relevant Dean, and the DCV(E) or DCV(R) are satisfied that they have: 

(a) provided a calendar year's notice, as to proposed commencement of the teaching 
and research role; 

(b) developed and agreed to undertake an annual research plan of work (using the 
University’s performance plan template, and including provision for development 
and mentoring);  

(c) had their research plan approved by their Supervisor and the Dean, Executive Dean 
or Head of School and Dean (and such approval shall not unreasonably be 
refused); and  

(d) met the teaching and research requirements, relative to opportunity, of a teaching 
and research role.  

127. Clause 126 does not preclude a staff member and the University agreeing at any time to 
convert to a teaching and research role on agreed terms. 

Academic Fellowships and Transition 

128. Any existing Academic Fellows employed at the commencement of this Agreement will 
continue to be governed by the relevant provisions of the University of Sydney Enterprise 
Agreement 2018-2021 while they remain in an Academic Fellow position.   

Postgraduate Fellowships  

129. Students enrolled at the University on a Full-time or Part-time basis for a Masters or Doctoral 
degree may be employed as postgraduate fellows for a specified term, provided that such term 
must not exceed the maximum duration of their candidature.  Subject to clause 130, a 
postgraduate fellow’s employment will terminate on the specified end date of their contract or 
immediately upon the cessation of their full-time or part-time enrolment as a postgraduate 
student. 

130. A postgraduate fellow who successfully completes the requirements for their postgraduate 
award course may remain in their position for the balance of the term of their contract. 

131. Nothing in clause 129 or 130 precludes the termination of a postgraduate fellow’s employment 
in accordance with this Agreement. 

132. Postgraduate fellows will be employed in accordance with the following conditions: 

(a) workloads for postgraduate fellows will achieve a balance between the demands of 
their fellowship and progress towards successful completion of their research 
candidature consistent with the University’s policies relating to postgraduate studies 
and research expectations.  In doing so, a balance should be provided between 
research expectations and a teaching load to achieve the strategic directions of the 
University; 

(b) postgraduate fellows may be employed on a Part-time basis for up to 20 hours per 
week to undertake research or teaching and related work; and 

(c) except where specified otherwise, provisions relating to leave and all other 
entitlements except for severance pay contained in this Agreement apply to 
postgraduate fellows on a pro rata basis.   








 

 27 

PhD Fellows 

133. The appointment of PhD Fellows can assist in providing more secure employment than casual 
engagements for a number of the University's PhD students, whilst also providing development 
opportunities for the PhD Students.  The fellowships are designed to support the development 
and employability of PhD students as well as provide financial support whilst they study 
without derogating from importance of the students achieving on-time completion of their PhD. 

134. The University may appoint PhD students to the position of Associate Lecturer (PhD Teaching 
Fellow) (PhD Fellow).  Appointments made over the life of the Agreement will not exceed 
70FTE. 

135. Appointment to PhD Fellow positions: 

(a) is limited to students currently enrolled as PhD students at the University; 

(b) is subject to competitive merit-based selection based on the University's teaching 
expectations; 

(c) is for a maximum of 3 years and for no less than 2 years;  

(d) is subject to prior discussion with their PhD supervisor; and 

(e) will typically be at a fraction of 0.2, but may be a lesser fraction in exceptional 
circumstances by agreement. 

136. The employment as a PhD Fellow is conditional upon their continuing enrolment in their PhD 
and will terminate on the specified end date of their contract or immediately upon earlier 
cessation of their enrolment as a PhD student. 

137. Where reasonably required and agreed by the relevant supervisor, PhD Fellows may reduce 
their teaching allocation in a semester for the purpose of assisting them to complete their PhD. 

138. Taking into account the demands of PhD candidature, a PhD Fellow will generally not be 
permitted to perform additional teaching roles (whether casual or otherwise).  This does not 
preclude, in exceptional circumstances, capacity for the PhD Fellow to be approved to 
undertake some additional casual teaching work and subject to ensuring that their PhD 
Candidature and PhD Fellowship roles are not adversely impacted.  Approval will be required 
from the relevant Head of School after consultation with the PhD Fellow and their research 
supervisor.  

139. In relation to allocation of workload: 

(a) the role is for teaching and teaching-related activities (and noting their research is 
undertaken as part of their PhD candidature);  

(b) over each 12 month period, PhD Fellows will undertake teaching and teaching 
related duties for the equivalent fraction (eg 0.2) of a full time academic workload 
allocation, normally concentrated in specific teaching periods, provided that there 
will be an allocation of a minimum of 10% of their workload for general 
administration and general contribution to the School/Faculty, on the basis that they 
will not have significant administrative load or expectations.  This is separate to their 
activities as part of their PhD candidature and normal expectations of a PhD 
student;  

(c) workloads will be determined on a fair, transparent and consultative basis; 

(d) in allocating workload the University will use the equivalent of the casual academic 
staff calculations in the allocation of hours for teaching (eg for tutorials); 

(e) clauses 370 to 379,  386, and 389(a) do not apply to PhD Fellows; and  








 

 28 

(f) a PhD fellow can seek a review of their workload in accordance with clauses 395 to 
398. 

Professional Practitioners 

140. The University may employ Professional Practitioners in accordance with Schedule 8. 

Reduced reliance upon casual academic employment and investment in continuing staff 

20% reduction  

141. The University will take all reasonable steps to achieve a 20% reduction in the proportion of 
the casual academic workforce (on a FTE basis comparative to the total FTE academic 
workforce (but excluding in each case all research only staff and support staff) over the 3 year 
period following commencement of the Agreement.  For the purposes of this clause, casual 
staff who also have a concurrent non-casual appointment with the University are also excluded 
from these calculations.  The calculations will be based upon the figures reported to the DESE 
(with initial figures based upon those reported to DESE for 2022 as published on the University 
intranet).  The reduction will be reasonably proportional across the period of the Agreement.  

Increase in roles for continuing staff 

142. The University has committed to increasing continuing academic positions, including both 
continuing teaching and research positions and continuing education focused positions as 
follows.  Over the 3 year period following commencement of the Agreement, the University will 
advertise 330 new continuing academic positions (over and above existing filled positions and 
existing vacant positions).  The 330 positions will include: 

(a) 110 teaching and research academic positions; 

(b) 220 education focused positions, which can include some positions at levels D and 
E to assist in the educational leadership that will help promote teaching excellence 
and parity of esteem.  

143. The positions will be determined by the University, taking into account the needs of the 
academic areas (including prioritising areas with the highest levels of casual employment).  
The positions will be advertised reasonably proportionately across the period of the 
Agreement. 

Priority for existing eligible staff  

144. 25% of the new education focused positions created in accordance with clause 142 will be 
specifically designated to be filled by long term casual and fixed term staff (being staff with 
more than 2 years casual or fixed term employment with the University of Sydney, who have 
not had a continuing appointment in the last 5 years) (Eligible Staff). 

145. Those Eligible Staff will be prioritised to apply first and will need to be able to demonstrate that 
they meet the essential requirements for the positions.  If there is more than one application 
from Eligible Staff for those roles, the appointment will be on competitive merit.  

146. 50% of the new teaching and research positions created in accordance with clause 142 will be 
specifically designated to be filled by existing Eligible Staff.  These roles will be: 

(a) teaching and research roles with a 40% research/scholarship allocation (ie 
40:40:20); 

(b) provided with support, as early career staff; 

(c) can be at level A or B and at a minimum of level A step 6 for PhD qualified staff; 
and 








 

 29 

(d) subject to the standard confirmation processes, including 12 month probation 
check, and 4 year confirmation process, after which a successful staff member will 
be confirmed in the continuing teaching and research role.  Provided that if they do 
not meet the confirmation requirements for the teaching and research role, but are 
assessed as meeting the requirements for an education focused role, then they 
may be offered confirmation in an education focused role. 

147. Casual academic staff are encouraged to apply and will be considered on merit for any and all 
other roles.  

Force Majeure 

148. If there are exceptional and unanticipated adverse impacts upon the University's financial 
circumstances (substantial adverse changes in Government funding, significant adversely 
changed economic circumstances and significant reduction in student enrolments), the 
obligations in clause 142 will not apply and the University and NTEU shall consult in relation to 
adjusting that commitment. 

PROFESSIONAL STAFF CLASSIFICATION ASSESSMENT  

Classification principles 

149. Professional staff positions will be classified in accordance with the Professional staff 
classification descriptors set out in Schedule 2.  Positions will be classified at the level which 
most accurately reflects the work to be performed, taking into account the duties and 
responsibilities of the position. 

150. The following general principles apply to classification assessment: 

(a) all positions are subject to these procedures, regardless of funding source or 
availability;  

(b) the classification assessment will be of the position not the occupant;  

(c) classification assessment decisions will be based only on an assessment of the 
documentation of positions against the classification descriptors in Schedule 2; and  

(d) equity principles and the classification descriptors will be applied consistently 
across positions. 

Classification assessment process  

151. Classification assessment will be undertaken by the University’s classification assessment 
team, which will be led by a specialist, nominated by the University, who can consider and 
validate the attributes of the position against the position assessment descriptors.  The 
classification assessment team will also conduct position description surveys University-wide 
every two years and report the results to a Classification Monitoring Panel (CMP). 

152. The CMP will comprise: 

(a) three staff appointees, being Professional staff nominated by the staff 
representatives on the Joint Consultative Committee; and  

(b) three management appointees, being staff nominated by the University.  

The CMP will be responsible for: 

(a) reviewing the classification assessment statistical profile bi-annually; and  

(c) determining disputes relating to position descriptions and applications for 
classification reassessment.   








 

 30 

The head of the classification assessment team will provide training to members of the CMP in 
the principles and processes of classification monitoring.  For the purposes of determining 
disputes relating to applications for classification reassessment, the CMP will be supplemented 
by a pool of suitably qualified staff and external appointees who will be appointed by the 
University (in consultation with the Unions through the Joint Staff Consultative Committee) to 
act as Chairpersons. 

Professional staff position descriptions 

153. Each Professional staff position will have a position description which will include the purpose 
of the position and its overall context within the workplace; the duties required of the position; 
the degree of task complexity; the scope for decision-making; the level of knowledge, 
experience and skills required; and the relationship of the position to other positions within the 
team or work group.  From time to time, where either the Supervisor or the staff member 
consider there is a need to review the staff member’s position description to ensure it 
continues to accurately reflect the requirements of the position, they will meet and discuss the 
requirements of the position.  If agreement cannot be reached the matter may be referred to 
the CMP in accordance with clause 158. 

154. Where a staff member has been performing particular duties for six months or more with the 
knowledge of their Supervisor, those duties will be deemed to have been required for the 
period during which they were performed.  If these duties are required to be performed beyond 
six months on an ongoing basis, the position description will be updated.  

155. Where substantial changes have been made to the duties or responsibilities of a Professional 
staff position, the position description will be reviewed and updated.  The classification 
assessment team will then undertake classification assessment of the updated position 
description in accordance with the classification assessment process outlined in clause 151.  

156. Position descriptions must be approved by the authorised Delegate at the Faculty/School or 
work unit level.  A staff member who does not agree that their position description accurately 
describes their role, may, after seeking to resolve the matter with the relevant Delegate, refer 
the matter to the CMP. 

157. Disputes relating to position descriptions referred to the CMP will be dealt with in the first 
instance by two CMP members (one staff nominee and one management nominee), and any 
matter that remains unresolved will be referred to the CMP for resolution. 

Classification reassessment process 

158. A staff member or their Supervisor or Union may apply for a reassessment of the classification 
of the staff member’s position once during any 12 month period. 

159. Applications for classification reassessment will be determined by the University’s 
classification assessment team, and should normally be determined within six weeks of the 
date of lodgement unless an extension is approved by a sub-committee of the CMP which will 
be established for this purpose.  If an application for reassessment is not determined by the 
classification assessment team within six weeks of being lodged (or such longer period as may 
be approved by the CMP sub-committee), the applicant may ask the CMP to determine the 
application. 

160. Where a decision is taken to upgrade a position to a higher level, the effective date of the 
reclassification will be the date on which the changes that warranted the upgrading occurred. 

161. Where a decision is taken to not approve the application for a change in classification to a 
higher level, the Head of the classification assessment team will provide the incumbent and 
the Supervisor of the position with written reasons for the decision. 

162. Where a position is assessed as being at a lower classification than its present level, the 
Classification Assessment team will provide the incumbent and the Supervisor of the position 
with written reasons for the decision.  Whilst the staff member remains in this position, the 








 

 31 

incumbent will remain entitled to salary at the HEO level they were at prior to reclassification 
and retain access to incremental progression and future Agreement increases. 

Classification appeals 

163. A staff member may appeal to the CMP against a determination of the classification 
assessment team. 

164. Appeals must be lodged within 14 days of notification of the decision and must specify how the 
process of decision making was flawed and/or the grounds on which the classification 
assessment decision was in error. 

165. Appeals will be determined by an appeal panel convened from the membership of the CMP 
comprising one staff appointee, one management appointee and a Chairperson. 

166. The CMP will determine the merits of the classification assessment decision on the basis of 
whether the descriptors have been correctly applied, and may make its determinations on the 
basis of written submissions only or to conduct a meeting to review the written submissions. 

167. Appeals will be heard and determined within four weeks of being lodged, and the CMP will 
publish reasons for its decision.  The decision of the CMP will be final and not subject to 
further review. 

SALARIES, LOADINGS AND ALLOWANCES 

Salaries and salary increases 

168. Except as provided for in clauses 171 to 175, the rates of pay applicable to the classifications 
covered by this Agreement are set out in Schedule 1.  These rates include the following 
increases: 

(a) an administrative increase of 2.1% previously paid in July 2022; 

(b) 4.6% from the first pay period following commencement of this Agreement; 

(c) 3.75% from the first pay period commencing on or after 1 July 2024; 

(d) 3.75% from the first pay period commencing on or after 1 July 2025; 

(e) 4.00% from the first pay period commencing on or after 1 June 2026. 

169. Eligibility for the loadings specified in Schedule 1 for Academic staff will be determined by 
University policy. 

Sign-on payment  

170. A one-off sign-on payment of $2,000 is payable to eligible Continuing, Fixed Term and Casual 
staff.  This payment will have been paid in the first pay period after the staff vote to approve 
this Agreement..  Eligible staff are those covered by this Agreement who are: 

(a) continuing and fixed term staff if they were employed during the voting period for 
this Agreement; or  

(b) casual staff employed during the voting period for this Agreement, and worked three 
or more pay periods in the 6 months prior to the start of the voting period. 

Apprentices 

171. Apprentices will be paid in accordance with the following percentages of the Salary prescribed 
for the first step of HEO Level 3 in Schedule 1: 








 

 32 

(a) 1st year of apprenticeship: 45% 

(b) 2nd year of apprenticeship: 60% 

(c) 3rd year of apprenticeship: 75% 

(d) 4th year of apprenticeship: 90%. 

172. Apprentices (being an apprentice over the age of 21) will be paid in accordance with the 
following: 

(a) 1st – 3rd  year of apprenticeship: HEO1 Level 1; and 

(b) 4th year of apprenticeship: 90% of HEO 3 Level 1. 

Cadets 

173. The University may employ eligible persons as cadets on a Fixed Term basis.  Cadets will 
receive the following percentage of the applicable rate specified in Schedule 1: 

(a) 1st year of cadetship: 60% 

(b) 2nd year of cadetship: 75% 

(c) 3rd year of cadetship: 85%. 

Trainees 

174. The University may employ eligible persons on a Fixed Term basis to be Trainees under the 
arrangements in place immediately before the commencement of this Agreement. 

Supported wage arrangements 

175. Staff may be engaged and paid in accordance with the Commonwealth Supported Wage 
System (SWS) if, due to a disability: 

(a) they are unable to perform the range of duties of their role to the required standard; 
and 

(b) they meet the impairment criteria for receipt of a disability support pension. 

176. Staff engaged under the SWS will be paid in accordance with the following table, provided that 
the minimum amount payable will be no less than $95 per week: 

Assessed Capacity % of prescribed Salary rate 

10% 10% 

20% 20% 

30% 30% 

40% 40% 

50% 50% 

60% 60% 

70% 70% 






  

  



 

 33 

Assessed Capacity % of prescribed Salary rate 

80% 80% 

90% 90% 

 

177. Staff engaged under the SWS will be assessed by an approved assessor.  Assessments will 
be documented in an SWS wage assessment agreement which signed by the University and 
the staff member and lodged with the Fair Work Commission. 

178. Assessments of capacity will be reviewed annually, or more frequently on the basis of a 
reasonable request.  The review process will be in accordance with the procedures for 
assessing capacity under the SWS. 

179. Where an assessment has been made, the applicable percentage in clause 176 will apply to 
the staff member’s Salary only.  For all other matters, Staff engaged under the SWS will be 
entitled to the same terms and conditions of employment as other staff covered by the 
Agreement, on a pro rata basis. 

Incremental progression  

180. On completion of twelve months’ paid service, Continuing and Fixed Term staff (other than 
staff who are paid at the highest salary step applicable to their classification level) will be 
eligible for advancement to the next salary step within their classification level if their 
performance has been assessed under the University’s P&D Program as meeting most 
objectives or satisfactory (as applicable).  A decision to withhold a salary increment must be 
authorised by the relevant Supervisor.  If incremental progression is withheld or deferred, the 
staff member will be notified in writing of the reasons and given the opportunity to respond.  
For the purpose of clause 180 only, the following periods will not be excluded when 
determining whether a staff member has completed 12 months' paid service: 

(a) all periods of unpaid parental leave taken in accordance with clauses 291 to 292 of 
the Agreement; and  

(b) other unpaid leave of up to 3 months. 

181. A Professional staff member may be awarded an accelerated salary increment as per 
clause 427. 

Recognition of service increments when changing jobs  

182. A staff member who moves to a different position that is similar in tasks and skills required, at 
the same HEO Level, will retain their incremental position on the HEO Level.  

Allowances 

183. Allowances (other than higher duties allowances for Professional staff) will be paid to eligible 
staff in accordance with Schedule 3.  Except as specified in Schedule 3, the allowances listed 
in that schedule will be increased during the term of this Agreement in accordance with the 
percentage increases specified in clause 168 at the times specified in that clause. 

Higher duties – Professional staff only 

184. Professional staff may be required to act temporarily in a position that is classified at a higher 
level than their substantive position.  Subject to clauses 185 to 187, staff required to act in a 
higher position for a continuous period of five working days or more will be paid as follows: 






  

  



 

 34 

(a) if required to perform the full range of duties of the position in which they are 
required to act, the minimum Salary rate applicable to the classification of the acting 
position; and 

(b) in other cases the amount payable will be an allowance determined by the 
University having regard to factors such as the duties that the staff member is 
required to perform and the staff member’s performance, including during previous 
periods of temporary performance and relevant experience or skills. 

185. Staff seconded or transferred to a position which is classified at a higher level than their 
substantive position in accordance with clause 184 will not be eligible to be paid in 
accordance with clause 184.  They will instead receive the substantive salary for the role. 

186. If a staff member has been acting in a higher position for a continuous period of 12 months 
and is able to satisfy the criteria for incremental progression:  

(a) the payment will be increased to the next incremental step within the higher 
classification level if the staff member is required to perform the full range of duties 
of the position in which they are required to act; and 

(b) in other cases, the allowance will be increased by an amount reflecting the 
percentage of the duties required to be performed. 

187. A staff member whose substantive responsibilities as specified in their position description (or 
equivalent) include deputising for a more senior staff member will not be entitled to any 
allowance when deputising for the senior staff member. 

Payment of salaries and related payments 

188. Salaries, allowances and overtime payments will be paid fortnightly by electronic funds transfer 
into a financial institution account nominated by the staff member.  

189. Any other payments to which a staff member may be entitled, whether under this Agreement 
or otherwise, will also be made by electronic funds transfer into a financial institution account 
nominated by the staff member. 

190. Where a staff member receives an amount to which they are not entitled (an overpayment), 
the amount of any overpayment: 

(a) can be applied by the University to meet any future payment obligation to the staff 
member, provided that the University has informed the staff member of the 
overpayment and the reason(s) it occurred and consulted them about arrangements 
for its recovery, including, for example, recovery by instalments over an agreed 
term; and 

(b) to the extent that any overpayment exceeds the University’s future payment 
obligations to the staff member, the staff member must reimburse the overpaid 
amount to the University within 28 days of being requested to do so, or at such 
other time(s) that the University may agree, including, for example, payment by 
instalments over an agreed term. 

SUPERANNUATION  

191. Subject to clauses 191 to 196, the University will make superannuation contributions for all 
continuing and fixed-term staff at the rate of 17% of their superannuable salary. 

192. All other staff will be entitled to employer superannuation contributions at the minimum rate 
provided for in the Superannuation Guarantee Charge Act 1992 (SG Act).  

193. To the extent permitted by law the University will nominate UniSuper as the superannuation 
fund for new staff and UniSuper is the default fund for this Agreement. If the scheme to which 








 

 35 

a staff member belongs requires them to make employee contributions, such contributions 
must be made from the staff member’s salary. 

194. If a staff member has chosen a superannuation fund which does not accept a 17% employer 
superannuation contribution, the University will pay the highest allowable contribution up to 
17%. 

195. For staff who are members of the State Superannuation Scheme or the State Authorities 
Superannuation Scheme (the State Schemes), the University will make employer 
superannuation contributions to the State Scheme to which the staff member belongs in 
accordance with the relevant employer contribution levels and arrangements in place 
immediately prior to the commencement of this Agreement provided the staff member is 
eligible to have employer superannuation contributions made on their behalf to their State 
Scheme and elects to do so. 

196. Nothing in this clause limits the University from exercising flexibilities in the superannuation 
arrangements and contribution rates by agreement between the University and a staff member 
where those flexibilities are provided for in the UniSuper Superannuation Trust Deed and/or 
the Deed of Covenant, as amended from time to time.  For the avoidance of doubt, this 
includes the 5% flexibility in coverage and contribution level. 

197. The University will provide access to UniSuper’s digital choice of superannuation form and 
access to information about UniSuper when making an offer of employment. 

REMUNERATION PACKAGING  

198. Staff may enter remuneration packaging arrangements in accordance with University policy.  
Any termination payments and payments in lieu of leave payable to a staff member will be 
calculated on the basis of the Salary which would be payable had they not taken benefits in 
lieu of Salary. 

 

  








 

 36 

PART E: HOURS OF WORK AND WORKING ARRANGEMENTS 

HOURS OF WORK 

199. The ordinary weekly Full-time working hours for staff employed under this Agreement are as 
follows: 

(a) Academic staff: 37.5 hours; 

(b) English Language Teaching staff: 35 hours; 

(c) Professional staff: 

(i) Farm staff and staff who are responsible for the care of animals: 38 
hours; or 

(ii) all other Professional Staff: 35 hours. 

Note: Details of working hours for Professional staff, English Language Teaching staff, 
veterinary clinic staff and Farm staff are set out in Schedule 4, 5, 6, and 7 respectively. 

PART-TIME EMPLOYMENT 

200. Except where specified otherwise, provisions relating to Salary, leave and all other 
entitlements contained in this Agreement, and other benefits provided in accordance with 
University policies, apply to Part-time staff on a pro rata basis.  

201. Where Part-time Professional staff are required to work additional hours, they will be paid at 
the following rates: 

(a) where the total hours worked on any one day do not exceed 20% of the ordinary 
weekly hours of an equivalent Full-time staff member, the additional hours are paid 
at the staff member’s ordinary rate of pay; and 

(b) where the total hours worked on any one day exceed 20% of the ordinary weekly 
hours of an equivalent Full-time staff member and the staff member’s position is at 
HEO Level 9 or below, the additional hours are paid at the overtime rates specified 
in Schedule 4. 

202. Additional hours worked up to the ordinary weekly hours of an equivalent Full-time staff 
member count as service for all purposes. 

SEASONAL, PART-YEAR AND ANNUALISED EMPLOYMENT – PROFESSIONAL STAFF ONLY 

203. Professional staff may be employed on a seasonal, part-year or annualised employment basis 
to work an agreed pattern of hours incorporating a combination of Full-time service and/or 
Part-time service and periods during which no work is required.  Such arrangements may be 
made for employment on a Continuing or Fixed Term basis. 

204. Professional staff employed on a seasonal, part-year or annualised employment basis may 
elect to: 

(a) have their hours of work averaged over a 12 month period and be paid fortnightly 
according to their averaged hours; or  

(b) be paid for the hours they actually work, and take accrued paid leave, or when paid 
leave entitlements are exhausted, unpaid leave, during periods that they are not 
required to work. 

205. An election made pursuant to clause 204 will be operative for a minimum of 12 months, and 
may be altered by the staff member no more than annually. 








 

 37 

FLEXIBLE WORKING ARRANGEMENTS 

206. Flexible working arrangements promote opportunities for a better work life balance.  The 
University will endeavour to provide staff with opportunities to access flexible working 
arrangements. 

207. All staff including casual staff engaged on a regular and systematic basis may apply for flexible 
working arrangements. 

208. Flexible working arrangements may include: 

(a) flexitime, which is governed by Schedule 4 of the Agreement; 

(b) working remotely, which is governed by clauses 215 to 220; 

(c) changing from full-time work to part-time work (including after return to work from 
Parental leave); 

(d) changing to part-year employment or annualised hours; 

(e) job sharing; 

(f) changing starting and finishing times within hours of work as regulated by this 
Agreement; 

(g) increasing or decreasing hours of work; 

(h) career breaks; 

(i) periods of leave without pay;  

(j) tailored arrangements to address the specific needs of nursing mothers and new 
parents, family, carer or other commitments; and 

(k) other flexibilities as agreed between the parties. 

209. Flexible working arrangements may be entered into for periods as agreed between the 
University and an employee, this may include trial periods, short-term arrangements, long-term 
arrangements and/or permanent arrangements.  To access flexible working arrangements (c) 
through (k) above, eligible staff must apply in writing to their Supervisor, setting out the nature 
and duration of the arrangements they are seeking.  No pressure will be put on a staff member 
to enter into a flexible working arrangement. 

210. If an application for a flexible working arrangement is agreed to by the University, staff 
members retain the right to revert to their working arrangements immediately before 
commencing the flexible working arrangement, at the end of an agreed period.  Staff may also 
request a return to their former working arrangements during the agreed period of the flexible 
working arrangement where their circumstances change. 

211. The University must genuinely consider the application including any alternative proposals 
submitted by the staff member, and taking into account the urgency of the request will provide 
a written response as soon as possible, but in any event within 21 days, stating whether the 
University grants or refuses the request.  The University will take reasonable steps to 
accommodate the request. 

212. The University will support the flexible working arrangement wherever reasonably possible and 
applications will not be unreasonably refused.  In considering what is reasonably possible, the 
University will take into account the benefit to the staff member, whether it is reasonably 
possible to meet the operational requirements and the flexible working arrangement does not 
significantly impact upon other staff.  If an application is refused, the University will provide 








 

 38 

detailed reasons to the staff member.  If an application is refused, the University will also 
explore possible alternative options submitted by the staff member. 

213. In the event of multiple applications for flexible working arrangements, the University may give 
priority to applications in the following circumstances (not in any order of priority): 

(a) the staff member is the parent, or has responsibility for the care, of a child who is of 
school age or younger; 

(b) the staff member is a carer (within the meaning of the Carer Recognition Act 2010); 

(c) the staff member has a disability and/or significant chronic condition; 

(d) the staff member is 55 or older;  

(e) the staff member is experiencing violence from a member of their family; or  

(f) the staff member provides care or support to a member of their immediate family or 
household, who requires care or support because they are experiencing violence 
from the member's family. 

214. Information regarding the right to request a Flexible Working Arrangement will be provided 
during on-boarding and will be available on the staff intranet.  

Working Remotely 

215. Whilst staff are employed to undertake their roles at the University, all Professional Staff may, 
with agreement of their supervisor, work remotely.  Remote working will not be unreasonably 
refused and will be supported where:  

(a) the staff member is able to satisfactorily complete the requirements of their role split 
across the periods in which they are working remotely and in attendance at 
campus; 

(b) there are certain functions, activities or duties that can only be performed on 
campus, the staff member attends on campus to perform those functions, activities 
or duties; 

(c) there are specific events or activities that the University requires the staff member 
to attend for on campus, they will be required to be on campus for those times.  
Events or activities will not be created for the purpose of making it difficult for staff 
to work remotely; 

(d) workplace health and safety requirements are able to be met; and 

(e) the needs of the local work unit are able to be met and the arrangement does not 
unreasonably impact upon other staff. 

216. Any decision to reject a staff member's request to work remotely, will be in writing and is 
subject to the relevant appeal processes in the Review of Actions and Decisions and Dispute 
Settling Procedures in Part N:  Consultation, Dispute Resolution and Union 
Representation of this Agreement.  

217. The University will facilitate working remotely to the extent that it reasonably can.  This may 
include: 

(a) ensuring that staff are provided laptop computers upon request rather than 
desktops; 

(b) staff have access to meetings via on-line systems; and 








 

 39 

(c) other matters that can be reasonably catered. 

218. The process for requesting to work remotely and the principles applying to working remotely 
will be as per the Flexible Working Arrangements Policy as updated from time to time. 

219. A staff member who works both remotely and on campus (i.e. in a hybrid manner) will have 
access to a campus workspace. 

220. From time to time the University may direct employees to perform their role remotely or in a 
hybrid manner.  Where this occurs, the University will provide the relevant resources for the 
staff member to perform their duties. 

Flexibility for Staff with Disabilities 

221. In determining availability of access to Flexible Working Arrangements for staff with disabilities, 
the University will meet reasonable costs in catering for the flexibility.  This will include 
providing appropriate resources for the staff member as reasonably determined by the 
University.  

Intercampus Work and Travel 

222. If staff are required to travel between campuses during their hours of work, the University will 
determine the most suitable mode of transport in consultation with the staff member, which 
may include a University owned vehicle, and any costs incurred in such travel will either be 
reimbursed upon production of receipts, or will be covered by other local arrangements, in 
accordance with the University’s procedures.  Travelling time that is required between 
campuses during a staff member’s hours of work is regarded as time worked.  

223. If a staff member is required to collect or return a University vehicle from one University 
location to travel to another University location, the travel time between campuses will be 
counted as time worked even if outside the staff member’s standard hours. 

224. If a staff member is required to commence or finish work at a different campus to their usual 
place of work, any increased travel time will be regarded as time worked. 

Right to Disconnect 

225. The University does not expect staff covered by this Agreement to monitor or respond to 
communications from the University outside their normal working hours and periods of 
approved leave (including concessional days) except where there is an urgent operational 
need identified or an emergency circumstance, or pursuant to a relevant clause of this 
Agreement (such as on-call arrangements or authorised overtime). 

  








 

 40 

PART F: PUBLIC HOLIDAYS, CONCESSIONAL DAYS AND LEAVE  

PUBLIC HOLIDAYS AND CONCESSIONAL DAYS 

226. Staff (other than Casual staff) are entitled to be absent from work on the following public 
holidays and will be paid for those days at their ordinary rate of pay: 

(a) New Year’s Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, 
Anzac Day, Queen’s Birthday, Labour Day, Christmas Day, Boxing Day or any days 
proclaimed as substitute days and all other public holidays that are proclaimed as 
state-wide holidays for the State of New South Wales. 

(b) Provided that nothing in this clause prevents the University from requesting a staff 
member to work on a public holiday; however, the staff member may refuse the 
request if it is not reasonable, or the refusal is reasonable. 

227. To support staff who do not wish to observe the Australia Day Public Holiday on 26 January, 
the University and a staff member may agree to substitute the Australia Day public holiday for 
the working day prior to or following that public holiday. 

228. The first working day after the Boxing Day public holiday will also be treated as a public 
holiday, in lieu of the August Bank Holiday, and four additional days in conjunction with the 
Christmas and New Year public holiday will be designated as concessional days, for which 
staff (other than Casual staff) who are not required to work will be paid at their ordinary rate of 
pay. 

229. Part-time staff who would normally have worked on a particular day but for the occurrence of a 
public holiday or concessional day will be paid for the proportion of time that they would 
normally have worked.  

230. A Professional staff member who works on a public holiday at the request of the University will 
be paid double time and one half of their ordinary rate of pay for the hours worked.  This 
payment will be instead of any loading payable under clause 14 of Schedule 4.  A 
Professional staff member who works on a concessional day at the request of the University 
will be paid their ordinary rate of pay for the hours worked and will be entitled to time in lieu at 
the ordinary rate for the hours worked. 

Requirements to Work on Concessional Days 

231. Where the University requires staff members to work on concessional days, management will 
ensure that volunteers from the relevant work area are called for in the first instance, and the 
work is allocated to suitable volunteers before non-volunteers are required to work.  The 
University will provide reasonable notice (normally 6 weeks) if a staff member is required to 
work on concessional days. 

232. A staff member who works on a concessional day at the request of the University will be paid 
for the hours worked, and be entitled to take a concessional day in lieu at a time mutually 
agreed with their Supervisor.  This day in lieu could be appended to other leave and public 
holidays. 

ANNUAL LEAVE 

233. Subject to clause 234: 

(a) staff (other than Casual staff and seven day continuous shift-workers) will be 
entitled to four weeks’ paid annual leave; and 

(b) seven day continuous shift-workers (other than Casual staff) will be entitled to five 
weeks’ paid annual leave for each 12 months of continuous paid service, accruing 
on a pro rata basis. 








 

 41 

234. Annual leave does not accrue during any period of leave without pay, and accrues on a pro 
rata basis during any period of paid leave taken at less than full pay.  Staff will be paid at their 
ordinary rate of pay for any public holiday falling during their annual leave without deduction 
from their leave credits. 

235. Seven day shift-workers will not be paid shift loadings for public holidays occurring during a 
period of annual leave. 

236. To ensure that applications and rejections of applications can be accurately tracked, all 
requests for annual leave should be initiated through WorkDay or any replacement system. 

237. The University may have restricted leave periods for work units where due to demand it is 
reasonable to have them.  The use of these limited leave periods will be limited to times of 
demonstrable high work demand and will only be implemented after consultation with staff. 

238. Annual leave makes an important contribution to the health and well-being of staff, and annual 
leave plans for each staff member will be included in workload planning.  Annual leave will be 
taken at times approved by the University, and may be taken in one consecutive period, or in 
shorter separate periods by mutual agreement.  The University will not unreasonably refuse an 
application for leave.  As far as practicable, the University will consider the preferences of staff 
in relation to the scheduling of leave.  

239. Staff may accumulate up to 40 days’ annual leave entitlement.  Where a staff member has 
accrued more than 40 days annual leave, they may be directed to take annual leave under 
clause 240(c) or elect to cash out up to 10 days annual leave under clause 242. 

240. Staff may be directed to take annual leave or be considered to be on annual leave in the 
following circumstances: 

(a) Staff may be directed to take a minimum of 10 days’ annual leave within a calendar 
year at a time convenient to the University, which leave must be taken in one 
continuous period. 

(b) Staff may be directed to take annual leave during the usual period of annual close 
down in December/January for working days other than public holidays (including 
any days proclaimed as substitute public holidays) and any additional concessional 
days* granted by the University falling within the close down period. 

*See clauses 226 and 228. 

(c) A staff member who, at 30 September of any year, has accrued in excess of 36 
days annual leave, will receive notification that their annual leave balance will 
exceed 40 days on 1 January the following year, unless the annual leave is taken.  
If the annual leave is not taken, the staff member will be directed to take, and 
considered to be on annual leave from the staff member's first expected working 
day after 1 January for the period of leave in excess of 40 days, unless, over the 
preceding year, reasonable requests for annual leave have been denied. 

(d) Before being considered to be on annual leave under clause 240(c) a staff member 
must have been: 

(i) advised to take annual leave; 

(ii) notified in writing that they will be deemed to be on leave if not taken by 
1 January; and  

(iii) given the opportunity to take the excess leave. 

241. Clause 240(c) does not apply to a staff member who has obtained approval from their 
Supervisor and the Delegated Officer (Staffing) to take the leave over a longer period, which 
may be up to a maximum of 12 months. 








 

 42 

242. To assist staff with excess annual leave, including due to previous impacts of COVID limiting 
leave opportunities, staff who have accrued more than 40 days annual leave may elect to cash 
out annual leave as follows: 

(a) a staff member can cash out a maximum of 10 days over the life of the Agreement; 

(b) leave may be cashed out only if the staff member takes an amount of annual leave 
equal to or greater than that cashed out;  

(c) the staff member must have a minimum of 4 weeks leave remaining after the 
cashing out and taking an equivalent period of annual leave; 

(d) an election to cash out leave must be in writing, agreed between the staff member 
and the University;  

(e) the cash out payment will be made at the time that leave under clause 241(b) is 
taken; and  

(f) the University will not pressure staff to cash out leave and encourages staff to take 
annual leave.  

243. If a staff member has exercised the right to cash out leave or has been given a direction to 
take leave, the University will be entitled to deduct the amount of annual leave from the staff 
member’s accrued leave credits. 

244. Staff with insufficient accrued annual leave to cover the specified annual leave days during any 
period of annual close down will take leave without pay for the days on which they would have 
otherwise been directed to take annual leave.  However, Professional staff who have 
insufficient accrued annual leave to cover the specified annual leave days but have accrued 
additional time under clause 12 of Schedule 4, may utilise their accrued hours instead of 
taking unpaid leave.   

245. Staff are normally expected to take all their accrued leave prior to the end of their employment 
with the University. 

Interaction with personal leave 

246. A staff member who is ill or incapacitated during annual leave, may, on production of 
acceptable documentation as defined in clauses 271(a) and 271(b) take personal leave for 
the period of their illness or incapacity, and the annual leave deducted will be re-credited to the 
extent of personal leave approved. 

Payment in lieu of accrued annual leave 

247. Staff will be paid in lieu of any annual leave that is accrued but untaken at the time of 
termination of their employment.  Such payments will be calculated at the staff member's 
Salary as defined in clause 3 in relation to paid leave and payments in lieu of leave.  If a staff 
member dies, the payment will be paid to their estate unless otherwise required by law. 

ANNUAL LEAVE LOADING 

248. Staff (other than Casual staff and seven day continuous shift-workers) will receive an annual 
leave loading payment in December each year.  Subject to clauses 249 to 252 the loading will 
be equivalent to 17.5% of four weeks’ pay at the staff member’s Salary rate as at 
30 November immediately preceding the payment date. 

249. The maximum loading payable will be equivalent to 17.5% of four weeks’ pay at the Salary 
rate applicable to the base of Higher Education Officer Level 10 (for Professional and English 
Language Teaching staff) and Level C, step 3 for Academic staff at 30 November immediately 
preceding the payment date. 








 

 43 

250. Staff whose employment ends before the December payment date or who have not completed 
12 months Continuous Service as at 31 December of the year to which the payment relates 
(the accrual year), will receive a pro rata payment based on the number of completed months 
of Continuous Service in the accrual year provided that no payment shall be made to staff 
whose employment is terminated on grounds of Serious Misconduct. 

251. Seven day continuous shift-workers will be paid the greater of: 

(a) the shift penalties (or other allowances paid in lieu of shift penalties) that they would 
have received had they not been on annual leave; or  

(b) a loading equivalent to 17.5% of four weeks’ pay, to be calculated at the lesser of: 

(i) the staff member's Salary rate as at 30 November immediately 
preceding the payment date; or  

(ii) the Salary rate applicable to the base of Higher Education Officer Level 
10 (for Professional and English Language Teaching staff) and Level C, 
step 3 for Academic staff at 30 November immediately preceding the 
payment date.  

252. Payment will be made in December each year, or on the date any final termination payment is 
made. 

PERSONAL LEAVE 

253. Staff (other than Casual staff) will be entitled to paid personal leave as follows: 

(a) on commencement of employment staff are credited with 2 weeks paid personal 
leave; 

(b) each year on the anniversary of their employment, staff are credited with 10 weeks 
paid personal leave. 

254. Any leave credited under clause 253(a) or 253(b) above but not taken in the 12 months period 
after it is credited is added to a staff member’s entitlement on the next anniversary of their 
employment and remains to their credit for a further 12 months only.  

255. Any leave credited under clause 253(a) or 253(b) above assumes that the staff member will 
complete 12 months Continuous Service in the 12 months following the credit date.  If the staff 
member does not complete 12 months Continuous Service (for example, they take a period of 
unpaid leave), or they change the percentage of their full-time equivalent load worked during 
the period until the next credit date, the leave will be adjusted accordingly. 

256. The entitlement under clause 253 is inclusive of the entitlement to 10 days’ personal leave per 
year under the National Employment Standards under the Fair Work Act 2009 (Cth) (NES 
Component).  Any leave taken (other than under clause 258(h) or 258(i)) will first be debited 
from the NES Component.   

257. Any untaken NES Component will continue to accrue from year to year.  A staff member’s 
personal leave entitlement will be the greater of clause 253 or the NES entitlement. 

258. Subject to available credits, staff may take paid personal leave in the following circumstances: 

(a) where they are unable to attend work due to personal illness or injury and do not 
receive workers' compensation payments in respect of the absence (sick leave); 

(b) to care for a member of their Immediate Family or household who is ill or 
incapacitated and requires care and support, or who requires care due to an 
unexpected emergency, in which case a staff member is entitled to 10 days leave 








 

 44 

per year of service (accruable for the purposes of this subclause 253(b)) less any 
carers leave previously taken;  

(c) for menstrual or menopausal reasons; 

(d) to access In Vitro Fertilisation (IVF) and other forms of assisted reproductive health 
services; 

(e) gender affirmation and transition, to be used after the specific gender transition and 
affirmation leave is exhausted;  

(f) the staff member has a premature baby requiring special care as set out in 
clause 298;  

(g) where a cessation of pregnancy occurs prior to 20 weeks gestation;  

(h) Professional staff may convert up to five days of their accrued personal leave each 
year (other than the NES Component) to career development leave under 
clause 333 (career development leave); and  

(i) where the staff member’s partner has given birth to a child or the staff member has 
adopted a child, or been granted a permanent care order, in which case up to ten 
days personal leave may be taken within 12 months of the birth or adoption in 
addition to clause 300(b) (paid Partner Leave). 

259. If a public holiday as defined in clause 226, falls during a period during which the staff 
member has taken paid personal leave, the staff member is taken not to be on paid personal 
leave on that public holiday unless they would have otherwise been required to work on that 
day. 

260. No payment will be made in lieu of unused personal leave on termination of employment. 

261. Additional paid personal leave may be approved by the Delegated Officer (Staffing) in 
exceptional circumstances where a staff member has used up all of their paid personal leave 
entitlement and is suffering substantial hardship and: 

(a) the staff member or a member of their Immediate Family for whom they have caring 
responsibilities is seriously ill or injured;  

(b) the staff member is affected by Family and Domestic Violence; or 

(c) the staff member has used up their paid personal leave due to taking a majority of 
their leave for the purposes in clauses 258(c) to 258(g). 

262. Staff with shared responsibility for the care of a family member may not access this entitlement 
on the same day or days, unless they can demonstrate exceptional circumstances to the 
University's satisfaction. 

263. To assist staff with family responsibilities, a Supervisor may agree to them: 

(a) taking up to two weeks annual leave in single days;  

(b) taking accrued time off in lieu of overtime; 

(c) taking unpaid leave or undertaking additional work to make up for time taken to care 
for a family member who is ill or incapacitated; and/or 

(d) entering into flexible working arrangements under clauses 206 to 213. 








 

 45 

Casual staff 

264. Subject to providing notification and medical certificates or other documentation as specified in 
clause 271, Casual staff are entitled to not be available to attend work, or to leave work: 

(a) if they need to care for members of their Immediate Family or household who are 
sick and require care and support, or who require care due to an unexpected 
emergency, or the birth of a child; or 

(b) upon the death in Australia of an Immediate Family or household member. 

265. The Casual staff member and their Supervisor will agree on the period for which they will be 
entitled to be unavailable to attend work.  If agreement cannot be reached, the Casual staff 
member will be entitled to be unavailable to attend work for up to 48 hours (i.e. two days) per 
occasion.  No payment will be made for any period of non-attendance. 

COMPASSIONATE LEAVE 

266. Staff (other than Casual staff) are entitled to paid compassionate leave in accordance with the 
Fair Work Act 2009 (Cth) in the event of the death or serious illness of a member of their 
Immediate Family or household (or, as approved on a case by case basis by the University, 
any other individual, including Indigenous kinship group members).  Up to five days’ leave will 
be granted on each occasion that leave is required. 

FAMILY AND DOMESTIC VIOLENCE LEAVE 

267. Staff (other than Casual staff) are entitled to up to twenty days paid leave, and casual staff are 
entitled to ten days paid leave, each year if as a result of Family and Domestic Violence they 
require leave for reasons such as medical or counselling appointments, organising alternative 
accommodation, care and/or education arrangements, attending court hearings, police 
appointments and accessing legal advice.  Leave does not accrue from year to year, and 
unused leave is not paid out on termination of employment. 

268. The University will maintain a policy to provide guidance to staff about the support available to 
them and to assist managers to provide a supportive workplace for staff who are experiencing 
Family and Domestic Violence.  

269. Staff affected by Family and Domestic Violence may also apply for flexible working 
arrangements under clause 206 (such as changes to working hours or to part-time 
employment) and other supporting measures (such as changes to work location where 
possible and changes to email address and work telephone number) as provided for in 
University policy.  

Note: Family and Domestic Violence is defined in clause 3. 

NOTIFICATION AND SUPPORTING EVIDENCE FOR PERSONAL, COMPASSIONATE, FAMILY AND 
DOMESTIC VIOLENCE, AND GENDER AFFIRMATION LEAVE 

270. A staff member who is unable to attend work must: 

(a) notify their Supervisor of their intended absence and its estimated duration as early 
as practicable on the first day of their absence (or as soon as practicable thereafter 
where due to exceptional circumstances notification cannot be provided on the first 
day of the staff member’s absence); and 

(b) provide documentation that is acceptable to the University: 

(i) for any single period of absence of five working days or more; and 

(ii) if requested to do so for any absence after taking five separate periods 
of sick, carer’s and/or Family and Domestic Violence leave in the 








 

 46 

previous 12 month period without providing acceptable documentation, 
provided that the staff member must have first been notified that they 
have taken five such periods of leave and that a certificate or other 
documentation is required for future absences.  The requirement to 
provide acceptable documentation will be for up to 6 months from 
notification. 

(c) The requirements of clause 270(b)(ii) do not apply for staff accessing menstrual or 
menopausal absences.  Staff will only be required to provide suitable 
documentation for single absences of five working days or more. 

(d) The requirements of clause 270(b)(ii) do not apply for staff accessing IVF and 
other forms of assisted reproductive health services or Gender Affirmation and 
Transition Leave.  Staff who access this leave are only required to provide a 
medical certificate or other suitable documentation upon first accessing the leave 
and this certificate or documentation will be sufficient for all future occurrences of 
less than 5 working days, provided that staff may be reasonably required to provide 
further certificate or information if requested to do so. 

(e) Personal leave taken for any of: 

(i) Menstrual or Menopausal absences; 

(ii) IVF and other forms of assisted reproductive health services; 

(iii) Gender Affirmation and Transition, where Gender Affirmation and 
Transition Leave has been exhausted, 

is not included in any calculations under clause 270(b)(ii) to determine whether a 
staff member has taken five periods of leave without providing acceptable 
documentation in the last 12 months. 

271. Acceptable documentation for the purposes of clause 270(b) will include any one of the 
following:  

(a) a medical certificate; 

(b) a statutory declaration in relation to unexpected emergencies or circumstances 
where it is not reasonably practicable for a staff member to obtain a medical 
certificate; or 

(c) a letter from the staff member’s lawyer, doctor or other relevant agency in the case 
of staff affected by Family and Domestic Violence. 

GENDER AFFIRMATION LEAVE 

272. The University is committed to providing a supportive and inclusive environment for 
transgender and gender diverse employees and recognises the importance of providing 
support for employees who choose to undergo gender affirmation or transition.  On 
commencement of the Agreement, and for future staff on commencement of employment, all 
staff (except casual staff) will be credited 30 days leave for purposes related to gender 
affirmation or transition. 

(a) Purposes related to the affirmation of a staff member’s gender or gender transition 
may include (but are not limited to): 

(i) social affirmation (including changing the employee’s name and 
pronouns, and adopting the dress and style of presentation the 
employee deems appropriate); 








 

 47 

(ii) medical affirmation (including surgery and/or hormone therapy, 
attendance at medical and/or counselling appointments, and rest and 
recovery from medical procedures); and 

(iii) legal affirmation (including legally changing the Employee’s name and/or 
gender marker on personal identification documents such as the 
Employee’s passport, birth certificate, driver licence, and banking 
documentation). 

(b) If this leave is exhausted, a staff member may access accrued personal leave for 
these purposes in accordance with clause 258(e). 

LONG SERVICE LEAVE  

Leave entitlement 

273. Staff (other than Casual staff) are entitled to paid long service leave as follows: 

(a) three months’ leave on full pay or six months’ leave on half pay after ten years’ 
Continuous Full-time service*; 

(b) a further nine calendar days’ leave on full pay or 18 calendar days’ leave on half 
pay, accruing proportionately, for each subsequent year of Continuous Full-time 
service* up to 15 years’ service; and 

(c) a further two months and 15 calendar days on full pay or five months leave on half 
pay, accruing proportionately, for each subsequent period of five years Continuous 
Full-time service* in excess of 15 years’ service. 

*Note: For the purposes of long service leave, breaks in service of up to two months, or six 
months in the case of Externally Funded Fixed Term employment, do not break continuity of 
service, but the period of the break will not be counted as service: see clause 282.  

274. Part-time staff and staff with a combination of Full-time and Part-time service are entitled to 
long service leave on a pro rata basis. 

Leave entitlement – Casual staff 

275. Casual staff are entitled to long service leave in accordance with the Long Service Leave Act 
1955 (NSW) in respect of service performed on or after 1 January 2010. 

Taking long service leave 

276. Leave must be taken at mutually agreed times, and where agreement cannot be reached, the 
matter will be referred to the Delegated Officer (Staffing) for resolution. 

277. Up to one month’s long service leave on full pay or two months’ leave on half pay may be 
approved after completion of seven years’ Continuous Service provided that the staff member 
enters into an agreement to provide for deduction of monies from their termination payments 
and other repayment arrangements in the event that their employment ends before attaining 
the necessary period of service to qualify for the leave that was taken. 

Long service leave pay and payment in lieu of long service leave 

278. Long service leave pay and payments in lieu of long service leave will be calculated at the staff 
member's Salary as defined in clause 3 in relation to paid leave and payments in lieu of leave.  

279. On termination of a staff member’s employment, payment will be made in lieu of long service 
leave accrued under clause 273 or 275.  Where at the time of termination a staff member has 
five years’ Continuous Service with the University, but less than 10 years Continuous Service 
and their employment is terminated by: 








 

 48 

(a) the University, for any reason other than serious and wilful misconduct; or 

(b) the staff member because of illness, incapacity or domestic necessity; or  

(c) the staff member's death; 

the staff member will be entitled to payment in lieu of long service leave, but such payments 
will be calculated at the rate of three months’ leave for 15 years' employment. 

280. If a staff member dies, the payment referred to in clause 279(c) will be paid to their estate 
unless otherwise required by law. 

Calculation of service and leave entitlements 

281. Periods of leave without pay do not count as service for the purpose of calculating long service 
entitlements except: 

(a) unpaid leave taken to serve in the Australian Defence Force; or 

(b) unpaid leave of up to six months taken by staff with at least 10 years’ paid service. 

282. Breaks in service of up to two months, or six months in the case of Externally Funded Fixed 
Term employment, do not break continuity of service for the purposes of long service leave, 
but the period of the break will not be counted as service. 

283. Long service leave accrues on a pro rata basis during any period of paid leave taken at less 
than full pay. 

284. Service with other Australian universities will be recognised in accordance with the University’s 
Leave Policy 2021 in place at the commencement of this Agreement. 

PARENTAL LEAVE 

Definitions 

285. For the purposes of clauses 286 to 331: 

Child means: 

(a) a child (or children from a multiple birth) born to a staff member or a staff member’s 
Partner; or 

(b) a child (or children) who is placed with a staff member through an adoption or 
permanent placement order and who: 

(i) is less than five years of age (for the purpose of paid Parental Leave) or 
less than 16 years of age (for the purpose of unpaid Parental Leave); 

 (ii) is not the birth child of the staff member; and 

 (iii) has not lived continuously with the staff member for six months or longer. 

Parental Leave means adoption leave, maternity leave, Partner Leave, Primary Care Giver 
leave or special maternity leave. 

Partner Leave means paid or unpaid Parental Leave taken by a staff member in accordance 
with clause 300. 

Primary Care Giver means a staff member who has principal responsibility for providing care 
and attention for the staff member’s child. 








 

 49 

Stillborn means loss of a baby from 20 weeks gestation (or 400g+ if gestation unknown).  

Week means a five day working week. 

General principles 

286. A staff member’s total absence on Parental Leave (whether paid, unpaid or a combination of 
both), will not exceed 52 weeks (or 104 weeks, if approval has been given for extended unpaid 
leave) from the date of commencement of the leave or the date of birth or placement of the 
child, and: 

(a) any period of annual leave or long service leave taken in conjunction with Parental 
Leave will count as part of the 52 week period (or 104 weeks, if approved); and  

(b) any entitlements to paid Parental Leave or related benefits not accessed within 
52 weeks (or 104 weeks, if approved) of the date of birth or placement of the child 
will be forfeited. 

287. Extended leave may be granted subject to operational needs and subject to the total period of 
leave not exceeding 104 weeks from the date of commencing leave.  

288. Applications to extend a period of Parental Leave beyond 52 weeks may only be refused by 
the University on reasonable business grounds and after a staff member has had the 
opportunity to discuss the request. 

289. Applications for Parental Leave (including applications to vary approved leave) and 
arrangements for return to work after Parental Leave must be made in accordance with 
University policies and procedures, and must include any specified notice and information 
(such as medical certificates).  

290. Public holidays falling during a period of Parental Leave count as part of the Parental Leave, 
and no additional payment or adjustments to the period of Parental Leave will be made. 

Unpaid Parental Leave 

291. Staff (including Casual staff) may take up to 52 consecutive weeks’ unpaid Parental Leave (or 
104 weeks, if approved) in connection with the birth or adoption of a child.  Staff may take up 
to eight weeks’ unpaid Parental Leave concurrently with their partner. 

292. To qualify for unpaid Parental Leave under clause 291 a Casual staff member must have 
worked for the University on a regular and systematic basis for at least 12 months and have a 
reasonable expectation of ongoing employment on a regular and systematic basis. 

Pregnant Staff – leave and benefits  

293. A Casual staff member who is pregnant or gives birth to a child is entitled to: 

(a) be unavailable for work in order to attend antenatal care medical appointments or 
for a pregnancy-related illness, with notification and supporting evidence in 
compliance with clauses 270 and 271; and 

(b) unpaid Parental Leave under clauses 291 and 292. 

294. A staff member (other than Casual staff) who is pregnant may: 

(a) take paid personal leave to attend antenatal care medical appointments or for a 
pregnancy-related illness, with notification and supporting evidence in compliance 
with clauses 270 and 271; 








 

 50 

(b) take paid personal leave, or apply for unpaid special maternity leave, or, where 
applicable paid leave under clause 297(b) if the pregnancy terminates before the 
expected date of birth. 

295. Additional paid personal leave may be granted if approved by the Delegated Officer (Staffing) 
in exceptional circumstances where a staff member has used up all of their paid personal 
leave entitlement and is suffering substantial hardship. 

296. A staff member (other than Casual staff) who gives birth to a child is entitled to paid maternity 
leave, paid Primary Care Giver leave and benefits as follows: 

Years of Continuous paid 
service at the expected date 

of birth 

Paid Maternity Leave, Primary Care Giver Leave and 
benefits 

(a) Less than 1 year 1 week’s paid maternity leave for each completed month 
of service. 

(b) 1 year or more 14 weeks’ paid maternity leave (or 28 weeks’ leave at 
half pay).  Provided the Partner also works for the 
University, of the 14 weeks, 10 weeks (or 20 weeks’ 
leave at half pay) may be: 

(a)  taken by the staff member’s Partner where the 
Partner will be the Primary Care Giver for the child; or 

(b)  shared between the staff member and the Partner 
(and which can be taken concurrently) provided that the 
total amount taken does not exceed the 10 weeks.   

(c) 1 year or more In addition to (b), the equivalent value of 22 weeks’ 
Salary, which may be taken as: 

(i) 22 weeks paid Primary Care Giver leave; or 

(ii) 38 weeks paid Primary Care Giver leave at 60% of 
Salary; or 

(iii) a funded return to work program (without 
necessarily resuming full duties) which may 
include a mix of: 

(A) staff development opportunities (including 
funding or time release for further study, 
research funding and/or conference leave); 
or 

(B) other return to work assistance approved by 
the University; or 

(C) a combination of the entitlements specified 
in clause (c)(i) – (iii) equivalent in total to 
the value of 22 weeks’ Salary. 

 

297. A staff member who is entitled to paid leave under clause 296: 

(a) whose child is stillborn, is entitled to up to 14 weeks’ paid maternity leave; or 

(b) who gives birth to a living child and that child later dies during the period of paid 
leave under clause 296, is entitled to the remainder of their unused paid leave 
under clause 296.  






  

  



 

 51 

298. A staff member whose baby is born prematurely and requires special care may access 
personal leave under clause 258(f) while the child is in hospital and commence parental leave 
when their child comes home. 

Partners - leave and benefits 

299. Casual staff are entitled to unpaid Parental Leave under clauses 291 and 292. 

300. Staff (other than Casual staff) who are not entitled to leave and benefits under clause 296, are 
entitled to one or more periods of Partner Leave at any time during the 12 month period 
commencing one week before the expected date of birth or date of adoption of their child, as 
follows: 

(a) five days’ paid Partner Leave (paid short partner leave); 

(b) up to ten days’ accrued personal leave (see clause 258(i)); 

(c) twenty days’ unpaid Partner Leave (unpaid short partner leave); and 

(d) a further unbroken period of unpaid leave to be the Primary Care Giver for the child 
(unpaid extended partner leave), subject to compliance with clause 291. 

301. In addition to Partner Leave under clause 300, a staff member (other than Casual staff) who 
has one year or more Continuous paid service at the expected date of birth is also entitled to 
paid Primary Care Giver leave, which may be taken as: 

(a) 22 weeks paid Primary Care Giver leave; or 

(b) 38 weeks paid Primary Care Giver leave at 60% of Salary. 

Adopting Parents (including permanent placement) – leave and benefits 

302. The provisions of clauses 296 (maternity leave and Primary Care Giver leave), 300 (Partner 
Leave) and 301 (Primary Care Giver leave) apply to a staff member who is adopting a child, or 
where the child is placed with the staff member pursuant to a permanent placement order.  

303. If clause 302 applies to a staff member, the staff member is entitled to Parental Leave in 
accordance with: 

(a) Clause 296 if the staff member will be the Primary Care Giver from the date of 
placement of the child; 

(b) Clause 300 if the staff member is not the Primary Care Giver at the date of 
placement of the child, and/or clause 301 if they later become the primary care 
giver. 

304. If both parents are University staff members, one parent is entitled to leave under clause 296 
and the other under clauses 300 and 301, subject to clause 304. 

305. In addition to such adoption leave, a staff member may apply for up to two days’ unpaid leave 
to attend compulsory interviews or examinations for the adoption or permanent placement 
process. 

Same sex parents 

306. The provisions of clauses 285 to 331 will be applied without discrimination to same sex 
couples. 

Both parents are University staff members 

307. Where both parents are University staff members: 








 

 52 

(a) if they are eligible for paid maternity leave under clause 296(a) or (b) it may be 
taken concurrently with: 

(i) paid Partner Leave under clause 300(a) or 300(b);  

(ii) unpaid Partner Leave under clause 300(c);   

(b) if they are eligible for Primary Care Giver leave under clause 296(b) or 301, the 
leave may be shared between the parents up to a maximum of 22 weeks (or 38 
weeks at 60% Salary) but cannot be taken concurrently; or 

(c) they can concurrently access up to a total of 10 weeks paid leave between them 
under and in accordance with clause 296(b). 

Superannuation payments during paid Parental Leave 

308. The University will make contributions to a staff member’s superannuation fund during paid 
Parental Leave where permitted by the superannuation scheme to which the staff member 
belongs. 

Arrangements specific to Fixed Term contracts 

309. Fixed Term staff are entitled to unpaid Parental Leave under clauses 291 and 292, and paid 
Parental Leave under clauses 296, 300, 301 and 302 during the term of their contract. 

310. Except as provided in clause 311 entitlement to Parental Leave ceases when the Fixed Term 
contract expires. 

311. If the Fixed Term contract is extended or renewed, or the staff member is subsequently offered 
and accepts a further Fixed Term or ongoing contract of employment without a break in 
service, the staff member will be entitled to take the Parental Leave that they would have been 
entitled had their contract not expired. 

312. A pregnant staff member or a staff member who has given birth, whose Fixed Term contract 
expires and who is not offered further employment, is entitled to a payment equivalent to up to 
14 weeks’ Salary (as per clause 296) if they are either: 

(a) at least 20 weeks pregnant at the time the contract expires; or 

(b) have commenced maternity leave under clause 296(a) or (b). 

313. However, there will be no entitlement to the payment under clause 312 when their Fixed Term 
contract expires if: 

(a) the staff member was offered and refused an offer of a further Fixed Term contract 
of employment on terms and conditions substantially similar to, and on an overall 
basis, no less favourable than, the terms and conditions of employment that applied 
to the existing Fixed Term contract; or 

(b) it was made clear prior to the commencement of the Fixed Term contract that the 
contract would not be extended or renewed and that the staff member’s 
employment would end at the date or contingency specified in the contract.  

314. The University will pay any payment under clause 312 as a lump sum on the expiry of the staff 
member’s Fixed Term contract.  

315. If the staff member is subsequently re-employed by the University having received payment 
under clause 312, the University may offset any subsequent entitlement to Parental Leave 
payment under this Agreement against the payment received, where it relates to the birth of 
the same child.  








 

 53 

Return to work after Parental Leave  

316. A staff member is entitled to return to the position that they held immediately before taking 
Parental Leave, except that: 

(a) if a staff member was transferred to a safe job because of their pregnancy, the 
relevant position is the position held immediately before the transfer; 

(b) if a staff member began working Part-time because of their pregnancy, the relevant 
position is the position held immediately before the staff member began working 
Part-time; 

(c) if a staff member immediately before starting Parental Leave, was acting in, or 
temporarily performing the duties of, a position for a period equal to or less than the 
period of leave, the relevant position is the position held by the staff member 
immediately before taking the acting or temporary position; and/or 

(d) if the staff member occupied a position which no longer exists, they will be entitled 
to return to an available position for which the staff member is qualified and suited 
nearest in status and pay to their pre-Parental Leave position and, where possible, 
located on the same campus as the redundant position. 

(e) Note: Where a staff member returns to work Part-time after a period of Parental 
Leave any subsequent redundancy entitlements will be calculated in accordance 
with clause 503(c). 

317. A staff member may apply to return to their pre-Parental Leave position, subject to clause 316, 
on a part-time basis.  

318. Where it is not possible to return to their pre-Parental Leave position on a Part-time basis, the 
University will offer the staff member another position on a part-time basis and in doing so will 
make reasonable endeavours to transfer the staff member to a substantially similar and no 
less favourable position. 

319. Any Part-time work arrangement that is agreed will be recorded as a variation to the staff 
member’s contract of employment (or otherwise confirmed in writing) and will specify whether 
and when the staff member will return to their substantive fraction of employment. 

320. Where a staff member has agreement under clause 319: 

(a) the variation may be up to a maximum of six years from the date of birth or 
placement of the child, or when the child commences school, whichever is earlier; 
and 

(b) the staff member may vary their return to their substantive fraction of employment 
with 12 months’ notice. 

321. A staff member may apply to return to work from Parental Leave earlier than the leave dates 
agreed if the pregnancy terminates without the birth of a living child or the staff member gives 
birth to a living child but the child later dies. 

322. A staff member may apply to extend their period of approved Parental Leave no later than four 
weeks before the end of their existing period of approved leave.  

Impact of Parental Leave on service 

323. Paid Parental Leave counts as service for all purposes, but leave taken at less than full pay 
will affect the accrual of annual and long service leave. 

324. Unpaid Parental Leave does not count as service for any purpose except that in the case of 
staff with at least ten years’ paid service, up to six months unpaid Parental Leave will count as 








 

 54 

service for the purposes of long service leave.  Unpaid Parental Leave does not break 
continuity of service. 

Safe work during pregnancy and breastfeeding 

325. A staff member, including a casual staff member, who is pregnant or breastfeeding is entitled 
to move to an appropriate safe job, if it is inadvisable for them to continue in their present 
position during a stated period (the Risk Period) because of: 

(a) illness, or risks, arising out of her pregnancy; or 

(b) hazards connected with the position; or 

(c) substantial difficulties in performing the duties of their position while breastfeeding. 

326. The staff member is entitled to remain in their safe job for the Risk Period and to maintain the 
same ordinary rate of pay, ordinary hours or work and other entitlements that they received in 
their present position.  

327. Alternatively, if appropriate, a staff member and their Supervisor may: 

(a) agree to different ordinary hours of work to those in their present position, in which 
case their pay will be adjusted accordingly; 

(b) negotiate a working from home agreement for the Risk Period. 

328. If requested to do so, a staff member will need to provide medical evidence that they are fit to 
perform the duties of the safe job but that it is not safe to work in their present position. 

Keeping in touch while on Parental Leave 

329. The University will inform staff who are on Parental Leave of any proposed changes which 
may have a significant effect on the status, pay or location of their pre-Parental Leave position; 
and will provide an opportunity for the staff member to discuss the effect on that position.  This 
will not preclude their participation in workplace change management processes as set out in 
Part I: Managing Workplace Change. 

330. Where mutually agreed between a staff member and the University, a staff member may 
participate in up to 10 paid whole or partial Keeping In Touch Days per 52 weeks during their 
Parental Leave.  Keeping In Touch Days are provided for work activities designed to help them 
to stay in touch with their workplace and to facilitate their return to work after the end of the 
Parental Leave. 

331. While on Parental Leave a staff member may also access professional development 
opportunities; and may apply for, and be considered for, internal jobs or secondment 
opportunities where they indicate that they are available to take up such opportunities. 

RESEARCH AND PROFESSIONAL DEVELOPMENT LEAVE 

332. Staff with at least 12 months’ Continuous Paid Service are entitled to research or professional 
development leave as follows: 

(a) Continuing and Fixed Term Academic staff who have met their research objectives 
in the previous 12 months, or in the case of education focused staff, have an 
approved research plan, are entitled to up to three days’ leave each year to 
undertake activities related to their current research or research proposals; and 

(b) Continuing and Fixed Term Professional staff who have been assessed as at least 
meeting expectations or satisfactory (as applicable) are entitled to up to three days’ 
leave each year to undertake activities related to their professional development. 








 

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333. In addition to leave under clause 332(b), Professional staff may also apply to take up to five 
days of their accrued personal leave each year for career development purposes.  Such leave 
will be approved in accordance with University policy, and is in addition to, and will not 
diminish any study leave or staff development entitlements that are otherwise available under 
University policy.   

Pro rata entitlements 

334. Staff who work Part-time and/or have taken more than three months’ unpaid leave during a 
year will be entitled to research or professional development leave on a pro rata basis.   

Applying for and taking research or professional development leave 

335. Staff must apply for leave under clause 332 or 333 by submitting a proposal to their 
Supervisor setting out the activities to be undertaken and explaining how those activities would 
benefit their research or professional career development.  Such leave will be approved in 
accordance with University policy. 

336. Any costs associated with activities undertaken while on research or professional development 
leave (such as travel costs and course fees) are the responsibility of the staff member. 

337. Leave may be taken in one or more periods.  Unused research or professional development 
leave does not accrue from year to year, and is not paid out on termination of employment. 

JURY SERVICE  

338. A staff member who is summoned as a prospective juror must notify their Supervisor as soon 
as possible of the date/s when they are required to attend for jury service.   

339. Upon providing proof of attendance, a staff member who is required to undertake jury duty will 
be granted: 

(a) paid leave for the period necessary for such service, in which case the staff 
member must forward to the University any fees (other than reimbursement of 
expenses) received for such jury service; or  

(b) leave without pay for the period necessary for such service, in which case the staff 
member will be entitled to retain any fees received for such jury service.  

340. Where a staff member who takes paid leave fails to forward such fees to the University, the 
period of their absence for jury service will be treated as leave without pay, and any salary 
paid for the period of absence will be repayable to the University. 

DEFENCE LEAVE 

341. Staff are entitled to four weeks’ paid leave per year to undertake Australian Defence Force 
(ADF) Reserve service training and operational duty.  

342. An additional two weeks’ paid leave may be taken in a staff member’s first year of ADF 
Reserve service for attendance at recruitment and initial engagement training. 

343. With the exception of the additional two weeks in the first year of service, leave can be 
accumulated and taken over a period of two years.   

344. Defence Reserve leave counts as service for all purposes, with the exception that unpaid 
leave in excess of six months does not count for the purposes of accruing annual leave.  

EMERGENCY SERVICES LEAVE 

345. The University will grant up to ten days’ paid leave per year for the purposes of undertaking 
voluntary emergency management activities and related training.   








 

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346. Additional leave will be granted where such leave is reasonable having regard to all the 
circumstances.  Such leave will normally be unpaid, but paid leave may be granted in 
exceptional circumstances. 

347. Emergency services leave will be granted only where a staff member: 

(a) is a member of, or has a member-like association with an emergency services 
organisation (as defined in the State Emergency and Rescue Management Act 
1989 (NSW) or a “recognised emergency management body” as defined in the Fair 
Work Act 2009; and  

(b) provides documentary evidence of their membership, training requirements and 
call-outs attended if requested to do so.  

SPECIAL LEAVE 

348. The University may approve paid special leave in accordance with University policy.  Other 
than in exceptional circumstances, special leave may not exceed three days.  

349. Where a staff member has experienced significant effects as a result of a natural disaster, up 
to five additional days of special leave will be available for the staff member to take necessary 
immediate recovery action. 

Special Leave for casuals policy entitlement (to assist with illness/injury) 

350. The University will introduce and maintain a policy that provides paid special leave on 5 days 
per year for casuals to take during times when they are unable to attend work due to personal 
illness or injury.  The policy will be introduced within 12 months of the commencement of the 
Agreement, following consultation in accordance with clause 14. 

LEAVE WITHOUT PAY 

351. The University may approve leave without pay in accordance with University policy and on 
such conditions as the University considers appropriate in the circumstances.  

WITNESS LEAVE  

352. A staff member who is required to attend a court or tribunal hearing as a witness:  

(a) will be regarded as being on duty during their period of absence if: 

(i) required as a witness for the University; 

(ii) the hearing relates to a University award or agreement; or 

(iii) the hearing relates to proceedings initiated under clause 555(d) of this 
Agreement in relation to the staff member’s employment; 

(b) will be permitted to take annual leave, accrued hours (Professional staff only) or 
time in lieu of overtime (Professional Staff only) or leave without pay to cover the 
period of their absence from work in any other circumstances;  

(c) must notify their Supervisor of the expected times of their absence as early as 
possible; and 

(d) will not be entitled to any witness fees in relation to a matter referred to in 
clause 352(a), but may retain such fees as may be paid to them (if any) in respect 
of other matters. 

  








 

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PART G: MANAGEMENT OF WORK AND PERFORMANCE 

PERFORMANCE OF WORK 

353. Staff may be directed by the University to carry out such functions and duties as are consistent 
with the nature of their appointment, classification/level and employment fraction, and are 
within their skill, capability and training and are without risks to health and safety.  Other 
factors to be taken into account when assigning work will include: 

(a) the importance of maintaining an appropriate balance between work and family life; 

(b) provision of appropriate opportunities for career development;   

(c) the working hours specified in this Agreement; and 

(d) ensuring equity within each work unit. 

WORKPLACE CONDUCT, DIVERSITY, ANTI-DISCRIMINATION, BULLYING AND HARASSMENT  

General Principles 

354. Staff must comply with the Codes of Conduct (as defined in clause 3). 

355. The University is committed to employment practices that promote diversity and inclusion and 
that seek to prevent and eliminate discrimination on the basis of race, colour, sex, sexual 
orientation, gender identity, intersex status, age, physical or mental disability, marital or 
relationship status, family responsibilities, pregnancy, religion, political opinion, trade union 
membership and activity, national extraction or social origin. 

356. The University is committed to eliminating all forms of workplace harassment, unlawful 
discrimination, bullying, and violence, including but not limited to sexual violence, gendered 
violence and intimidation and staff and the Unions support the University taking all reasonable 
and proportionate steps in support of that commitment.  The University acknowledges the 
intersection between personal violence and inequality due to sex, race, disability, sexual 
orientation, gender identity and other characteristics protected by anti-discrimination 
legislation. 

Note: it is unlawful for an employer, staff member or other person to victimise or otherwise take 
adverse action against a person because the person has reported or complained about 
workplace harassment, unlawful discrimination, bullying, or violence or participates in a 
process (including as a witness or complainant) in dealing with those matters. 

357. The University has developed and will maintain and deliver mandatory education and training 
materials for staff and students that are designed to help prevent harassment, discrimination, 
bullying, sexual misconduct (including sexual harassment) and other forms of violence at the 
University.  The materials will include information on how to make a complaint or report issues 
directly or on behalf of others, The training materials will be updated periodically and taking 
into account any input from the Unions.  The University has and will maintain a comprehensive 
suite of policies and processes to deal with any complaints or reports of bullying, harassment, 
discrimination and sexual misconduct.   

358. The commitments in the above clauses are supported by the Bullying, Harassment and 
Discrimination Prevention Policy, the Bullying, Harassment and Discrimination Resolution 
Procedures, the Staff Sexual Misconduct Policy and the Staff Sexual Misconduct Response 
Procedures, which provide a framework for managing any incidents of workplace bullying, 
harassment, discrimination and sexual misconduct in a fair and timely manner.  These policies 
will remain in force and will not be changed without consultation with the Unions through the 
normal process and through the Joint Consultative Committee, including consultation over the 
final form of the policy. 








 

 58 

359. The University will within the first 6 months after commencement of the Agreement and 
periodically thereafter review those policies in consultation with the Unions, including to identify 
further improvements in the complaints resolution processes and implement a risk mitigation 
plan.  In doing so the University will review and take into account guidance materials provided 
by Safe Work Australia.   

Unacceptable Behaviour 

360. Workplace harassment, bullying, discrimination and violence of any kind is unacceptable 
behaviour and will not be tolerated.  

361. Staff must co-operate with the University and comply with all reasonable directions of the 
University directed at preventing, responding to or minimising the risk of workplace bullying, 
harassment, discrimination and violence. 

362. Examples of behaviours that may contribute to workplace bullying, harassment, discrimination 
and/or violence include but are not limited to: 

(a) verbal abuse or threats, including yelling, insulting or offensive language;  

(b) unjustified criticism or complaints; 

(c) assigning impossible tasks, or meaningless tasks unrelated to the job, or giving 
someone the majority of unpleasant tasks; 

(d) assigning too much or too little work; 

(e) setting unreasonable timelines or constantly changing deadlines; 

(f) deliberately excluding someone from work related activities, meetings and events; 

(g) unreasonably denying access to information, supervision, consultation or resources; 

(h) withholding information that is essential to perform a task properly; 

(i) spreading misinformation or rumours; 

(j) making threats or comments about job security without foundation; 

(k) changing work arrangements, such as rosters or leave, to deliberately 
inconvenience a worker;  

(l) excessive scrutiny at work; 

(m) unwelcome sexual advances or requests for sexual favours; 

(n) unwelcome touching, hugging or kissing; 

(o) sexually suggestive comments or jokes; 

(p) displaying, sending or requesting sexually explicit pictures; 

(q) recording or distributing an intimate image of another person; 

(r) violence or threats of violence; 

(s) stalking and intimidation; and 

(t) physical abuse. 








 

 59 

363. Staff who want to make a report or complaint of harassment, bullying, discrimination or sexual 
misconduct should do so in accordance with the relevant policies and processes.  When a staff 
member does choose to make a report or complaint, the University will respond appropriately, 
and ensure that the staff member is given internal and external support, as needed, including:  

(a) taking reasonable steps to secure the safety of the complainant, the respondent 
and other impacted staff from the initiation of the complaints process (which may 
include, where reasonable and possible and taking into account the nature of the 
issues, the complainant not being required to interact with the respondent while the 
matter is being determined); and 

(b) if it is determined that unacceptable behaviour has occurred, the University will take 
reasonably practicable steps and actions to address the unacceptable behaviour. 

364. Where a staff member does not accept the outcomes of a preliminary assessment or the 
actions taken under the relevant policy they may have the matter referred to the Delegated 
Officer (Staffing) for a review. 

365. Nothing in this Agreement prevents a staff member from applying to the Fair Work 
Commission, or from seeking other external advice or assistance at any time in dealing with 
workplace bullying, harassment, discrimination or sexual misconduct. 

INTELLECTUAL FREEDOM 

366. The Parties are committed to the protection and promotion of intellectual freedom, including 
the rights of: 

(a) Academic staff to engage in the free and responsible pursuit of all aspects of 
knowledge and culture through independent research, and to the dissemination of 
the outcomes of research in discussion, in teaching, as publications and creative 
works and in public debate; and 

(b) Academic, Professional and English Language Teaching staff to: 

(i) participate in the representative institutions of governance within the 
University in accordance with the statutes, rules and terms of reference 
of the institutions; 

(ii) express opinions about the operation of the University and higher 
education policy in general;  

(iii) participate in professional and representative bodies, including Unions, 
and to engage in community service without fear of harassment, 
intimidation or unfair treatment in their employment; and 

(iv) express unpopular or controversial views, provided that in doing so staff 
must not engage in harassment, vilification or intimidation. 

367. The Parties will encourage and support transparency in the pursuit of intellectual freedom 
within its governing and administrative bodies, including through the ability to make protected 
disclosures in accordance with relevant legislation. 

368. The Parties will uphold the principle and practice of intellectual freedom in accordance with the 
highest ethical, professional and legal standards.  

WORKLOADS – ACADEMIC STAFF ONLY 

Objective of academic workload provisions 

369. The objective of clauses 370 to 394 is to provide a framework for ensuring that academic 
workloads are equitable, transparent, manageable and without risks to health and safety. 








 

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Workload allocation principles 

370. Academic workloads will be determined on a fair, transparent and consultative basis, having 
regard to the following principles: 

(a) the allocation and recognition of academic workloads should support the strategic 
directions of the University and, except for education focused, PhD Fellows, 
Professional Practitioners and research only staff or where otherwise agreed in 
accordance with clause 386, will encompass the elements of teaching, research 
and service while taking into account the career aspirations of Academic staff; 

(b) the allocation of academic work should reflect the multiplicity of career trajectories 
for Academic staff, and that the emphasis between different areas of academic 
work for an individual member of staff may shift throughout their career;  

(c) an Academic staff member’s workload should be suitable to their stage of 
development and level.  For example, Level A and B staff in the first year of their 
appointment should have a lower teaching load than experienced staff as they need 
time for research.  Level A staff will not normally have sole responsibility for the 
design and delivery of courses.  Unless otherwise agreed, Level D and E staff are 
required to provide evidence of research mentoring and support for early career 
staff; and  

(d) for teaching and research staff (i.e. staff other than “research only”, PhD Fellows, 
Professional Practitioners and “education focused” staff), academic work will be 
assigned to ensure a well-balanced portfolio encompassing, unless an alternative 
allocation is agreed in accordance with clause 386, on average:  

(i) teaching and teaching-related activities – 40%; 

(ii) research and scholarship– 40%;  

(iii) professional & community engagement and administration – 20%. 

Workload allocation policy  

371. Each academic work unit must have in place a workload allocation policy that complies with 
the provisions of this Agreement.  For the purposes of this clause, academic work units will be 
determined at the Faculty level in consultation with Academic staff, and may comprise the 
Faculty, individual Schools or other organisational units.  

372. Workload allocation policies will be developed in a way which identifies a transparent 
correlation between the measure applied and hours of work generated.  

373. Workload allocation policies will ensure that all aspects of academic work as appropriate and 
relevant for inclusion in a workload allocation policy for the particular work unit are addressed, 
and work allocated to casuals will take into account the principle in clause 60.  

374. Workload allocation policies in each Faculty or University School are developed (or reviewed) 
by a collegiate committee involving members of the academic staff.  The Collegiate Committee 
should have representative membership covering academic levels, genders and relevant 
schools within a Faculty including a representative of casual academic staff and education 
focussed staff.  

375. Existing Workload policies continue to apply unless and until replaced.  A workload allocation 
policy will be reviewed by the Faculty collegiate committee up to each two years if requested 
by a majority of academic staff in the Faculty to whom the model applies or if requested by the 
Dean (and in any event at least every 4 years).  The collegiate committee will make 
recommendations to the Dean for consideration.  Recommendations of the collegiate 
committee should be by consensus wherever possible, but if consensus cannot be reached 
can be made by 75% approval of the committee. 








 

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376. If there are any substantive changes or a new workload allocation policy they will then be put 
to a specially convened meeting of academic staff (open to all academic staff covered by the 
policy) in the academic work unit for endorsement (including casual representation). 
Reasonable notification will be provided for the meeting. 

377. If recommendations of the collegiate committee cannot be agreed or are not adopted and the 
matter cannot be resolved internally in the Faculty within a reasonable time, then a mechanism 
to address those protracted workload issues will apply.  The issues can be referred to the 
University's Workload Monitoring Committee (WMC) for advice by the WMC to the Dean.  If 
the matter then remains unresolved the issue may be referred to the Provost for consideration 
taking into account the requirements of the clause and any recommendations by WMC, to 
determine the issue.  If any decision of the Provost is made to change a faculty workload 
policy, that proposed outcome will be adopted if endorsed by a specially convened meeting of 
academic staff (open to all academic staff covered by the policy).  If it is not endorsed the 
existing workload policy will continue to apply. 

378. Copies of each workload allocation policy will be provided to the Workload Monitoring 
Committee and posted on the University’s intranet. 

379. Within 12 months of commencement of this Agreement, the University will develop normative 
expected workload allocations reflecting reasonable allocations for teaching and research staff 
and for education focussed staff to assist in allocating workloads.  These normative expected 
workload allocations will be developed by heads of discipline for consideration and 
endorsement by the relevant collegiate committee and will supplement the existing workload 
policy, where endorsed by a specially convened meeting of academic staff in the relevant 
academic unit.  

Individual workload allocation  

380. Each Academic staff member’s workload will be allocated in consultation with the staff member 
concerned, having regard to: 

(a) the staff member’s level of appointment and time fraction; 

(b) the needs of early career staff to establish their research profile; 

(c) the importance of maintaining an appropriate balance between work and family life; 

(d) the working hours specified in this Agreement; and 

(e) the annual and other leave plans of the staff member.  No staff member will be 
required to make up time, take on additional duties or alter the duties that would 
normally be undertaken as a result of taking leave.  For example, no staff member 
will be required to perform additional teaching duties as a result of taking leave 
during a teaching period. 

381. A staff member who is enrolled for a research higher degree will be allocated a proportion of 
time to undertake such studies, provided that their research higher degree Supervisor certifies 
that adequate progress has been made.  

382. In determining the allocation of academic workloads and their quantification, the following 
factors will be taken into account: 

(a) modes of delivery, including, for example, face-to-face teaching, on-line learning 
and blended learning;  

(b) the level of courses taught; 

(c) preparation for teaching, curriculum development and the development of course 
materials; 








 

 62 

(d) supervision and mentoring of staff and students, including required attendance at 
classes or meetings; 

(e) research, scholarship, creative production; 

(f) the number of students taught; 

(g) staff development requirements; 

(h) field work supervision; 

(i) internal and external professional work; 

(j) administration, including participation on committees; 

(k) overseas teaching and international commitments; 

(l) intercampus travel; 

(m) University service and community engagement; and 

(n) carers’ responsibilities and/or disabilities. 

383. In determining reasonable hours the University will have regard to the following: 

(a) the total number of hours required be worked each day on a particular day; 

(b) the number of teaching and/or required hours worked without a break;  

(c) the time off between finishing and starting times of teaching sessions;  

(d) the number of days of the week during which teaching and/or required duties are 
scheduled;  

(e) the provisions of the Work Health & Safety Act 2011 and health and safety issues 
generally;  

(f) the incidence of evening work;  

(g) the incidence of overseas work;  

(h) the staff member’s general workload; and 

(i) the staff member’s caring needs/responsibilities.   

384. The required duties will be such that they can reasonably be expected to be completed in a 
professional and competent manner within an average of 37.5 hours per week, and staff will 
not be required to work more than 1,695 hours per year.  

385. The workload allocation will factor in the hours required as a consequence of the class size for 
tutorials, seminars and laboratory groups; and will take into account such factors as the nature 
of the activity, safety requirements, and availability of teaching facilities.  

386. The total amount of teaching and related activities for teaching and research staff will not 
exceed 40% of the total workload over a 12 month period, unless otherwise agreed by the 
staff member and their Supervisor.  Staff members may agree to a different workload 
allocation to 40:40:20 and are encouraged to do so where there is a reasonable basis. 

387. Staff will not be required to commence teaching within ten hours of the conclusion of a 
teaching session, or other directed duties, conducted on the previous day.  








 

 63 

388. Staff will not be required to teach on weekends or public holidays without their agreement.  
Where teaching is agreed to on weekends or public holidays, the staff member will take time 
off in lieu at a time agreed by the staff member and their Supervisor.  

389. Staff will not be required to: 

(a) teach more than two semesters per year without their agreement (including agreed 
arrangements in relation to compensation for additional teaching beyond a two 
semester load); and/or 

(b) teach overseas without their agreement. 

390. Any change in the teaching year or academic calendar will be subject to consultation with 
affected staff and, if requested, their Representative(s). 

Part-time Academic Staff  

391. Clauses 370 to 390 will apply to Part-time staff on the basis of the work being in proportion to 
their fraction of employment, including the following:  

(a) during the normal weekly hours of employment, in addition to face-to-face teaching 
or other equivalent delivery of teaching, Part-time Academic staff are required to 
provide associated duties in the nature of preparation, marking and student 
consultation; and 

(b) in addition to teaching and associated duties, Part-time Academic staff may be 
required to participate in the academic and administrative activities of the school 
and be available on campus for some or all of the nominal hours of employment. 

Workload Monitoring Committee 

392. The University will maintain a WMC for the purposes of overseeing and supporting the 
implementation and monitoring of clauses 370 to 390.  The membership of the WMC will be 
five nominees of the University, including the Provost, a Dean, a Head of School and a Senior 
Faculty Administrative Manager, and five nominees of the NTEU one of whom must be a 
Casual staff member. 

393. The role of the WMC is to: 

(a) monitor the operation of each workload allocation policy and review each policy on 
an annual basis to ensure that the provisions of this clause are observed;  

(b) ensure each workload allocation policy provides a reasonable basis for determining 
comparison of workload quantum across the University; and 

(c) in relation to education focused roles – monitor workload allocations, oversee 
workload protections and manage workload concerns. 

394. The WMC will meet at least twice each year or as the Committee otherwise agrees, or as 
required, including by referral under clause 374.  

Workload Review Panel 

395. A staff member who is concerned that their workload allocation is unreasonable or excessive 
or that the workload allocation process has not been fairly applied should in the first instance 
seek to resolve their concern with their Supervisor. 

396. Where discussions with a staff member's Supervisor do not resolve their concern, they may 
request a review by the Head of School who will consider the concerns and ensure that the 
workload is not unreasonable or excessive and the allocation process has not been unfairly 
applied and may confirm or adjust the workload allocation. 








 

 64 

397. If the matter is not resolved under clause 396 and the staff member remains dissatisfied, the 
staff member or their Representative may request that a Faculty Workload Review Panel be 
convened.  The Workload Review Panel will comprise a Chair, nominated by the Provost, who 
is a senior academic independent of the School, a Faculty nominee, and an NTEU nominee.  
The Chair will be nominated by Provost from a list of nominees that the University and NTEU 
agree to via the JCC within 12 weeks of commencement of the Agreement, or may otherwise 
be agreed between the University and the NTEU at the time. 

398. The Workload Review Panel will convene as soon as reasonably possible, will consider the 
matters raised and information provided (and may request further information).  The Panel will 
consider the concerns and will determine whether the workload allocation is unreasonable or 
the allocation process has not been fairly applied and determine any appropriate adjustments. 

Other dispute resolution 

399. In respect of matters not addressed by a Workload Review Panel, where  a dispute arises 
regarding the operation of clauses 370 to 390, the issue will be resolved through the Review 
of Action procedures of this Agreement. 

WORKLOADS FOR PROFESSIONAL STAFF 

400. The University recognises that having a culture that encourages work life balances is an 
important contributor to the health, wellbeing and safety of staff.  Supervisors and staff will 
work together to ensure that work is allocated in a way that is equitable, transparent, 
reasonable and consistent with the University’s obligations, including work health and safety, 
having regard to:  

(a) maintaining a balance between work and personal life, including carers’ 
responsibilities; 

(b) reasonable adjustment for disabilities; 

(c) provision of opportunities for career development, including access to professional 
development leave;   

(d) the working hours specified in this Agreement;  

(e) the staff member’s classification level, skills and training, employment fraction and 
the nature of their appointment;  

(f) equity within each work unit;  

(g) current vacancies within the unit; changes to structure and/or introduction of 
changed or new services; and 

(h) annual and other personal leave plans of the staff member.  

401. Where it is proposed a staff member will be required to perform significant extra duties for any 
reason, including but not limited to: 

(a) the introduction of significant new tasks, duties or functions; 

(b) another staff member's leave; 

(c) a position becoming vacant; or 

(d) a position being made redundant, 

management will ensure that staff are not required to perform excessive work, and create a 
record (eg a note or email) to be shared with the staff member of the approach or measures to 
help prevent excessive work being required to be performed. 








 

 65 

402. Supervisors will review workloads at regular discussions with staff to ensure that they are 
reasonable.  The review of workloads will also form part of the annual P&D process and any 
outcomes noted within the PP&D form primary indicators of an unreasonable workload may 
include: 

(a) ongoing need to work excessive hours; 

(b) unreasonable and unwanted overtime; or  

(c) inability for staff to clear accrued leave or credited flexitime; or 

(d) feedback from staff that workload has intensified and is not able to be reasonably 
completed within ordinary hours or by reasonable overtime. 

403. Should a staff member or staff members have concerns about their workload, the concerns 
should be raised with their Supervisor.  If a staff member has practical suggestions as to how 
to alleviate the concerns they are encouraged to provide these.  The Supervisor will consider 
the concerns raised and suggestion offered and take reasonable steps to resolve the matter, 
including, where appropriate, making adjustments to workloads. 

404. In their examination of concerns raised, the Supervisor should consider if relevant: 

(a) actual hours worked; 

(b) changes in staffing levels over time, including employee turnover and unfilled 
vacancies; 

(c) changes in volume of work recently or over time; 

(d) changes to the nature and requirements of work; 

(e) reported staff experiences or concerns; and 

(f) any other factor. 

405. Where a staff member notifies their supervisor under clause 403 that they have concerns 
about their workload, and that they are unable to complete their directed work or required work 
within their normal working hours, and is directed to complete the work outside of ordinary 
hours the staff member will be paid at the overtime rates provided for in Schedule 4 of this 
Agreement.  If overtime is requested and not expressly authorised, it is accepted that staff will 
not be required to do any work that cannot be completed within their normal working 
hours(including within any flexi time the staff member chooses to undertake).  For the 
avoidance of doubt, in those circumstances, the supervisor may direct certain work to be 
prioritised during normal working hours, pending any resolution under clauses 406 and 407. 

406. Following a notification in clause 403 and review of such the Supervisor will advise the staff 
member in writing of the outcome of their meeting including what steps are being taken to 
resolve the concerns being raised. 

407. If the matter remains unresolved the staff member may refer the matter to their Supervisor’s 
supervisor within the work unit for resolution.  If the matter remains unresolved after this step 
the staff member may request a review by a Workload Review Panel, comprised of a nominee 
of the Delegated Officer (Staffing) (Chair), who is independent of the work area, a member 
nominated by management and a nominated staff representative (ie either nominated by the 
staff member or their union representative).  The Chair will be nominated by the Delegated 
Officer (Staffing) from a list of nominees that the parties agree to via the JCC within 12 weeks 
of commencement of the Agreement.  

408. The Workload Review Panel will undertake the review and make any recommendations to the 
appropriate delegate who will consider said recommendations.  If the recommendations are 








 

 66 

not accepted by the delegate, the staff member may refer the matter to the Delegated Officer 
(Staffing) under clause 542 of the Dispute Settling procedures in the Agreement. 

409. The Joint Consultative Committee will monitor overtime and leave balances and may be used 
as a forum to facilitate consultation on workloads, and will be provided with a report on the 
number of panel reviews convened including outcomes under this clause. 

 

  








 

 67 

PART H: PLANNING AND DEVELOPMENT 

PAY AND CAREER EQUITY 

Disability and Lived Experience  

410. The parties recognise the importance of ensuring that the University implements its evidence-
based disability employment plan as part of the Disability Inclusion Action Plan (DIAP).  This 
will ensure that the University is a welcoming place for people living with disability.  The parties 
also acknowledge that recognising the lived experience of workers living with a disability brings 
value to the University and improves the lives of people with disability.  

411. The priority for implementation over the life of this Agreement will be to ensure that the DIAP is 
informed by data that provides insights into the work experience of staff living with a disability.  
Such data will include (but not be limited to): 

(a) number of staff who declare they are living with disability;  

(b) retention rate;  

(c) training opportunities and participation;  

(d) number of workplace adjustments made to assist people living with disability in 
performing their work; and 

(e) information from the staff engagement survey around difficulties encountered and 
career development.  

412. The University will encourage staff with disability to provide information and data to help inform 
the DIAP. 

413. The University will report annually to the JCC on progress with the DIAP.   

414. Prior to the nominal expiry of the Agreement, the University will, in consultation with the Unions 
and staff living with disability, undertake an evaluation of the DIAP.  The evaluation will inform 
the next Disability Inclusion Action Plan.  It will include (but not be limited to) assessment of 
the following: 

(a) that the University is a safe and welcoming place for staff living with disability;  

(b) that career development opportunities recognise and allow for the impacts of 
disabilities; and 

(c) dependent on appropriate approval/exemption being provided create identified 
disability (lived-experience) career development positions from approved vacancies. 

Pay Equity 

415. The University is committed to striving for pay equity across genders.  The University will: 

(a) report annually to all staff on the average pay levels for each gender of staff at each 
classification level and outcomes of applications for classification reassessment on 
a de-identified basis; and 

(b) in consultation with the Joint Consultative Committee, continue to develop and 
implement appropriate strategies to remedy any identified problems in relation to 
pay equity across genders. 








 

 68 

Career Equity 

416. The University’s selection, probation and promotion procedures will value the skills and 
experiences of all genders, including women and members of other Equal Employment 
Opportunity (EEO) groups.  The University will: 

(a) continue to implement and monitor procedures to ensure that all individuals 
involved in selection, probation and promotion are aware of and apply such values; 

(b) continue to implement strategies designed to overcome career path obstacles for all 
staff but with particular emphasis on redressing points of disadvantage experienced 
by women and members of other EEO groups; 

(c) continue to implement mechanisms for achieving gender balance in University 
governance and all University committees within the life of this Agreement;  

(d) within the life of this Agreement, periodically report to staff on existing and proposed 
strategies designed to equalise career opportunities for all staff, but with special 
reference to women and members of other EEO groups; and 

(e) consult with the Unions through the Joint Consultative Committee about improving 
gender equality within the University and advancing the above objectives. 

P&D PROGRAM 

417. The University is committed to providing a working environment that fosters excellence in 
teaching, world-class research and best practice organisational professionalism and 
performance.  A key element to achieving these objectives is the University's P&D Program. 

418. The University will consult with staff through the Joint Consultative Committee in relation to the 
operation of the P&D Program. 

419. All staff are required to participate in the P&D Program in accordance with the University’s 
policies and procedures, and will have access to a range of staff development opportunities.  
Supervisors, Advisors and staff will undertake training in relation to the P&D Program.  

420. The P&D Program should be used to jointly identify any particular staff development needs 
that may assist or improve the staff member’s career development or their ability to carry out 
the duties of the position successfully and supervisors should encourage such discussion. 

421. Final sign off of a staff member’s P&D will be carried out by a University staff member, other 
than in the medical faculties where an affiliate may have such responsibility. 

422. As part of the initial stages of a P&D review for a Professional staff member, the Supervisor 
and staff member will review the position description to ensure currency, and update it if 
necessary.  Where the duties of the position have changed significantly, staff and Supervisors 
should refer to clauses 158 to 161 of the Enterprise Agreement. 

423. The P&D review will be based on the agreed objectives and goals that have been set in 
relation to the Professional staff member’s position description, and recognise that business as 
usual activities form part of the work/performance to be reviewed.  All reviews undertaken will 
be relative to opportunity.   

424. Staff will be provided with adequate time to participate in and complete the P&D review. 

425. Casual staff who are engaged on a regular and systematic basis for 12 months will have the 
opportunity to have their performance assessed in accordance with the P&D Program, and 
other Casual staff may also have their performance assessed in accordance with the P&D 
Program.  It is recognised that unless Casual Professional staff have their performance 
assessed in accordance with the P&D Program, they will not be eligible to apply for conversion 








 

 69 

under clause 82 unless there is evidence that the casual staff member sought a P&D 
evaluation and this was not actioned by the supervisor. 

Professional Staff 

426. For staff at HEO6 and below, the P&D process will also include discussion of opportunities 
available through the Professional Staff Development Fund under clauses 440 to 450.  

427. A Professional Staff member whose performance is assessed as outstanding or having far 
exceeded expectations (as applicable) may be granted a performance progression payment in 
the form of an accelerated salary increment (including into the next classification level) for a 12 
month period as set out in clause 181.  The decision to grant a performance progression 
payment will be reviewed annually through the staff member’s P&D Program evaluation.  

All Staff 

428. Staff members working part time will have expectations of performance, projects and 
deliverable measured on a pro-rata basis. 

429. Staff living with a disability will have accommodations made and concessions incorporated into 
their P&D expectations and review. 

430. An employee may raise a grievance on matters pertaining to procedural fairness of a 
performance assessment via clause 542 or via the Dispute Resolution process. 

CAREER DEVELOPMENT FOR PROFESSIONAL STAFF 

431. The University is committed to supporting the development of Professional staff to achieve 
their personal career goals as well as the University’s strategic objectives. 

432. Staff will be assisted in their ongoing development through the P&D Program, including 
through the implementation of agreed development plans, which may include actions such as 
participation in training and development programs, further study, secondment and exchange 
schemes, job rotations and temporary transfers or placements, either within the University or 
externally.   

Professional Staff Secondment and Exchange Scheme 

433. Subject to clause 434, where a Professional staff position is to be filled on a temporary basis 
for a period of three to 12 months, expressions of interest will be invited through advertisement 
on the University website for at least three days.  Continuing, Fixed Term and Casual 
Professional staff employed at the time of advertisement will be eligible to submit expressions 
of interest in advertised vacancies.  Selection decisions will be made on the basis of: 

(a) relevant skills and experience; 

(b) “Next Step” career development goals as specified in the applicant’s current 
Performance Planning and Development Evaluation; 

(c) relevant operational factors affecting the capacity of the staff member’s work area to 
release them to fill the temporary vacancy; and 

(d) whether the staff member has had other recent temporary transfers or development 
opportunities.  

434. The Delegated Officer (Staffing) may approve waiving the advertising requirements in 
clause 433 in exceptional circumstances. 

435. The University will maintain a Professional Staff Secondment and Exchange Scheme and the 
online system to enable staff to register their interest in participating in the Scheme and/or be 
notified of temporary vacancies.  Staff with at least 12 months’ Continuous Service are eligible 








 

 70 

to register their interest in temporary vacancies in the online secondment register, and receive 
email notifications of vacancies at particular HEO levels, locations and/or areas of work. 

436. Staff in different work areas at the same HEO level or within one HEO level of each other may 
apply for a short term position exchange.  Applications will be considered on the basis of the 
criteria in clause 433.  

437. Staff participating in a position exchange will continue to be paid at their usual Salary, and will 
not receive any higher duties allowance or other loading in respect of their placement. 

438. Staff who have been employed for more than four years in the same position and at the same 
HEO level will be given preference in consideration to participate in the Secondment and 
Exchange Scheme. 

439. The University will report annually to the Joint Staff Consultative Committee on the number of 
staff participating in the Scheme and the distribution of participation by HEO level, gender and 
occupational group. 

Professional Staff Development Fund 

440. The University will allocate at least $2.2 million each year to fund programs and activities to 
assist Professional staff to develop the skills and expertise required to achieve their career 
development goals (the Professional Staff Development Fund).   

441. The Professional Staff Development Fund is to be used for development programs and 
activities such as courses of study, training programs, scholarships, conference attendance 
and external secondments and the associated costs of staff replacement, for those attending 
the development opportunity. 

442. Access to the fund will be at the initiation/request of staff members, and will not be at the 
direction of management.  Courses which management request staff to undertake will be 
funded through the University or Work Unit’s general training budget. 

443. While it is not necessary to record proposed applications to the PSDF in the annual PP&D 
process there is nothing preventing staff and their supervisor discussing and agreeing to 
development activities available under the fund within the PP&D Process. 

444. The University will maintain an online portal which shall be the first step staff members seeking 
to access the Fund.  At a minimum the portal will record the following details on applications: 

(a) work unit of applicant; 

(b) HEO Level of applicant; 

(c) gender of applicant; 

(d) details of program or activity requested; and 

(e) the cost where approved, and where not approved, the reason for the decision. 

445. The University will ensure that there is a staff member with responsibility for advising staff on 
making applications to the fund, and to record, monitor and report on use of the fund.  This 
position will be funded from the $2.2 million allocation. 

446. The details of the applications will be reported in writing to each meeting of the Joint 
Consultative Committee. 

447. Where a staff member makes an unsuccessful application for an activity to be funded under 
this clause: 

(a) they can appeal the decision through clause 542 Review of Decision; and 








 

 71 

(b) they remain eligible to apply for leave under clause 332 or 333 of this Agreement to 
undertake the activity.  

448. The University will endeavour to distribute funds evenly (i.e. 50% each) across occupational 
groups, across genders and between those employed at HEO Levels 1 to 6 and 7 and above.  
Where it becomes apparent that the distribution of the funds is unlikely to meet these 
requirements, the University will raise the matter at the JCC.  Implementation of any agreed 
outcomes through the JCC will be deemed to have met these criteria. 

449. The Professional Staff Development Fund will not be used for: 

(a) Specific position-related training provided to a staff member to meet the immediate 
or imminent requirements of their current position; or 

(b) Any development or advancement activities for which the University has no 
demand. 

450. Unused funds will not carry over from the end of 2023 to 2024, however in subsequent years 
unused funds will carry over unless otherwise agreed by the Joint Consultative Committee.  In 
considering whether the funds should carry over, the committee will consider if the University 
has demonstrated that it has deployed all reasonable efforts to spend the monies and that it 
has not unreasonably refused any applications.  This is to encourage staff to apply for and 
make use of the development fund.   

Advertising Professional Staff Vacancies 

451. Advertising Professional staff vacancies: 

(a) Priority assessment will be given to staff who are on the redeployment list before 
other candidates are considered for a vacancy. 

(b) Eligibility lists will be used to support greater internal mobility.  Where the same or 
substantially similar role has been advertised in the previous 12 months and an 
internal staff member on an eligibility list has been deemed appointable, they will be 
considered prior to advertising the role. An eligibility list is a list of candidates for an 
advertised role, who have previously been assessed by a selection committee as 
being eligible for appointment if the same or substantially similar role becomes 
vacant within 12 months. 

(c) Management will report to each meeting of the JCC, positions that have been filled 
through the eligibility list and positions where a relevant eligibility list could have 
been but was not used.  The JCC will review the functioning over the life of the 
Agreement to provide recommendations on the best practise and ways to ensure 
that staff are not systematically deprived of opportunities through the use of the list. 

452. If internal eligibility lists are exhausted, roles greater than 3 months will be advertised internally 
and may be advertised externally, as follows:  

(a) subject to this clause, all Professional staff vacancies of more than 12 months’ 
duration at HEO 1 - 7 will be advertised internally in the first instance; 

(b) all Professional staff vacancies of more than 12 months' duration at HEO8 and 
above will be advertised.  Advertising for these roles may occur internally and 
externally simultaneously, however, hiring managers are encouraged to advertise 
internally in the first instance; 

(c) an identical position at HEO 1 -7 that has been previously advertised internally 
without success in the past six months may also be advertised simultaneously 
internally and externally; and 








 

 72 

(d) where a role is advertised internally in the first instance, internal advertisement will 
remain open for at least six business days, after which the relevant Delegate may 
authorise external advertising after reviewing applications received by the internal 
closing date.  The University encourages selection committees to interview 
potentially suitable internal applicants, or a shortlist of such applicants, before 
deciding whether to advertise externally.  

453. Vacancies at or below HEO 5 will not be advertised externally if there are suitable internal 
applicants who are assessed as satisfying the relevant selection criteria through the normal 
selection process.  

454. Unsuccessful internal applicants will be given feedback about their application if requested.  
An unsuccessful internal applicant may request the Delegated Officer (Staffing) to conduct or 
arrange an audit of the selection process if they consider on reasonable grounds that there 
has been a breach of the Recruitment and Selection Policy.  The Delegated Officer (Staffing) 
may make recommendations in relation to future selection processes, such as training for 
selection committee members or changes to the Recruitment and Selection Policy.  

PERFORMANCE MONITORING 

Individual Metrics 

455. The University will not use unit wide service level results as the basis for performance 
management on an individual basis.  Except with otherwise agreed, any issues of 
unsatisfactory performance will be assessed on a staff member's individual performance. 

PERFORMANCE IMPROVEMENT 

456. Where a staff member has been assessed as not meeting expected standards or 
unsatisfactory (as applicable) or otherwise fails to perform their duties to a satisfactory 
standard, their Supervisor will: 

(a) notify them in writing of any deficiencies in their performance and the improvements 
necessary to meet the required standard.  At this time the supervisor will inform the 
staff member that they have the right to be represented by their union or a support 
person; 

(b) provide an opportunity to discuss and consider the concerns that have been 
identified, including but not limited to the staff member’s views around mitigating 
factors such as excessive workload, ill health, the absence of training, resources or 
guidance which the staff member might reasonably expect to have received; 

(c) provide guidance, and where appropriate, counselling, professional development or 
training to assist the staff member to improve their performance to the required 
standard;  

(d) specify a timeframe within which the necessary improvements are required, 
ensuring that the time frame provides sufficient time that the improvements can be 
achieved and demonstrated; and 

(e) where a staff member does not agree with the assessment that their performance is 
not meeting expected standards or is unsatisfactory, they can raise their concerns 
in accordance with clause 541. 

UNSATISFACTORY PERFORMANCE  

457. Where a staff member’s performance has not improved to the required standard after being 
notified under clause 456 of their Supervisor’s concerns, a performance improvement plan will 
be established in consultation with the staff member.  The performance improvement plan 
must specify: 








 

 73 

(a) the required performance standards (which must be reasonable having regard to 
the level and duties of the position); 

(b) the action required to remedy the deficiencies in the staff member’s performance, 
including any additional counselling, professional development or training that may 
be required; and 

(c) the time frame within which the necessary improvements are required. 

458. The performance improvement plan must be provided to the staff member concerned who will 
be given an opportunity to sign the plan to acknowledge receipt and provide comment on it.  A 
staff member whose performance is not meeting the required standard and who, as a result, is 
at risk of having their employment terminated will be given written notification to this effect.  
The written notification will advise the staff member in general terms of the relevant provisions 
of this Agreement. 

459. Where, in the opinion of the Supervisor, the staff member’s performance does not improve to 
the required standard within the time frame specified in their performance improvement plan 
(or such further time frame as may be approved by their Supervisor), the Supervisor will 
provide a written report to the relevant Delegate setting out what constitutes the unsatisfactory 
performance and outlining the steps which have been taken under clauses 456 and 457.  The 
report will also be given to the staff member who will have ten days to respond, in writing, to 
the relevant Delegate.   

460. The relevant Delegate will make a determination as to an appropriate course of action taking 
into account any response provided by the staff member under clause 459. 

461. Where the relevant Delegate determines that the appropriate course of action is the 
withholding of an incremental increase, salary reduction or termination of employment, the 
staff member will be given an opportunity to seek a review of the proposed decision in 
accordance with clause 546 before a final decision is made.  A request for a review must be 
made within five working days of receipt of notice of the proposed Disciplinary Action. 

MISCONDUCT AND SERIOUS MISCONDUCT  

462. Where a staff member’s Supervisor or a relevant Delegate becomes aware of allegations that 
the staff member may have engaged in Misconduct or Serious Misconduct: 

(a) The Supervisor or relevant Delegate may undertake or arrange such preliminary 
investigations or enquiries as they consider necessary to determine an appropriate 
course of action to deal with the matter. 

(b) The Supervisor or relevant Delegate may, in the case of a less serious matters, 
seek to resolve the matter directly with the staff member concerned through 
guidance, counselling, warning, mediation or another form of dispute resolution. 

(c) In cases other than those which are dealt with under clause 462(b), the staff 
member will be provided with allegations in sufficient detail to ensure that they have 
a reasonable opportunity to respond.  The staff member will be given ten days to 
respond to the allegations. 

(d) If the staff member admits the allegations in full, the relevant Delegate may take 
Disciplinary Action.  

(e) In other cases the relevant Delegate may: 

(i) proceed to deal with the matter under clause 462(f); or  

(ii) if the Delegate considers it appropriate to do so, appoint an Investigator 
to investigate the allegations and report to the relevant Delegate on their 
findings of fact and any other matters requested by the relevant 








 

 74 

Delegate.  The Investigator will determine the procedure to be followed 
in conducting the investigation, subject to the requirement that such 
procedure must allow the staff member concerned with a reasonable 
opportunity to respond to the allegations against them, including any new 
matters, or variations to the initial allegations resulting from the 
investigation process.  The Investigator will provide a written report to the 
relevant Delegate and a copy to the staff member.  

(f) Where the relevant Delegate is satisfied that a staff member has engaged in 
Misconduct or Serious Misconduct, the relevant Delegate may take Disciplinary 
Action against the staff member, provided that: 

(i) before taking Disciplinary Action the relevant Delegate must be satisfied 
the staff member has been given a reasonable opportunity to respond to 
the allegations against them;  

(ii) in any case of Disciplinary Action other than counselling, a direction to 
participate in mediation or an alternative form of dispute resolution or a 
written warning, the staff member must be given notice of the proposed 
Disciplinary Action and an opportunity to have the allegations examined 
by a Review Committee in accordance with clause 546.  A request for a 
review must be made within five working days of receipt of notice of the 
proposed Disciplinary Action; and 

(iii) a staff member’s employment may be terminated only if they have 
engaged in Serious Misconduct, as defined in clause 3 of this 
Agreement. 

(g) Any time after the staff member’s Supervisor or a relevant Delegate becomes 
aware of allegations that the staff member may have been engaged in Misconduct 
or Serious Misconduct, the relevant Delegate may suspend the staff member with 
or without pay.  

(h) A staff member may be suspended without pay only if:  

(i) the relevant Delegate considers that there is a possibility of a serious 
and imminent risk to another person or to the University's property or 
that the allegations are sufficiently serious that it is considered possible 
that the staff member may be dismissed if the allegations are proven; or  

(ii) the staff member has been notified that the relevant Delegate proposes 
to recommend the termination of the staff member’s employment and the 
staff member has requested a review of that decision.  

(i) Where a staff member is suspended without pay, the following will apply:  

(i) if the suspension occurs at a time when the staff member is on paid 
leave, he or she will continue to receive Salary for the period of paid 
leave;  

(ii) the staff member may engage in paid employment or draw on any 
annual leave or long service leave credits during the suspension without 
pay;  

(iii) the relevant Delegate may at any time direct that Salary be paid on the 
ground of hardship;  

(iv) the staff member may request a review of the decision to suspend them 
without pay under clause 546.  Such review will be conducted within five 
days of receipt of the request from the staff member, and a 








 

 75 

determination will be made within ten days of receipt of the request.  The 
suspension without pay will continue during the review period; and 

(v) any lost salary and other entitlements will be reimbursed if the decision 
to suspend without pay is overturned or it is determined by the relevant 
Delegate that the alleged misconduct is not substantiated.  If it is 
determined that the alleged misconduct is partly substantiated, the 
relevant Delegate may exercise a discretion to reimburse all or part of 
the lost Salary and entitlements.  

(j) A staff member who is excluded from the University will be permitted reasonable 
access to the University for the preparation of their case and to collect personal 
property.  








 

 76 

PART I: MANAGING WORKPLACE CHANGE 

PRINCIPLES 

463. Where the University proposes to introduce changes in programs, organisation, structure or 
technology that are likely to have a significant effect on staff, the University will consult those 
staff who are directly affected by the proposed changes in accordance with clauses 463 to 
475.  For the purposes of clauses 463 to 475 “significant effects” include: 

(a) termination of employment;  

(b) change to the composition, operation or size of the University’s workforce or to the 
skills required of staff; 

(c) elimination or diminution of job opportunities (including opportunities for promotion 
or continuing employment); 

(d) outsourcing of work;  

(e) reallocation of a significant proportion of the duties and responsibilities of staff;  

(f) restructuring and/or relocation of work units; and  

(g) alteration of hours of work that involve changes of the kind specified in (a) to (f).  

464. The consultation process set out in clauses 468 to 475 will provide directly affected staff and 
their unions with a genuine and timely opportunity to exchange relevant information, participate 
in discussions, and provide feedback on change proposals and implementation arrangements, 
and to have their views taken into account before final decisions are made.  The consultation 
process will be collegial, but consultation does not necessarily mean that agreement will be 
reached.  If proposals put forward by staff or their unions cannot be agreed to, reasons will be 
given.  For the avoidance of doubt, the obligation to provide reasons does not apply to 
suggestions provided by staff at the Preliminary Stage in clause 467. 

465. The University will ensure that adequate time for consultation and for staff to give feedback is 
provided in each step of the process and if required staff will be given reasonable time away 
from their work activities to enable them to participate in the consultation process.  

466. At any stage in the consultation process, staff may involve a Representative of their choice, 
including a Union representative. 

PRELIMINARY STAGE 

467. In the interest of collegiality, where the University identifies problems or issues with the 
operation or structure of the University that it considers are likely to lead to a formal change 
proposal, staff and the unions will usually be consulted prior to the procedures outlined in the 
remainder of this clause.  This process will involve the University providing staff and the unions 
with details of the issues that have led to the need for the consideration of the change, and the 
issues it considers need to be addressed.  The University will provide any information that is 
readily available (not including commercial-in-confidence and other confidential information) to 
demonstrate the problem or issues to be addressed.  Potentially affected staff and the unions 
will be given the opportunity to provide suggestions as to what form the change should take, or 
whether change is needed.  The University will consider any responses prior to proceeding 
with a formal change proposal under this clause. 

CONSULTATION STAGE 1 

468. Where the University develops a firm proposal to introduce change of the kind referred to in 
clause 463 affecting more than one staff member, the University will prepare a Draft Change 
Proposal for consideration by and consultation with directly affected staff and their unions.  
The Draft Change Proposal will outline what the proposed change is, what the purpose of the 








 

 77 

proposed change is and the expected outcomes of the proposed change, and will include, 
where relevant: 

(a) financial information, if financial imperatives form part of the reasons for the 
proposed change; 

(b) anticipated financial implications of the proposed change; 

(c) organisational charts outlining the current structure and proposed structure, and 
where possible, draft position descriptions; 

(d) copies of any reports, or parts of reports, whether internal or external that have 
directly lead to the proposed change, unless such reports are commercial in 
confidence or legally privileged; 

(e) expected outcomes including expected advantages and disadvantages;  

(f) proposals to mitigate negative effects including training, re-training and 
redeployment; 

(g) ways to minimise any disadvantages to work health and safety in the workplace; 

(h) the anticipated timing of the consultation and timing of the proposed implementation 
of change;  

(i) the expected effects the change process will have on Aboriginal and Torres Strait 
Islander employment, and (where applicable) what steps are being proposed for 
this plan to assist the University to meet its employment targets; 

(j) implications for staff including changes in duties, number of staff, workload and/or 
work environment; and 

(k) proposals to address any anticipated changes to workloads, potentially including 
cessation or reduction of work; demonstrable efficiencies in processes, information 
technology, or similar; and/or the redistribution of any remaining work. 

469. Upon release of the Draft Change Proposal, the University will include the Draft Change 
Proposal in the Organisational Change Management report which is circulated to the Joint 
Consultative Committee and appears on the University Intranet. 

470. Staff will be invited to respond to the DCP, and where staff request meetings will be held (if 
this has not already occurred) allowing staff to seeking clarification from management of 
issues, and to raise and discuss concerns. 

471. Where the proposed change involves likely need for mapping of staff, if it has not already done 
so, the University will facilitate reviews of current position descriptions under clauses 155 to 
157 of the Agreement to ensure they are up to date prior to the implementation of the change.  

CONSULTATION STAGE 2 

472. The University will give prompt and genuine consideration to matters raised by staff and their 
unions and will prepare a Revised Change Proposal, which will include: 

(a) a summary of any amendments to the Draft Change Proposal (and access to a 
track change version of the original DCP); 

(b) if relevant to the change being proposed, or if altered from the Draft Change 
Proposal, an updated organisational chart; 

(c) if relevant to the change being proposed, or if altered from the Draft Change 
Proposal, position descriptions and classification levels; 








 

 78 

(d) all feedback on the Draft Change Proposal, with the exception of feedback that 
contains sensitive, confidential or personal information; 

(e) the University's response to feedback received including reasons; 

(f) if relevant, indicative mapping of positions to the new structure; and 

(g) a draft implementation plan. 

473. The draft implementation plan will include: 

(a) the way in which the proposed change is implemented;  

(b) the anticipated timing of implementation; and  

(c) a mechanism for evaluating the change with affected staff to allow affected staff to 
have input into the evaluation of the proposed change, including whether the review 
should be by a person independent of and external to the area of the change. 

474. The University will consult with directly affected staff and their unions on the Revised Change 
Proposal and genuinely consider their views before making a final decision in relation to the 
proposed change and its implementation.   

475. Where the feedback on the Revised Change Proposal results in significant changes, the 
University will issue a further Revised Change Proposal allowing staff to provide further 
comments on the Revised Change Proposal. 

Implementation 

476. A Final Change Plan will then be issued setting out the University’s decision and 
implementation plan and confirm the goals and expected outcomes of the change.  The Final 
Change Plan will also include a summary of the matters raised by staff and/or the unions and 
the University’s response to those matters. 

Review 

477. The University, in consultation with directly affected staff, will conduct a review of the change 
implemented as a result of the Final Change Plan, against its goals, expected outcomes within 
6-12 months of the Final Change Plan’s release and to identify opportunities to improve future 
change processes.  The review will also consider what impact the change had on Aboriginal 
and Torres Strait Islander employment, where this can be reasonably identified. 

478. Where the review identifies that ongoing work remaining from a disestablished position(s) has 
not been successfully accommodated within the available workloads of remaining ongoing and 
fixed term Employees, the University will address the issues. 

479. The review may be conducted by a person independent from and external to area and 
management team responsible for change plan, where this is reasonable based upon the 
significant nature and extent of the particular change.  The review will invite staff directly 
affected by the change process, as well as other stakeholders who interact with the area to 
provide feedback. 

CHANGES AFFECTING INDIVIDUAL STAFF 

480. For each proposed change of the kind referred to in clause 463 affecting only one staff 
member, the University will consult the staff member concerned (and where requested, their 
Union or other Representative) and provide them with an opportunity to provide feedback on 
the proposed change and implementation arrangements before any final decision is made.  
The processes in clauses 463 to 476 are not required to be applied provided that the change 
will not result in unreasonable workload implications for other staff in the work area.  Matters 








 

 79 

affecting an individual staff member which are not resolved may be dealt with under 
clauses 542 to 544 or clauses 555 to 558. 

CHANGES TO ROSTERS OR HOURS OF WORK 

481. Where the University proposes to change a staff member's regular roster or ordinary hours of 
work, the University will consult with the staff member or staff members affected and their 
representatives, if any, about the proposed change, in accordance with clause 482.  The 
processes in clauses 463 to 476 are not required to be applied. 

482. The consultation process will include: 

(a) the provision of information about the proposed change;  

(b) the ability for staff members and their representatives to give their views about the 
impact of the proposed change (including any impact in relation to income, flexi-
time, Flexible Working Arrangements and/or their family or caring responsibilities); 
and 

(c) consideration by the University of any views about the impact of the proposed 
change that are given by the staff member or staff members concerned and/or their 
representatives. 

483. Clauses 481 to 482 should be read in conjunction with other provisions in this Agreement 
concerning the scheduling of work and notice requirements. 

484. Where the changes referred to in clauses 481 to 482 have significant effects on staff, the 
University will regard clause 463 as applicable. 

 

  








 

 80 

PART J: REDEPLOYMENT AND REDUNDANCY 

EXCLUSION OF CERTAIN CATEGORIES OF STAFF 

485. Clauses 486 to 503 do not apply to: 

(a) staff employed on a casual basis; 

(b) staff serving a period of probationary employment; 

(c) staff employed for a Fixed Term, in relation to the termination of their employment 
at the end of the specified term, task or project;  

(d) staff employed for a Fixed Term under a contract that provides for contingency in 
circumstances where the contingency is invoked or occurred; 

(e) postgraduate fellows in relation to the termination of their employment at the end of 
the fellowship; 

(f) Academic Fellows employed on a Fixed Term basis in relation to the termination of 
their employment at the end of the Fixed Term; 

(g) External Funded staff employed on a Funding Contingent Continuing basis. 

JOB SECURITY 

486. The University has a goal of maintaining the overall size of its workforce.  However, where 
reductions in staff occur, the University will endeavour to redeploy affected staff as far as 
practicable, and will utilise involuntary redundancies only as a last resort.  If the University 
decides to reduce staff, it will first consider measures such as: 

(a) inviting expressions of interest in voluntary redundancy, including if appropriate, 
from staff in a cognate area;  

(b) reducing numbers by natural attrition; 

(c) offering part-time employment; 

(d) offering voluntary early retirement schemes; and/or 

(e) arranging suitable alternative employment.  

VOLUNTARY EARLY RETIREMENT SCHEMES  

487. The University may offer early retirement in accordance with voluntary early retirement 
schemes approved by the Australian Taxation Office, but reserves the right to reject an 
expression of interest in voluntary early retirement submitted by an individual staff member. 

REDEPLOYMENT AND REDUNDANCY  

Notice of redundancy 

488. Where the University has determined that a staff member’s position is redundant, they will be 
notified in writing and offered voluntary redundancy.  A notice period of 12 weeks will 
commence on the date the written notification is dispatched by Express Post or email to the 
staff member (the Notice Period).  The written notification will provide an estimate of the staff 
member’s entitlements to notice (or payment in lieu of notice), severance pay and payments in 
lieu of accrued leave.  








 

 81 

489. Staff will be entitled to up to one day’s paid leave per week (pro rata) during their Notice Period 
and Extended Notice Period for the purposes of seeking other work, outplacement service or 
financial advice.  

490. The Notice Period will be extended by any period of paid Parental Leave which falls within the 
12 week period. 

Consideration period 

491. During the notice period the staff member may choose whether to: 

(a) Seek a review of the decision to make their role redundant; 

(b) Accept the offer of voluntary redundancy; 

(c) Seek redeployment elsewhere within the University, in which case the University 
will seek to redeploy them to a another position. 

492. Where a staff member does not make an election within the first 4 weeks of the notice period 
they will be deemed to have elected redeployment. 

Where the staff member elects to seek a review of the decision to make their position 
redundant the review will be conducted under the processes outline in this Agreement at 
clauses 546 to 554.  If the proposal to make a staff member’s position redundant is confirmed 
following a review, the staff member will be given a further 4 weeks to elect to take a voluntary 
redundancy or to continue with the redeployment process. 

Accepting an offer of voluntary redundancy 

493. Where a staff member accepts an offer of voluntary redundancy, their employment will end on 
the date specified in the written notification or such other date as the University and the staff 
member may agree.  If the end date is earlier than the end of the Notice Period, the staff 
member will be paid in lieu of the balance of the Notice Period. 

494. On cessation of employment, the staff member will receive payment in lieu of the balance of 
the Notice Period under clause 488 (if applicable) and severance pay under clause 502. 

495. A staff member who agrees to an alternative employment end date later than the expiration of 
the Notice Period to suit the needs of the University will receive an additional payment 
equivalent to four weeks’ Salary.  A staff member’s entitlement to this payment will be 
confirmed by the University in writing at the time of confirming the employment end date. 

Redeployment 

496. The University will endeavour to redeploy staff whose positions have been made redundant 
and have not accepted an offer of voluntary redundancy.  A staff member must not 
unreasonably refuse redeployment to a position at their existing level (including a position at 
another location) or to undertake training.  

497. Where a staff member who is seeking redeployment is potentially suitable for a vacant 
position, they will be considered in advance of other candidates.  A staff member may be 
redeployed on a trial basis for up to six months during which time the staff member’s new 
Supervisor will assess their performance in accordance with the P&D Program. 

498. Where a staff member is required to transfer to a new work location, they will be entitled to 
relocation assistance in accordance with University policy. 

499. A staff member who is redeployed to a position with a lower Salary rate will continue to be paid 
at the Salary they received immediately prior to redeployment for a period of six months or 
until the salary applicable to their new role matches their previous salary, whichever occurs 








 

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first.  Loadings and/or allowances will continue to be paid only if they are loadings and/or 
allowances which also apply to the position to which the staff member has been transferred. 

Extended notice period 

500. This clause will only apply to: 

(a) staff members: 

(i) employed in positions classified at HEO levels 1 - 7 (with exceptions for 
highly specialised roles);  

(ii) whose positions are declared redundant;  

(iii) who do not accept an offer of voluntary redundancy; and  

(iv) who are not successfully able to be redeployed through the processes 
set out at clauses 496 to 499 of the Agreement.  

(b) Staff to whom clause 500(a) applies will be offered an extended notice period of 
nine months (inclusive of the 12 week Notice Period in clause 488, and the duration 
of any unsuccessful redeployment on a six month trial basis under clause 497) (the 
"extended notice period").  

(c) During this extended notice period, the University will continue to seek to redeploy 
the staff member into a suitable alternative position, and the staff member will enter 
a redeployment pool and undertake any work available at the reasonable direction 
of the University.  

(d) Staff members participating in this extended notice period who are temporarily 
placed into a position that is classified below the classification of their substantive 
position will continue to be paid the Salary applicable to the staff member 
immediately prior to being placed into such a position for the balance of the 
extended notice period.  

(e) A staff member who, during this extended notice period, refuses a suitable 
alternative position that has been made available to them or to undertake any work 
that is reasonably directed, will forthwith be given notice of cessation of employment 
under clause 501 of the Agreement and will be paid the severance payments 
specified in clause 502.  The provisions relating to Consideration Period, voluntary 
redundancy, redeployment, Notice Period, extended notice period and review of 
decisions in clause 546 will not then have any application or operation in respect of 
the staff member.  

(f) For a staff member who has not been successfully redeployed within the extended 
notice period, at the expiry of the extended notice period they will be given notice 
(or paid in lieu of notice) and severance in accordance with clauses 501 and 502 of 
the Agreement.  The provisions relating to Consideration Period, voluntary 
redundancy, redeployment, Notice Period, extended notice period and review of 
decisions in clause 546 will not then have any application or operation in respect of 
the staff member.  

(g) The commitment given in this clause will apply until 1 June 2026 (provided that a 
staff member who has commenced the written notice in clause 488 prior to 1 June 
2026 will be able to complete the process under this clause).  

Involuntary redundancy 

501. Subject to the operation of clause 500, where a staff member has not accepted an offer of 
voluntary redundancy and is unable to be redeployed, either at the conclusion of the Notice 
Period, or if a period of redeployment undertaken by the staff member is not successful, their 








 

 83 

employment will cease on grounds of involuntary redundancy.  The staff member will be given 
at least 5 weeks’ notice of the cessation of their employment if they are not redeployed, during 
their Notice Period as referred to in clause 488 and Extended Notice Period as referred to in 
clause 500, but not during the Consideration Period under clause 491. 

SEVERANCE PAYMENTS AND RELATED CONDITIONS 

502. Staff who are entitled to severance pay under clause 493 or 501 will receive the following 
amounts: 

(a) For Academic Staff, severance payments are as follows: 

Age Severance payment 

45 years and over 22 weeks’ Salary, plus 3 weeks’ Salary per completed year of Continuous 
Service, subject to a maximum payment of 82 weeks’ Salary* 

40 - 44 years 18 weeks’ Salary, plus 3 weeks’ Salary per completed year of Continuous 
Service, subject to a maximum payment of 82 weeks’ Salary* 

Up to 39 years 16 weeks’ Salary, plus 3 weeks’ Salary per completed year of Continuous 
Service, subject to a maximum payment of 82 weeks’ Salary* 

Note: The 82 week cap applies only to severance payments under this clause and does not 
include payments in lieu of notice (if any) under clause 501. 

(b) For Professional Staff and Continuous English Language teaching staff at the 
Centre for English Teaching, severance payments are as follows: 

Completed years of 
Continuous Paid Service 

If less than 45 years of age If at least 45 years of age 

Less than 2 years 4 weeks’ Salary 5 weeks’ Salary 

2 7 weeks’ Salary 8.75 weeks’ Salary 

3 10 weeks’ Salary 12.50 weeks’ Salary 

4 13 weeks’ Salary 16.25 weeks’ Salary 

5 15 weeks’ Salary 18.75 weeks’ Salary 

6 17 weeks’ Salary 21.25 weeks’ Salary 

7 19 weeks’ Salary 23.75 weeks’ Salary 

8 21 weeks’ Salary 26.25 weeks’ Salary 

9 23 weeks’ Salary 28.75 weeks’ Salary 

10 31.25 weeks’ Salary 

11 33.75 weeks’ Salary 

12 36.25 weeks’ Salary 

13 38.75 weeks’ Salary 






  

  



 

 84 

Completed years of 
Continuous Paid Service 

If less than 45 years of age If at least 45 years of age 

14 41.25 weeks’ Salary 

15 43.75 weeks’ Salary 

16 46.25 weeks’ Salary 

17 48.75 weeks’ Salary 

18 51.25 weeks’ Salary 

19 53.75 weeks’ Salary 

20 56.25 weeks’ Salary 

21 58.75 weeks’ Salary 

22 62.00 weeks’ Salary 

503. The following conditions apply to severance payments: 

(a) no severance payments will be made to a staff member who is offered suitable 
alternative employment, whether such offer is accepted or not.  This exclusion only 
applies to the portion of a staff member’s severance pay that exceeds any NES 
entitlement; 

(b) years of Continuous Paid Service includes both Full-time and Part-time service; 

(c) where a staff member has been working Part-time after returning to work from 
Parental leave, their severance pay will be calculated on the basis of their Full-time 
Salary, adjusted on a pro rata basis for periods of Part-time service; 

(d) breaks in service of less than three months shall not be considered to be a break in 
Continuous Service; 

(e) periods of approved unpaid Parental Leave, and approved unpaid sick leave with 
acceptable documentation, will count as service for the purpose of calculating 
severance pay.  Other periods of unpaid leave will not count as service for the 
purpose of calculating severance pay but shall not constitute a break in service; 

(f) a staff member who resigns during the Notice Period will not be entitled to any 
payment in lieu of the balance of the Notice Period or severance payments;  

(g) other than in exceptional circumstances approved by the University, a staff member 
who has accepted a voluntary redundancy or voluntary early retirement will not be 
engaged by the University in any capacity, either directly or indirectly (including as a 
consultant, a casual or sessional staff member, or a contractor or an employee of a 
contractor to the University) for a period of at least eighteen months from their last 
day of duty; 

(h) all property of the University, including intellectual property vested in the University, 
computer software and manuals, keys, equipment, credit cards, expense advances, 
plans and formulations must be returned to the University before any severance 
payments are made; and 






  

  



 

 85 

(i) for Academic staff only, Casual service will count towards Continuous Paid Service 
if it exceeds two consecutive semesters with a minimum of three hours per week of 
teaching. 

   








 

 86 

PART K: MANAGING ILL HEALTH AND INJURY  

Independent Medical Examination 

504. After consultation with Human Resources, the relevant Delegate may require a staff member 
to undergo an examination by an independent medical practitioner (who will be nominated by 
the University) where the University has reasonable basis to believe that:  

(a) the staff member’s ability to perform their duties may be adversely affected by 
illness or injury; and/or 

(b) the safety or welfare of the staff member and/or other staff or students may be at 
risk of being adversely affected by the staff member’s illness or injury; or 

(c) the staff member has taken more than 20 days sick leave in the preceding 
12 months and elements of clause 504(a) or 504(b) are present. 

505. Where a staff member is required to undergo an independent medical examination under 
clause 504: 

(a) the University will advise the staff member in person (where reasonably possible) 
and in writing of the decision to send the staff member for an independent medical 
examination and the reason for doing so under clause 504;  

(b) the staff member will be reminded of their right to have a support person present for 
the meeting described at clause 505(a); 

(c) the University will provide the staff member with a copy of the referral document 
sent to the medical practitioner when it is provided to the practitioner and at least 
seven days’ notice of the date of the medical examination.  Nothing in the clause 
precludes the medical practitioner from requesting further information or liaising with 
the staff member's regular practitioner; 

(d) the medical practitioner will be required to provide a report to the University, and the 
University will provide a copy of the report to the staff member or their treating 
medical practitioner; and  

(e) all reasonable expenses incurred in relation to the medical examination will be paid 
for by the University. 

Medical Termination 

506. The University may terminate a staff member’s employment on grounds of ill health if they are 
unfit for duty where: 

(a) a medical practitioner’s report indicates that the staff member: 

(i) has a permanent medical condition which prevents them from performing 
their normal duties; or 

(ii) will be unable to perform the inherent requirements of their role (with 
reasonable adjustments) within 12 months (or in the case of a Fixed 
Term staff member, within 12 months or the balance of the term of their 
contract, whichever is the lesser); or 

(b) the staff member has been absent from duty due to illness or injury for 12 months 
(either continuously or for periods totalling 12 months over the previous two years) 
and has exhausted their paid personal leave and been absent for a further three 
months after doing so. 








 

 87 

507. Where the University proposes to terminate a staff member’s employment for a reason 
specified in clause 506 the staff member must be given written notification of the proposed 
termination.  The staff member will be given 14 days to respond to the notification.  

508. A staff member may: 

(a) elect to resign before the University terminates their employment provided that their 
resignation takes effect within one month of receiving the notification under 
clause 507; or 

(b) initiate their own medical retirement or seek a temporary disability pension under 
their superannuation scheme.  In these circumstances, the University will, on 
receipt of evidence that an application for medical retirement or temporary disability 
pension has been made, refrain from taking any action that would preclude the staff 
member from medical retirement or disability pension benefits. 

509. After considering the staff member’s response (if any) the University will determine whether to 
terminate the staff member’s employment.  If the University proposes to terminate the staff 
member’s employment, they will be given an opportunity to seek a review of the decision 
under clause 551(e) before any final decision is made.  Where a staff member requests a 
review, the termination process will be deferred until the review is completed. 

510. A staff member whose employment is terminated on grounds of ill health will receive a 
payment in lieu of notice in accordance with the table below: 

Type/Length of Employment Payment in lieu of notice 

Continuing or Fixed Term staff member with 
more than 12 month’s continuous service 

6 months 

Fixed term staff member with a fixed term 
appointment of 12 months or less 

6 months or the remainder of the term of 
employment, whichever is less 

 

The above notice is inclusive of any notice required under clause 517. 

511. Where a staff member who is required to undergo a medical examination pursuant to 
clause 504 fails to do so without reasonable cause, the University may terminate the staff 
member’s employment by giving notice and providing separation pay in accordance with 
clause 510.  The failure to undergo a medical examination pursuant to clause 504 will not be 
treated as Misconduct, and the staff member will not be subjected to any greater penalty or 
loss of entitlements than would result from an adverse medical report. 

512. Nothing in this Part K: Managing Ill Health and Injury limits the rights of a staff member to 
apply to their superannuation fund for a permanent disablement or temporary incapacity 
benefit at any time and receipt of benefits or payments from their superannuation fund will not 
impact upon their entitlements or payments under this Part K: Managing Ill Health and 
Injury. 

513. Nothing in this Part K: Managing Ill Health and Injury precludes the University from taking 
any action it considers necessary to meet its obligations under applicable health and safety 
legislation. 

514. The University will ensure that the staff member is aware that they can have a support person 
present at any meeting referred to above.  

  






  

  



 

 88 

PART L: CESSATION OF EMPLOYMENT - ACADEMIC AND PROFESSIONAL STAFF  

APPLICATION OF THIS PART 

515. This Part L does not apply to the termination of employment during or at the end of a 
probation or confirmation period or termination on redundancy grounds which are provided for 
in Parts C and J respectively.  Nor does this Part L apply to Casual staff. 

RESIGNATION OR RETIREMENT 

516. A staff member may resign or retire from the University by giving the amount of written notice 
specified below or such greater period of notice as may be specified in the staff member’s 
contract of employment.  The University will consent to a shorter period where the staff 
member can provide a valid reason for requiring a shorter notice period. 

 Notice Period 

Academic staff 26 weeks 

Professional staff HEO Level 1 to 5 2 weeks 

Professional staff HEO Level 6 and above 4 weeks 

 

TERMINATION BY THE UNIVERSITY 

517. Except as provided for in clause 518, the University may terminate the employment of a 
member of Academic or Professional staff by giving the following period of written notice: 

Period of Continuous Service Notice Period 

Up to 1 year 1 week 

Over 1 year and up to 3 years 2 weeks* 

Over 3 years and up to 5 years 3 weeks* 

Over 5 years 4 weeks* 

*Staff who are over 45 years of age at the time of the notice and who have at least two years 
Continuous Service with the University will receive one additional week’s notice. 

Note: Notice requirements for English Language Teaching Staff are set out in Schedule 5. 

518. A staff member’s employment may be terminated by the University at any time without notice if 
the staff member engages in Serious Misconduct, subject to a right of review under 
clause 546. 

PAYMENT IN LIEU OF NOTICE 

519. The University may substitute payment in lieu of all or any part of any period of notice of 
termination or direct the staff member to not attend for duty.  Payments in lieu of notice will be 
calculated at the staff member's Salary as at the date of cessation of employment. 

  






  

  



 

 89 

PART M: HEALTH, SAFETY AND PERSONAL PROPERTY 

MENTAL HEALTH TRAINING 

520. Mental health is a significant aspect of Work Health and Safety.  Within 12 months of 
appointment, managers will be required to undertake training specifically designed to assist in 
providing positive mental health outcomes.  This training will be updated regularly and 
repeated at least every 3 years. 

CLOTHING AND SAFETY EQUIPMENT 

521. Staff may be required to wear uniforms or protective clothing, which will be supplied by the 
University.  The uniform or protective clothing will either be maintained, laundered, dry cleaned 
and/or replaced by the University; or an appropriate allowance may be paid to enable the staff 
member to maintain, launder, dry clean and/or replace the uniform or protective clothing. 

522. Where staff are required under relevant legislation to wear safety equipment, the University will 
either supply the equipment or reimburse the staff member for the costs of the equipment. 

523. Any special clothing or equipment provided by the University remains its property and must be 
returned by the staff member either when they move to another position (where the clothing 
and/or equipment is not required) or leave the University. 

HAZARDOUS SUBSTANCES/SITUATIONS 

524. Where in the course of their normal duties staff come in contact with infectious or contagious 
material, including infected animals, and/or toxic, radioactive or other hazardous substances 
as may be listed by the University in its guidelines on Dealing with Hazardous Substances, 
either: 

(a) The University may arrange for staff to undergo regular medical assessments (at 
the University’s cost) and a copy of these assessments will be given to the staff 
member; and/or 

(b) The staff member may apply to the University to undergo regular medical 
assessments by the doctor of their choice; the University will reimburse the costs of 
the assessments provided that the University receives a copy of the assessment 
report, and that the University will determine any limitations in relation to the cost 
and frequency of the examinations and assessments. 

525. Where a staff member’s duties require them to be involved in the handling and preparation of 
radioactive materials, the staff member will require authorisation under the Radiation Control 
Act 1990 and Radiation Control Regulation 2013 (NSW), and the University will reimburse the 
staff member with the cost of the authorisation licence. 

526. Staff who in the course of their normal duties may (or are likely to) come into contact with 
Tetanus, Q Fever, Hepatitis, Tuberculosis or other disease, will be required by the University 
to obtain appropriate immunisation.  The cost of vaccinations, including those required on a 
regular basis, will be met by the University. 

DAMAGE TO PERSONAL PROPERTY 

527. The University will compensate staff whose personal property* is damaged during the course 
of their employment under the following circumstances: 

(a) Due to negligence by the University, or by another staff member in the course of 
their duties; or 

(b) Due to a defect in equipment or materials supplied by the University; or 








 

 90 

(c) Where the staff member has protected, or tried to protect, the University’s property 
from being lost or damaged. 

528. Where a staff member’s personal property* is damaged or destroyed by fire or molten metal or 
through the use of corrosive substances, the University will compensate the staff member to 
the extent of the damage sustained. 

*Note: In clauses 527 and 528, Personal property means clothing, spectacles, contact lenses, 
hearing aids or tools of trade which are ordinarily required for the staff member to perform their 
normal duties. 

529. Clauses 527 and 528 do not apply when a staff member is entitled to receive compensation 
under the NSW Workers’ Compensation Act 1987 (NSW) for such damage.  

 

  








 

 91 

PART N:  CONSULTATION, DISPUTE RESOLUTION AND UNION REPRESENTATION 

JOINT CONSULTATIVE COMMITTEE 

530. A Joint Consultative Committee will be convened to provide a forum for consultation between 
the University and the Unions on matters pertaining to the employment of staff including the 
matters listed in clause 534.  In addition to the matters relevant to all staff, the Joint 
Consultative Committee will address issues specifically relevant to Academic and Professional 
staff.  Separate consultative committees will be convened under Schedule 5 to address CET 
specific issues and under clause 20 to address Aboriginal and Torres Strait Islander matters.  

531. The Joint Consultative Committee will comprise:  

(a) two staff representatives nominated by the CPSU NSW; 

(b) three staff representatives nominated by the NTEU; and  

(c) five management representatives. 

Note: University advisers and an official of each Union may also attend meetings of the Joint 
Consultative Committee. 

532. The Joint Consultative Committee will convene at least quarterly and may meet more 
frequently if required at the request of a Union or the University. 

533. The University will provide secretariat support, and distribute the agenda and record minutes 
of meetings.  Agenda items and supporting papers should be tabled through the secretariat at 
least four days before each meeting. 

534. The University will provide quarterly reports to the Joint Consultative Committee on: 

(a) overtime and excess annual leave balances, and the number of panel reviews and 
outcomes per clause 409; 

(b) expenditure under the Professional Staff Development Fund per clause 446; 

(c) gender equity statistics including average salary information (including base salary, 
loadings and allowances) for staff at each classification level; 

(d) the number of Full-time equivalent staff employed on a casual basis and the total 
number of Casual staff employed as at 31 March each year;  

(e) the cost of severance payments paid under clause 502; 

(f) the information set out at clause 118(b) in relation to education focussed roles; 

(g) the number of PhD Fellows employed in accordance with clause 134; 

(h) information concerning eligibility lists per clauses 451(b) and 451(c). 

535. Other issues to be considered by the Joint Consultative Committee will include: 

(a) the University's strategic direction, including discussions, other than confidential 
discussions, on this issue held at Senate, the Academic Board and the University 
Executive;  

(b) the University's budget, including any significant changes to the budget following its 
submission to the Finance Committee; 

(c) initiatives in relation to addressing pay equity issues;  








 

 92 

(d) environmental issues, including reports that come from the working groups 
established under the University's Sustainability Strategy; 

(e) arrangements for staff to access affordable childcare; 

(f) matters referred to it by the Local Joint Consultative Committees; 

(g) other significant workplace matters raised by the NTEU, CPSU or the University;  

(h) examine specific change management proposals where requested by a Union; 

(i) compliance with the provisions of this Agreement in relation to the establishment of 
Review Committees, and for this purpose one staff representative will be appointed 
by and from the Union-nominated members of the Joint Consultative Committee to 
arrange Review Committee appointments as required; 

(j) considering annual reports on progress of the Disability Inclusion Action Plan 
provided under clause 413; and  

(k) other significant workplace matters raised by the NTEU, CPSU NSW or the 
University. 

LOCAL JOINT CONSULTATIVE COMMITTEES 

536. Local Joint Consultative Committees will be established in Faculties, University Schools and 
other organisational units if requested by the NTEU or CPSU NSW and agreed to by the 
University.  Such agreement will not be unreasonably withheld.  

537. The structure and terms of reference of the Local Joint Consultative Committees will be 
established through consultation between local area management and the Unions. 

538. Issues to be discussed by the Local Joint Consultative Committees will include: 

(a) Professional staff workloads; 

(b) flexible working hours; 

(c) change processes, including reviews and evaluation of changes; 

(d) updates on policy and procedures; and 

(e) local workplace issues as raised by the NTEU, CPSU NSW or the University. 

539. Any dispute in respect of the Local Joint Consultative Committees provisions in clauses 536 to 
538 may be referred to the relevant Dean, Head of School and Dean or Head of Administrative 
or equivalent budget unit, or their Supervisor if appropriate. 

ENVIRONMENTAL SUSTAINABILITY 

540. The Parties agree that the long term sustainability of conditions for University employment and 
staff job security depends on the restriction of carbon emissions, reductions in energy and 
water consumption and the development of environmentally sustainable work practices within 
the University.  To facilitate discussion and the development of initiatives to promote 
environmental sustainability: 

(a) staff and their Unions will be kept regularly informed about the University’s carbon 
emissions, water and energy consumption levels, and any other environmental 
sustainability initiatives, through the Joint Consultative Committee; 

(b) the Joint Consultative Committee will be informed in a timely manner about any 
proposal or change in work practices or the built work environment intended to 








 

 93 

restrict carbon emissions, or reduce energy or water consumption.  Such changes 
should not disadvantage staff in their employment or increase health and safety 
risks for staff; and 

(c) Staff Representatives on the Joint Consultative Committee will appoint two Union 
members who will sit on the Emissions Reduction Working Group. 

REVIEW OF ACTIONS AND DECISIONS AND DISPUTE SETTLING PROCEDURE 

Local resolution 

541. Where concerns arise over actions (or failure to act) relating to decisions affecting the 
employment of a staff member covered by the Agreement, the staff member concerned, and 
where they choose, a representative of their Union, should discuss the matter with the staff 
member’s Supervisor.  Where the matter concerns the conduct of a staff member’s Supervisor 
and it would be inappropriate to attempt to resolve the matter through discussions with the 
Supervisor, the staff member may instead seek to discuss the matter with their Supervisor’s 
Supervisor. 

Review by Delegated Officer (Staffing) 

542. Where attempts to resolve the matter at the local level under clause 541 have not been 
successful, the staff member may request a review of the decision or action by applying to the 
Delegated Officer (Staffing).  The Delegated Officer (Staffing) will take one or more of the 
following actions: 

(a) appoint an Investigator to enquire into the matter and report to the Delegated 
Officer (Staffing) on such matters as the Delegated Officer (Staffing) may direct;  

(b) review the matter and make recommendations to the relevant Supervisor in relation 
to the matter;  

(c) appoint a Review Committee to examine the matter and report to the Delegated 
Officer (Staffing); 

(d) appoint a mediator to assist the parties to the dispute to resolve the matter; or 

(e) decline to take any further action in relation to the matter. 

543. The Delegated Officer (Staffing) will inform affected parties of the action to be taken within ten 
working days of referral of the matter, and such action will be completed within a further 20 
working days or such other period as the Delegated Officer (Staffing) considers necessary 
having regard to the nature of the matter. 

544. The right to request a review under clause 542 does not apply to any action or decision 
relating to: 

(a) academic promotion; 

(b) applications to participate in the Special Studies Program for Academic staff; or 

(c) any other matter in relation to which an alternative review or appeal procedure is 
provided in this Agreement or any University policy. 

Review Committees 

545. Within four weeks of the commencement of this Agreement, the parties will establish a list of 
nominees to form an external panel of Chairs for Review Committees.  The list of nominees 
will be submitted to the Joint Consultative Committee for approval, and in the event that any 
nominee is not approved, the party whose nominee was not approved will submit alternate 
nominees for approval.  For the purposes of this clause, “approval” of the panel means 








 

 94 

agreement by 75% of the members of the Joint Consultative Committee.  Chairs must be 
external to the University and have relevant experience, be independent and command the 
confidence of management and staff.  The Vice-Chancellor will be responsible for selecting a 
Chair from the external panel, having regard to the requirements of this clause and the matter 
to be reviewed.  If it is necessary to convene a Review Committee at any time before an 
approved external panel is established, or if no suitable external panel member is available to 
chair a particular Review Committee, the Vice-Chancellor will appoint a Chair to ensure that a 
Review Committee is convened in a timely manner in accordance with this Agreement. 

546. A staff member may request a review of a proposed decision under clause 462(g) 
(suspension without pay), clause 462(f)(ii) (withholding of incremental progression or 
reduction in pay) or to terminate their employment under clause 461 (unsatisfactory 
performance), clause 462(f)(iii) (Misconduct or Serious Misconduct) or clause 507 (medical 
grounds) or a proposal to make their position redundant under clause 488.  A request for a 
review of a proposed termination must be made within five working days of receipt of 
notification of the proposed decision, and a request for a review of a proposed decision under 
clause 488 (redundancy) must be made by the end of the consideration period specified in 
clause 492. 

547. The University will convene a Review Committee within 10 working days of receipt of a 
request.   

548. A Review Committee convened to review a proposed decision under clauses 461 
(unsatisfactory performance), 462(f)(ii) or 462(f)(iii) (Misconduct or Serious Misconduct) or 
488 (redundancy) will be comprised as follows: 

(a) a Chair appointed by the Vice-Chancellor from a panel of external Chairs agreed by 
the Joint Consultative Committee; 

(b) a management nominee appointed by the Vice-Chancellor; and 

(c) a staff nominee nominated by the designated Staff Representative of the Joint 
Consultative Committee. 

549. A Review Committee convened to review a proposed decision under clause 507 (medical 
grounds) will be comprised as follows: 

(a) a Chair appointed by the Vice-Chancellor from a panel of medical practitioners 
agreed by the Joint Consultative Committee; 

(b) one medical practitioner nominated by the Delegated Officer (Staffing); and 

(c) one medical practitioner nominated by the affected staff member or their 
Representative. 

550. The role of each Review Committee is to make a recommendation to the relevant Delegate in 
relation to the proposed course of action under review, having regard to the matters specified 
in clause 551.  If the Review Committee does not endorse the relevant Delegate’s proposed 
course of action, the Review Committee’s report will be submitted to a more senior Delegate 
for determination, except where the Delegate who first determined the matter was the Vice-
Chancellor.  The Delegate (or where applicable, the more Senior Delegate), must consider but 
is not obliged to accept the Review Committee’s recommendation.  Where the Review 
Committee’s recommendation is not accepted, written reasons will be given.  

551. The matters to be considered by Review Committees are as follows: 

(a) In matters under clause 461 (unsatisfactory performance): 

(i) whether the procedures that were followed afforded the staff member the 
procedural fairness provided for in clause 459, and if not, whether the 








 

 95 

outcome was affected by any procedural defect that may have occurred; 
and  

(ii) whether the proposed termination is reasonable in the circumstances. 

(b) In matters under clauses 462(f)(ii) and 462(f)(iii) (Misconduct or Serious 
Misconduct): 

(i) whether any Misconduct or Serious Misconduct occurred, and any 
factors in mitigation;   

(ii) whether the procedures that were followed afforded the staff member the 
procedural fairness afforded by clauses 462(c) and 462(f), and if not, 
whether the outcome was affected by any procedural defect that may 
have occurred; and 

(iii) whether the proposed termination is reasonable in the circumstances. 

(c) In matters under clause 462(g) (suspension without pay): 

(i) whether the criteria in clause 462(h) have been satisfied; and 

(ii) the staff member’s personal circumstances and any hardship resulting 
from the suspension. 

(d) In matters under clause 488 (redundancy): 

(i) whether the staff member's position was genuinely redundant; 

(ii) whether fair and objective criteria were used to select the staff member 
for redundancy; 

(iii) whether the consultation requirements in clauses 468 to 476, or if 
applicable, clause 480 were followed, and, if not, whether any 
unfairness resulted from a failure to follow those requirements; and 

(iv) whether adequate consideration was given to measures to avert or 
mitigate the adverse effects of redundancy, and if not, whether there 
were alternative measures available. 

(e) In matters under clause 509 (termination on medical grounds), whether the staff 
member is unfit for duty as defined in that clause. 

552. Each Review Committee will determine its own procedures, but in doing so: 

(a) will provide the staff member (or their Representative) and the relevant Delegated 
Officer’s representative with a reasonable opportunity to make submissions, present 
and challenge evidence in relation to the matter before the Review Committee; 

(b) may conduct interviews with the staff member and other persons, and examine 
documents as it thinks fit;  

(c) in respect of matters under clause 462(f)(iii) (termination for Serious Misconduct) 
may treat evidence given to an Investigator, and the report of the Investigator 
insofar as it constitutes direct report of the facts, as evidence; 

(d) will ensure that the staff member (or their Representative) and the relevant 
Delegated Officer’s representative have a reasonable opportunity to see and/or 
hear all evidence to be considered by the Review Committee and to ask questions 
of any persons interviewed by the Review Committee; and 








 

 96 

(e) make its report available to the relevant Delegate within 10 working days of being 
convened or such longer period as may be approved by the Delegated Officer 
(Staffing). 

553. The staff member and the relevant Delegate may be represented before the Review 
Committee by a person of their choice, provided that such Representative may not be a 
currently practising legal practitioner in private practice. 

554. The University will provide a copy of the Review Committee’s report to the staff member or 
their Representative. 

DISPUTE SETTLING PROCEDURES 

555. It is agreed that all staff and the University have an interest in the proper application of the 
Agreement.  The following procedures apply to any dispute about the application or operation 
of this Agreement or the National Employment Standards: 

(a) in the first instance the affected staff member, and where they choose, their 
Representative, should discuss the matter with the staff member’s Supervisor.  A 
Union may also initiate this procedure by raising a dispute with the University in 
writing;   

(b) where the dispute is not resolved under clause 555(a) the affected staff member or 
their Representative may request a discussion with a more senior level of 
management.  If no such request is made within five working days of the 
discussions under clause 555(a) the matter will be deemed to have been resolved, 
unless the parties agree to extend the time for discussions.  Where a meeting is 
requested, it will be convened within five working days of the request or at such 
later time as the parties may agree;  

(c) if the dispute remains unresolved, either party may refer the matter to the Fair Work 
Commission.  If no party refers the matter to the Fair Work Commission within ten 
working days of the discussions under clause 555(b), the matter will be deemed to 
have been resolved, unless the parties agree to extend the time for discussions; 
and  

(d) the Fair Work Commission may resolve the dispute by conciliation, and if 
conciliation is not successful, by arbitration.  The parties to the dispute agree to be 
bound by and implement any order, decision or recommendation of the Fair Work 
Commission, subject to any right of appeal under the Fair Work Act 2009. 

556. Except where a genuine safety issue is involved, staff will continue to work in accordance with 
their contracts of employment while the procedures outlined in clause 555 are being applied, 
and during this time: 

(a) the University will not change anything which is the subject of the dispute;  

(b) the parties to a dispute must not take any industrial action or any action to make the 
dispute worse. 

However, nothing in this clause 556 prevents the termination of a staff member’s employment 
during or at the end of a probation or confirmation period or on grounds of unsatisfactory 
performance, Serious Misconduct, redundancy or ill health or the cessation of a Fixed Term 
contract.  

557. Where a genuine safety issue is involved, staff will not be required to work in an unsafe 
environment, but will undertake suitable alternative work until the issue is resolved.   

558. Any error in classification, category of employment, pay rate or entitlement under this 
Agreement will be remedied as soon as possible after it is identified.  








 

 97 

PART O: MISCELLANEOUS 

UNION RESOURCES AND ACCESS 

559. The University will provide each Union with: 

(a) office space on the Camperdown/Darlington campus; 

(b) access to a University notice board for posting authorised notices;  

(c) access to the University’s telephone system;  

(d) a University email account; and  

(e) arrangements through which their members may authorise the deduction of their 
union membership dues from their salaries for on-forwarding to the Union. 

560. The University will provide sufficient funding to each Union Branch President’s work unit to 
cover 50% of the Branch President’s University salary to enable them to be released to 
undertake Union work relating to the University and for the work unit to provide replacement 
staff.  Staff members who have been appointed by a Union to be a Union representative will be 
given reasonable time off during working hours for the conduct of essential Union affairs. 

UNION MEETINGS 

561. Each Union may, with the prior approval of the University, hold meetings of members on the 
premises of the University at times and locations agreed between the relevant Union and the 
University, subject to the requirement that in any case in which a meeting is to be held, the 
Union will give the University adequate notice of their intention to hold the meeting and the 
meeting must not be held during working hours (see Part 3-4 of the Fair Work Act 2009 Cth). 

562. Subject to the convenience of the University, staff members may vary their meal breaks to 
allow them to attend a Union meeting, provided that they make up any time lost on the day of 
the meeting, or by mutual agreement with their Supervisor, on another day. 

563. Each Union will be informed of all formal induction sessions for new staff and will be permitted 
to distribute Union information at those sessions.  The University’s HR Service Centre will 
display information about Union membership and payroll deductions of Union dues, and supply 
staff with relevant forms provided by each Union. 

INDUSTRIAL RELATIONS TRAINING 

564. Leave of absence on full pay for up to six working days in any one calendar year may be 
granted to a staff member who is a member of a Union for the purpose of attending courses or 
seminars for the purposes of industrial relations training.  Leave granted for these courses or 
seminars will count as service for all purposes. 

 

 








 

 98 

SCHEDULE 1: SALARIES, LOADINGS AND CASUAL RATES OF PAY 

ACADEMIC STAFF – ANNUAL RATES 

Level/Date of Increase Jul-22 
First pay period  

after 
commencement 

Jul-24 Jul-25 Jun-26 

 2.10% 4.60% 3.75% 3.75% 4.00% 

ASSOCIATE 
LECTURER (LEVEL A) 

     

1 $79,784 $83,454 $86,584 $89,831 $93,424 

2 $84,307 $88,185 $91,492 $94,923 $98,720 

3 $88,828 $92,914 $96,398 $100,013 $104,014 

4 $93,361 $97,656 $101,318 $105,117 $109,322 

5 $97,043 $101,507 $105,314 $109,263 $113,634 

6^ $100,717 $105,350 $109,301 $113,400 $117,936 

7 $103,840 $108,617 $112,690 $116,916 $121,593 

8 $107,516 $112,462 $116,679 $121,054 $125,896 

LECTURER (LEVEL B)      

1 $113,184 $118,390 $122,830 $127,436 $132,533 

2 $117,425 $122,827 $127,433 $132,212 $137,500 

3 $121,673 $127,270 $132,043 $136,995 $142,475 

4 $125,919 $131,711 $136,650 $141,774 $147,445 

5 $130,155 $136,142 $141,247 $146,544 $152,406 

6 $134,403 $140,586 $145,858 $151,328 $157,381 

SENIOR LECTURER 
(LEVEL C) 

     

1 $138,645 $145,023 $150,461 $156,103 $162,347 

2 $142,890 $149,463 $155,068 $160,883 $167,318 

3 $147,129 $153,897 $159,668 $165,656 $172,282 

4 $151,378 $158,341 $164,279 $170,440 $177,257 

5 $155,616 $162,774 $168,878 $175,211 $182,219 






  

  



 

 99 

Level/Date of Increase Jul-22 
First pay period  

after 
commencement 

Jul-24 Jul-25 Jun-26 

6 $159,867 $167,221 $173,492 $179,998 $187,198 

ASSOCIATE 
PROFESSOR (LEVEL 
D) 

     

1 $166,939 $174,618 $181,166 $187,960 $195,478 

2 $172,598 $180,538 $187,308 $194,332 $202,105 

3 $178,256 $186,456 $193,448 $200,702 $208,730 

4 $183,911 $192,371 $199,585 $207,069 $215,352 

PROFESSOR (LEVEL 
E) 

     

  $215,040 $224,932 $233,367 $242,118 $251,803 

 

* Step 6 of Level A is the minimum appointment level for staff who hold a relevant doctoral qualification, 
and/or for staff performing subject co-ordination duties. 

ACADEMIC STAFF – ANNUAL LOADINGS 

Loadings Jul-22 
First pay period  

after 
commencement 

Jul-24 Jul-25 Jun-26 

   4.60% 3.75% 3.75% 4.00% 

Full Clinical $37,225 $38,937 $40,398 $41,912 $43,589 

Para-Clinical $24,851 $25,994 $26,969 $27,980 $29,099 

Pre-Clinical and Dental Clinical $18,635 $19,492 $20,223 $20,982 $21,821 

Professorial Merit $29,143 $30,484 $31,627 $32,813 $34,125 

 

  






  

  



 

 100 

ACADEMIC STAFF – CASUAL RATES OF PAY 

Note: ^ denotes Higher rates to be paid to Casual staff performing full subject co-ordination 
duties and/or holding a relevant PhD.   

1. Lecturing 

   Jul-22 
First pay period  

after 
commencement 

Jul-24 Jul-25 Jun-26 

 Paycode 2.10% 4.60% 3.75% 3.75% 4.00% 

Distinguished Visiting 
scholar 

P01 
$376.39  $393.70  $408.46  $423.78  $440.73  

Significant 
responsibility  

P02 
$301.12  $314.97  $326.78  $339.03  $352.59  

Developed lecture  P02 $301.12  $314.97  $326.78  $339.03  $352.59  

Standard lecture  P03 $225.83  $236.22  $245.08  $254.27  $264.44  

Repeat lecture P04 $150.57  $157.50  $163.41  $169.54  $176.32  

 

A “lecture” is a primary form of educational delivery where curriculum topics for a unit of study or other 
program are introduced or worked through for the first time, typically using structured presentations and 
activities, with varying degrees of opportunity for student interaction.  Lectures are usually given to large 
groups, according to the norms of the discipline, with the lecturer responsible for preparation work and for 
delivering the material. 

Classes described as "lectures", "seminars" or equivalent titles that are the primary form of educational 
delivery as defined above for a unit of study or other program are considered to be a form of lecture for 
the purposes of this Schedule and paid at the appropriate lecturing rate set out above.  Lectures do not 
include language practical classes. 

Sessional lecture rates include associated work time. 

Distinguished Visiting Scholar Rate: Paid to a distinguished visiting scholar who is a leading expert in 
their field for a single lecture or for each lecture in a small group of lectures and for specialised lectures.  
This rate includes one hour of delivery and up to four hours’ associated working time.  This delivery would 
typically use structured presentations and activities, with varying degrees of opportunity for student 
interaction.  This form of educational delivery is typically given to large groups, according to the norms of 
the discipline.  The determination of a distinguished visiting scholar will be made by the Head of School. 

Significant Responsibility Rate: Paid where the lecturer assumes significant responsibility (i.e. at least 
40%) for planning and developing a course unit (or subject) or a large part of a unit as well as lecturing, or 
where a lecture or small group of lectures calls for special expertise.  This rate includes one hour of 
delivery and up to three hours’ associated working time.  The rate is to be applied for educational delivery 
when curriculum material or topics are introduced or worked through for the first time tor a particular 
cohort of students.  This may include structured presentations and activities, and varying degrees of 
opportunity for student interaction. 

Developed Lecture Rate: Paid where staff member has responsibility for coordination of a course unit.  
This rate for one hour of delivery and up to three hours’ associated working time.  The rate is to be 
applied for the educational delivery of curriculum material. 






  

  



 

 101 

It requires topics to be introduced or worked through for the first time within a unit of study or program for 
a particular cohort of students.  This may include structured presentations and activities, and varying 
degrees of opportunity for student interaction.  The rate may only be claimed if an individual has 
responsibility for the coordination of a unit of study. 

Standard lecture Rate: Paid as the standard rate for lectures, and includes 1 hour of delivery and up to 2 
hours associated working time.  This is the standard rate for the educational delivery of curriculum 
material where topics are introduced or worked through for the first time within a unit of study or program.  
This may include structured presentations and activities, and varying degrees of opportunity for student 
interaction. 

Repeat lecture: Paid for a lecture covering the same subject matter as a lecture given within seven days 
to another group of students, and includes one hour’s delivery and up to one hour’s associated working 
time.  This session is a repeated form of primary delivery of  material that has been delivered already, 
within a unit of study.  This may include structured presentations and activities, and varying degrees of 
opportunity for student interaction.  

2. Tutoring 

    

Jul-22 

First pay 
period  
after 

commencem
ent 

Jul-24 Jul-25 Jun-26 

  Paycode 2.10% 4.60% 3.75% 3.75% 4.00% 

Tutorial rate TU2 $162.12  $169.58  $175.94  $182.54  $189.84  

  TU1^ $193.68  $202.59  $210.19  $218.07  $226.79  

Repeat tutorial 
rate TU4 

$108.08  $113.05  $117.29  $121.69  $126.56  

  TU3^ $129.13  $135.07  $140.14  $145.40  $151.22  

A “tutorial” is a supplementary form of educational delivery where curriculum topics, commonly already 

covered elsewhere in the primary form in a lecture in a unit of study or other program, are discussed, 

clarified, elaborated or applied to problems in an interactive manner.  Tutorials are usually given to 

smaller groups than a lecture, according to the norms of the discipline, with the tutor responsible for 

preparation work and for running the class. 

A class described as a “seminar”, “workshop” or equivalent titles, where the class is a supplementary 

form of educational delivery as described in the tutorial definition above and conducted in small groups 

consistent in size with tutorial classes in a faculty/school are paid for at the appropriate tutorial rate.  It 

includes language practical classes. 

Sessional tutorial rates include associated work time. 

Tutorial Rate: Paid for one hour of tutorial time (or equivalent delivery through other than face-to-face 

teaching mode) and up to two hours of associated working time, including activities such as preparation, 

contemporaneous marking and student consultation.  These rates are not to be applied if the individual is 

only presenting or overseeing skills-based work.    

The tutorial rates are to be applied as follows: 

 TU1 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 






  

  



 

 102 

 TU2 must be claimed and is payable where an individual does not hold a relevant PhD nor has 
coordinator responsibilities for the unit being taught. 

Repeat Tutorial Rate: Paid for one hour of tutorial time (or equivalent delivery through other than face to 

face teaching mode) and up to one hour’s associated working time, including activities such as 

preparation, contemporaneous marking and student consultation.  The rate applies for the second and 

any additional repeated tutorial the same casual academic delivers, covering the same subject matter as 

the session they have delivered previously, within seven days of previous delivery, to another group of 

students.  These rates are not to be applied if the individual is only presenting or overseeing skills-based 

work.  

The repeat tutorial rates are to be applied as follows: 

 TU3 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 TU4 must be claimed and is payable where an individual does not hold a relevant PhD nor has 
coordinator responsibilities for the unit being taught. 

The associated hours above (including preparation, contemporaneous marking, and student consultation) 

do not include other activities defined under Other Required Academic Activity.  The Other Required 

Academic Activity does not include work that is associated working time.  

3. Other required academic activity (including demonstrations) (ORAA) 

    Jul-22 
First pay period  

after 
commencement 

Jul-24 Jul-25 Jun-26 

  Paycode 2.10% 4.60% 3.75% 3.75% 4.00% 

Without PhD A02/DE2 $53.74  $56.21  $58.32  $60.51  $62.93  

With PhD^ A01/DE1 $64.24  $67.20  $69.72  $72.33  $75.22  

 
The other required academic activity rate is an hourly rate that applies to all approved academic activities 
required by the University (other than the activities set out in the clauses 1, 2, 4, 5, 6 and 7 in this 
Schedule), including: 

 demonstrations (including repeat demonstrations);  

 practical classes;  

 workshops;  

 student field excursions;  

 clinical sessions other than clinical nurse education;  

 the conduct of performance and visual art studio sessions;  

 development of teaching and subject material e.g. preparation of subject guides and reading 
lists and basic activities associated with subject coordination;  

 consultation with students;  

 supervision;  






  

  



 

 103 

 attendance at any meetings, at the unit, discipline, school, faculty or university level that the 
staff member is required to attend by their Supervisor; 

 work performed in relation to academic integrity issues; 

 attendance at lectures and other teaching activities as required by the staff member's 
Supervisor;  

 preparation or marking associated with demonstrations, but performed outside the 
demonstration period; and 

 any additional hours that are provided as a result of the review process (noting that any extra 
marking hours provided would be paid at the applicable marking rates).  

This rate also applies to the 4 hour payment available to eligible casual Academic staff members under 
clause 68. 

The AO1 & AO2 rates are to be applied for each hour of work performed.  The rates are to be applied as 
follows: 

 AO1 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 AO2 must be claimed and is payable where an individual does not hold a relevant PhD nor 
holds coordinator responsibilities for the unit being taught. 

Demonstrations 

Students performing or observing skills-based work such as carrying out experimental procedures and 
laboratory work, or undertaking practical classes are supervised by a “demonstrator” whose duties may 
also involve setting up equipment and providing technical guidance and advice on the correct use of 
equipment.  Demonstrations are conducted under guidelines and/or instructions issued directly from the 
unit coordinator, and are paid for at the appropriate other required academic activity rate. 

The DE1 & DE2 rates are to be claimed for and paid educational delivery conducted under guidelines 
and/or instructions directly from a unit coordinator.  The claimant is not required to prepare work in 
advance of the session.  These rates are to be applied for each hour of delivery, including set up and 
pack down. The rates are to be applied as follows: 

 DE1 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 DE2 must be claimed and is payable where an individual does not hold a relevant PhD nor has 
coordinator responsibilities for the unit being taught 

Workshop 

A class described as a “workshop” that involves supervision of students carrying our experimental 
procedures, undertaking practical classes or carrying out laboratory work or using equipment in a 
structured activity format, and that relates to information/skills/ideas previously presented in a lecture or 
tutorial, is paid for at the appropriate other required academic activity rate. 






  



 

 104 

4. Marking 

    Jul-22 
First pay period  

after 
commencement 

Jul-24 Jul-25 Jun-26 

  Paycode 2.10% 4.60% 3.75% 3.75% 4.00% 

Supervising Examiner/ 
Significant academic 
judgement 

M03 
$75.31  $78.78  $81.73  $84.79  $88.18  

Routine (standard) 
Marking 

M05 
$53.74  $56.21  $58.32  $60.51  $62.93  

  M04^ $64.24  $67.20  $69.72  $72.33  $75.22  

 

Non-contemporaneous marking: Casual staff performing marking that is not performed or could not 
reasonably have been performed during a  lecture, tutorial or other teaching session will be paid an hourly 
rate for this marking work.  An expected number of hours to undertake non-contemporaneous marking 
may be provided to a casual academic staff member, reflecting reasonably estimated time to undertake 
the marking, based on the nature, complexity and required standard, in the context of the academic 
discipline involved.  If a casual academic staff member considers that they do not or will not have enough 
time allocated to complete the work required to the standard required by the University, they may seek 
additional time and review of the estimation in accordance with the process in clause 9 below. 

Contemporaneous means marking that is performed during a lecture or tutorial or other teaching 
session or marking work that could have reasonably been performed during the session.  It does not 
mean bulk marking work or marking of exam papers after an examination.  That form of work is to be paid 
at the hourly marking rate.  Contemporaneous marking forms part of associated working time, payment 
for which is included in the sessional rate for that teaching activity.   

Supervising Examiner/Significant academic judgement: Rate paid per hour for marking as a 
supervising examiner, or marking requiring a significant exercise of academic judgement appropriate to 
an academic at Level B status, and comments on postgraduate assignments or postgraduate 
examination papers, and or large bodies of work such as Honours or post-graduate papers or theses.   

Routine (Standard) Marking: Rate paid per hour for routine marking and marking that does not require 
significant exercise of academic judgement, including for example, where the marker can undertake the 
assessment by application of a marking guide/rubric or where only general commentary or feedback on a 
written piece of work is provided or multiple choice marking.  The rates are to be applied as follows: 

 MO4 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 MO5 must be claimed and is payable where an individual does not hold a relevant PhD or 
coordinator responsibilities for the unit being taught. 

5. Musical accompanying  

   Jul-22 
First pay period  

after 
commencement 

Jul-24 Jul-25 Jun-26 

 Paycode 2.10% 4.60% 3.75% 3.75% 4.00% 






  

  



 

 105 

Musical 
Accompanying (1) 

PR6 
$107.41  $112.35  $116.56  $120.93  $125.77  

  PR7^ $128.49  $134.40  $139.44  $144.67  $150.46  

One to One Teaching  PRA $146.86  $153.62  $159.38  $165.36  $171.97  

Recital Exams and 
Auditions 

PRD 
$149.53  $156.41  $162.28  $168.37  $175.10  

  PRB $124.61  $130.34  $135.23  $140.30  $145.91  

Musical 
Accompanying (2) 

PR8 
$53.74  $56.21  $58.32  $60.51  $62.93  

  PR9^ $64.24  $67.20  $69.72  $72.33  $75.22  

 

Musical Accompanying (1):  Applies to musical accompanying with special educational service.  This 
accompaniment must be to another musical part or composition, delivered by one or more students or 
staff, as they perform a musical part or composition.  The casual academic must additionally demonstrate 
professional expertise and ability by instructing and directing students in how to perform the musical part 
or composition..  This rate includes one hour of delivery and up to one hour of preparation.  The rates are 
to be applied as follows: 

 PR7 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 PR6 must be claimed and is payable where an individual does not hold a relevant PhD nor has 
coordinator responsibilities for the unit being taught. 

One to One Teaching: The PRA rate applies to one-to-one lessons in musical performance, and should 
be applied for all sessions. 

Recital Examination and Auditions: applies to the provision of musical accompaniment to a student 
during a musical performance examination recital or during an audition.  The rate is paid per hour of 
delivery.  Rate A is paid for the first hour and Rate B is paid per hour thereafter.  

Musical Accompanying (2): applies to the provision of musical support or complement, whether 
instrumental or vocal, to another musical part or composition, performed by either a student or another 
member of academic staff.  This rate is paid per hour of delivery.  The rates are to be applied as follows: 

 PR9 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 PR8 must be claimed and is payable where an individual does not hold a relevant PhD nor has 
coordinator responsibilities for the unit being taught. 






  



 

 106 

6. Clinical Nurse Educator 

   Jul-22 
First pay period  

after 
commencement 

Jul-24 Jul-25 Jun-26 

 Pay code 2.10% 4.60% 3.75% 3.75% 4.00% 

Clinical Nurse 
Educator 1 

CM3 
$107.41  $112.35  $116.56  $120.93  $125.77  

  CM2^ $128.49  $134.40  $139.44  $144.67  $150.46  

Clinical Nurse 
Educator 2 

CM5 
$80.54  $84.25  $87.41  $90.69  $94.32  

  CM4^ $96.36  $100.79  $104.57  $108.49  $112.83  

Clinical Nurse 
Educator 3 

CN1 
$67.11  $70.20  $72.83  $75.56  $78.58  

  CN2^ $80.30  $83.99  $87.14  $90.41  $94.03  

 

Clinical Nurse Educator rates are payable for provision of undergraduate clinical nurse education 
including delivery time and directly associated non-contact duties such as preparation, reasonably 
contemporaneous marking and student consultation.   Different pay codes and rates apply depending on 
amount of time required for directly associated non-contact duties as set out below.  A Unit of Study 
Coordinator is responsible for determining the time required for directly associated non-contact duties. 

Clinical Nurse Educator 1: rate payable for the work performed by Facilitators engaged to supervise 
students on clinical placement and reviewing their performance and suitability for clinical practice where 
up to one hour of associated working time is required by the casual academic to be performed.  This must 
be in association with only undergraduate education.  The rates are to be applied as follows: 

 CM2 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 CM1 must be claimed and is payable where an individual does not hold a relevant PhD nor 
has coordinator responsibilities for the unit being taught. 

Clinical Nurse Educator 2: rate payable for the work performed by Facilitators engaged to supervise 
students on clinical placement and reviewing their performance and suitability for clinical practice where 
up to 30 minutes of associated working time is required by the casual academic to be performed.  This 
must be in association with only undergraduate education.    The rates are to be applied as follows: 

 CM4 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 CM5 must be claimed and is payable where an individual does not hold a relevant PhD nor 
has coordinator responsibilities for the unit being taught. 

Clinical Nurse Educator 3: rate payable for the work performed by Facilitators engaged to supervise 
students on clinical plac3ment and reviewing their performance and suitability for clinical practice where 
up to 15 minutes of associated work time is required by the casual academic is to be performed.  This 
must be in association with only undergraduate education.  The rates are to be applied as follows: 






  

  



 

 107 

 CN2 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 CN1 must be claimed and is payable where an individual does not hold a relevant PhD nor has 
coordinator responsibilities for the unit being taught. 

7. Clinical Educator 

   Jul-22 
First pay period  

after 
commencement 

Jul-24 Jul-25 Jun-26 

 Pay code 2.10% 4.60% 3.75% 3.75% 4.00% 

Clinical Educator 1A CM6 $80.09  $83.78  $86.92  $90.18  $93.79  

Clinical Educator 1B CM7 $73.46  $76.84  $79.72  $82.71  $86.02  

Clinical Educator 2A CM8 $66.73  $69.80  $72.42  $75.14  $78.15  

Clinical Educator 2B CM9 $61.47  $64.30  $66.71  $69.21  $71.98  

 

Clinical Educator rates of pay are for non-contact duties only associated with clinical sessions run within 
the Faculty of Medicine and Health, except for undergraduate Clinical Nurse Educators.  These rates 
compensate for the supplementary non-contact duties required to support in person clinical sessions. 

Clinical Educator 1A and 1B: rate paid per hour where an average of three hours is spent on non-
contact duties (including liaison with specific health agencies, examination of student patient care plans, 
student evaluation and counselling and individual preparation for contact periods) per session.  This may 
be in association with either undergraduate or postgraduate education.  

The rates are to be applied as follows: 

 Rate 1A applies to staff with requisite experience (meaning either appropriate teaching 
qualifications and/or demonstrated professional experience including previous experience in 
the performance of the required work); and  

 Rate 1B applies to staff without requisite experience. 

Clinical Educator 2A and 2B: rate paid per hour where non-contact duties (as defined above) per 
session are less time consuming than non-contact duties applicable to Clinical Educator 1A and 1B.  This 
may be in association with either undergraduate or postgraduate education. This rate may only be used 
where fewer than three hours of non-contact duties is required to be performed per clinical session.  The 
rates are to be applies as follows: 

 Rate 2A applies to staff with requisite experience (meaning either appropriate teaching 
qualifications and/or demonstrated professional experience including previous experience in 
the performance of the required work);  and  

 Rate 2B applies to staff without requisite experience 

8. Clinical Dentistry Educator 

  Jul-22 First pay period 
after 

commencement 

Jul-24 Jul-25 Jun-26 






  

  



 

 108 

 Pay 
code 

2.10% 4.60% 3.75% 3.75% 4.00% 

Clinical 
Dentistry 
Educator 1A 

CD5 $80.54 $84.25 $87.41 $116.56 $94.32 

Clinical 
Dentistry 
Educator 1B 

CD4^ $96.36 $100.79 $104.57 $108.49 $112.83 

Clinical 
Dentistry 
Educator 1C 

CD3 $107.41 $112.35 $116.56 $120.93 $125.77 

 
Clinical Dentistry Educator: rate paid per hour for the in clinic supervision of dental or oral health 
therapy students to provide educational instruction to develop their clinical skills, as required by the 
Australian Dental Council to meet the professional competencies of a dental practitioner.  The Clinical 
Dentistry Educator will also provide the required clinical supervision of patient treatment within patient 
clinics.  
 
The rates are to be applied as follows: 
 
 Rate CD5 must be claimed and is payable where an individual does not hold a relevant PhD 

nor has coordinator responsibilities of the unit being taught;  

 Rate CD4 must be claimed and is payable if an individual holds a relevant PhD, and/or has 
responsibility for the co-ordination of the unit of study being taught; 

 Rate CD3 must be claimed and is payable to an individual who is currently registered with 
AHPRA as a dental specialist. 

These rate do not include non-contact duties required to be performed in association with clinical 
education.  Such duties where required to be performed are to be claimed and paid at the relevant CM6-
CM9 rate. 

9. Review of allocation of hours  

Casual academic staff may seek a review in accordance with the Work Classification And Payment 
Guidelines For Casual Academic Staff, (which is summarised, below) where they consider they are 
unable to complete work required by the University within the time allocated to the staff member in the 
staff member’s schedule for required work activities or where there is non-allocation for required work. 

The review process is as follows: 

 as soon as possible and prior to performing any additional work, the casual staff member 
should request additional hours by approaching their Supervisor in the first instance; 

 the Supervisor will consider the work to be performed, the staff member's explanation and 
whether the Supervisor requires the casual academic to perform any additional work or 
whether an alternative arrangement can be made to avoid the need for additional work being 
performed by the staff member; 

 where the Supervisor considers additional hours to be appropriate, the Supervisor will consult 
with the Head of School / Deputy Head of School to request additional hours;  

 where the Head of School / Deputy Head of School decides that additional work is required to 
be performed beyond the initial time or sessions allocated in accordance with this Schedule, 
then the additional work and time should be added to the workload allocation spreadsheet and 






  



 

 109 

a new allocation provided to the casual staff member in the Casual Academic Scheduling 
System (CASS) (or any replacement system). 

Outcomes of the review will be one or more of the following:  

 approval of additional time by the Head of School/Deputy Head of School as per the above 
provisions to cover the extra time required to be worked; or  

 where additional time is not approved, an extra allocation does not apply, the casual academic 
staff member would not be required to work in excess of the allocated time; and: 

 the staff member may be directed to perform the work differently or to a different 
standard, to enable it to be completed in the allocated time;  

 alternative arrangements may be made for the completion of work by others or for 
additional support to enable it to be completed in the allocated time; and/or  

 the additional work would not be performed. 

PROFESSIONAL STAFF – ANNUAL RATES - 35 HOUR WEEK 

Grade/Step      

 
Jul-22 First pay period  

after commencement 
Jul-24 Jul-25 Jul-26 

2.10% 4.60% 3.75% 3.75% 4.00% 

HEO 1 Step 1 $57,645 $60,297 $62,558 $64,904 $67,500 

HEO 1 Step 2 $58,835 $61,541 $63,849 $66,243 $68,893 

HEO 1 Step 3 $60,034 $62,796 $65,151 $67,594 $70,298 

       

HEO 2 Step 1 $61,822 $64,666 $67,091 $69,607 $72,391 

HEO 2 Step 2 $63,614 $66,540 $69,035 $71,624 $74,489 

       

HEO 3 Step 1 $64,806 $67,787 $70,329 $72,966 $75,885 

HEO 3 Step 2 $66,586 $69,649 $72,261 $74,971 $77,970 

HEO 3 Step 3 $68,377 $71,522 $74,204 $76,987 $80,066 

HEO 3 Step 4 $70,175 $73,403 $76,156 $79,012 $82,172 

HEO 3 Step 5 $71,962 $75,272 $78,095 $81,024 $84,265 

            

HEO 4 Step 1 $73,751 $77,144 $80,037 $83,038 $86,360 

HEO 4 Step 2 $75,543 $79,018 $81,981 $85,055 $88,457 

HEO 4 Step 3 $77,926 $81,511 $84,568 $87,739 $91,249 

       

HEO 5 Step 1 $79,717 $83,384 $86,511 $89,755 $93,345 

HEO 5 Step 2 $82,102 $85,879 $89,099 $92,440 $96,138 

HEO 5 Step 3 $84,481 $88,367 $91,681 $95,119 $98,924 

HEO 5 Step 4 $86,873 $90,869 $94,277 $97,812 $101,724 






  

  



 

 110 

Grade/Step      

 
Jul-22 First pay period  

after commencement 
Jul-24 Jul-25 Jul-26 

2.10% 4.60% 3.75% 3.75% 4.00% 

HEO 5 Step 5 $89,256 $93,362 $96,863 $100,495 $104,515 

       

HEO 6 Step 1 $91,644 $95,860 $99,455 $103,185 $107,312 

HEO 6 Step 2 $94,026 $98,351 $102,039 $105,865 $110,100 

HEO 6 Step 3 $96,414 $100,849 $104,631 $108,555 $112,897 

HEO 6 Step 4 $98,796 $103,341 $107,216 $111,237 $115,686 

       

HEO 7 Step 1 $100,032 $104,633 $108,557 $112,628 $117,133 

HEO 7 Step 2 $103,015 $107,754 $111,795 $115,987 $120,626 

HEO 7 Step 3 $106,002 $110,878 $115,036 $119,350 $124,124 

HEO 7 Step 4 $108,979 $113,992 $118,267 $122,702 $127,610 

       

HEO 8 Step 1 $111,966 $117,116 $121,508 $126,065 $131,108 

HEO 8 Step 2 $115,537 $120,852 $125,384 $130,086 $135,289 

HEO 8 Step 3 $119,121 $124,601 $129,274 $134,122 $139,487 

HEO 8 Step 4 $122,696 $128,340 $133,153 $138,146 $143,672 

HEO 8 Step 5 $126,271 $132,079 $137,032 $142,171 $147,858 

       

HEO 9 Step 1 $129,847 $135,820 $140,913 $146,197 $152,045 

HEO 9 Step 2 $133,431 $139,569 $144,803 $150,233 $156,242 

HEO 9 Step 3 $137,008 $143,310 $148,684 $154,260 $160,430 

      

HEO 10 $138,799 $145,184 $150,628 $156,277 $162,528 

 

PROFESSIONAL STAFF – ANNUAL RATES – 38 HOUR WEEK 

Grade/Step 
     

  

Jul-22 
2.10% 

First pay period  
after commencement 

Jul-24 Jul-25 Jul-26 

4.60% 3.75% 3.75% 4.00% 

HEO 1 Step 1 $62,586 $65,465 $67,920 $70,467 $73,286 

HEO 1 Step 2 $63,879 $66,817 $69,323 $71,922 $74,800 

HEO 1 Step 3 $65,180 $68,178 $70,735 $73,387 $76,324 

       

HEO 2 Step 1 $67,124 $70,212 $72,845 $75,577 $78,600 






  

  



 

 111 

Grade/Step 
     

  

Jul-22 
2.10% 

First pay period  
after commencement 

Jul-24 Jul-25 Jul-26 

4.60% 3.75% 3.75% 4.00% 

HEO 2 Step 2 $69,066 $72,243 $74,952 $77,763 $80,874 

       

HEO 3 Step 1 $70,359 $73,596 $76,356 $79,219 $82,388 

HEO 3 Step 2 $72,294 $75,620 $78,456 $81,398 $84,654 

HEO 3 Step 3 $74,239 $77,654 $80,566 $83,587 $86,930 

HEO 3 Step 4 $76,190 $79,695 $82,684 $85,785 $89,216 

HEO 3 Step 5 $78,130 $81,724 $84,789 $87,969 $91,488 

       

HEO 4 Step 1 $80,072 $83,755 $86,896 $90,155 $93,761 

HEO 4 Step 2 $82,018 $85,791 $89,008 $92,346 $96,040 

HEO 4 Step 3 $84,605 $88,497 $91,816 $95,259 $99,069 

       

HEO 5 Step 1 $86,548 $90,529 $93,924 $97,446 $101,344 

HEO 5 Step 2 $89,140 $93,240 $96,737 $100,365 $104,380 

HEO 5 Step 3 $91,723 $95,942 $99,540 $103,273 $107,404 

HEO 5 Step 4 $94,317 $98,656 $102,356 $106,194 $110,442 

HEO 5 Step 5 $96,902 $101,359 $105,160 $109,104 $113,468 

       

HEO 6 Step 1 $99,497 $104,074 $107,977 $112,026 $116,507 

HEO 6 Step 2 $102,089 $106,785 $110,789 $114,944 $119,542 

HEO 6 Step 3 $104,677 $109,492 $113,598 $117,858 $122,572 

HEO 6 Step 4 $107,265 $112,199 $116,406 $120,771 $125,602 

       

HEO 7 Step 1 $108,608 $113,604 $117,864 $122,284 $127,175 

HEO 7 Step 2 $111,843 $116,988 $121,375 $125,927 $130,964 

HEO 7 Step 3 $115,083 $120,377 $124,891 $129,574 $134,757 

HEO 7 Step 4 $118,324 $123,767 $128,408 $133,223 $138,552 

       

HEO 8 Step 1 $121,562 $127,154 $131,922 $136,869 $142,344 

HEO 8 Step 2 $125,439 $131,209 $136,129 $141,234 $146,883 

HEO 8 Step 3 $129,329 $135,278 $140,351 $145,614 $151,439 

HEO 8 Step 4 $133,213 $139,341 $144,566 $149,987 $155,986 

HEO 8 Step 5 $137,097 $143,403 $148,781 $154,360 $160,534 

       






  

  



 

 112 

Grade/Step 
     

  

Jul-22 
2.10% 

First pay period  
after commencement 

Jul-24 Jul-25 Jul-26 

4.60% 3.75% 3.75% 4.00% 

HEO 9 Step1 $140,979 $147,464 $152,994 $158,731 $165,080 

HEO 9 Step2 $144,863 $151,527 $157,209 $163,104 $169,628 

HEO 9 Step3 $148,748 $155,590 $161,425 $167,478 $174,177 

      

HEO 10 $150,698 $157,630 $163,541 $169,674 $176,461 

 

 






  

  



 

 113

PROFESSIONAL STAFF – CASUAL RATES – 35 HOUR WEEK 

CASUAL RATES OF PAY - 35 HOURS PER WEEK 

Grade/Step  Base Rate 
Loaded 

Rate 
Base Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Effective 
Jul-22 First pay period  

after commencement 
Jul-24 Jul-25 Jul-26 

  2.10% 2.10% 4.60% 4.60% 3.75% 3.75% 3.75% 3.75% 4.00% 4.00% 

HEO 1  Step 1 $31.56  $39.45  $33.01  $41.26  $34.25  $42.81  $35.53  $44.43  $36.96  $46.20  

HEO 1  Step 2 $32.21  $40.27  $33.69  $42.11  $34.96  $43.70  $36.27  $45.34  $37.72  $47.15  

HEO 1  Step 3 $32.87  $41.09  $34.38  $42.98  $35.67  $44.59  $37.01  $46.26  $38.49  $48.11  

            

HEO 2  Step 1 $33.85  $42.31  $35.41  $44.26  $36.74  $45.93  $38.12  $47.65  $39.64  $49.55  

HEO 2  Step 2 $34.83  $43.54  $36.43  $45.54  $37.80  $47.25  $39.22  $49.03  $40.79  $50.99  

            

HEO 3  Step 1 $35.48  $44.35  $37.11  $46.39  $38.51  $48.13  $39.95  $49.94  $41.55  $51.94  

HEO 3  Step 2 $36.46  $45.57  $38.14  $47.68  $39.58  $49.48  $41.05  $51.34  $42.69  $53.39  

HEO 3  Step 3 $37.44  $46.80  $39.16  $48.95  $40.63  $50.79  $42.16  $52.70  $43.84 $54.81  

HEO 3  Step 4 $38.42  $48.03  $40.19  $50.24  $41.70  $52.13  $43.27  $54.09  $44.99  $56.25  

HEO 3  Step 5 $39.40  $49.25  $41.21  $51.51  $42.76  $53.45  $44.37  $55.46  $46.14  $57.68  

            

HEO 4  Step 1 $40.38  $50.47  $42.24  $52.80  $43.83  $54.79  $45.46  $56.85  $47.28  $59.13  

HEO 4  Step 2 $41.36  $51.70  $43.26  $54.08  $44.89  $56.11  $46.58  $58.23  $48.44  $60.55  

HEO 4  Step 3 $42.66  $53.33  $44.63  $55.78  $46.30  $57.88  $48.04  $60.05  $49.96  $62.45  

            

HEO 5  Step 1 $43.65  $54.56  $45.66  $57.08  $47.37  $59.21  $49.15  $61.44  $51.12  $63.90  






  

  



 

 114

CASUAL RATES OF PAY - 35 HOURS PER WEEK 

Grade/Step  Base Rate 
Loaded 

Rate 
Base Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Effective 
Jul-22 First pay period  

after commencement 
Jul-24 Jul-25 Jul-26 

  2.10% 2.10% 4.60% 4.60% 3.75% 3.75% 3.75% 3.75% 4.00% 4.00% 

HEO 5  Step 2 $44.95  $56.19  $47.02  $58.78  $48.79  $60.99  $50.62  $63.28  $52.64  $65.80  

HEO 5  Step 3 $46.25  $57.82  $48.38  $60.48  $50.20  $62.75  $52.08  $65.10  $54.16  $67.70  

HEO 5  Step 4 $47.56  $59.46  $49.75  $62.19  $51.62  $64.53  $53.56  $66.95  $55.70  $69.63  

HEO 5  Step 5 $48.87  $61.09  $51.12  $63.90  $53.04  $66.30  $55.03  $68.79  $57.23  $71.54  

            

HEO 6  Step 1 $50.18  $62.72  $52.49  $65.61  $54.46  $68.08  $56.50  $70.63  $58.76  $73.45  

HEO 6  Step 2 $51.48  $64.35  $53.85  $67.31  $55.87  $69.84  $57.97  $72.46  $60.29  $75.36  

HEO 6  Step 3 $52.79  $65.99  $55.22  $69.03  $57.29  $71.61  $59.44  $74.30  $61.82  $77.28  

HEO 6  Step 4 $54.09  $67.62  $56.58  $70.73  $58.70  $73.38  $60.91 $76.13  $63.34  $79.18  

            

HEO 7  Step 1 $54.77  $68.46  $57.29  $71.61  $59.44  $74.30  $61.67  $77.09  $64.14  $80.18  

HEO 7  Step 2 $56.40  $70.50  $59.00 $73.74  $61.21  $76.50  $63.51  $79.38  $66.05  $82.55  

HEO 7  Step 3 $58.04  $72.55  $60.71  $75.89  $62.99  $78.74  $65.35  $81.69  $67.96  $84.95  

HEO 7  Step 4 $59.67  $74.59  $62.41  $78.01  $64.75  $80.94  $67.18  $83.98  $69.87  $87.34  

            

HEO 8  Step 1 $61.30  $76.63  $64.12  $80.15  $66.53  $83.16  $69.03  $86.29  $71.79  $89.74  

HEO 8  Step 2 $63.26  $79.08  $66.17  $82.71  $68.65  $85.81  $71.23  $89.04  $74.08  $92.60  

HEO 8  Step 3 $65.22  $81.53  $68.22  $85.28  $70.78  $88.48  $73.44  $91.80  $76.38  $95.48  

HEO 8  Step 4 $67.18  $83.98  $70.27  $87.84  $72.91  $91.14  $75.65  $94.56  $78.68  $98.35  






  

  



 

 115

CASUAL RATES OF PAY - 35 HOURS PER WEEK 

Grade/Step  Base Rate 
Loaded 

Rate 
Base Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Effective 
Jul-22 First pay period  

after commencement 
Jul-24 Jul-25 Jul-26 

  2.10% 2.10% 4.60% 4.60% 3.75% 3.75% 3.75% 3.75% 4.00% 4.00% 

HEO 8  Step 5 $69.14  $86.42  $72.32  $90.40  $75.03  $93.79  $77.85  $97.31  $80.96  $101.20  

                      

HEO 9  Step 1 $71.10  $88.87  $74.37  $92.96  $77.16  $96.45  $80.05  $100.06  $83.25  $104.06  

HEO 9  Step 2 $73.06  $91.32  $76.42  $95.53  $79.29  $99.11  $82.26  $102.83  $85.55  $106.94  

HEO 9  Step 3 $75.02  $93.77  $78.47  $98.09  $81.41  $101.76  $84.46  $105.58  $87.84  $109.80  

            

HEO 10 $76.00  $95.00  $79.50  $99.38  $82.48  $103.10  $85.57  $106.96  $88.99  $111.24  

 

PROFESSIONAL STAFF – CASUAL RATES – 38 HOUR WEEK 

CASUAL RATES OF PAY - 38 HOURS PER WEEK 

Grade/Step  Base Rate 
Loaded 

Rate 
Base Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Effective 
Jul-22 First pay period  

after commencement 
Jul-24 Jul-25 Jul-26 

  2.10% 2.10% 4.60% 4.60% 3.75% 3.75% 3.75% 3.75% 4.00% 4.00% 

HEO 1  Step 1 $31.56  $39.45  $33.01  $41.26  $34.25  $42.81  $35.53  $44.43  $36.96  $46.20  

HEO 1  Step 2 $32.21  $40.27  $33.69  $42.11  $34.96  $43.70  $36.27  $45.34  $37.72  $47.15  

HEO 1  Step 3 $32.87  $41.09  $34.38  $42.98  $35.67  $44.59  $37.01  $46.26  $38.49  $48.11  

            






  

  



 

 116

CASUAL RATES OF PAY - 38 HOURS PER WEEK 

Grade/Step  Base Rate 
Loaded 

Rate 
Base Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Effective 
Jul-22 First pay period  

after commencement 
Jul-24 Jul-25 Jul-26 

  2.10% 2.10% 4.60% 4.60% 3.75% 3.75% 3.75% 3.75% 4.00% 4.00% 

HEO 2  Step 1 $33.85  $42.31  $35.41  $44.26  $36.74  $45.93  $38.12  $47.65  $39.64  $49.55  

HEO 2  Step 2 $34.83  $43.54  $36.43  $45.54  $37.80  $47.25  $39.22  $49.03  $40.79  $50.99  

            

HEO 3  Step 1 $35.48  $44.35  $37.11  $46.39  $38.51  $48.13  $39.95  $49.94  $41.55  $51.94  

HEO 3  Step 2 $36.46  $45.57  $38.14  $47.68  $39.58  $49.48  $41.05  $51.34  $42.69  $53.39  

HEO 3  Step 3 $37.44  $46.80  $39.16  $48.95  $40.63  $50.79  $42.16  $52.70  $43.84 $54.81  

HEO 3  Step 4 $38.42  $48.03  $40.19  $50.24  $41.70  $52.13  $43.27  $54.09  $44.99  $56.25  

HEO 3  Step 5 $39.40  $49.25  $41.21  $51.51  $42.76  $53.45  $44.37  $55.46  $46.14  $57.68  

            

HEO 4  Step 1 $40.38  $50.47  $42.24  $52.80  $43.83  $54.79  $45.46  $56.85  $47.28  $59.13  

HEO 4  Step 2 $41.36  $51.70  $43.26  $54.08  $44.89  $56.11  $46.58  $58.23  $48.44  $60.55  

HEO 4  Step 3 $42.66  $53.33  $44.63  $55.78  $46.30  $57.88  $48.04  $60.05  $49.96  $62.45  

            

HEO 5  Step 1 $43.65  $54.56  $45.66  $57.08  $47.37  $59.21  $49.15  $61.44  $51.12  $63.90  

HEO 5  Step 2 $44.95  $56.19  $47.02  $58.78  $48.79  $60.99  $50.62  $63.28  $52.64  $65.80  

HEO 5  Step 3 $46.25  $57.82  $48.38  $60.48  $50.20  $62.75  $52.08  $65.10  $54.16  $67.70  

HEO 5  Step 4 $47.56  $59.46  $49.75  $62.19  $51.62  $64.53  $53.56  $66.95  $55.70  $69.63  

HEO 5  Step 5 $48.87  $61.09  $51.12  $63.90  $53.04  $66.30  $55.03  $68.79  $57.23  $71.54  

            








 

 117

CASUAL RATES OF PAY - 38 HOURS PER WEEK 

Grade/Step  Base Rate 
Loaded 

Rate 
Base Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Effective 
Jul-22 First pay period  

after commencement 
Jul-24 Jul-25 Jul-26 

  2.10% 2.10% 4.60% 4.60% 3.75% 3.75% 3.75% 3.75% 4.00% 4.00% 

HEO 6  Step 1 $50.18  $62.72  $52.49  $65.61  $54.46  $68.08  $56.50  $70.63  $58.76  $73.45  

HEO 6  Step 2 $51.48  $64.35  $53.85  $67.31  $55.87  $69.84  $57.97  $72.46  $60.29  $75.36  

HEO 6  Step 3 $52.79  $65.99  $55.22  $69.03  $57.29  $71.61  $59.44  $74.30  $61.82  $77.28  

HEO 6  Step 4 $54.09  $67.62  $56.58  $70.73  $58.70  $73.38  $60.91 $76.13  $63.34  $79.18  

            

HEO 7  Step 1 $54.77  $68.46  $57.29  $71.61  $59.44  $74.30  $61.67  $77.09  $64.14  $80.18  

HEO 7  Step 2 $56.40  $70.50  $59.00 $73.74  $61.21  $76.50  $63.51  $79.38  $66.05  $82.55  

HEO 7  Step 3 $58.04  $72.55  $60.71  $75.89  $62.99  $78.74  $65.35  $81.69  $67.96  $84.95  

HEO 7  Step 4 $59.67  $74.59  $62.41  $78.01  $64.75  $80.94  $67.18  $83.98  $69.87  $87.34  

            

HEO 8  Step 1 $61.30  $76.63  $64.12  $80.15  $66.53  $83.16  $69.03  $86.29  $71.79  $89.74  

HEO 8  Step 2 $63.26  $79.08  $66.17  $82.71  $68.65  $85.81  $71.23  $89.04  $74.08  $92.60  

HEO 8  Step 3 $65.22  $81.53  $68.22  $85.28  $70.78  $88.48  $73.44  $91.80  $76.38  $95.48  

HEO 8  Step 4 $67.18  $83.98  $70.27  $87.84  $72.91  $91.14  $75.65  $94.56  $78.68  $98.35  

HEO 8  Step 5 $69.14  $86.42  $72.32  $90.40  $75.03  $93.79  $77.85  $97.31  $80.96  $101.20  

                      

HEO 9  Step 1 $71.10  $88.87  $74.37  $92.96  $77.16  $96.45  $80.05  $100.06  $83.25  $104.06  

HEO 9  Step 2 $73.06  $91.32  $76.42  $95.53  $79.29  $99.11  $82.26  $102.83  $85.55  $106.94  

HEO 9  Step 3 $75.02  $93.77  $78.47  $98.09  $81.41  $101.76  $84.46  $105.58  $87.84  $109.80  








 

 118

CASUAL RATES OF PAY - 38 HOURS PER WEEK 

Grade/Step  Base Rate 
Loaded 

Rate 
Base Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Base 
Rate 

Loaded 
Rate 

Effective 
Jul-22 First pay period  

after commencement 
Jul-24 Jul-25 Jul-26 

  2.10% 2.10% 4.60% 4.60% 3.75% 3.75% 3.75% 3.75% 4.00% 4.00% 

            

HEO 10 $76.00  $95.00  $79.50  $99.38  $82.48  $103.10  $85.57  $106.96  $88.99  $111.24  

 

 






  

  



 

119 

ENGLISH LANGUAGE TEACHING STAFF – ANNUAL & CASUAL RATES 

CLASSIFICATION     ANNUAL RATE 

  Jul-22 

First pay period  
after 

commencemen
t 

Jul-24 Jul-25 Jul-26 

  2.10% 4.60% 3.75% 3.75% 4.00% 

CET DEPUTY DIRECTOR      

1 $121,670  $127,267  $132,040  $136,992  $142,472  

2 $125,919  $131,711  $136,650  $141,774  $147,445  

3 $130,155  $136,142  $141,247  $146,544  $152,406  

EDUCATION MANAGER      

1 $113,184  $118,390  $122,830  $127,436  $132,533  

2 $117,427  $122,829  $127,435  $132,214  $137,503  

LANGUAGE TEACHERS      

1 $79,785  $83,455  $86,585  $89,832  $93,425  

2 $82,356  $86,144  $89,374  $92,726  $96,435  

3 $84,925  $88,832  $92,163  $95,619  $99,444  

4 $87,498  $91,523  $94,955  $98,516  $102,457  

5 $90,071  $94,214  $97,747  $101,413  $105,470  

6 $92,642  $96,904  $100,538  $104,308  $108,480  

7 $95,218  $99,598  $103,333  $107,208  $111,496  

8 $97,787  $102,285  $106,121  $110,101  $114,505  

9* $100,360  $104,977  $108,914  $112,998  $117,518  

10 $102,379  $107,088  $111,104  $115,270  $119,881  

11 $104,952  $109,780  $113,897  $118,168  $122,895  

12 $107,516  $112,462  $116,679  $121,054  $125,896  

CASUAL RATES    

TEACHING RATE A $164.39  $171.95  $178.40  $185.09  $192.49  

TEACHING RATE B $109.59  $114.63  $118.93  $123.39  $128.33  

MARKING – 
SUPERVISING EXAMINER 

$73.86  $77.26  $80.16  $83.17  $86.50  

ROUTINE MARKING AND 
OTHER DUTIES 

$54.42  $56.93  $59.07  $61.29  $63.74  

* Minimum appointment step for CET teacher with a relevant doctoral qualification 
 

CASUAL RATES 

Teaching Rates:  the above rates include payment for one hour’s face-to-face teaching time 
plus up to two hours’ related duties such as preparation, lesson planning, collation of 
materials, marking arising from the relevant class and student consultation time.  Teaching 
Rate A is paid where an English language teacher’s related duties include a requirement to 






  

  



 

 120

develop curriculum and/or necessary materials, and Teaching Rate B is paid where the 
development of curriculum and/or necessary materials is not required.  

Marking – Supervising Examiner:  Rate paid per hour for marking as a supervising 
examiner, or marking requiring significant professional judgement. 

Routine Marking and Other Duties: Rate paid per hour for routine marking (other than 
marking that is covered by the staff member’s Teaching Rate) such as marking of CET-wide or 
course-wide examinations, exit tests, essays or assessment tasks and other duties that are not 
covered by the staff member’s Teaching Rate, including attendance at excursions, additional 
student consultation, preparation of subject guides or reading lists for curriculum development 
or materials other than for allocated classes and attendance at meetings. 

  








 

 121

SCHEDULE 2: CLASSIFICATION DESCRIPTORS 

ACADEMIC STAFF  

The responsibilities of Academic staff may vary according to the specific requirements of the University to 
meet its objectives, to different discipline requirements and/or to individual staff development.  Typical 
standards for levels of Academic staff, other than casual staff, are as set out below.  The levels are 
differentiated by level of complexity, degree of autonomy, leadership requirements of the position and 
level of achievement of the Academic staff member. 

A staff member appointed to a particular level may be assigned, and may be expected to undertake, 
responsibilities and functions of any level up to and including the level to which the Academic staff 
member is appointed or promoted.  In addition, staff may undertake elements of the work of a higher level 
in order to gain experience and expertise consistent with the requirements of the University's promotion 
processes. 

Teaching and Research Academic Staff 

Level A 

 work with the support and guidance from more senior Academic staff  

 expected to develop expertise in teaching and research with an increasing degree of 
autonomy 

 normally expected to contribute to teaching, at a level appropriate to the skills and experience 
of the staff member, primarily at undergraduate and graduate diploma level  

 engage in scholarly, research and/or professional activities appropriate to professional 
discipline 

 undertake administration primarily relating to staff member’s activities at the University 

 normally have completed four years of tertiary study or equivalent qualifications and 
experience; may be required to hold a relevant higher degree 

Level B 

 undertake independent teaching and research in staff member’s discipline or related area 

 expected to make an independent contribution to research, scholarship and/or teaching 
through professional practice and expertise, and co-ordinate and/or lead the activities of other 
staff, as appropriate to the discipline 

 normally contribute to teaching at undergraduate, honours and postgraduate level 

 may be required to perform full academic responsibilities of and related administration for co-
ordination of an award program of the University provided that this is consistent with a 
reasonable and overall workload 

 undertake administration primarily relating to staff member’s activities at the University 

Level C 

 expected to make a significant contribution to the discipline at national level 

 in research, scholarship and/or teaching, expected to make original contributions which 
expand knowledge or practice in discipline 








 

 122

 normally expected to make a significant contribution to research, scholarship and/or teaching 
and administration activities of an organisational unit or interdisciplinary area at 
undergraduate, honours and postgraduate level 

 normally expected to play a major role or provide a significant degree of leadership in 
scholarly, research and/or professional activities relevant to the profession, discipline and/or 
community 

 may be required to perform full academic responsibilities of, and related administration for, co-
ordination of a large award program or a number of smaller award programs, if consistent with 
a reasonable overall workload 

Level D 

 expected to make an outstanding contribution to research, scholarship and/or teaching and 
administration activities of an organisational unit, including a large organisational unit, or 
interdisciplinary area 

 responsibilities may include co-ordination of a large award program or a number of smaller 
award programs where this is consistent with a reasonable overall workload 

 expected to make an outstanding contribution to governance and collegial life inside and 
outside the University 

 will have attained recognition at a national or international level in staff member’s discipline 
and is expected to make original and innovative contributions to advancement of scholarship, 
research and teaching in discipline 

Level E 

 provide leadership and foster excellence in research, teaching and policy development in 
academic discipline within the University and within the community, professional, commercial 
or industrial sectors 

 will have attained recognition as a leading authority in discipline, and will have achieved 
distinction at the national level and may be required to have achieved distinction at the 
international level  

 expected to make original, innovative and distinguished contributions to scholarship, 
researching and teaching in discipline and make a commensurate contribution to the work of 
the University 

Research Academic Staff (Inclusive of Creative Disciplines) 

Level A 

 will normally work under the supervision of Academic staff at Level B or above, with an 
increasing degree of autonomy as the research Academic staff member gains skills and 
experience 

 will typically conduct research/scholarly activities under limited supervision either 
independently or as a member of a team 

 may undertake limited teaching, supervise at undergraduate levels, and/or publish the results 
of the research conducted as sole author or in collaboration  

 undertake administration primarily relating to staff member’s activities at the University 

 will normally hold a relevant higher degree 








 

 123

Level B 

 will normally have experience in research or scholarly activities, which have resulted in 
publications in, refereed journals or other demonstrated scholarly activities 

 will carry out independent and/or team research 

 may supervise postgraduate research students or projects and be involved in research training 

Level C 

 will make independent and original contributions to research, which have a significant impact 
on staff member’s field of expertise 

 work will be acknowledged at national level as influential in expanding knowledge of discipline, 
and standing will normally be demonstrated by a strong record of published work or other 
demonstrated scholarly activities 

 will provide leadership in research, including research training and supervision 

Level D 

 will make major original and innovative contributions to staff member’s field of study or 
research, which are recognised as outstanding nationally or internationally 

 will play an outstanding role within University, discipline and/or profession in fostering the 
research activities of others, and in research training 

Level E 

 will typically have achieved international recognition through original, innovative and 
distinguished contributions to staff member’s field of research, as demonstrated by sustained 
and distinguished performance 

 will provide leadership in field of research, within the University, discipline and/or profession 
and within the scholarly and/or general community  

 will foster excellence in research, research policy and research training 

PROFESSIONAL STAFF - CLASSIFICATION DESCRIPTORS  

Definitions  

Training level Type and duration of training which the duties of the classification level 
typically require for effective performance. 

Occupational 
equivalent 

Examples of occupations typically falling within each classification level. 

Level of 
supervision 

Covers both the way in which staff are supervised or managed and the role 
of staff in supervising or managing others. 

Task level Type, complexity and responsibility of tasks typically performed. 

Organisational 
knowledge 

Required level of knowledge and awareness of University, its structure and 
functions and purposes to which that organisational knowledge may be put. 

Judgement, 
independence 

Judgement: ability to make sound decisions, recognising the consequences 
of decisions taken or actions performed; Independence: extent to which 








 

 124

and problem 
solving 

staff member is able (or allowed) to work effectively without supervision or 
direction;  problem solving: process of defining or selecting appropriate 
course of action from alternative courses.   

Close 
supervision 

Clear and detailed instructions provided.  Tasks covered by standard 
procedures.  Deviation from procedures or unfamiliar situations referred to 
higher levels.  Work is regularly checked. 

Routine 
supervision 

Direction provided on tasks to be undertaken, with some latitude to 
rearrange sequences and discriminate between established methods.  
Guidance on approach to standard circumstances provided in procedures; 
guidance on the approach to non-standard circumstances provided by a 
Supervisor.  Selective rather than constant checking. 

General direction Direction provided on assignments to be undertaken, with staff member 
determining appropriate use of established methods, tasks and sequences.  
Some scope to determine an approach in the absence of established 
procedures or detailed instructions, but guidance is readily available.  
Performance is checked by assignment completion. 

Broad direction Direction provided in terms of objectives which may require planning of 
staff, time and material resources for their completion.  Limited detailed 
guidance will be available and staff member may be required to develop or 
modify procedures.  Performance measured against objectives. 

Higher Education Officer Level 1 

Training level or qualifications 

(a) No formal qualifications or specific work experience required on employment; 

(b) structured training and extensive induction provided. 

Level of supervision 

Close supervision or, in the case of more experienced staff working alone, routine supervision. 

Task level 

Straightforward manual duties or elements of level 2 duties under close supervision and structured on the 
job training.  Some knowledge of materials, e.g. cleaning chemicals and hand tools, may be required.  
Established procedures exist. 

Organisational knowledge 

May provide straightforward information to others on building or service locations. 

Judgement, independence and problem solving 

Resolve problems where alternatives for the jobholder are limited and the required action is clear or can 
be readily referred to higher levels. 

Occupational equivalent and typical activities 

Cleaner, labourer, trainee for level 2 duties: perform a range of industrial cleaning tasks, move furniture, 
assist trades personnel with manual duties. 








 

 125

Higher Education Officer Level 2 

Training level or qualifications  

(a) Year 12 without work experience;  

(b) Certificates I or II with work related experience; or  

(c) Equivalent combination of experience and training. 

Level of supervision 

Routine supervision of straightforward tasks; close supervision of more complex tasks. 

Task level 

Straightforward tasks where procedures are clearly established; may occasionally perform more complex 
tasks. 

Organisational knowledge 

Following training, may provide general information/advice and assistance to members of the public, 
students and other staff based on a broad knowledge of work area/responsibility, including knowledge of 
functions carried out and location and availability of particular personnel and services. 

Judgement, independence and problem solving 

Solve relatively simple problems with reference to established techniques and practices.  May be required 
to choose between a range of straightforward alternatives.  Expected to perform a combination of routine 
tasks where daily work routine will allow latitude to rearrange some work sequences, provided the 
prearranged work priorities are achieved. 

Occupational equivalent and typical activities 

Administrative assistant: Manage inward and outward movement of mail, copy, maintain and retrieve 
records, undertake straightforward data entry and retrieval.  

Higher Education Officer Level 3 

Training level or qualifications 

(a) Trades certificate or Certificate III; or 

(b) Year 12 or a Certificate II, with relevant work experience; or 

(c) Equivalent combination of relevant experience and/or education/training. 

May typically perform duties which require further on the job training or knowledge and training equivalent 
to progress toward completion of a Certificate IV or Diploma. 

Level of supervision 

In technical positions, routine supervision, moving to general direction with experience.  In other positions, 
general direction.  Supervision of other staff may be required. 

Task level 

Some complexity.  Apply body of knowledge equivalent to trade certificate or Certificate III, including 
diagnostic skills and assessment of the best approach to a given task. 








 

 126

Organisational knowledge 

Perform tasks/assignments which require knowledge of the work area processes and an understanding of 
how they interact with other related areas and processes. 

Judgement, independence and problem solving 

Exercise judgement on work methods and task sequence within specified timelines, standard practices 
and procedures. 

Occupational equivalent and typical activities 

Tradesperson, technical assistant/technical trainee, administrative assistant.  

Trades: apply trades certificate/Certificate III skills in a range of construction, maintenance and repair 
tasks, using precision hand and power tools and equipment.  May involve familiarity with work of other 
trades or require further training. 

Technical: assist technical officers in operating a laboratory, including ordering supplies; assist in setting 
up routine experiments, preparation of specimens and feeding and care of animals; monitor experiments 
for report to a technical officer.  Staff are expected to perform a greater range and complexity of tasks as 
they progressed through the level and obtained further training. 

Administrative: standard use of a range of desk-top based programs, e.g.  word processing, established 
spreadsheet or database applications, and management information systems (e.g. financial, student or 
human resource systems), including storing/ retrieving documents, keying/lay out/merging of documents, 
tables and basic graphics; provide general administrative support including setting up meetings, 
answering straightforward inquiries and directing others to the appropriate personnel; process accounts 
for payment. 

Higher Education Officer Level 4 

Training level or qualifications 

(a) Diploma level qualification with relevant work related experience;  

(b) Certificate IV with relevant work experience; or 

(c) Post-trades certificate and extensive relevant experience and on the job training; or 

(d) Certificate III with extensive relevant work experience; or 

(e) An equivalent combination of relevant experience and/or education/training. 

Level of supervision 

In technical positions, routine supervision to general direction depending upon experience and the 
complexity of the tasks.  In other positions, general direction. 

May supervise or co-ordinate others to achieve objectives, including liaison with staff at higher levels.  
May undertake stand-alone work. 

Task level 

Undertake limited creative, planning or design functions; apply skills to a varied range of different tasks. 

Organisational knowledge 

Perform tasks/assignments which require proficiency in the work area's rules, regulations, processes and 
techniques, and how they interact with other related functions. 








 

 127

Judgement, independence and problem solving 

In trades positions, extensive diagnostic skills;  In technical positions, apply theoretical knowledge and 
techniques to a range of procedures and tasks; In administrative positions, provide factual advice which 
requires proficiency in the work area's rules and regulations, procedures requiring expertise in a specialist 
area or broad knowledge of a range of personnel and functions. 

Occupational equivalent and typical activities 

Technical officer or technician, administrative, advanced tradespersons. 

Trades: work on complex engineering or interconnected electrical circuits; exercise high precision trades 
skills using various materials and/or specialised techniques. 

Technical : develop new equipment to criteria developed and specified by others; under routine direction, 
assist in conduct of major experiments and research programs and/or in setting up complex or unusual 
equipment for a range of experiments and demonstrations; demonstrate use of equipment and prepare 
technical reports. 

Library technician: copy cataloguing; use range of bibliographic databases; undertake acquisitions; 
respond to reference inquiries. 

Administrative:  may use full range of desktop based programs, including word processing packages, 
mathematical formulae and symbols, manipulation of text and layout in desktop publishing and/or web 
software, and management information systems; plan and set up spreadsheets or data base applications; 
be responsible for providing a full range of secretarial services, e.g. in a faculty; provide advice to 
students on enrolment procedures and requirements; administer enrolment and course progression 
records. 

Higher Education Officer Level 5 

Training level or qualifications 

(a) Degree without subsequent relevant work experience;  

(b) Advanced diploma qualification and at least 1 year’s subsequent relevant work 
experience;  

(c) Diploma qualification and at least 2 years’ subsequent relevant work experience;  

(d) Certificate IV and extensive relevant work experience;  

(e) Post-trades certificate and extensive (typically more than 2 years) relevant 
experience as a technician; or 

(f) Equivalent combination of relevant experience and/or education/training. 

Level of supervision 

Professional positions: routine supervision to general direction, depending on tasks involved and 
experience.  Other positions: general direction and may supervise other staff. 

Task level 

Apply body of broad technical knowledge and experience at a more advanced level than Level 4, 
including development of areas of specialist expertise.  Professional: apply theoretical knowledge, at 
degree level, in a straightforward way.  Administrative: provide interpretation, advice and decisions on 
rules and entitlements. 








 

 128

Organisational knowledge 

Perform tasks/assignments which require proficiency in the work area's rules, regulations, policies, 
procedures, systems, processes and techniques, and how they interact with other related functions, in 
order to assist in their adaptation to achieve objectives, and advise, assist and influence others. 

Judgement, independence and problem solving 

Professional: solve problems through standard application of theoretical principles and techniques at 
degree level.  Technical: apply standard technical training and experience to solve problems.  
Administrative: may apply expertise in a particular set of rules or regulations to make decisions, or be 
responsible for co-ordinating a team to provide an administrative service. 

Occupational equivalent and typical activities 

Graduate (i.e., degree) or professional, without work experience on entry (including inexperienced 
computer systems officer); administrator with responsibility for advice and determinations; experienced 
technical officer. 

Technical: develop new equipment to general specifications; under general direction, assist in the 
conduct of major experiments and research programs and/or in setting up complex or unusual equipment 
for a range of experiments and demonstrations; under broad direction, set up, monitor and demonstrate 
standard experiments and equipment use; prepare technical reports. 

Library technician: assist with reader education programs and more complex bibliographic and acquisition 
services; operate a discrete unit within a library which may involve significant supervisory duties or 
running out-posted service. 

Administrative: responsible for managing an administrative function, e.g. HECS advice, records, 
determinations and payments, centralised enrolment function, organisation and administration of exams 
at a small campus. 

Professional: under professional supervision, work as part of a research team in a support role; provide a 
range of library services including bibliographic assistance, original cataloguing and reader education in 
library and reference services; provide counselling services. 

Higher Education Officer Level 6 

Training level or qualifications  

(a) Degree with subsequent relevant experience;  

(b) Extensive experience and specialist expertise or broad knowledge in technical or 
administrative fields; or 

(c) Equivalent combination of relevant experience and/or education/training. 

Level of supervision 

In professional positions, general direction; in other positions, broad direction.  May have extensive 
supervisory and line management responsibility for technical, administrative and other non-professional 
staff. 

Task level 

Perform work assignments guided by policy, precedent, professional standards and managerial or 
technical expertise.  Staff would have the latitude to develop or redefine procedure and interpret policy so 
long as other work areas are not affected.  In technical and administrative areas, have a depth or breadth 
of expertise developed through extensive relevant experience and application. 








 

 129

Organisational knowledge 

Perform tasks/assignments which require proficiency in work area's existing rules, regulations, policies, 
procedures, systems, processes and techniques and how they interact with other related functions; adapt 
those procedures and techniques as required to achieve objectives without impacting on other areas. 

Judgement, independence and problem solving 

Discretion to innovate within own function and take responsibility for outcomes; design, develop and test 
complex equipment, systems and procedures; undertake planning and develop proposals for resource 
allocation; exercise high level diagnostic skills on sophisticated equipment or systems; analyse and report 
on data and experiments. 

Occupational equivalent and typical activities 

Graduate or professional with subsequent relevant work experience (including a computer systems officer 
with some experience); line manager; experienced technical specialist and/or technical Supervisor. 

Technical: manage laboratory or field station; set up complex experiments; provide highly specialised 
technical services; design & construct complex or unusual equipment to general specifications; assist 
honours & postgraduate students with laboratory requirements; install, repair, provide & demonstrate 
computer services in laboratories. 

Administrative: provide financial, policy and planning advice; service committees, including preparation of 
agendas, papers, minutes and correspondence; monitor expenditure against budget in a school or small 
faculty. 

Professional: work as part of a research team; provide a range of library services, including bibliographic 
assistance, original cataloguing and reader education in library and reference services; provide 
counselling services; undertake a range of computer programming tasks; provide documentation and 
assistance to computer users; analyse less complex user and system requirements. 

Higher Education Officer Level 7 

Training level or qualifications  

(a) Degree with at least 4 years subsequent relevant experience; or 

(b) Extensive experience and management expertise in technical or administrative 
fields; or 

(c) Equivalent combination of relevant experience and/or education/training. 

Level of supervision 

Broad direction.  May manage other staff including administrative, technical and/or professional staff. 

Task level 

Independently relate existing policy to work assignments or rethink the way a specific body of knowledge 
is applied in order to solve problems.  In professional or technical positions, may be a recognised 
authority in a specialised area. 

Organisational knowledge 

Detailed knowledge of academic and administrative policies and interrelationships between a range of 
policies and activities. 








 

 130

Judgement, independence and problem solving 

Independently relate existing policy to work assignments, rethink the way a specific body of knowledge is 
applied in order to solve problems, adapt procedures to fit policy prescriptions or use theoretical principles 
in modifying and adapting techniques.  This may involve stand-alone work or the supervision of others in 
order to achieve objectives.  It may also involve the interpretation of policy which has an impact beyond 
the immediate work area. 

Occupational equivalent and typical activities 

Senior librarian; technical manager; senior research assistant, professional or scientific officer; senior 
administrator in a small less complex faculty. 

Librarian: combine specialist expertise and responsibilities for managing a library function. 

Technical: manage teaching and research facilities for a School or equivalent. 

Research: utilise acknowledged expertise in a specialised area or a combination of technical 
management and specialised research.  

Administrative: provide less senior administrative support to relatively small and less complex faculties or 
equivalent.  

Student services: train and supervise professional staff and undertake policy development responsibilities 
(which may include research and publication).  

Higher Education Officer Level 8 

Training level or qualifications  

(a) Postgraduate qualifications or progress towards postgraduate qualifications and 
extensive relevant experience;  

(b) Extensive experience and management expertise; or 

(c) Equivalent combination of relevant experience and/or education/training. 

Level of supervision 

Broad direction, working with a degree of autonomy.  May have management responsibility for a 
functional area and/or manage other staff including administrative, technical and/or professional staff. 

Task level 

Work likely to require development of new ways of using a specific body of knowledge which applies to 
work assignments, or may involve the integration of other specific bodies of knowledge. 

Organisational knowledge 

Expected to make policy recommendations to others and to implement programs involving major change 
which may impact on other areas of the University's operations. 

Judgement, independence and problem solving 

Responsible for program development and implementation, providing strategic support and advice (e.g. to 
schools or faculties) requiring integration of a range of university policies and external requirements, and 
an ability to achieve objectives operating within complex organisation structures. 








 

 131

Occupational equivalent and typical activities 

Manager (e.g. administrative, research, professional or scientific); senior school/faculty administrator; 
researcher. 

Assist in managing a large functional unit with a diverse or complex set of functions and significant 
resources; Manage a function or develop and implement policy requiring a high degree of knowledge and 
sensitivity; Manage a small or specialised unit where significant innovation, initiative and/or judgement are 
required; Provide senior administrative support to schools and faculties of medium complexity, taking into 
account the size, budget, course structure, external activities and management practices within the 
faculty or equivalent unit. 

Higher Education Officer Level 9 

Training level or qualifications  

(a) Postgraduate qualifications and extensive relevant experience;  

(b) Extensive management experience and proven management expertise; or 

(c) Equivalent combination of relevant experience and/or education/training. 

Level of supervision 

Broad direction, working with a considerable degree of autonomy; Management responsibility for a major 
functional area and/or manage other staff including administrative, technical and/or professional staff. 

Task level 

Conceptualise, develop and review major professional, management or administrative policies at the 
corporate level.  Significant high level creative, planning and management functions.  Will have 
responsibility for significant resources. 

Organisational knowledge 

Conceptualise, develop and review major policies, objectives and strategies involving high level liaison 
with internal and external client areas.  Responsible for programs involving major change which may 
impact on other areas of the University's operations. 

Judgement, independence and problem solving 

Responsible for significant program development and implementation.  Provide strategic support and 
advice (e.g. to schools/faculties or at corporate level) requiring integration of a range of internal and 
external policies and demands, and an ability to achieve broad objectives while operating within complex 
organisational structures. 

Occupational equivalent and typical activities 

Manager (e.g. administrative, research, professional or scientific); senior school/faculty administrator; 
senior researcher: Assist in managing a large functional unit with a diverse or complex set of functions 
and significant resources; Manage a function or develop and implement policy requiring a high degree of 
knowledge and sensitivity and the integration of internal and external requirements; Manage a small and 
specialised unit where significant innovation, initiative and/or judgement are required; Provide senior 
administrative support to more complex schools and faculties, taking into account the size, budget, 
course structure, external activities and management practices within the faculty or equivalent unit. 








 

 132

Higher Education Officer Level 10 

Training level or qualifications  

(a) Proven expertise in the management of significant human and material resources, 
in addition to, in some areas, postgraduate qualifications and extensive relevant 
experience. 

Level of supervision 

Broad direction, operating with a high overall degree of autonomy.  Will have substantial management 
responsibility for diverse activities and/or staff (including administrative, technical and/or professional 
staff). 

Task level 

Complex, significant and high level creative planning, program and managerial functions with clear 
accountability for program performance.  Comprehensive knowledge of related programs.  Requires 
application of high level of theoretical and applied knowledge. 

Organisational knowledge 

Bring a multi-perspective understanding to development, marketing and implementation of new policies; 
devise new ways of adapting University's strategies to new, including externally generated, demands. 

Judgement, independence and problem solving 

Be fully responsible for the achievement of significant organisational objectives and programs. 

Occupational equivalent and typical activities 

Senior program, research or administrative manager: Manage a large functional unit with a diverse or 
complex set of functions and significant resources; Manage a more complex function or unit where 
significant innovation, initiative and/or judgement are required; Provide senior administrative support to 
the most complex schools and faculties, involving complex course structures, significant staff and 
financial resources, outside activities and extensive exercise of administrative, policy and financial 
management responsibilities. 

  








 

 133

SCHEDULE 3: ALLOWANCES 

Allowance 
Pay 

Code 
Eligibility 

Jul-22 First pay 
period  
after 

commenc
ement 

Jul-24 Jul-25 Jul-26 

2.10% 4.60% 3.75% 3.75% 4.00% 

Cadaver 
Prosection 

PCS 

Staff of Departments of 
Anatomy & Histology 
and Biological 
Sciences whose duties 
include dissection of 
human bodies; 
Payable while on 
leave, superannuable 
and included as salary 
for the purpose of 
termination payments. 

$2,340  $2,448  $2,540  $2,636  $2,742  

Driver-
Attendant 

DRI 

Driver-attendants 
located at Main 
Quadrangle of 
Camperdown Campus 
who routinely 
undertake executive 
driving duties or 
Information Office 
relief at least three 
times per week. 

$4,241  $4,436  $4,603  $4,776  $4,967  

First Aid 

FAA 

Staff who have 
successfully completed 
an approved first aid 
course and are 
appointed by the 
University Health and 
Safety Unit as first aid 
officers. 

$1,067.
97  

$1,118  $1,160  $1,204  $1,253  

OFA 

Staff who are required, 
on the 
recommendation of the 
University’s Health and 
Safety Unit to hold an 
Senior First Aid 
Certificate. 

$1,607  $1,681  $1,744  

 

 

 

$1,810  $1,883  

Overtime 
Meal 

MEA 

Payable in accordance 
with clause 10 of 
Schedule 4 (Rate as 
at 7 June 2023 is 
$33.25) 

Varied annually in accordance with the Australian 
Taxation Office, Reasonable Overtime Meal 

Allowance amount. 

On call OC1 Mon-Fri $49.63  $51.92  $53.87  $55.89  $58.13  I 






  

  



 

 134

Allowance 
Pay 

Code 
Eligibility 

Jul-22 First pay 
period  
after 

commenc
ement 

Jul-24 Jul-25 Jul-26 

2.10% 4.60% 3.75% 3.75% 4.00% 

OC2 

Payable 
in 
accordan
ce with 
clause 38 
of 
Schedule 
4. 

(per day) 

Weekend 
/ Public 
holiday 

$124.00  $129.70  $134.56  $139.61  $145.19  

Shelving 
Team 
Coordinato
r 

STC 

University Library staff; 
payable pro rata while 
assigned as shelving 
team coordinators 

$2,069  $2,165  $2,247  $2,332  $2,426 

 






  

  



 

 135

SCHEDULE 4: WORKING HOURS AND RELATED MATTERS FOR PROFESSIONAL 
STAFF 

APPLICATION 

1. This Schedule applies to Professional staff employed in the classifications in Schedule 2 with 
the exception that for staff employed in the University’s Centre for English Teaching, 
Veterinary Clinics and Farms, the arrangements specified in Schedules 5, 6 and 7 prevail 
over this Schedule to the extent of any inconsistency.  

Day Work and Shift Work 

2. Staff to whom this Schedule applies will be employed as either day-workers or shift-workers. 

3. A day-worker (other than a student employed on a casual basis) is a staff member who works 
their ordinary hours within the span 7.00am to 7.00pm Monday to Friday, excluding public 
holidays.  Students employed on a casual basis work their ordinary hours within the span 
7.00am to 7.00pm, Monday to Saturday. 

4. By agreement between the University and a staff member who is a day-worker (other than a 
student employed on a casual basis), the staff member may work within the span 7.00am to 
7.00pm Monday to Saturday, excluding public holidays if they wish to do so, provided that their 
weekly working hours are arranged to enable them to have at least two days off within the 
calendar week. 

5. Students employed on a casual basis may work their ordinary hours within the span 7.00am to 
10.00pm, Monday to Saturday if they request to do so. 

6. A shift-worker is a staff member who works according to a shift roster and whose span of 
hours of work a week may extend beyond 7.00am to 7.00pm Monday to Friday. 

Absence From Duty 

7. A staff member who does not attend for duty or reports for duty after their normal starting time, 
and/or who ceases duty before their normal finishing time, and who does not provide a 
satisfactory reason to the University for their absence, will lose salary equivalent to the 
duration of the absence(s), calculated to the nearest quarter of an hour. 

Meal Breaks and Related Matters 

8. Staff must not be required to work more than five hours without an unpaid meal break.  Meal 
breaks must be at least 30 minutes and no more than one hour, except with the approval of 
the Supervisor.  If a staff member is required to work any part of their meal break, the time 
worked will be paid at the ordinary rate of pay. 

9. A shift-worker may take a paid crib break instead of a meal break with the approval of their 
Supervisor. 

10. Staff who are required to work overtime must take unpaid meal breaks of at least 30 minutes in 
accordance with clause 8 of this Schedule.  Staff are entitled to a meal allowance as specified 
in Schedule 3 where a meal break falls due and is taken during a period of overtime. 

Flexitime Arrangements  

11. The University acknowledges that having a work/life balance is a key contributor to the health, 
wellbeing and engagement of staff, and supports the University's commitment to gender 
equity.  The purpose of flexitime is to assist staff to attain work/life balance while at the same 
time ensuring the University's operational requirements are met.  All Professional staff may 
apply to their Supervisor for participation in flexitime.  While flexitime arrangements are not 
automatic and are subject to agreement by a staff member's Supervisor, such agreement may 








 

 136

only be withheld based on demonstrable business grounds that flexitime does not meet the 
requirements of the work area.  Where a request is refused, written reasons will be given.  

12. Staff may work flexitime, subject to the following: 

Availability of flexitime  

(a) flexitime will normally be approved for day-workers only.  However, flexitime may be 
approved by a Supervisor for shift-workers subject to the operational needs of the 
work unit; 

Core hours 

(b) unless on approved leave, including approved flexitime, staff must be in attendance 
during the core hours set for their work area; 

(c) in normal circumstances, core hours will be no more than six hours per ordinary 
day, unless there are demonstrable business reasons that would not make this 
reasonably possible; 

(d) core hours will be established or varied in each work unit by management after 
consultation with staff in the work unit;  

(e) core hours may vary for different employees within a work unit to suit operational 
requirements;  

Attendance and hours of work 

(f) all hours worked and absences must be recorded formally for accrual/audit 
purposes; 

(g) staff may work flexitime hours outside their number and span of ordinary hours 
specified in clauses 3, 4 or 6 of this Schedule if they are working to an approved 
flexitime arrangement.  Such hours will be paid at the staff member’s ordinary rate 
of pay, and no shift, weekend or public holiday loadings will be paid for time worked 
under such flexitime arrangements; 

(h) time may be accrued only by working additional time; no time is accrued during 
leave or public holidays; 

Accruals 

(i) Supervisors may review hours worked outside core hours to ensure: 

(i) the hours do not pose a risk to health and safety; 

(ii) appropriate work is being carried out; 

(iii) the hours meet the reasonable needs of the area; 

(j) flexitime hours accrued must be submitted by staff for review by Supervisors in four-
week cycles; 

(k) staff may accumulate a maximum of: 

(i) 35 hour staff: up to 42 hours flexible time off;  or 

(ii) 38 hour staff: up to 46.5 hours flexible time off; 








 

 137

Flexible time off 

(l) as far as practicable, the pattern of hours worked to accrue time and take flexible 
time off, will be agreed between each staff member and their Supervisor.  Where 
agreement cannot be reached, the hours worked will be determined by the 
Supervisor provided that where a staff member has more than seven hours’ 
accrued time and has not taken a full day’s flexible time off at any time within the 
relevant four week cycle, they must be permitted to take accrued flexible hours off 
as a whole day within the next four week cycle; 

(m) staff and supervisors will periodically assess whether staff members are in excess 
of the accumulation at sub-clause (c).  If a staff member is in excess, 
arrangements will be agreed so that flexible time off will be granted as soon as 
reasonably possible and requests for flexible time off will not be unreasonably 
refused; 

(n) with the approval of their Supervisor, staff are able to take accrued flexible hours off 
in any quantum, including short periods, half days, as a whole day, or multiple days.  
Supervisor approval for flexible time off will not be unreasonably withheld; 

(o) in normal circumstances staff wishing to take flexible time off during core hours for 
their work area must obtain prior approval from their Supervisor, such approval will 
not be unreasonably denied; 

(p) in exceptional or emergency circumstances staff may take flexible time off without 
prior approval, in such situation they will inform their Supervisor and manager at the 
first possible opportunity; 

(q) where organisational needs or workload prevent the taking of accrued flexible time 
off in excess of the maximum accumulation at (c), staff will not lose any accrued 
flexitime; 

Termination, resignation and transfer 

(r) where a staff member gives notice of transfer, resignation, or retirement or whose 
employment comes to an end due to redundancy, they must, with the approval of 
their Supervisor, clear all accrued flexible hours prior to departure.  If accrued 
flexible hours cannot be cleared, a maximum of 42 hours for 35 hour staff, or 46.5 
hours for 38 hour staff will be paid in lieu at their Ordinary Rate of Pay; 

Local arrangements 

(s) approved local arrangements in place at the commencement of this Agreement will 
be reviewed to ensure they comply with this clause.  Where they comply they will 
continue unchanged.  Where they do not comply they will be updated within three 
months of the introduction of this Agreement to ensure compliance; 

(t) if a Supervisor wishes to alter an approved local arrangement, the Supervisor will 
discuss the matter with the affected staff with a view to reaching agreement.  Where 
agreement cannot be reached, the proposed arrangement will be referred for review 
under clause 542 and, if required under clause 543 of this Agreement; and  

(u) any new local arrangements may be introduced after the commencement of this 
Agreement provided: 

(i) they are created following a consultative process; 

(ii) they meet or are more favourable than the requirements of this clause. 








 

 138

Interaction with Overtime 

13. Flexitime and flexible time off are separate and distinct from working overtime and provisions 
for time off in lieu of overtime, which are regulated by clauses 22 to 35 of this Schedule.  
Flexitime is not intended to replace overtime.  Management will not put any pressure on staff 
to work additional hours as flexitime in lieu of overtime.  

Shift Loadings 

14. Subject to clause 15 of this Schedule, the following shift loadings are paid to shift-workers in 
addition to their ordinary rates of pay: 

Shift Definition and conditions Loading 

Early morning Starts between 4.00am and 5.59am, Monday to Friday 10% 

Day shift Starts between 6.00am and 9.59am, Monday to Friday Nil 

Early afternoon Starts between 10.00am and 12.59pm, Monday to Friday 10% 

Afternoon Starts between 1.00pm and 3.59pm, Monday to Friday 12.5% 

Night Starts between 4.00pm and 3.59am, Monday to Friday 15% 

Permanent 
night 

At least 2/3 of rostered shifts in each roster period are night 
shifts 

30% 

Saturday Any part of a shift worked on a Saturday 50%, which is 
substituted for and 
not cumulative upon 
any other shift 
loading 

Sunday Any part of a shift worked on a Sunday 75% which is 
substituted for and 
not cumulative upon 
any other shift 
loading 

Public Holiday Any part of a shift worked on a public holiday As specified in 
clause 230, which is 
substituted for and 
not cumulative upon 
any other shift 
loading 

15. The loadings specified in clause 14 of this Schedule do not apply to students employed on a 
casual basis who agree to work outside the span of 7.00am to 7.00pm, Monday to Saturday.  
Where a student requests to work outside this span (for example, casual student shelvers in 
the Library), the University may agree and ordinary casual rates will be paid for work 
performed between the hours of 7.00pm to 10.00pm Monday to Saturday.  

Work Rosters for Shift-Workers 

16. The University will post rosters showing the ordinary starting and finishing times for each 
roster/shift that staff are required to work. 






  

  



 

 139

17. Subject to clause 18 of this Schedule, at least 72 hours’ notice of shift changes and seven 
days’ notice of roster changes days will be provided.  Consultation will normally occur at the 
local level in relation to proposed changes. 

18. A shift or roster may be changed at any time to enable the functions of the University to 
continue, for example, where a shift-worker is absent because of illness or emergency. 

19. If a roster is altered under clause 18 of this Schedule, and a staff member is required to work 
on a day which would have been their day off within the roster, the time worked by the staff 
member on that day will be paid at overtime rates specified in clause 20 of this Schedule. 

20. If a public holiday falls on a staff member’s rostered day off, they will receive an extra day’s 
leave or may take a day’s pay at the ordinary rate in lieu.  The leave must be taken at a time 
convenient to the staff member and the University. 

21. Places in rosters may be interchanged by agreement between staff members and their 
Supervisor, provided that the University does not incur any additional shift or overtime 
penalties as a result of the interchange. 

Overtime 

Requirement to work overtime 

22. The University may require a staff member to work reasonable overtime.  

23. Overtime is work that is performed at the direction of an authorised Supervisor: 

(a) outside the staff member’s ordinary span of work hours; or  

(b) within that ordinary span of work hours, but outside the number of ordinary hours 
the staff member would work on a day (or is formally rostered to work on that day); 
or 

(c) scheduled on a Saturday, Sunday or public holiday. 

24. If possible, staff will be given at least 48 hours’ notice of overtime to be worked.  A staff 
member who is not given 48 hours’ notice is not required to work overtime if they satisfy the 
University that they have a good reason for not being able to work overtime that day. 

Eligibility for overtime payment 

25. A staff member whose Salary does not exceed the maximum Salary for a Higher Education 
Officer Level 9 is entitled to overtime pay or, where a staff member chooses, time off in lieu of 
overtime pay.  In special circumstances, the University may make overtime payments or 
provide time off in lieu to staff whose Salary exceeds this amount.  

Overtime payments and time off in lieu of payment 

26. Overtime payments and time off in lieu will be calculated as follows: 

(a) Monday to Saturday: one and a half times the ordinary rate of pay (or hours 
worked) for the first two hours and double time thereafter;  

(b) Sunday: double time; and 

(c) Public Holidays: two and a half times the ordinary rate of pay (or hours worked). 

27. Payments and time in lieu will be calculated to the nearest quarter of hour and a minimum 
payment of four hours (or three hours in the case of essential work on Sundays or public 
holidays for feeding animals, watering etc) will be made for overtime worked on a day that is 
not an ordinary working day for the staff member concerned.  








 

 140

28. Time off in lieu of payment must be taken at mutually agreed times.  A staff member may 
accrue up to three weeks’ time in lieu within a six month period, and time not taken by the end 
of the six month period will be paid out at overtime rates specified in clause 26 of this 
Schedule. 

29. A staff member may request that time in lieu accrued but not taken be paid out as overtime at 
the applicable overtime rates,  Where a staff member makes such a request the University will 
make payment in the next full pay period following the request. 

30. If on termination of a staff member’s employment, the employee has outstanding time in lieu it 
will be paid in their final payment at overtime rates. 

31. A Casual Staff member who is required to work hours: 

(a) in excess of 20% of the ordinary weekly hours of an equivalent full-time staff 
member on any one day (ie more than 7.00 hours or 7.6 hours for a 35 hour and 38 
hour per week worker respectively); 

(b) outside the applicable span of ordinary hours,  

will receive the greater of the overtime rates specified in clause 26 of this Schedule or the 
casual loading specified in clause 72 of this Agreement, but not both. 

32. A staff member who works overtime must have at least ten consecutive hours off between 
work on successive days, if reasonably practicable.  

33. If a staff member works overtime and does not have ten consecutive hours off before their 
normal starting time on the next day, the staff member: 

(a) must be released at the end of the overtime until they have had ten consecutive 
hours off, unless the Supervisor directs the staff member to continue working; and  

(b) must be paid for the time they would have normally worked in the ten consecutive 
hours off work. 

34. If a staff member resumes or continues work as directed by their Supervisor without having ten 
consecutive hours off, the staff member: 

(a) must be paid at the overtime rate until they are released from work; and 

(b) is entitled to be absent for ten consecutive hours without loss of pay for work 
occurring in that absence. 

35. If a shift-worker works overtime for the purpose of changing shift rosters, or does not report for 
work, and a day-worker replaces them, then clauses 33 and 34 of this Schedule apply as if 
eight hours were substituted for ten hours. 

On Call Arrangements 

Requirement to be on call 

36. The University may roster staff to remain “on call” outside their ordinary working hours, i.e. 
contactable and available to return to work within a reasonable time or deal with matters by 
telephone or computer, whichever is required. 

37. The University will provide staff with access to equipment (such as mobile phones), and 
reimbursement for telephone calls and travel expenses in accordance with University policy. 






  



 

 141

On call allowance 

38. Staff will receive either an “on call” allowance in accordance with Schedule 3 or an agreed 
annual loading when they are rostered and available for on call duties. 

Payment for work performed while on call 

39. Where a staff member who is on call and is entitled to paid overtime is required to perform 
duty, overtime will be paid in accordance with the applicable overtime rate specified in 
clause 26 of this Schedule for the time worked, subject to the following conditions: 

(a) where work is performed from home, a minimum payment of one hour’s pay will be 
made, provided that where a staff member is called more than once in a day in 
relation to a matter that they could reasonably have been expected to resolve 
during their first call, additional payment will be made only if the total time worked 
(i.e. during the first and subsequent call) exceeds one hour; 

(b) where a staff member is required to return to work, they will receive a minimum 
payment of four hours’ pay (including travelling time) provided that where a staff 
member is required to return to work more than once in a day in relation to a matter 
that they could reasonably have been expected to resolve during their first 
attendance, they will receive a minimum payment of four hours’ pay irrespective of 
the number of call-backs, and travelling time will be paid for one return trip only.  
This clause does not apply to Veterinary staff members as clause 13 of 
Schedule 6 deals with entitlements regarding the requirement to return to work; 
and 

(c) where a staff member is required to return to work after attempting to solve a 
problem at home, they will receive a minimum payment of four hours’ pay for all 
work performed (including any time worked at home and travelling time).   

Rental Arrangements 

40. A staff member who resides in premises or accommodation owned or provided by the 
University and receives a rental subsidy in respect of the premises or accommodation in 
exchange for providing after hours security and other specified after hours duties will not be 
entitled to receive any payments or benefits in accordance with the following clauses in 
respect of those duties: 

(a) clauses 37 to 39 of this Schedule (on-call allowance); 

(b) clauses 23 to 35 of this Schedule (overtime);  

(c) clauses 6 to 15 of Schedule 6 (Veterinary staff as defined in Schedule 6); and 

(d) clauses 10 to 13 of Schedule 7 (Farm staff as defined in Schedule 7). 

 








 

 142

SCHEDULE 5: ENGLISH LANGUAGE TEACHING STAFF 

APPLICATION 

1. This Schedule applies to English language teaching staff as defined in clause 2 of this 
Schedule and prevails to the extent of any inconsistency over the provisions of the 
Agreement. 

DEFINITIONS 

2. In this Schedule: 

Casual employment: see the definition in clause 33 of this Schedule. 

English language teaching staff means qualified staff employed to work within CET in the 
classifications of Language Teacher as defined in this clause or qualified language teachers 
employed to perform the substantive duties of those classifications. 

Fixed term employment: see the definition in clause 8 of this Schedule. 

Language Teacher means a qualified language teacher who, under the direction of the CET 
Director and in collaboration with other language staff, is primarily responsible for: 

(a) teaching English language and academic study skills to students of non-English 
speaking background; 

(b) developing appropriate teaching materials; 

(c) being involved in appropriate course management functions; 

(d) monitoring all aspects of student progress; and  

(e) assuming those administrative responsibilities associated with teaching duties. 

EMPLOYMENT CATEGORIES 

3. English Language Staff may be employed in the following categories: 

(a) Continuing Employment; 

(b) Fixed term employment; or 

(c) Casual employment. 

CONTINUOUS LANGUAGE POSITIONS 

4. The parties note that Covid-19 had and continues to have a significant impact on the 
operations of the CET.  This has required the Centre to review the make-up of its workforce, 
including the number of continuing positions it can maintain. 

5. Within one month of the commencement of this Agreement, all existing (i.e. 22.5) Funding 
Contingent Continuous Language Teachers will be converted to Continuing Language Teacher 
positions with no further appointments made to the category of Funding Contingent Continuing 
roles. 

6. Except in exceptional circumstances the Centre for English teaching will maintain a minimum 
of 22.5 full-time equivalent Continuing Language Teachers positions for the life of this 
Agreement. 








 

 143

7. Where a Continuous Language staff member’s employment is terminated due to the absence 
of continuing need or sufficient student fee funding for their position or on other grounds of 
redundancy, they will receive notice and severance payments in accordance with clauses 488 
to 503 of the Agreement. 

FIXED TERM EMPLOYMENT  

Definition 

8. Fixed term employment means Full-time or Part-time employment for a specified term or other 
ascertainable period under a contract that contains a starting date and an end date or, instead 
of an end date, a contingency relating to a specified task or project upon which the contract will 
come to an end.  Such a contract may be terminated before the specified end date or 
contingency in accordance with the terms of this Agreement. 

Further offers of employment and ending fixed term employment 

9. A staff member employed for a Fixed term may be offered further terms of employment.  
Unless such an offer is made and accepted, or the staff member’s employment is terminated 
earlier in accordance with this Agreement, the staff member’s employment will end on the 
specified end date or occurrence of the contingency specified in the staff member’s contract of 
employment. 

10. Staff employed for a Fixed term will be notified in writing before the end of their term, task or 
project: 

(a) whether the University proposes to retain the same position, or a substantially 
similar position, for a further term; and  

(b) whether they will be offered a further term of employment.   

11. The minimum notification period under clause 10 of this Schedule will be as follows: 

Period of Continuous Service Notification Period (weeks before specified end 

date) 

Less than 3 years 2 weeks * 

3 years to less than 5 years 3 weeks * 

5 years or more 4 weeks * 

*The minimum notification period will be increased by one week for a staff member who has 
completed at least 2 years’ continuous service and is aged 45 years or over. 

12. Where the University decides to retain the same position, or a substantially similar position, for 
a further term, employment in the position will be offered to the incumbent provided that: 

(a) the incumbent’s appointment to the position was made following a competitive 
selection process; 

(b) the incumbent’s performance in the role has matched expectations set and adopted 
during their employment and has been assessed as at least meeting expectations 
or satisfactory (as applicable); and 

(c) the incumbent has demonstrated the capacity to meet the future expectations of the 
position, including any new duties or skills that may be required.  






  

  



 

 144

Severance Payments 

13. Subject to clause 15 of this Schedule, severance payments will be made under clause 14 of 
this Schedule to Fixed term Language staff who: 

(a) have been employed on a Fixed Term basis; and 

(b) seek to continue their employment after the end of their specified term, task or 
project and are not offered further employment; and  

(c) whose contract is not renewed because:  

(i) in the case of a staff member employed on a second or subsequent fixed 
term contract, the same (or substantially similar) duties are no longer 
required by the University; or 

(ii) the duties of the kind performed in relation to the work continue to be 
required but another person has been appointed, or is to be appointed to 
the same (or substantially similar) duties. 

14. Staff who are entitled to severance pay under clause 13 of this Schedule will be paid in 
accordance with the following scale: 

Period of continuous service Severance pay (weeks) 

More than 1 year but less than 2 years 4 

2 years or more but less than 3 years 6 

3 years or more but less than 4 years 7 

4 years or more 8 

 
15. No severance payments will be made to a staff member who: 

(a) is offered suitable alternative employment, whether such offer is accepted or not; 

(b) was employed as a replacement staff member; 

(c) was employed for up to five years on a pre-retirement contract; or 

(d) was employed for up to three years in response to a sudden and unanticipated 
increase in enrolments. 

16. Where the University notifies a Fixed Term staff member in writing that further employment 
may be offered within six weeks of the expiration of their Fixed Term, any severance payments 
to which the staff member would be entitled in the event that no such offer of employment is 
made will be deferred until either: 

(a) four weeks after the expiration of the staff member’s Fixed Term; or  

(b) the University notifies the staff member that no such offer of further employment will 
be made, 

whichever occurs first. 

17. If a staff member who is entitled to severance payments is offered and accepts casual 
employment at the end of their Fixed Term contract, their severance payments will not be paid 
until after the completion of their casual employment. 






  

  



 

 145

18. Severance payments will be treated as employment termination payments for taxation 
purposes unless taxation laws require otherwise. 

APPLICATIONS FOR CONVERSION TO CONTINUING EMPLOYMENT OR FIXED TERM 

EMPLOYMENT 

19. When the need arises to employ additional Continuing Language Teaching positions, in the 
first instance CET will call for expressions of interest (EOI) for conversion from eligible staff.  
When positions cannot be filled through EOI, these positions will be advertised and recruited 
for according to the University of Sydney’s recruitment policies and procedures. 

20. Casual or Fixed Term staff may apply for conversion to Continuing or Fixed Term employment 
if they have: 

(a) been engaged to perform duties of a position, or a substantially similar position, on 
a regular and systematic basis for a number of hours over the preceding 12 month 
period.  An assessment of a regular and systematic work pattern will take into 
account regular periods when work is not required such as during semester breaks; 
and 

(b) been appointed on the basis of merit, through a transparent and competitive 
process consistent with University policy, or served a minimum period of 
employment of 24 months; and 

(c) matched performance and conduct expectations set and adopted during their 
employment and has been assessed in accordance with the P&D Program as at 
least meeting most objectives (or equivalent) or satisfactory (as applicable); 
demonstrated the capacity to meet the future expectations of the position, including 
any new duties or skills that may be required, according to their P&D Plan and the 
strategic directions of the Unit. 

(d) A break of up to 12 weeks (or 14 weeks if the period includes the end of year shut-
down) will not impact on continuity of service for the purposes of this clause, 
however, this period can be extended for any periods of approved leave. 

21. A Casual staff member’s engagement must not be altered with the intention to avoid 
obligations under clause 19. 

Refusal of applications for conversion 

22. The University may refuse an application for conversion from a Fixed Term or Casual staff 
member only on the following reasonable business grounds: 

(a) the staff member has not matched performance and conduct expectations set and 
adopted during their employment and has been assessed as not meeting expected 
standards or unsatisfactory (as applicable);  

(b) the staff member cannot demonstrate the capacity to meet the future expectations 
of positions under consideration, including any new duties or skills that may be 
required; 

(c) CET has no vacant Continuing Employment available. 

23. Expression of interests for conversion under clause 19 must be in writing to the relevant 
Delegate, who will review the application and advise the staff member in writing of the 
outcome within 30 days of receipt of an application.  

24. A staff member whose application for conversion is refused will be provided with written 
reasons for the refusal. 








 

 146

CET STEP DESCRIPTORS TABLE 

25. These step descriptors are used to determine the appropriate salary step on commencement 
of a Continuing Language Teacher position, in conjunction with clauses 27 to 32, which will be 
in their letter of offer. 

26. In addition: 

(a) Subject to a satisfactory performance review, teachers will progress one step every 
12 months; 

(b) If a teacher acquires an additional qualification as recognised below, they will move 
up to the appropriate step, unless they have already exceeded it;  

Starting 
Pay 
step 

Qualifications Expected academic ability for level at CET 

1 

A recognised degree or 
equivalent (3 yrs F/T) 
and a recognised TESOL 
certificate qualification 
(100 hour course,  + 6 
hours practicum); or a 
recognised degree in 
education with TESOL 
method 

 work with the support and guidance from more 
senior teaching staff 

 develop expertise in teaching with an increasing 
degree of autonomy 

 contribute to teaching, at a level appropriate to the 
skills and experience of the staff member 

 engage in scholarly, action research and/or 
professional activities appropriate to professional 
discipline 

 undertake continuous professional development 

 undertake administration primarily relating to staff 
member’s activities at the Centre 

2 

Degree + Post-graduate 
Certificate in TESOL (or 
equivalent, (3 yrs F/T)) 

Degree + Diploma of 
Education + CELTA  

3 
Degree + Post-graduate 
Diploma in TESOL or 
DELTA  

4 
Degree + Masters 
Degree (plus 
CELTA/DELTA/PG Dip)  

5 

Degree + Masters 
Degree in 
TESOL/Applied 
Linguistics 

6 - 8 

  undertake independent teaching and curriculum 
development in staff member’s discipline or related 
area 

 make an independent contribution to the Centre, 
scholarship and/or teaching through professional 
practice and expertise, and co-ordinate and/or lead 
the activities of other staff, as appropriate to the 
discipline. 

 may be required to perform full academic 
responsibilities of and related administration for co-






  

  



 

 147

Starting 
Pay 
step 

Qualifications Expected academic ability for level at CET 

ordination of a CET course provided that this is 
consistent with a reasonable and overall workload 

9^ 
Any combination of the 
qualifications outlined 
above + PhD 

 undertake independent teaching and research in 
staff member’s discipline or related area 

 expected to make an independent contribution to 
research, scholarship and/or teaching through 
professional practice and expertise, and co-
ordinate and/or lead the activities of other staff, as 
appropriate to the discipline. 

 normally contribute to teaching at undergraduate, 
honours and postgraduate level 

 may be required to perform full academic 
responsibilities of and related administration for co-
ordination of an award program of the University 
provided that this is consistent with a reasonable 
and overall workload 

 undertake administration primarily relating to staff 
member’s activities at the University 

10-12 

 

^Minimum appointment step for CET teacher with a relevant doctoral qualification 
 

Recognition of prior experience (internal and external) 

27. When an applicant is offered a position, the applicant’s starting salary step will be determined 
based on their qualifications (as outlined in the CET Step Descriptors Table), and recognition 
of prior internal and/or external experience (teaching hours) (as outlined below). 

28. For the purpose of this Agreement, one year of full-time teaching is defined as a total of 840 
teaching hours.   

Recognition of prior internal experience (teaching hours)  

29. Teachers are eligible for additional steps based on recognition of face-to-face teaching hours 
and other related duties at the Centre for English Teaching, as follows: 

(a) Employees with 2 or more years’ experience teaching at CET will commence 
employment 1 step higher than the starting point indicated by their qualifications in 
the Step Descriptors Table. 

(b) Employees with 5 or more years’ experience teaching at CET will commence 
employment a further 1 step higher than the starting point indicated at (a) above. 

(c) A maximum of 2 steps recognition for internal teaching experience at CET. 

Recognition of prior external experience (teaching hours) 

30. Teachers are eligible for additional steps based on recognition of face-to-face teaching hours 
at institutions other than CET.  CET will recognise experience (teaching hours) of staff 
obtained prior to commencement at CET on the following basis: 

(a) Employees with 3 or more years’ experience at relevant external institutions will 
commence employment 1 step higher than the starting point indicated by their 






  

  



 

 148

qualifications in the Step Descriptors Table.  These steps are accumulative to any 
gained under clause 29. 

(b) Employees with 6 or more years’ experience at relevant external institutions will 
commence employment a further 1 step higher than the starting point indicated at 
(a) above. 

(c) A maximum of 2 steps recognition for external teaching experience. 

31. The following will be used for the calculation of recognition of prior experience (teaching 
hours): 

(a) To be eligible for recognition of prior experience, an applicant must have had 
experience with a recognised external institution within 3 years immediately before 
commencing at CET, breaks in service of 3 or more years will reset eligibility for 
recognition; 

(b) Staff employed at CET at the commencement of this Agreement are exempt from 
(a) above; 

(c) Where a staff member has worked as a full time ELT teacher at an eligible external 
organisation, provided they can demonstrate a history and currency of teaching, 
each completed year of ELT teaching service will be recognised.  Any part year 
service will be recognised on a pro-rata basis.  Where a staff member has worked 
part-time, their fraction of service will be recognised on a pro rata basis; 

(d) Where a staff member has worked as a casual, their teaching hours must amount to 
2,520 hours over a minimum of 3 years for the first step, and an additional 2,520 
hours over a further minimum of 3 years for the second step.  In addition, a casual 
must have worked at least 840 hours over every 4 year period; 

(e) Notwithstanding (d) where the teaching hours worked on a casual basis are 
significantly less than the full time teaching load at CET, but the reduction is due to 
the staff member having spent time undertaking relevant non-teaching duties, CET 
may recognise such duties as eligible regardless of the reduced face-to-face 
teaching hours; 

(f) Notwithstanding (c), (d), and (e), to receive recognition of prior experience 
(teaching hours), a staff member may combine teaching hours at different 
institutions, over different periods of time and in combinations of full time, part time 
and casual service. 

32. A staff member will be required to provide evidence of their employment at an external 
institution.  Evidence will include statements of service and references.  If CET management 
are satisfied that all reasonable attempts to obtain evidence from the institution have failed, a 
statutory declaration will be acceptable for the purposes of establishing hours taught.  External 
institutions eligible for inclusion in calculation of recognition of prior experience (teaching 
hours) are: 

(a) An ELICOS Centre, at a government accredited (TEQSA) University in Australia, 
including Australian Centres operating both in Australia and overseas that is an 
English Australia member college or is quality assured by NEAS; 

(b) A fully accredited (ASQA or TEQSA) TAFE or private ELICOS Centre in Australia 
that is an English Australia member college or is quality assured by NEAS; 

(c) An English Language (ESL/EFL) program delivered by an overseas University or 
other tertiary institution accredited by a National Education Authority or Government 
of the country in which it operates. 








 

 149

CASUAL EMPLOYMENT 

Definition 

33. Casual staff are those staff who are employed and paid on an hourly basis.   

Engagement of casual staff 

34. Casual employment should be on the basis of merit, and be transparent, competitive and 
consistent with University policy. 

35. The performance of Casual staff will be assessed in accordance with the P&D Program after 
12 months’ regular and systematic employment and may be assessed at other times. 

Rates of pay 

36. The rates of pay for Casual staff are specified in Schedule 1 to this Agreement.  These rates 
include a 25% loading in lieu of all forms of paid leave, paid public holidays, notice of 
termination of employment and severance benefits.  Casual staff will be paid within 22 days of 
submitting a valid and completed claim for payment in accordance with University procedures. 

37. Where a Casual staff member has been employed to teach a complete course and the 
University wishes to terminate their employment before the end of the course, they will give 
one month’s notice of the date upon which their employment will end, or receive one month’s 
pay in lieu of notice.   

ALLOCATION OF WORK  

38. Teaching work will be assigned to staff to ensure a well-balanced portfolio encompassing face-
to-face teaching, course design, materials development and administrative duties.   

39. Work will be allocated on the basis of benchmarks that reflect the University’s strategic 
objectives and the needs of English language teaching staff and students in accordance with 
the following: 

(a) face-to-face teaching hours per week: up to 20 for Language Teachers; 

(b) a maximum of 42 weeks’ scheduled teaching in any one teaching year; and 

(c) five working days to undertake non-teaching activities (including but not limited to 
curriculum and materials development and maintenance, invigilation of exams, 
marking and checking of assessment tasks, student counselling and other relevant 
project work) after each period of ten consecutive weeks’ teaching. 

40. The Centre for English Teaching Joint Consultative Committee will monitor the processes 
referred to in clause 39 of this Schedule in the context of overall quality assurance, and will 
take into account a range of factors including:  

(a) effective maximum teaching loads; 

(b) modes of delivery; 

(c) courses taught; 

(d) supervision of staff and students; 

(e) the number of students taught, including class size and EFTSU load; 

(f) staff development requirements, including the needs of new staff; and 








 

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(g) administrative duties. 

REQUIREMENT TO PERFORM WORK OTHER THAN ENGLISH LANGUAGE CLASSES 

41. Where there are insufficient classes to allocate all Continuing Language Teachers to a class, 
the Centre for English Teaching may require Continuing Language Teachers to perform non-
teaching duties as covered in the English Language Teacher Position Description. 

ORDINARY HOURS OF WORK 

42. Subject to clauses 43 and 44 of this Schedule, the span of ordinary working hours for English 
Language teaching staff will be 8.00am to 6.00pm, Monday to Friday.  The ordinary working 
hours for full-time staff will be 35 hours per week, worked over five days. 

43. Full-time staff will work an average of seven hours each day, which will include face-to-face 
teaching and other duties according to their classification.  On any one day, there will be no 
more than eight hours between a staff member’s rostered starting time and finishing time.   

44. By agreement between a staff member and the University, the staff member may work their 
ordinary hours within the span of 8.00am to 9.00pm, Monday to Saturday provided that:  

(a) face-to-face classes must not be scheduled to finish after 9.00pm; 

(b) an individual staff member will not be scheduled to teach classes on more than two 
evenings per week; 

(c) where a staff member is scheduled to teach a class that finishes at 9.00pm, their 
face-to-face teaching on the following day should not commence before 11.00am; 

(d) work performed on a Saturday will constitute one of the five days worked by the 
staff member; and  

(e) work performed by agreement in accordance with this clause 44 will be paid at the 
staff member’s ordinary rate of pay. 

OVERTIME 

Requirement to work overtime 

45. The University may require a staff member to work reasonable overtime.  

46. Overtime is work that is performed at the prior direction of an authorised Supervisor: 

(a) outside the staff member’s ordinary span of work hours specified in clause 42 of 
this Schedule or where applicable, clause 44 of this Schedule; 

(b) more than 35 hours in a week; or  

(c) on a Saturday (other than work performed by agreement in accordance with 
clause 44 of this Schedule), Sunday or a public holiday. 

47. If possible, staff will be given at least 48 hours’ notice of overtime to be worked.  A staff 
member who is not given 48 hours’ notice is not required to work overtime if they satisfy the 
University that they have a good reason for not being able to work overtime that day. 

Overtime payments  

48. Overtime worked in accordance with clauses 45 and 46 of this Schedule will be paid at the 
following rates:  








 

 151

(a) Monday to Saturday - one and a half times the staff member’s ordinary rate of pay 
for the first two hours worked, and double time thereafter; 

(b) Sunday - double the ordinary rate of pay; and 

(c) Public holidays - two and a half times the ordinary rate of pay. 

MEAL BREAKS AND ALLOWANCES 

49. Staff must not be required to work more than five hours without an unpaid meal break.  Meal 
breaks must be at least 30 minutes and no more than one hour, except with the approval of 
the Supervisor.  If a staff member is required to work any part of their meal break, the time 
worked will be paid at the ordinary rate of pay.  Staff will not be required to work overtime 
beyond 6.00pm without an unpaid meal break of at least 30 minutes. 

50. Staff who are required to work overtime or agree to vary their hours in accordance with 
clause 44 of this Schedule will be entitled to a meal break when they work for more than: 

(a) two hours beyond their normal finishing time and after 6.00pm; or 

(b) five hours on a Saturday, Sunday or a public holiday; or 

(c) one hour before the normal start time. 

51. Staff will be paid a meal allowance at the rate specified in Schedule 3 in respect of breaks 
taken in accordance with clause 50 of this Schedule.  The allowance will be varied during the 
life of this Agreement in accordance with variations to the corresponding allowance in the New 
South Wales Public Service. 

OVERSEAS DUTIES 

52. Where Language staff are required to undertake duties overseas, the University and the staff 
member concerned will negotiate any special conditions that will apply to their overseas duties 
prior to departure. 

RESIGNATION OR RETIREMENT 

53. A staff member may resign or retire from the University upon one month’s written notice.  The 
University may consent to a shorter period on a case by case basis. 

TERMINATION BY THE UNIVERSITY 

54. Except as provided in clauses 7 and 55 of this Schedule, the University may terminate a staff 
member’s employment upon one month’s written notice, or in the case of a staff member who 
is over 45 years of age and has at least five years’ Continuous service, upon five weeks’ 
notice. 

55. A staff member’s employment may be terminated by the University at any time without notice if 
the staff member engages in Serious Misconduct. 

PAYMENT IN LIEU OF NOTICE 

56. The University may substitute payment in lieu of all or any part of any period of notice of 
termination under clause 7, 53 or 54 of this Schedule.  Such payment shall be calculated at 
the staff member's Salary as at the date of cessation of employment. 








 

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CET STAFF CONSULTATIVE COMMITTEE 

57. A CET Joint Consultative Committee (CET JCC) will be convened on a quarterly basis for 
University and staff representatives to consult on issues affecting work within the CET, 
including the matters specifically referred to in this Agreement.   

58. The CET JCC will comprise:  

(a) a nominee of the Vice-Chancellor (Chair); 

(b) a Deputy Chair elected by and from CET Language staff; 

(c) one staff representative elected by and from CET Language staff;   

(d) two staff representatives nominated by the NTEU; and  

(e) two management representatives.  

59. Administrative arrangements, including arrangements for committee participation by relevant 
advisors (such as Human Resources staff and advisors to staff representatives) and the 
election staff representatives will be determined by University policy and procedures.   

60. Staff representatives will serve for the life of this Agreement and will be eligible for re-election 
or re-nomination.  If an elected member ceases employment with the University or resigns 
from the CET SCC during their term, the University will conduct an election as soon as 
practicable to replace the member until the next scheduled election. 

61. Subject to the operational requirements of the University, time release shall be provided to 
staff representatives to perform their representative functions specified in this Schedule. 








 

 153

SCHEDULE 6: VETERINARY CLINICS AND TEACHING HOSPITAL STAFF 

APPLICATION 

1. This Schedule applies to all Professional staff employed in the University’s Veterinary Clinics 
and Teaching Hospitals.  For the avoidance of doubt, this includes the following roles listed in 
clause 3 of this Schedule and the roles listed below: 

(a) Animal Attendants (HEO Levels 2)  

(i) are responsible for the cleaning and maintenance of animal holding 
facilities, the feeding of hospitalised or boarded animals and for 
exercising animals which are boarded at the Hospital. 

(b) Veterinary Assistants (HEO Level 2): 

(i) are responsible for the cleaning and maintenance of consult rooms and 
treatment areas, the feeding of hospitalised or boarded animals and for 
exercising animals which are boarded at the Hospital  

(ii) are responsible for assisting vet nurses and veterinarians with animal 
handling during treatments and procedures. 

(c) Senior Animal Attendants (HEO Level 3):  

(i) undertake duties as per HEO Level 2 

(ii) have extensive experience as animal handlers  

(iii) are proficient in equipment operation, such as farm machinery operation 
for livestock and/or equine AND animal cadaver dissection for the 
purposes of animal disposal. 

(d) Veterinary Nurses (HEO Level 3): 

(i) provide nursing and technical assistance to veterinarians in relation to 
medical and surgical cases presented to the Teaching Hospitals 

(ii) work under the direction of a veterinarian  

(iii) are involved in skill-based teaching of DVM students at the Teaching 
Hospitals 

(iv) perform authorized veterinary treatments and diagnostic/technical 
procedures unassisted and in support and under the direction of 
veterinarians. 

(e) Veterinary Senior Nurses/Nurse Coordinators (HEO Level 4):  

(i) Undertake duties as per HEO Level 3 

(ii) Train and induct HEO Level 3 nurses 

(iii) coordinate, support and instruct the work of HEO Level 3 nursing staff.  

(f) Nurse Unit Managers (HEO Level 5): 

(i) ensure continuity of nursing support across the Hospital 








 

 154

(ii) ensure the relevant Work Health and Safety (WH&S) Standards are met 
and are aligned to the University’s WH&S policy 

(iii) support and instruct the work of nurse coordinators 

(iv) conduct training needs analysis, identify training opportunities and 
coordinate the delivery of training for nursing staff. 

(g) Veterinary Technical Clinical Educators (HEO Levels 5, 6 and 7):  

(i) are experienced technical staff who provide high level technical 
assistance to veterinarians and technical clinical education to Veterinary 
students.  This group of technical staff operate independently but may 
require support and advice from a more senior staff member at the 
Teaching Hospitals 

(ii) these roles may include but not limited to radiographer, clinical educator 
in anaesthesia and Senior technical officer in pathology. 

(h) Veterinary Interns (HEO Level 5) are veterinarians who:  

(i) engage in on-the-job training program to further develop their skills and 
knowledge in a range of disciplines at the Veterinary Teaching Hospitals 

(ii) engage in independent case management at times and provide general 
practice level medical and surgical care clinical services by diagnosing 
and treating patients with support from more senior veterinary staff as 
needed at the Teaching Hospitals including ambulatory services 

(iii) contribute and assist with the clinical instruction of final year DVM 
students. 

(i) Staff Veterinarians (HEO Level 6) are veterinarians who: 

(i) have responsibility for their own clinical work and outcomes and provide 
high quality clinical services 

(ii) are involved with clinical instruction of DVM students and may contribute 
to research led by senior staff. 

(j) Clinical Veterinary Registrars (HEO Level 7) are veterinarians who: 

(i) have responsibility for their own clinical work and outcomes and provide 
high quality clinical services 

(ii) lead clinical instruction for DVM students and may contribute to research 
led by senior staff 

(iii) have membership of the Australian and New Zealand College of 
Veterinary Scientists or equivalent in a relevant discipline or a Graduate 
Certificate in a relevant discipline and/or have completed a residency 
program or similar advanced training but have not yet achieved specialist 
status. 

(k) Senior Clinical Veterinary Registrars (HEO Level 8) are veterinarians who:  

(i) Undertake work as per HEO Level 7 








 

 155

(ii) have responsibilities within a specific area of clinical practice, who 
provide leadership in their chosen discipline as well as being involved in 
clinical training  of DVM students 

(iii) have more than 12 months experience following a residency program but 
have not yet achieved specialist status OR may have membership of the 
Australian and New Zealand College of Veterinary Scientists or similar 
post graduate level qualifications as well as additional advanced training 
(eg Graduate Certificate research/ education) and have more than 12 
months experience following that 

(iv) provide a high level of administrative contribution to the veterinary 
teaching hospital and/or School. 

(l) Veterinary Specialists (HEO Level 9) are veterinarians who: 

(i) have responsibility for their own clinical work and outcomes at a 
specialist level and provide high quality clinical services 

(ii) are registered as veterinary specialists by the NSW Veterinary 
Practitioners Board 

(iii) lead clinical instruction for DVM students and contribute to research in 
consultation with clinical academics 

(iv) have responsibilities within a specific area of clinical practice, and 
provide leadership in their chosen discipline in DVM and clinical 
residency training programs 

(v) typically have at least partial responsibility for the management of a unit 
or division within one of the veterinary teaching hospitals, including the 
management of a range of staff working within the relevant discipline or 
sub-discipline 

(vi) provide a high level of administrative contribution to the Veterinary 
Teaching Hospitals and/or School. 

2. For avoidance of doubt: 

(a) this Schedule does not apply to veterinary residents (students engaged in a dual 
Masters program and paid a stipend) for their roles in the Veterinary Teaching 
Hospitals except for any potential engagement as a casual staff member; 

(b) this Schedule prevails to the extent of any inconsistency over the provisions of the 
Agreement and any other Schedule; 

(c) for any technical clinical educators and any administrative staff including reception 
staff, other administrators/coordinators and hospital managers employed in the 
Veterinary teaching hospitals, their classification descriptors will be underpinned by 
Schedule 2; 

(d) the positions of Veterinary staff are Externally Funded positions as defined in 
clause 3 of the Agreement; and 

(e) for Veterinary Hospital Staff employed in the categories of Staff Veterinarians (HEO 
6), Clinical Veterinary Registrars (HEO Level 7) or Senior Clinical Veterinary 
Registrars (HEO Level 8), once they achieve the relevant additional requirements 
for the next category (being HEO Level 7, HEO Level 8 or HEO Level 9 
respectively) such Veterinary Hospital Staff will progress to the next classification 








 

 156

level on the University’s receipt of confirmation of attainment of additional 
requirements.   

Definitions 

3. In this Schedule: 

Funding Contingent Continuing Employment means Full-time or Part-time employment 
under a Funding contingent contract that contains a commencement date and instead of an 
end date, a contingency including, without limitation: 

(a) specialised clinical work of a particular type which is no longer required; and/or 

(b) insufficient income from external clients to support the costs of a particular Business 
Unit (or parts thereof) or certain positions within a unit or units. 

Veterinary Hospital Staff means Professional staff employed in the roles listed in clause 1 of 
this Schedule.  

EMPLOYMENT CATEGORIES 

4. Veterinary Staff may be employed in the following categories: 

(a) Continuing employment (as defined in clause 36 of the Agreement); 

(b) Fixed term employment (as defined in clause 37 of the Agreement);  

(c) Funding Contingent Continuing Employment (as defined in clause 3 of this 
Schedule); or 

(d) Casual employment (as defined in clause 59 of the Agreement). 

HOURS OF WORK AND WORKING ARRANGEMENTS 

Ordinary Hours of Work and Shift Workers 

5. The ordinary weekly full-time working hours for Veterinary Hospital staff are 38 hours per 
week.  

Span of Hours and Shift Penalty Payment 

6. Veterinary Hospital staff are shift-workers (as defined in clause 6 of Schedule 4).  For any 
rostered shift that includes hours worked:   

(a) outside 7.00am and 7.00pm, Monday to Friday, a common shift loading of 15% is 
paid; 

(b) on a Saturday, a common shift loading of 50% is paid; 

(c) on a Sunday, a common shift loading of 75% is paid; and 

(d) on a public holiday, the payment in accordance with clause 230 is paid. 

These loadings are paid in place of the loadings specified in clause 14 of Schedule 4, and are 
substituted for and not cumulative upon any other shift loading.   

Overtime and Time in Lieu 

7. Veterinary Hospital staff may be directed to work reasonable overtime.  All overtime must be 
approved by an authorised Supervisor prior to the work being undertaken. 








 

 157

8. Overtime is work that is performed at the direction of an authorised Supervisor outside the 
number of ordinary hours the staff member would work on a day (or is formally rostered to 
work on that day) or on a day that the staff member has not been rostered to work ordinary 
hours.  

9. A part-time staff member who elects to work an additional shift/s up to an equivalent full time 
staff member’s ordinary hours will be paid at ordinary hourly rates for those hours, after which, 
overtime will be payable.  

10. Other than casual staff who are on call, overtime will not be payable to casual staff who may 
be offered a shift at short notice, and who accept that shift, up to an equivalent full time staff 
member’s ordinary hours, after which overtime will be payable. 

11. Clauses 22 to 35 of Schedule 4 apply to Veterinary Staff in relation to overtime payments and 
time off in lieu with the exception that where a staff member is required to work overtime on a 
day that they have not been rostered for ordinary duty, they will receive a minimum payment of 
three hours where they are required to work overtime for the essential purpose of caring for 
animals. 

On Call Provisions 

12. Veterinary staff may be required to be rostered to be on-call to make sure that Teaching 
Hospitals operate effectively at all times.  Other than as provided for in clauses 13 to 15 
below, the On Call provisions in clauses 36 to 39 of Schedule 4 to the Agreement apply. 

13. Where a staff member who is entitled to be paid overtime is called back to work on Sunday or 
on a public holiday, they will be paid for a minimum of three hours work, including travelling 
time. 

14. Where work is performed from home, a minimum payment of one hours pay will be made.  Any 
additional payment will be made only if the total time worked during the first and any 
subsequent calls exceeds one hour.  For avoidance of doubt these may be calls relating to 
more than a single matter or case.  

15. Where a staff member may not be on-call but is contacted by other hospital staff for advice on 
a matter they are a discipline expert in, the same provisions as detailed in clauses 12 to 14 
would apply. 

SALARIES 

16. Veterinary staff will receive the rates of pay for the relevant HEO levels as set out in 
Schedule 1 of the Agreement.   

PROPERTY RENTAL 

17. Veterinary Staff may be required to reside in premises or accommodation owned or provided 
by the University (University Accommodation) to provide after-hours security and attend to 
after-hours animal welfare issues or emergency treatment services.  Such accommodation will 
be provided at a subsidised rental rate.  The weekly rental rate will be reviewed annually and 
adjusted in line with CPI movements. 

18. In exchange for the subsidised rental rate provided for in clause 17 of this Schedule, staff 
who are required to reside in University Accommodation will not be entitled to on call 
allowances under Schedule 4 or to be paid overtime or time in lieu in accordance with 
clause 11 of this Schedule or clauses 22 to 35 of Schedule 4 for any after-hours work 
performed relating to property security, after hours animal welfare or emergency treatment 
services.  For avoidance of doubt, nothing in this clause precludes staff who reside in 
University accommodation from receiving overtime payments or time in lieu for any overtime 
that they are directed to work in accordance with clause 7 of this Schedule. 








 

 158

PROFESSIONAL DEVELOPMENT 

19. In addition to time off approved under the University’s Study Time Policy and the Professional 
Development leave entitlements in clauses 332 and 333 of the Agreement, Veterinary Staff 
are able to use accrued time in lieu to attend relevant professional development opportunities 
subject to approval by the Hospital Director and relevant delegate. 

20. Professional Development includes local and overseas study and assessment.  

21. Veterinary Staff are entitled to the following periods of Professional Development subject to 
approval by the Hospital Director or relevant Delegate.  Those are annual entitlements and do 
not accrue from year to year. 

(a) Animal Attendants: in accordance with the University’s Study Time Policy. 

(b) Veterinary Nurses: in accordance with the University’s Study Time Policy. 

(c) Veterinary Technical Clinical Educators: one week conference or study leave in 
accordance with the University’s Study Time Policy. 

(d) Staff Veterinarians: one week conference or study leave in accordance with the 
University’s Study Time Policy. 

(e) Veterinary Registrars:  one week conference or study leave in accordance with the 
University’s Study Time Policy. 

(f) Senior Veterinary Registrar: one week conference or study leave in accordance 
with the University’s Study Time Policy. 

(g) Veterinary Specialist: one week conference or study leave in accordance with the 
University’s Study Time Policy.  Some annual financial support for the maintenance 
of specialist credentialling may be provided to Veterinary Specialists (HEO Level 9) 
by the School upon application. 

22. Staff must apply for funding by submitting a proposal setting out the activities to be undertaken 
and explaining how those activities would contribute to their professional development or the 
Faculty’s research activities.  

 








 

 159

SCHEDULE 7: UNIVERSITY FARM STAFF 

APPLICATION 

1. This Schedule applies to Farm staff as defined in clause 2 below and prevails to the extent of 
any inconsistency over the provisions of the Agreement and any other Schedule.  

DEFINITIONS 

2. In this Schedule: 

Farm staff means Professional staff employed to work on a University Farm or at Nepean Hall 
for whom full-time ordinary weekly hours 38 per week.  

Nepean Hall means the student residence of that name situated at the University’s Camden 
campus and includes Nepean Lodge. 

University Farms means any farm owned and/or operated by the University.  At the 
commencement of this Agreement, these farms include: 

(a) Arthursleigh Farm, Marulan 

(b) E J Holtsbaum Agricultural Research Institute (Nowley and The Estate Farm), 
Spring Ridge 

(c) Corstorphine (including Camden Farms Dairy, Dog and Cat Facility and Cannon 
Cottage), Camden 

(d) McGarvie Smith and Fleurs Farms, Badgery's Creek 

(e) Bringelly Centre (including Wolverton, J B Pye, Coates Park Farm and Veterinary 
Physiology S.U.), Bringelly 

(f) Mt Hunter Farm, Brownlow Hill 

(g) Westwood Farm, Theresa Park 

(h) Horse & Animal Reproduction, Cobbity 

(i) 219 Cobbitty Road, Cobbitty 

(j) Plant Breeding Institute (also known as Karalee Farm), Cobbitty 

(k) I A Watson Grains Research Centre, Narrabri 

(l) May Farm, Brownlow Hill 

(m) Llara Farm, Narrabri 

(n) Landsdowne Farm and Landsdowne Turf Farm, Cobbitty 

(o) University Park Farm, Brownlow Hill 

(p) Greendale Public School Site Farm, Bringelly 

EMPLOYMENT CATEGORIES 

3. Farm staff may be employed in the following categories: 

(a) Continuing employment (as defined in clause 36 of the Agreement); 








 

 160

(b) Fixed Term employment (as defined in clause 37 of the Agreement); or 

(c) Casual employment (as defined in clause 59 of the Agreement). 

HOURS OF WORK  

4. The ordinary weekly full-time working hours for Farm Staff are 38 hours per week. 

5. Farm staff are required to work 76 hours over any two week cycle from Monday to Saturday 
inclusive.  Farm Staff are not shift-workers as defined in Schedule 4 of this Agreement.  
However, there is no set span of hours, and Farm staff are required to work irregular patterns 
of hours including shifts which may include split shifts.   

6. Farm staff will normally work eight hours per 24 hour period.  However, they will be required to 
work longer hours during certain periods of each two week cycle with a corresponding decline 
in hours worked at other times.  This variation to hours worked will not result in changes to 
fortnightly salary in a two week cycle period. 

7. Where Farm Staff are required to work on Saturdays, such work forms part of their ordinary 
hours and will be rostered as follows: 

(a) The Supervisor will call for expressions of interest from Farm staff of the relevant 
classification within the work location. 

(b) If there are insufficient volunteers, the Supervisor will nominate staff to work. 

(c) Where possible, staff will be given at least 48 hours notice of any Saturday work.  
Where 48 hours notice is not given, staff will not be required to work on the 
nominated dates if they have a good and sufficient reason for being unable to do 
so. 

(d) If a nominated staff member cannot work as outlined in clause 7(c) of this 
Schedule, the Supervisor will seek to replace them with a volunteer. 

(e) If there is no volunteer the Supervisor will then nominate a staff member from the 
relevant classification within the work location to work the required day(s). 

(f) The University may, on isolated occasions, nominate staff to work a Saturday 
without the need to follow the process outlined in clauses 7(a) to 7(c).  On these 
occasions:  

(i) the Supervisor will consult affected staff and provide reasons for 
requiring them to work on the nominated day(s); 

(ii) the affected staff may call upon a Representative of their choice to be 
present during consultation(s); 

(iii) matters that cannot be resolved may be dealt with under the dispute 
settlement procedure outlined in the Agreement. 

OVERTIME AND TIME IN LIEU 

8. Farm staff may be directed to work reasonable overtime.  All overtime must be approved by an 
authorised Supervisor prior to the work being undertaken.   

9. Where Farm staff are required to work overtime, the arrangements in clauses 10 and 11 
below apply in place of clauses 22 to 35 of Schedule 4.  








 

 161

10. Overtime will be paid at the following rates: 

Hours Worked Overtime Payable 

A staff member who works more than 76 hours in a 
two week cycle 

Hours in excess of 76 paid at time and one half 

If a staff member is instructed by their Supervisor to 
resume or continue to work without having 10 
consecutive hours off duty 

Hours worked on resumption or continuation 
paid at time and one half until the staff member 
has had 10 consecutive hours away from duty 

All work undertaken by an employee on a Sunday Paid time and one half 

All work undertaken by an employee on a Public 
Holiday 

Paid at double time 

11. A Casual Farm staff member who is required to work more than 20% of the ordinary weekly 
hours of an equivalent full-time staff member on any one day (i.e. more than 7.6 hours) will 
receive the greater of the overtime rates specified in clause 10 of this Schedule or the casual 
loading specified in clause 72 of this Agreement, but not both. 

12. Farm Staff may elect to take time off in lieu of an overtime payment, with accrued time off 
being taken at mutually agreed times.  A staff member may accrue up to 114 hours time in lieu 
within a six month period.  If at the end of the six month period the time in lieu has not been 
taken, it must be paid out at overtime rates. 

13. Payments and time in lieu will be calculated to the nearest quarter of hour and a minimum 
payment of four hours (or three hours in the case of essential work on Sundays or public 
holidays for feeding animals, watering etc) will be made for overtime worked on a day that is 
not an ordinary working day for the staff member concerned. 

14. Staff who are required to work overtime must take unpaid meal breaks of at least 30 minutes 
after five hours work.  The salary rates paid to Farm staff include compensation for overtime 
meal allowances, and Farm staff are not entitled to the meal allowance specified in 
Schedule 3.  

SALARIES AND ALLOWANCES 

15. Farm staff will paid at the relevant HEO rates in Schedule 1 for staff working a 38 hour week.   

16. Farm staff who hold a current New South Wales HR drivers’ license will receive an allowance 
of $18.85 per week if they are required to operate the following machinery as part of their 
duties: 

(a) a Caterpillar D6 bulldozer, carrying out large scale earthworks, including irrigation 
ditch construction and maintenance, contour bank, waterway, and earthen dam 
maintenance; and/or 

(b) a 225 kw tandem drive truck hauling grain, fertilizer, and farm driver truck hauling 
grain, fertilizer, and other farm materials both on farms and public roads. 

PROPERTY RENTAL 

17. Farm staff may be required to reside in premises or accommodation owned or provided by the 
University (University Accommodation) to provide after-hours security and attend to after-hours 
animal welfare issues or emergencies.  Such accommodation will be provided at a rate of $40 
per week from the commencement of this Agreement.  The weekly rental rate will be reviewed 
annually and adjusted in line with CPI movements.  






  

  



 

 162

18. In exchange for the subsidised rental rate provided for in clause 17 above, staff who are 
required to reside in University Accommodation will not be entitled to on call allowances under 
Schedule 4 or to be paid overtime or time in lieu in accordance with clauses 9 to 14 of this 
Schedule or clauses 22 to 35 of Schedule 4 for any after-hours work performed relating to 
property security or animal welfare.  For avoidance of doubt, nothing in this clause precludes 
staff who reside in University accommodation from receiving overtime payments or time in lieu 
for any overtime that they are directed to work in accordance with clause 8 of this Schedule. 

19. Farm staff who are not required to occupy a University residence as a term of their 
employment may be offered a University residence (if available) at full market rental rates 
during their employment, subject to a lease being entered into with the University for a 
maximum of 12 months.  

 








 

 163

SCHEDULE 8: PROFESSIONAL PRACTITIONERS 

Application 

1. This Schedule applies to staff specifically appointed as "Professional Practitioners".  To the 
extent of any inconsistency between this Schedule and the remainder of the Agreement, the 
terms of this Schedule will prevail. 

Employment of professional practitioners 

2. The University may employ a staff member in the position of Professional Practitioner on a 
continuing or fixed term basis.  In the case of a fixed term appointment, this will be in 
accordance with clause 38(k) in the body of the Agreement. 

3. The Professional Practitioner will hold a title equivalent to an Affiliate of the University of 
Sydney (in accordance with the Affiliates Policy).  The Professional Practitioner will be 
classified in accordance with clause 12 below and paid in accordance with clause 13 below.  
A Professional Practitioner will be considered a form of academic employment. 

4. A Professional Practitioner is a staff member who is specifically designated as such and: 

(a) holds professional registration (for example registration with the Australia Health 
Practitioner Regulation Agency); 

(b) holds speciality college membership, where applicable; 

(c) holds at least a Bachelor degree; 

(d) will generally hold primary employment (including self-employment) outside the 
University in public or private health settings (whilst noting there may be exceptional 
circumstances where this is not the case; 

(e) is employed primarily to prepare students to meet eligibility requirements for 
completion of a degree leading to professional registration.  To do so, the 
Professional Practitioner: 

(i) may deliver specialist disciplinary skills teaching within their scope of 
clinical practice; 

(ii) may deliver professional standards education; and 

(iii) will be appropriately qualified to teach students whilst also delivering 
treatment; and 

(f) will usually be employed at a minimum of 0.2 FTE. 

Workload 

5. A Professional Practitioner will generally not perform research or scholarship duties or 
undertake substantive professional and community engagement as part of their employment 
with the University.  The duties and workload allocation expected of a Professional Practitioner 
may include clinical teaching and assessment in clinical or simulation settings (including 
training in professional standards of the discipline) and related or incidental activities. 

6. A Professional Practitioner will usually work in accordance with a set roster. 

7. The required duties will be such that they can reasonably be expected to be completed in a 
professional and competent manner within an average of 37.5 hours per week (pro rata for 
Part-time staff), and staff will not be required to work more than 1,695 hours per year (Part-
time for pro rata staff). 








 

 164

8. Where a dispute arises regarding the operation of this Schedule, the issue will be resolved 
through the Review of Action procedures of this Agreement. 

Severance 

9. A Professional Practitioner: 

(a) who seeks to continue their employment after the end of their fixed term 
employment and are not offered further employment; and  

(b) whose contract is not renewed because: 

(i) in the case of a staff member employed on a second fixed term contract, 
the same (or substantially similar) duties are no longer required by the 
University; or 

(ii) the duties of the kind performed in relation to the work 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 severance pay in accordance with the tables set out at clause 46 of the 
Agreement. 

10. No severance payment will be made to a staff member who is offered suitable alternative 
employment, whether such offer is accepted or not.  

Redundancy 

11. Clauses 488 to 503 of the Agreement apply to Professional Practitioners employed on a 
continuing basis. 

Classifications 

12. Professional Practitioners will be classified in accordance with the descriptors below.  The 
classification will be based on the Professional Practitioner's progression in their clinical 
practice.  Where the Professional Practitioner does not have existing concurrent clinical 
practice, the University will take into account the Professional Practitioner's overall level of 
training and experience when classifying. 

 

 








 

165 

 

 Description Indicative industry discipline titles (and experience) in public and 
private health settings 

Equivalent 
Academic 
and Affiliate 
classification 

Health 
Professionals 
Award 
equivalent 
level 

  Dentistry Medicine Nursing/ 

Midwifery 

Pharmacy Allied 
Health 

  

Level 1 Recently qualified health professionals or 
beginning practitioners who are developing 
skills and competencies. 

Work under collaborative discipline-specific 
consultation and supervision to provide a 
level of service commensurate with 
developing experience and professional 
judgement.  

May supervise undergraduate or pre-
registration students on observational or 
clinical placements, or students undertaking 
internships/work experience. 

Oral Health 
Therapists, 

Dental 
Hygienists, 

Dental 
prosthetists, 

Dental 
Therapists  

(all 3 years 
experience) 

Junior or 
Career 
Medical 
Officer 

Registered 
Nurse 

Registered 
Midwife 

Registered 
Pharmacist 

 

 

 

 

 

 

 

Registered in 
Discipline 

 

 

 

A 

 

 

 

1 

Level 2 Competent health professionals with recent 
clinical or other experience.  

May have a clinical, educational or 
management focus and may require or seek 
collaborative consultation for supervision 
from senior staff when performing novel, 
complex or critical tasks. 

Exercise professional judgement on routine 
clinical matters to teach, supervise or 
undertake course coordination for 

Dentist  
(3 years 

experience) 
 

Oral Health 
Therapists, 

Dental 
Hygienists, 

Dental 
prosthetists, 

Dental 
Therapists, 

Private 
practitioner 

General 
Practitioner 

Medical 
Registrar 

Clinical 
Nurse 

Specialist 

 

Clinical 
Midwife 

Specialist 

Accredited 
pharmacist 

or postgrad 
qualification 

 

 

 

 

 

 

 

Accredited in 
discipline 

 

 

B 

 

 

2 






  

  

  



 

 166

 Description Indicative industry discipline titles (and experience) in public and 
private health settings 

Equivalent 
Academic 
and Affiliate 
classification 

Health 
Professionals 
Award 
equivalent 
level 

undergraduate and postgraduate students, 
including those on clinical placement.  

Oral Health 
Therapists 
(3 years 

experience) 

or postgrad 
qualification 

Level 3 Experienced clinicians and health 
professionals with specialist or high-level 
generalist knowledge within their discipline.  

May have a clinical, educational or 
management focus and work to actively 
develop, plan, implement and evaluate 
clinical quality, policy and practice 
improvements. 

Demonstrate advanced clinical judgement to 
provide direct clinical or other services to 
client groups.  Work autonomously with 
minimal direct supervision. 

May teach, supervise and undertake course 
coordination for undergraduate and 
postgraduate students, including those on 
placement.  May be required to 
supervise/support Level 1 & 2 Professional 
Practitioners and technical support staff as 
required. 

Dental 
Specialists 

Oral Health 
Therapists 

in 
leadership 

roles 

Medical 
Specialist 
(at least 5 

years 
specialist 

experience) 

Clinical 
Nurse 

Consultant 
(with post-
graduate 

qualification) 

Clinical 
Midwife 

Consultant 
(with post-
graduate 

qualification) 

Senior 
accredited 
pharmacist 
(or postgrad 
qualification) 

Senior in 
discipline 

(with 
postgrad 

qualification) 

C 3/4 

Level 4 Significant professional leaders with 
extensive disciplinary or specialist knowledge 
and expertise in a clinical, education or 
management context.  

May deliver and/or manage the delivery of 
direct clinical services in complex clinical 

Dental 
Specialists 

in 
leadership 

roles 

Senior 
Medical 

Specialist 

Nurse 
Practitioner 

Nurse 
Manager 

Senior 
Specialist 

pharmacist 

(5 years 
specialist or 

Senior Allied 
Health 

Professional 

Allied Health 
Manger 

D 5/6 






  



 

 167

 Description Indicative industry discipline titles (and experience) in public and 
private health settings 

Equivalent 
Academic 
and Affiliate 
classification 

Health 
Professionals 
Award 
equivalent 
level 

environments.  Are qualified to perform novel, 
complex and critical discipline-specific clinical 
work with a high level of competence and 
work independently with minimal or no direct 
supervision. 

Demonstrating advanced clinical judgement 
and professional decision-making skills, may 
teach, supervise and undertake course 
coordination for undergraduate, postgraduate 
and HDR students and participate in clinical 
research and continuing professional 
education programs. 

Oral Health 
Therapists 

in advanced 
leadership 

roles 

(5 years 
specialist 

experience) 

(5 years 
specialist or 
leadership 

experience) 

leadership 
experience) 

(5 years 
specialist or 
leadership 

experience) 

Level 5 Managers, leaders and directors of large 
teams, departments or practices who may 
maintain a clinical load and/or provide expert 
speciality consultancy in their area of 
expertise. 

Are recognised as exceptional leaders in 
their field and have direct influence and 
authority on strategic health programs and 
policy matters.  

May teach or supervise staff and students, 
conduct clinical research and contribute to 
curriculum development, review and 
accreditation processes.  May contribute to 
the design and delivery of continuing 
professional education programs. 

Dental 
Specialists 

in advanced 
leadership 

roles 

Oral Health 
Therapists 
in senior 

leadership 
roles 

Senior 
Specialist 

(Advanced) 

Senior 
nurse or 

midwife with 
substantive 
leadership 
role and 
postgrad 

qualification 

Clinical / or 
Professor of 

Practice 

Senior 
pharmacist 

with 
substantive 
leadership 
role and 
postgrad 

qualification 

Clinical / or 
Professor of 

Practice 

Senior allied 
health 

professional 
with 

substantive 
leadership 
role and 
postgrad 

qualification 

Clinical / or 
Professor of 

Practice 

E 7 






  



 

168 

 

Professional Practitioners - Annual Rates 

13. The salaries for Professional Practitioners will be the salary applicable to the corresponding 
Level A to E classification, as set out in the table above. 

Workload Allocation 

14. Clauses 369 to 399 do not apply, given the nature of the roles and work activities they will 
undertake and the objective of clauses 15 to 20 is to provide a framework for ensuring that 
academic workloads are equitable, transparent, manageable and without risks to health and 
safety. 

15. Academic workloads will be determined on a fair, transparent and consultative basis. 

16. Each Professional Practitioner's workload will be allocated in consultation with the staff 
member concerned, having regard to: 

(a) the staff member’s level of appointment and time fraction; 

(b) the importance of maintaining an appropriate balance between work for the 
University and family life; 

(c) the working hours specified in this Agreement; and 

(d) the annual leave and other leave plans of the staff member.  No staff member will 
be required to make up time, take on additional duties or later duties that would 
normally be undertaken as a result of taking leave.  For example, no staff member 
will be required to perform additional teaching duties as a result of taking leave 
during a teaching period. 

17. In determining the allocation of academic workloads and their quantification, the following 
factors will be taken into account: 

(a) the matters set out in this Schedule; 

(b) modes of delivery, including, for example, face-to-face teaching, on-line learning 
and blended learning; 

(c) the level of courses taught; 

(d) preparation for teaching, curriculum development and the development of course 
materials; 

(e) supervision and mentoring of staff and students, including required attendance at 
classes or meetings; 

(f) the number of students taught; 

(g) staff development requirements; 

(h) field work supervision; 

(i) internal and external professional work; 

(j) administration, including participation on committees; 

(k) overseas teaching and international commitments; 








 

 169

(l) intercampus travel; and 

(m) carer's responsibilities and/or disabilities. 

18. In determining reasonable hours the University will have regard to the following: 

(a) the total number of hours required be worked each day on a particular day; 

(b) the number of teaching and/or required hours worked without a break;  

(c) the time off between finishing and starting times of teaching sessions;  

(d) the number of days of the week during which teaching and/or required duties are 
scheduled;  

(e) the provisions of the Work Health & Safety Act 2011 and health and safety issues 
generally;  

(f) the incidence of evening work;  

(g) the incidence of overseas work;  

(h) the staff member’s general University workload;  

(i) the staff member’s caring needs/responsibilities; and  

(j) any indicative normative workload expectations, where relevant and reflective of 
their specialist role as Professional Practitioners.   

19. The workload allocation should ordinarily factor in the hours required as a consequence of the 
class size; and will take into account such factors as the nature of the activity, safety 
requirements, and availability of teaching facilities. 

20. Staff will not usually be required to commence teaching within ten hours of the conclusion of a 
directed teaching session, or other directed duties, conducted on the previous day.  

21. Where agreement cannot be reached between a staff member and their Supervisor in relation 
to their workload allocations, the issue will be resolved through the Review of Action 
procedures of this Agreement. 

 

  








Signatures 

Signed on behalf of the University of Sydney by Mark Scott AO, Vice-Chancellor and President, cl­
University of Sydney, New South Wales, 2006, in accordance with the University of Sydney (Delegations 
of Authority) Rule 2020 (as amended). 

Signature of Mark Scott AO 

Signed on behalf of the National Tertiary Education Industry Union by Dr Damien Cahill, General 
Secretary, First Floor, 120 Clarendon Street, South Melbourne, Victoria 3205 

Signature of Dr Damien Cahill 

Signed on behalf of the CPSU-SPSF Group NSW Branch of the CPSU, by Troy Wright, Assistant Branch 
Secretary, PSA House, 160 Clarence Street, Sydney, New South Wales, 2000 

Signature of Troy Wright 

170 


Signatures Signed on behalf of the University of Sydney by Mark Scott AO, Vice-Chancellor and President, c/- University of Sydney, New South Wales, 2006, in accordance with the University of Sydney (Delegations of Authority) Rule 2020 (as amended). Signature of Mark Scott AO Signed on behalf of the National Tertiary Education Industry Union by Dr Damien Cahill, General Secretary, First Floor, 120 Clarendon Street, South Melbourne, Victoria 3205 Signature of Dr Damien Cahill Signed on behalf of the CPSU-SPSF Group NSW Branch of the CPSU, by Troy Wright, Assistant Branch Secretary, PSA House, 160 Clarence Street, Sydney, New South Wales, 2000 Signature of Troy Wright 170




 



 

 
Workplace Relations, Human Resources   T +61 2 8627 4183    ABN 15 211 513 464 
Level 2, Services Building (G12)                                  E jodi.dickson@sydney.edu.au           CRICOS 00026A 
The University of Sydney 
NSW 2006 Australia 

 

 

 

Matter number: AG2023/2273 

Matter:   Application for approval of the University of Sydney Enterprise  

   Agreement 2023-2026 

Applicant:  University of Sydney   

 

Undertaking – Section 190 

I, Jodi Dickson, of the University of Sydney, give the following undertaking in accordance with section 

190 of the Fair Work Act 2009 (Cth) with respect to the University of Sydney Enterprise Agreement 2023-

2026 (Agreement): 

1. In relation to clause 266, staff members are also entitled to access compassionate leave 
where: 

(a) a child is stillborn, where the child would have been a member of the staff 
member's immediate family, or a member of the staff member's household, if the 
child had been born alive; or 

(b) a staff member, or their spouse or de facto partner, has a miscarriage. 

2. In relation to clause 82(b), the conversion process in clause 82 of the Agreement is separate 
and in addition to the casual conversion process set out in the National Employment 
Standards. 

3. In relation to clause 31 of Schedule 4 of the Agreement, clauses (a) and (b) are applied as 
alternatives and overtime applies if either of the circumstances referred to in (a) or (b) are 
met.  That is, they will be applied as if there is an "or" between (a) and (b), as follows: 

A Casual Staff member who is required to work hours:  

(a) in excess of 20% of the ordinary weekly hours of an equivalent full-time staff 
member on any one day (ie more than 7.00 hours or 7.6 hours for a 35 hour and 
38 hour per week worker respectively); or 

(b) outside the applicable span of ordinary hours,  

will receive the greater of the overtime rates specified in clause 26 of this 
Schedule or the casual loading specified in clause 72 of this Agreement, but not 
both. 

 

Jodi Dickson 
Director, Workplace Relations  


THE UNIVERSITY OF SYDNEY




 

mailto:jodi.dickson@sydney.edu.au


 

 
Workplace Relations, Human Resources   T +61 2 8627 4183    ABN 15 211 513 464 
Level 2, Services Building (G12)                                  E jodi.dickson@sydney.edu.au           CRICOS 00026A 
The University of Sydney 
NSW 2006 Australia 

Yours sincerely 

 

Jodi Dickson 
Director Workplace Relations 
University of Sydney 
 
1/8/2023 
 

 

- -.,. ..... 






  

mailto:jodi.dickson@sydney.edu.au

Cases cited by this decision: