Eligibile Staff:

• Academic staff (excluding academic visitors and casual/sessional academics)
• General staff (excluding casuals)
• For grandparent leave without pay, all staff with 12 months continuous service (excluding all casuals)
  

1. Applying for Leave without pay

Staff may apply to their relevant Delegate/Agent for a period of leave without pay (LWOP).  The staff member must submit a statement of the circumstances with their application for leave without pay.

Leave without pay is not an entitlement and the Delegate may attach conditions to any period of leave without pay.

Applications will be considered on their merits, but at all times approval will be subject to the convenience of the area.

Application for grandparent leave without pay will not be unreasonably refused.

2. Conditions for LWOP

Periods of leave without pay will not count as qualifying periods of employment for the purposes of calculating recreation leave, long service leave, sick leave, or any other entitlement, except where this provision is inconsistent with the University's parental leave provision.

Superannuation is not normally paid by the University during periods of leave without pay.  Contributors to UniSuper may either suspend membership (and contributions) during leave without pay or maintain membership by paying both their own and the University's contribution for the period of leave without pay.  Contributors to the Commonwealth Superannuation Scheme are required to pay both their own and the employer's contributions for absences of 12 weeks or less and for longer periods contributions are not normally payable.  In special circumstances, where the leave without pay is for a purpose which will result in substantial benefits to the University, the University may meet the employer's contribution. 

3. Approval of LWOP

Approval for LWOP, other than that associated with Parental, Grandparent and Adoption Leave provisions, will be at the Delegate's discretion and subject to his or her consideration of the circumstances on which the request is based and the work area's operational requirements. Where the staff member's request is agreed, approval of the application will be in writing. Such approval must specify the conditions on which the leave is granted.  For example:

• the length of the absence (including whether or not any extension will be granted);
• the circumstances of return to work to the specific area following an extended period - will staff be entitled to return to the same position held before the LWOP starts
• how will the position be filled in the staff member's absence (eg will it be advertised and filled on a continuing basis);
• what will happen in the event that the area has no suitable position available for the staff member on their return and
• where leave without pay is granted simply to enable a staff member who is leaving the University to maintain his or her membership in a superannuation scheme for a agreed period - this must be specified in the documentation authorising the LWOP.

The staff member should indicate, in writing, their acceptance of the conditions upon which the application for LWOP has been approved.

Any absence on LWOP, other than unpaid parental leave, will delay the anniversary date for increments by the period of leave as it does not count for service.

A request to return to work during a period of LWOP will be subject to the Delegate's approval and should be accompanied by either a cancellation of the LWOP for the period in question or the issuing of a new contract. Advice should be obtained on the superannuation and leave implications of the options.