Long service leave entitlements

1. Long Service leave is provided for under the ANU Enterprise Agreement and the ANU Staff Leave policy.

2. A continuing, continuing (contingent funded) or fixed term staff member will accrue long service leave at the rate of 13 weeks (0.2492 days per fortnight of paid employment) for the first 10 years of continuous paid service and thereafter accrue on a pro-rata basis.

3. A staff member may take all or part of their accrued long service leave entitlement upon accrual of 13 weeks' long service leave (that is, after 10 years' continuous paid employment). Accrued long service leave may subsequently be taken at any time subject to notification, minimum period requirements and the University's operational requirements.

4. Where ANU recognises long service leave credits from a previous employer, the staff member is required to complete 3 years of service with ANU before being eligible to take long service leave, subject to also meeting the 10 year (including the recognised period) service requirement in clause 3.

5. Where a staff member has taken leave in the service of a recognised previous employer, or where payment was made in lieu of leave entitlement on termination of employment, that service up to a maximum of five years will still be recognised as qualifying service for determining when the staff member is eligible to take long service leave. However, the staff member will not accrue any entitlement to leave for the period of service with the previous employer for which leave has been taken or for which payment in lieu has been made or for which there was eligibility for payment.

6. The normal minimum period of long service leave which may be taken is one (1) week subject to any exceptions stated below.

7. Nothing prevents a staff member making an application to the Director - Human Resources to:

• cash out part of their long service leave due to hardship; and
  
• have the long service leave payment made in a manner assisting the staff member with a lifestyle change of their choice, e.g. working four (4) days a week and being paid one (1) days long service leave on a weekly basis for a defined period.

8. Notwithstanding clauses 4-5 above, the delegate may approve arrangements for taking long service leave agreed between the staff member and the supervisor that meet the staff member's needs and operational requirements of the area. This may include approving variations in approved dates to accommodate agreed work requirements.

9. A staff member who has accrued more than 13 weeks' long service leave entitlements may apply for payment in lieu of that part of the accrual which is in excess of 13 weeks provided that:

• the payment is made in association with the staff member taking a minimum of two (2) weeks' annual or long service leave; or
  
• the payment is made to assist in a career objective, requiring absence from the campus in excess of three (3) weeks.

A payment in lieu of long service leave will be based on the salary of the staff member at the time of payment.

10. Payments in lieu made under clause 6 are not superannuable nor does the cashed out period count as service.

11. For the purposes of long service leave, the salary will include:

• higher duties allowance at the rate in force at the date of commencement of the leave or date of payment, provided that the staff member has performed the higher duties for at least 12 months at the date of commencement of leave or the date of payment; and
  
• long service allowance at the rate in force at the date of commencement of leave or the date of payment.

12. A staff member may, subject to the operational requirements of the University, take extended leave long service leave on half pay (instead of a shorter period on full pay).

13. Subject to the conditions governing annual leave, a staff member may add to the period of absence on long service leave:

• annual leave; and
  
• a public holiday which falls within or adjoins the long service leave period.

14. A staff member who becomes ill during a period of long service leave, and that illness is substantiated by a medical certificate, may apply to have their long service leave entitlement re-credited for the period covered by the medical certificate where they take the personal leave.

Pro-rata leave for part time staff members

15. Where a staff member works part time for part or all of the period of employment, he or she will be paid long service leave entitlements pro rata, based on the full time salary at the time of leave, for the period of leave having regard to employment over the 10 year qualifying period.

Long service leave notice periods

16. Where a staff member gives six (6) months or more notice, the time of taking long service leave will be at his or her choosing, unless the University establishes in exceptional circumstances that arrangements cannot reasonably be put in place that would allow the leave to be taken at the requested time.

17. Where a staff member gives less than 6 months notice, an application for long service leave will be considered subject to the operational requirements of the University.

18. This notice period does not apply where a staff member applies for long service leave during a period of approved unpaid parental leave.

19. A staff member who has accrued more than 19.5 weeks' long service leave entitlements may be required, on 12 months' written notice, to take up to 13 weeks of such leave at a time convenient to the University, except that a staff member who has given written notice of his or her intention to retire must not be required to take long service leave within 24 months of retirement.

Payment on cessation of employment

20. A staff member who ceases employment before accruing 13 weeks' long service leave will be entitled to payment equivalent to salary for the period of accrued leave if his or her period of continuous employment is not less than the relevant minimum qualifying period specified in the following table:

Leave application process

21. Where practicable, all staff are required to submit an Online leave application (HORUS) in advance of the leave (refer clause 14-16 above).

22. A delegate must exercise their delegation to approve a leave application in accordance with the conditions and approval arrangements specified in this procedure.

23. Approval of leave beyond those provided for through this procedure requires approval of the Director -Human Resources or the Vice-Chancellor.