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Other Leave
War Service (Sick Leave Credit)
Defence Service Leave Jury/Witness Duty Leave Leave Without Pay Emergency Services Leave Leave application process Leave without pay application process and approval conditions Exercise of approval delegations
1. All staff, except casual general and sessional academic staff, are eligible to apply for the following leave (paid and unpaid), provided for under the ANU Enterprise Agreement and the Staff Leave policy.
Leave Type | Qualification | Entitlement & accruals | Conditions | War service (Sick Leave Credit) | All staff (except casual general and sessional academic staff) | Special credit of 9 weeks sick leave at commencement | Staff who served full time overseas as a member of the Australian Defence Force in an operational area described in Sch.2 of the Veteran's Entitlements Act 1986 during the specified period | Additional sick leave credit of 15 days with accrual up to maximum of 45 days | Defence service training (Defence Force Leave) (Navy, Army or Air Force) | Staff member is in the Australian Defence Reserve | Up to 20 days per year | The delegate may grant leave with pay | Jury and witness | Staff member summoned as a prospective juror or witness | Paid for the period necessary for attendance at court or before a relevant industrial /employment tribunal | The staff member must pay the University any fees received or alternatively take annual or long service leave or accrued flex credits to which he or she is entitled, and retain the fee | Leave without pay (LWOP) | The delegate may grant an application for LWOP in accordance with the process and condition in clauses 9 to 15 of this procedure. | LWOP, including any form of unpaid parental/grandparental leave does not break continuity of service but does not count for service for accrual of any leave or any other like purpose | Where a staff member is on LWOP on public holidays and/or during University Closure, additional days leave will not be granted | Emergency Services Leave | Applicant is a member of a recognised emergency service organisation. Reasonable notice is provided. Delegate is prepared to release the staff member from duty to assist in responding to the emergency. Provide documentation stating they had been officially requested to assist in the emergency during the period of absence (can be on return). | Leave with pay may be granted to an employee who is a member of a State Emergency Service, fire-fighting service, search and rescue unit or other volunteer service performing similar functions to enable the employee to fulfil an obligation to that service in the event of a civil emergency. | Any fees that a staff member receives for emergency service should be paid to the University. However, if the staff member takes recreation or long service leave while on emergency service leave the fee paid for those days may be retained. If the staff member is on a period of approved leave, a rostered day off or the emergency occurs on a public or University holiday the time will not be reinstated for that particular period of approved emergency leave. Leave of absence granted under this category counts for service for all purposes and the periods of release from duty will not normally exceed, in total, 4 working days in any calendar year. In exceptional circumstances the Delegate may approve additional leave. These conditions do not apply to attendance at bushfires or other emergency situations which endanger University property. In such cases, where the Delegate considers that it is in the interests of the University for employees to participate in the emergency, those employees who agree to do so are regarded as acting in the course of their duties. |
Leave application process 2. Where practicable, all staff are required to submit an online leave application (HORUS) in advance of the leave being taken for:
3. Staff are required to submit a paper Application for Leave form in advance of the leave being taken for:
- Leave without Pay
- Jury and Witness Leave
- Emergency Services Leave
4. Staff wishing to apply for War Service sick leave credit should apply in writing through the College/Division HR Manager for the respective Dean/Directors' approval.
Applying for leave without pay
5. Staff may apply to their relevant Delegate 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. 6. Leave without pay is not an entitlement and the Delegate may attach conditions to any period of leave without pay. 7. Applications will be considered on their merits, but at all times approval will be subject to the convenience of the area. 8. Application for grandparent leave without pay will not be unreasonably refused. Conditions for LWOP
9. 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.
10. Superannuation is not 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.
11. Any absence on LWOP, other than unpaid parental leave and grandparent leave, will delay the anniversary date for increments by the period of leave as it does not count for service.
Approval of LWOP 12. 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. The delegate should specify whether or not any extension to the LWOP will be granted.
13. The staff member would normally be expected to return to their substantive position at the completion of their period of LWOP. If this will not be possible, the delegate must specify the alternate arrangements in the documentation authorising the LWOP.
14. 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.
15. A request to return to work during a period of LWOP will be subject to the Delegate's approval and should be accompanied by a written cancellation of the LWOP for the period in question. Advice should be obtained on the superannuation and leave implications of the options.
Exercise of approval delegations 16. A delegate must exercise their delegation to approve a leave application in accordance with the conditions and approval arrangements specified in this procedure.
17. Approval of leave beyond those provided for through this procedure requires approval of the Director -Human Resources or the Vice-Chancellor.
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General Information
Authorisations
Relevant Dates
Related Documents
Procedure