11.1 An employee will be employed as either ongoing, ongoing contingent funded, fixed term or casual. There shall be no limit on the number or proportion of employees that the University may employ in a particular type of employment.
11.2 Where a position is to be filled on an ongoing or fixed term basis, a written offer of appointment will be made. Offers will include
11.2.1 the title of the position;
11.2.2 if the position is part time, the employment fraction;
11.2.3 the salary range applicable for the position;
11.2.4 the commencing salary;
11.2.5 whether the position is ongoing or fixed term, in which case it shall specify the term for which the position is being offered;
11.2.6 any probationary period applicable; and
11.2.7 whether the position is subject to external funding and the consequences for continued employment in the event that funds are withdrawn.
11.3 Every appointee, except one engaged on a casual or fixed term appointment of less than twelve months shall in the first instance be appointed on probation only and may be continued in such probationary appointment for a period of up to six months. On the expiry of the period of probation the Vice-Chancellor may, on the recommendation of the Head, confirm or annul the appointment or extend the period of probation for a further period or periods not exceeding six months, but so that in any event the total period of probation shall not exceed twelve months. Should an appointee on probation have the period of probation extended the appointee shall be notified of the reason in writing not less than two weeks prior to the conclusion of the initial probationary period.
11.4 An employee shall be advised of, and given an opportunity to make response to any adverse material about the employee which the employer intends to take into account in a decision to annul the employment upon or before the expiry of the period of probation.
11.5 Appointment to a fixed term contract shall be in accordance with Schedule F – Categories of Employment.
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