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Contract of Service
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12. Employment
12.1 Contract of Service
12.1.1 The contract of service shall be by the month and may be terminated by not less than one month’s notice on either side given in writing on any day or by the payment or forfeiture as the case may be, of one month’s salary, except as otherwise provided in this clause. Provided that:
(a) during the probationary period the contract of service may be terminated by two weeks’ notice on either side given in writing on any day or by the payment or forfeiture, as the case may be, of two weeks’ salary; and
(b) a lesser period of notice may be given at any time if the employer and the employee agree.
12.1.2 The contract of service for an ongoing contingent funded research, fixed term or casual employee shall be in accordance with Schedule F – Categories of Employment.
12.1.3 Where a contract of service has been entered into and the monies allocated for salary purposes are funded from research grants or other externally controlled monies and a variation occurs in the salary prescribed for the level of work undertaken and there are insufficient funds available in the monies allocated for salary purposes, including on-costs, to meet the increase then the period of employment may be reduced by the period necessary to allow payment of the increase from the funds available. Provided that where, as a result of the variation, there are insufficient funds to continue the appointment the contract of service shall be terminated in accordance with subclause 12.1.1 of this clause.
12.2 Misconduct
12.2.1 Where a matter of misconduct by an employee is to be investigated by the University, the Vice-Chancellor may suspend the employee, with or without pay, whilst the investigation is undertaken.
12.2.2 If in the case of a matter of misconduct not being substantiated after an investigation has been undertaken, then reinstatement of pay will occur if the employee has been suspended without pay.
12.2.3 In the case of a finding of misconduct by an employee, the Vice-Chancellor may decide upon one of the following courses of action:
(a) reprimand or censure the employee;
(b) withhold an increment of salary, where applicable, for a period not exceeding twelve months;
(c) suspend the employee for a period with or without pay, or;
(d) terminate the employment of the employee.
12.2.4 The Vice-Chancellor may approve a reinstatement of pay if in circumstances the employee can demonstrate that the suspension of pay would cause significant and unmanageable financial hardship.
12.3 Redeployment, Redundancy and Retrenchment
12.4 Home-based Work
12.4.1 An employee who enters into a home based work arrangement shall be treated in accordance with the University’s Home-based Work Policy.
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