43.7.1 An employee who has continuous service of greater than 12 months but less than 5 years is entitled to 104 weeks leave, including 14 weeks paid parental leave, provided for at subclause 43.2.3 of this clause, plus a return to work bonus of up to the equivalent of an additional 12 weeks salary.
43.7.2 An employee who has continuous service of 5 years or more is entitled to 104 weeks, including 14 weeks paid parental leave, as provided for at subclause 43.2.3 of this clause, plus a return to work bonus of up to the equivalent of an additional 22 weeks salary.
43.7.3 The return to work bonus will be used to facilitate re-entry of the primary care giver into the workplace and could be used in any of the following ways:
(a) to offset associated costs, such as childcare (allowance);
(b) working reduced hours (graduated return to work program);
(c) to re-establish an academic career (paid into an approved University account); or
(d) the employee may apply to access all or part of the return to work bonus prior to returning to work, as additional paid parental leave.
43.7.4 An employee who applies to access the return to work bonus is required to enter into a written agreement with the University requiring him or her to:
(a) return to work for a minimum of (12) months following a period of parental leave; or
(b) repay all monies received or paid as the return to work bonus, where the employe has failed to return to work for a minimum of 12 months.
43.7.5 Where an employee does not return to work for a minimum of 12 months, in accordance with subclause 43.7.4 above, the University is entitled to deduct the monies to be repaid from any outstanding entitlements that would be normally be paid on termination of employment. The University may also exercise its legal right to pursue the recovery of monies paid in accordance with subclause 43.7, where an employee has not fulfilled the requirements of an agreement under subclause 43.7.4. The recovery of a return to work bonus may be varied on compassionate grounds as determined by the Vice-Chancellor.
43.7.6 A return to work at a fraction equal to or greater than 50% of the fraction of employment the employee held prior to commencing parental leave will meet the requirements of a return to work under the clause. The Vice-Chancellor may approve a lesser fraction as meeting the requirements of a return to work.
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