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Academic Sabbatical
All teaching and research academic staff who can demonstrate they are research active are eligible for Sabbatical. Academic Sabbatical provides for periods of release from regular teaching and administrative duties for the primary purpose of research and scholarly work. Sabbatical credits accumulate at a rate equivalent to 52 weeks after six years of continuous service. Ordinarily sabbatical will be approved only for periods of six or twelve months. Applications for study leave are approved on their individual merit.
Academic Study Leave Policy
Academic Year Employment
Occasionally professional staff appointments are made to coincide with the academic year. These positions are closely linked to commitments of the academic year and have duties which are predominantly student driven. In these cases, the staff member receives an annualised salary calculated on a pro-rata basis in the proportion of the hours worked over the year.
Academic Year Employment
Annualised Hours
Professional staff members may seek to work annualised hours. Annualised hours is an arrangement based on the requirement that a full time employee works 1731 hours per annum. These hours may be compressed into a shorter period of time, as long as no more than 10 hours are worked in a single day, and no more than 48 hours per week. Every arrangement to work annualised hours is for a period of no less than one month and no more than one year.
Annualised Hours
Annual Recreation Leave
All staff are entitled to four weeks annual recreation leave on full pay. For part-time staff, accrual of annual recreation leave is calculated on a pro rata basis determined by the number of hours they work. All employees are expected to clear their annual recreation leave entitlement within each accrual period.
Annual Recreation Leave Policy
Bereavement/Compassionate/Short Leave
This leave is for the purposes of covering short periods of leave which may be in relation to an emergency or on compassionate grounds. All staff are entitled to 3 days leave per calendar year which is not carried over to the next year.
Bereavement/Compassionate/Short Leave Policy (general staff)
Bereavement/Compassionate Leave Policy (academic staff)
Compressed Week
Compressed week is a variation of flexible working hours. As long as they work no more than two days of ten hours per week, and subject to meeting the requirements of their work area, professional staff may request to compress their hours into a shorter working week.
Conference, Fieldwork or Outside Studies Programs (other than during Sabbatical)
Academic staff may take special leave during a University vacation for the purposes of undertaking fieldwork on an Outside Studies Program or to attend conferences within Australia, subject to the prior approval of their Head of School. Absences during semester are not normally approved unless special circumstances can be demonstrated.
Conference, Fieldwork or Outside Studies Programs Policy
Cultural/Ceremonial Leave
Ceremonial/Cultural leave is available to assist staff to meet their customs, traditional law and participation in ceremonial or cultural activities. Indigenous Australian staff are entitled to a further two days cultural/ceremonial leave per calendar year. The University recognises the importance of NAIDOC week to Indigenous Australian staff and supports their participation in NAIDOC week activities.
Cultural/Ceremonial Leave Policy
Indigenous Australian Employment (academic staff)
Indigenous Australian Employment (general staff)
Defence Force Reserves Leave
All staff who are volunteer members of the Australian Defence Force Reserves and/or Cadets are entitled to four weeks leave per calendar year for camps, training and continuous full time Australian Defence Force Service.
Defence Force Reserves Leave Policy
Deferred Salary Scheme
All staff can apply for the Deferred Salary Scheme. The Deferred Salary Scheme enables staff to plan ahead for a career break. By working at a reduced salary over a period of two, four, or four and a half years, the Deferred Salary Scheme allows staff to take a 6 or 12 month block of paid leave. The leave taken counts as service for all purposes except salary increments. This means that annual leave and long service leave still accrue and superannuation continues while staff have your break.
Deferred Salary Scheme Policy
Emergency Services Leave
Special leave with pay may be granted to staff who are volunteer members of the State Emergency Service, St John Ambulance Brigade or Bush Fire Brigade and who are absent from work as a result of their attendance at an emergency.
Emergency Services Leave Policy
English Language Training
Staff from linguistically diverse backgrounds are entitled to paid leave during normal working hours to attend English language training. Leave will be granted to enable employees to achieve an acceptable level of vocational English proficiency with a training provider approved by the University.
English Language Training Policy
Flexible Work and Leave Practices Policy
The University Policy on Flexible Work and Leave Practices articulates the University’s commitment to provide employment conditions which are based on the right of employees to request flexible working arrangements. This policy underpins the Life Balance Strategy and provides guidance to staff and supervisors and managers. The policy also outlines the accountability of managers when considering requests for flexible work or leave arrangements, and the requirement for a transparent decision-making process.
Flexitime
Flexitime for professional staff can be negotiated at the local level, and accruals of up to 22.5 hours can occur before clearance is required. Starting and finishing times (between 6am and 8.30pm) can be negotiated to accommodate school, childcare, study and other arrangements. Flexitime is implicit for academic staff who have no prescribed hours of work.
Flexible Working Hours (general staff)
Hours of Work Policy (general)
Home-based Work
Home-based work is an excellent way of balancing work and other commitments and may be an option for reconciling illness or impairment with work. Home-based work should be performed within the usual core working hours and is results driven; that is, it is assessed on work completed in terms of quality and quantity. Academic staff can work from home as long as their obligations to their discipline and School are met. Subject to approval, professional staff may work from home for up to 60% of their normal weekly work hours.
Since home-based work involves issues such as confidentiality, workplace health and safety and public liability, it is important to discuss this option with an Employee Relations Officer prior to making arrangements with your supervisor. A safety and health assessment of the work area at home may also be required. Staff are covered for workers compensation and the University is responsible for the provision and maintenance of any required equipment.
Home-based Work Policy
Hours of Work (Professional Staff)
The ordinary hours of work for full-time professional staff are 37.5 hours per week (FTE). Part-time hours of work are calculated on a pro-rata basis determined by the employee’s percentage of the FTE. Where flexible working arrangements are agreed to, core hours of work should be established with consideration given to the requirements for the proper functioning of the work area. The employee will be required to be on duty for those core hours unless on approved leave.
Hours of Work (General Staff) Policy
Illness, Injury or Caring (Sick Leave)
Employees are entitled to paid and unpaid leave in the case of personal illness or injury, or to care for or support a member of their immediate family or household because of illness or injury.
Absence on Account of Illness, Injury or Caring Policy
International Sporting Events
Special leave with pay may be granted to employees chosen to represent Australia as competitors or officials at an international sporting event.
Leave for International Sporting Events Policy
Job Sharing
Job sharing is usually where two or more people share the responsibility for one position. Both academic and professional staff can enter into a job sharing arrangement where approved. Job sharers may share all the duties of a position, or divide the position and be assigned designated tasks. They may work in a variety of ways, such as working alternate days or even weeks, or two and a half days each per week. One sharer may do a greater proportion of the work than the other, or both sharers together may work more than a full-time week. Sharers may overlap so they can communicate or attend important meetings together.
Jury Service
Employees who are required to serve on a jury are entitled to leave with pay for the period necessary to carry out duties as a juror.
Jury Service Policy
Leave Without Pay
A period of up to 12 months leave without pay may be taken for study purposes, secondments and developmental opportunities, or personal matters such as care and support for another person for whom an employee is responsible. Staff must disclose the purpose and the timeframe when applying for leave without pay and each application is considered on its merits. Leave Without Pay may only be taken when other forms of paid leave have been exhausted.
Leave Without Pay Policy
Long Service Leave
Employees accrue an entitlement to 13 weeks long service leave after 10 years continuous service. Long Service Leave must be taken within five years of it falling due. Staff may access their long service leave on a pro rata basis after seven years continuous service.
Long Service Leave Policy
Parental Leave and Return to Work Bonus (RTWB)
Most staff are entitled to 14 weeks paid parental leave and a Return to Work Bonus (RTWB) of up to 22 weeks full pay, as part of the 104 week entitlement to parental leave. Parental Leave is available to both male and female staff when they are the primary carer for a newborn or adopted child. The Return to Work Bonus may be used as additional paid parental leave; an allowance to offset childcare and other costs; to fund a graduated return to work; or to assist in re-establishing a research career by, for example, funding a research assistant. All employees also have the right to return to work part time after parental leave.
Parental Leave Policy including Return to Work Bonus
Part-time Work
Part-time work, or a fractional appointment, is any percentage of working time that is less than the 37.5 hours of full-time employment, or 1 FTE (Full Time Equivalent). Salary and other entitlements are calculated on a pro-rata basis according to the percentage of the FTE worked. In part-time employment, the hours and days of work are usually determined in accordance with the requirements of the position and the local area, and flexible working arrangements such as flexitime, compressed week and purchased leave can be negotiated within these parameters.
Hours of Work (Professional Staff) Policy
Part-time Work (Professional Staff)
Phased Retirement
Phased retirement is a flexible working concept that provides an incentive for employees to prepare for retirement while continuing to contribute to the workforce. Generally, phased retirement involves a step-down process in which you can plan to gradually reduce the number of hours or days you work. Phased retirement also assists the University with its succession planning.
Public Holidays and Christmas Shutdown
The University has a shutdown period over Christmas and New Year in lieu of a number of statutory holidays throughout the year. This guarantees around two weeks away from the workplace for most staff. Generally, the public holidays taken in lieu during the Christmas break are Labour Day, Easter Tuesday, Foundation Day and Queen’s Birthday. The University normally closes down at midday on Christmas Eve and reopens in early January.
University Holidays
Purchased Leave
Professional staff may take a reduced salary over a 52 week period and, in doing so, purchase up to six weeks additional leave per year. Leave is arranged with the permission of supervisors, and is often used to take off extra time for school holidays, spending more time with young children, studying, or taking a large block of leave at one time for overseas travel. Participation in the Purchased Leave Scheme is for 12 months and must to be renegotiated each year.
Purchased Leave Policy
Study and Special Purpose Leave for Senior General Staff
With the approval of the Director, Human Resources, a contract may provide for leave for study or other special purposes for senior professional staff. The period of study or special leave must be for the purpose of undertaking an investigation related to official duties, or a programme of study and travel which the Dean/Executive Director considers will be of advantage to the University. In normal circumstances a period of study or special leave will not exceed a total of three months in any period of seven years.
Study and Special Purpose Leave for Senior General Staff Policy
Study Leave (General Staff)
Professional staff enrolled on a part-time basis in a course of internal or external study relevant to their current employment is eligible for time off with pay to attend lectures (including e-lectures), tutorials, practicals or laboratory sessions. This policy applies to all tertiary study and is not limited to study at UWA. Subject to approval, staff may choose either up to a maximum of five hours per week (inclusive of travelling time) during ordinary working hours, or a continuous period of leave up to two weeks.
Study Leave (General Staff) Policy
Veterans Leave
An employee may be granted up to 112.5 working hours leave per annum on full pay for a war-caused illness.
Veterans Leave Policy
Workplace Relations Matters
The University will grant paid leave during ordinary working hours to an employee who is required to give evidence before any industrial tribunal;
or is an employee representative of University staff members and required to attend negotiations and/or conferences with the University, joint employee/management consultative committees or working parties, or meetings preliminary to negotiations or industrial hearings.
Workplace Relations Matters (general staff)
Workplace Relations Training
An employee who is involved in recognised workplace relations activities shall be granted up to a maximum of 37.5 hours paid leave per calendar year for workplace relations training.
Workplace Relations Training (general staff)
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