Human Resources

Part B - Appointments and Engagements

11.   Contract of Service

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   Offers of appointment shall include the following:

11.2.1   The title, classification and location of the position;

11.2.2   The salary or salary range applicable for the position;

11.2.3   The commencing salary;

11.2.4   whether the position is tenured, tenurable or for a fixed-term in which case it shall specify the term for which the position is being offered and the category of fixed-term employment in accordance with Schedule B – Fixed-term Employment;

11.2.5   Any probationary period that may be applicable;

11.2.6   Where the position is subject to external funding, the consequences for continued employment in the event that the funds are withdrawn; and

11.2.7   in the case of Academic Related Staff notification that he/she will ordinarily be in attendance in accordance with the University's normal opening hours.

11.3   An offer of appointment shall be provided to every employee who is appointed on a fixed-term, tenurable or tenured basis, but need not be provided to an employee employed on a casual basis.

11.4   A casual employee shall complete and be provided with a copy of the Casual Academic Employment Agreement form.

11.5   Fixed-term employees shall be subject to probation as follows:

11.5.1   Employment up to and including 2 years – 3 months’ probation which may be extended for a further period of up to 3 months.

11.5.2   Employment for greater than 2 years – 6 months’ probation.

11.5.3   Provided that any appointment which commences prior to commencement of a teaching semester will have the probationary period extended so that the period of probation referred to above falls during semester time.

11.6   Conditions to apply to fixed-term appointments shall be in accordance with Schedule B – Fixed-term Employment.

11.7   An employee being granted ongoing (tenurable) status may be required to undergo probation or a further probation period as follows:

11.7.1   Level A Academics – 5 years. This period may be extended in exceptional circumstances but not shortened except where the employee has already held an academic appointment of no less than 0.5 FTE at the University requiring annual reviews immediately prior to the current appointment; or

11.7.2   Level B Academics – 3 years. This period may be extended by 2 periods of 1 year each or shortened; or

11.7.3   Level C, D, E Academics - up to 3 years. This period may be extended by 2 periods of 1 year each or shortened.

Where the employee being granted ongoing (tenurable) status has previously undergone probation as a fixed-term employee the probation period that may apply under this subclause will be a further period of probation.

11.8   Service under subclause 11.4 may be taken into account as part of the probation period. An employee may be required to do 2 years’ probation under this subclause.

11.9   Provided also that if an employee is successful in attaining promotion before the expiry of the period of probation, or, in the case of a fixed-term contract before the end of the appointment, the new appointment may be converted to tenured subject to the approval of the Vice-Chancellor.

11.10   Every appointment which is made subject to probation shall have the review conducted in accordance with the University’s policy.

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12.   Fractional Employees

12.1   An employee may be appointed on a fractional basis to work a fraction of a full-time workload.

12.2   The rate of salary for an employee appointed to work on a fractional basis shall be calculated pro-rata to the salary appropriate to the level of appointment in the proportion which the fractional appointment bears to a full-time appointment.

12.3   An employee appointed on a fractional basis shall be allowed entitlements in accordance with the provisions of this Agreement in the proportion which the fractional appointment bears to a full-time appointment.

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13.   Fixed-term Employees

13.1   Conditions relating to fixed-term employment are contained at Schedule B – Fixed-term Employment of this Agreement.

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14.   Casual Employment

14.1   A casual employee means an employee engaged by the hour and paid on an hourly basis. It is recognised that casual academic work can involve both contact time and associated non-contact time for duties such as preparation, marking performed during a lecture or tutorial and student consultation.

14.2   A casual employee shall be paid in accordance with the rates prescribed at Schedule A – Salaries and Casual Rates, Table 2. The casual loading is in lieu of all paid leave entitlements, including long service leave.

14.3   Casual employees are not entitled to any form of leave provided by this Agreement.

14.4   The University will use its best endeavours to secure facilities for casual staff for the purposes of preparation, marking and student consultation. Such facilities may be provided on a shared user basis and include a workstation, telephone, networked PC and email.

14.5   A casual employee’s contract of service may be terminated by notice on either side given in writing on any day or by the payment in lieu of that day.

14.6   The use of casual employment will ensure flexibility within an academic environment where it is recognised that it is important to ensure quality of education in order to maximise student learning and university experience.

14.7   The University and the Union recognise that casual employment is not an appropriate employment mode in all circumstances and is not a substitute for fixed-term or continuing employment.

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15.   Academic Classifications

15.1   The classification structure for academic employees is set out at Schedule F – Minimum Standards for Academic Levels (MSALs). The MSALs provide guidelines on the nature and level of duties to be undertaken by an employee.

15.2   The University may negotiate appropriate teaching loads with existing and prospective staff having regard to the principle of fair and equitable workloads.

15.3   The MSALs will not be used as a basis for claims for reclassification.

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