Human Resources
Human Resources
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The Varied Australian National University Enterprise Agreement 2005 - 2009Part Three – Employment Conditions
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Provision | Entitlement | Condition |
Paid maternity leave
| 20 weeks to normally commence 6 weeks prior to the nominal expected birth(s) on full or part pay. | Later commencement date possible if fit for duty supported by a medical certificate. Birth mother or where both parents are staff members, the birth mother's partner, provided he/she is the primary caregiver of the child. Leave after the first 14 weeks may be shared between the birth mother and her partner but not thereby increasing total of leave taken. Leave may be taken concurrently, subject to providing declaration to the delegate in relation to eligibility. |
Unpaid parental leave | Any portion of the child's first year that has not been taken as any form of paid parental leave. |
47.4. A staff member who adopts a child is entitled to up to 52 weeks adoption leave. The basic entitlements and conditions for adoption leave are as set out in the following table:
Provision | Entitlement | Condition |
Paid adoption leave for care of adopted child. | 20 weeks from date of placement of the child, on full or part pay
| The staff member is the legal parent and the child's primary care-giver. The child must be at placement less than five years of age, not a step-child of staff member or partner, and not previously lived continuously with the staff member for 6 months or more. Leave may be shared between the parents but not thereby increased in total or taken concurrently. |
Unpaid adoption leave for care of adopted child. | Any portion of the first year of placement of the child that has not been taken as paid adoption leave. |
47.5. In addition to parental leave and adoption leave entitlements above; a staff member is entitled to career re-entry assistance. The basic entitlements and conditions for career re-entry assistance are as set out in the following table:
Provision | Entitlement | Condition |
Career re-entry assistance
| Up to the equivalent of 6 weeks pay to be used to assist with the staff member's return to work following parental or adoption leave. Such leave will be available to the staff member who has taken paid and/or unpaid parental leave to be the primary care giver to the child (by birth or adoption) irrespective of whether the staff member was the birth mother. | Available to a staff member to facilitate their return to work, which may be taken during or after the 52 week parental or adoption leave period and up to the child's second birthday. Subject to agreement with the delegate and taking into account operational reasons of the area the following assistance may be taken up by staff but is not limited to:
Such requests should not be unreasonably refused. |
47.6. A staff member whose partner becomes pregnant or a staff member who is not the primary care-giver of an adopted child is entitled to leave as set out in the following table:
Provision | Entitlement | Condition |
New birth/adoption leave | 10 days paid and 5 days unpaid leave from birth of child or adoption placement. | Partner of birth mother or one of two adoptive parents, but not primary caregiver. |
47.7. Staff may be required to take any accrued annual leave in excess of 2 years entitlement prior to taking unpaid parental leave.
47.8. Paid parental leave will be granted at the staff member’s substantive salary. Any temporary reduction in fraction associated with the pregnancy will be disregarded.
47.9. A staff member shall advise the University at least 10 weeks prior of their expected date of confinement of the date on which they propose to commence leave as well as the specific leave arrangements. Appropriate certification relating to the birth or adoption of the child must be provided with this application.
47.10. A staff member will be entitled to return from parental leave to their substantive position, or an agreed part-time position or an agreed alternative position. A request for return to part-time hours will not be unreasonably refused.
47.11. A staff member shall confirm their intention to return to work by providing the University with at least 4 weeks written notice of their expected date of return.
47.12. The staff member may request a return to work, or the University may notify the staff member that she or he must return to work, where during parental leave the pregnancy ends without the birth of a live child or the child dies, staff member ceases to be the primary care-giver or there is another material change in circumstances. Where the University requires a return to work, at least 4 weeks notice will be provided and notwithstanding this notice, any available maternity leave may be used where a medical practitioner certifies it to be necessary. Where the staff member requests a return to work, this will be allowed within 4 weeks from receipt of notification.
47.13. A staff member not entitled to any paid parental leave may take up to 52 weeks absence including accrued annual and long service leave and/or unpaid leave.
47.14. If a staff member who becomes ill during a period of unpaid parental leave, and that illness is substantiated by a medical certificate, the staff member may take that period as the personal leave provided in clause 46 (Personal leave).