Staff may be employed on a part-time basis for fewer than the ordinary working hours applicable to an equivalent full-time staff member.
Except where specified otherwise, provisions relating to Salary, leave and all other entitlements contained in this Agreement, and other benefits provided in accordance with University policies, apply to part-time staff on a pro rata basis.
Where part-time General staff are required to work additional hours, they will be paid at the following rates:
- where the total hours worked on any one day do not exceed 20% of the ordinary weekly hours of an equivalent full-time staff member, the additional hours are paid at the staff member’s ordinary rate of pay; and
- where the total hours worked on any one day exceed 20% of the ordinary weekly hours of an equivalent full-time staff member and the staff member’s position is at HEO Level 9 or below, the additional hours are paid at the overtime rates specified in clause 31 of
Additional hours worked up to the ordinary weekly hours of an equivalent full-time staff member count as service for all purposes.
Seasonal, part-year and annualised employment – general staff only
General staff may be employed on a seasonal, part-year or annualised employment basis to work an agreed pattern of hours incorporating a combination of full-time service and/or part-time service and periods during which no work is required. Such arrangements may be made for employment on a continuing or fixed term basis.
Staff employed on a seasonal, part-year or annualised employment basis may elect to:
- have their hours of work averaged over a 12 month period and be paid fortnightly according to their averaged hours; or
- be paid for the hours that they actually work, and take accrued paid leave, or when paid leave entitlements are exhausted, unpaid leave, during periods that they are not required to work.
An election made pursuant to clause 119 will be operative for a minimum of 12 months, and may be altered by the staff member no more than annually.
Flexible working arrangements
Staff who provide care for members of their immediate family or household are entitled to apply for flexible working arrangements for up to twelve months, or longer by agreement between the staff member and their Supervisor.
To access flexible working arrangements, staff members with caring responsibilities are required to make written application to their Supervisor, setting out the nature of flexibility required and the period of time proposed to utilise flexible working arrangements. Flexible work arrangements may include changing from full-time work to part-time work, and returning to full-time work; job sharing; changing starting and finishing times within hours of work as regulated by this Agreement; decreasing hours of work; flexible working hours and periods of leave without pay. The University must genuinely consider the application including alternative proposals by the staff member.
Applications for flexible working arrangements may only be refused on reasonable business grounds. If an application is refused, the University must provide detailed reasons to the staff member.
In addition to any other rights in this Agreement, if an application for flexible working arrangements is refused the staff member may make further application where circumstances have changed, or after six months from the date of the initial application.