Fixed-Term Employment - University of South...

Fixed-Term Employment

USER GUIDE 2014

Contents

Introduction .................................................................................................................................... 1

Types of employment ..................................................................................................................... 2

Overview of changes to fixed-term employment under 2014 enterprise agreement ................... 4

Fixed-term employment categories ............................................................................................... 4

General conditions related to contracts offered under 2014 enterprise agreement .................. 12

Attachment A: Fixed-term employment summary table………………………………………………………….13

Attachment B: Fixed-term employment offered under 2011 enterprise agreement .................. 17

Attachment C: Fixed-term employment offered prior to 2011 enterprise agreement ............... 21

Attachment D: Notice and severance pay entitlements .............................................................. 23

Attachment E: Severance pay flowchart ...................................................................................... 25

AMENDED AUGUST 2017

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Introduction

The University of South Australia Enterprise Agreement 2014 (2014 En t erp r ise Agreem en t )

com m enced op erat ion on 9 June 2014 w it h clause 28 set t ing o ut cond it ions in relat ion t o t he

use o f f ixed -t erm em p loym en t .

All new f ixed -t erm con t ract s o f f ered on o r af t er 9 June 2014 t o academic, professional, security,

grounds and document services staff m ust b e in acco rd ance w it h t hese cond it ions. Th is does not

ap p ly t o st af f em p loyed un d er :

The Senior Staff Collective Agreement 2006; o r

An in d iv id ual agreem en t (i .e. an Ind iv id ual Transit ional Em p loym en t Agreem en t o r

Aust ralian Workp lace Agreem en t , w h ich con t inues t o o p erat e un d er t he Fair Work Act

2009).

Th is User Guid e p rovid es guid ance on t he cat egor ies and en t it lem en t s t h at ap p ly t o f ixed -

t erm con t ract s und er t he 2014 En t erp r ise Agreem en t . It also o ut lines cond it ions t hat

con t inue t o ap p ly t o f ixed -t erm con t ract s m ad e und er t he p revious 2011 En t erp r ise

Agreem en t and 2006 Co llect ive Agreem en t s.

St af f w ho are resp onsib le f o r r ecru it ing , nego t iat ing, ad m in ist er ing o r ap p roving an

ap p o in t m en t o r renew al o f f ixed -t erm st af f sh ould ref er t o t h is gu id e as w ell as t h e

Recru it m en t and Select ion w eb sit e at

h t t p ://w w w .un isa.ed u.au/h rm /em p loym en t /recru it m en t .asp .

More d et ailed ad vice can b e p rovid ed f rom yo ur local HR rep resen t at ive o r t he Peo p le, Talen t

and Cult u re.

People, Talent and Culture July 2014

http://www.unisa.edu.au/hrm/employment/recruitment.asp

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Types of employment

Th er e ar e t h r ee (3) t yp es o f em p lo ym en t avai lab le t o em p lo y acad em ic, p r o f essio n al,

secu r it y , g r o un d s an d d o cum en t ser v ices st af f :

Continuing employment

Co n t in u in g em p lo ym en t (e it h er f u ll -t im e o r p ar t -t im e) m ean s an ap p o in t m en t m ad e f o r

an in d ef in it e p er io d an d w h er e t h e n at u r e o f t h e w o r k is o n go in g .

Fixed-Term Employment

Fixed -t erm em p loym en t is generally used in t w o (2) t yp es o f sit uat ion s. Th e f ir st is w here

t here is a need f o r w ork f o r a sp ecif ied p er io d o f t im e; w here t he t im e o f com m encem ent

and t im e o f com p let io n are know n. The second is no t d at e sp ecif ic b ut r at her em p loym en t

st ar t s on com m encem ent o f a t ask o r p ro ject and end s up on com p let ion o f t hat t ask o r

p ro ject . It is con f ined t o t he d urat ion o f a sp ecif ic t ask o r p ro ject .

Fixed -t erm em p loym en t can b e usef u l w h ere t he w ork is linked t o f un d ing o r if t here is a

sho r t t erm w ork need . It is im p o r t an t t o b e aw are t hat a ser ies o f f ixed -t erm con t ract s m ay

g ive r ise t o an exp ect at ion o r und erst an d ing t hat t he em p loym en t is ongo ing rat her t h an

f ixed -t erm . An assessm en t should b e m ad e w h et her f ixed -t erm em p lo ym en t is ap p rop r iat e

p r io r t o seeking ap p roval t o f ill a vacancy o r o f f er ing em p loym en t , an d ad vice should b e

ob t ained f rom your local HR rep resen t at ive o r t he Peop le, Talen t an d Cult ure.

The 2014 En t erp r ise Agreem en t d ef ines f ixed -t erm em p loym en t as:

“…full-time or fractional employment for a specified term or ascertainable period, for which the instrument of engagement will specify the starting and finishing dates of that employment, (or in lieu of a finishing date, will specify the circumstance(s) or contingency relating to a specific task or project, upon the occurrence of which the term of employment will expire) and for which, during the term of employment, the contract is not terminable by the University, other than during or at the completion of a probationary period, or for cause

based upon unacceptable performance or serious misconduct”.

Casual Employment

Casu al em p lo ym en t is gen er ally sh o r t t er m o r ir r egu lar in n at u r e w it h n o gu ar an t ee o f

o n go in g w o r k. Casu al st af f ar e n o t en t i t led t o p aid r ecr eat io n leave, sick leave o r p aym en t

f o r p ub lic h o l id ays, an d ar e p aid a lo ad in g in ad d i t io n t o t h e h o ur ly r at e o f p ay t o

co m p en sat e f o r p aym en t o f t h ese en t i t lem en t s. Casual st af f ar e el ig ib le f o r lo n g ser v ice

leave an d l im it ed f o r m s o f un p aid leave w h ich ar e d et ai led in t h e 2014 En t er p r ise

Agr eem en t .

Th e En t er p r ise Ag r eem en t d ef in es casu al em p lo ym en t as an “appointment of a staff member by the hour and paid on an hourly basis, that includes a twenty-five (25) percent loading to compensate for

award and agreement based benefits to which casual staff member is not eligible ”.

Which Type of Employment is Appropriate?

Wh ile t h is gu id e d eals o n ly w it h f ixed -t er m em p lo ym en t , an assessm en t sh o u ld f i r st b e

m ad e o n t h e t yp e o f em p lo ym en t t h at b est su it s t h e w o r k t o b e u n d er t aken . An

assessm en t sh o u ld t ake in t o co n sid er at io n :

Th e n um b er o f h o u r s t o b e w o r ked ;

Wh et h er t h e w o r k n eed is f o r a l im i t ed p er io d o f t im e o r n o t ;

Th e t im e o f d ay an d f r eq u en cy o f d ays o ver w h ich t h e w o r k is t o b e p er f o r m ed ;

Th e r egu lar i t y o f t h e h o ur s t o b e w o r ked ;

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Fun d in g ---- w h et h er i t is f o r a l im i t ed t er m o n ly o r o n go in g ; an d

An y co n d it io n s un d er t h e 2014 En t er p r ise Agr eem en t o r Un iSA p o licies,

p r o ced u r es o r gu id el in es t h at m ay b e at t ach ed t o t h e w o r k t o b e un d er t aken .

Ad vice on cond it ions and op t ions can b e p rovid ed f rom your local HR rep resen t at ive o r t he

Peop le, Talen t an d Cult ure.

4

Overview of changes to fixed-term employment under 2014 enterprise agreement

The 2014 En t erp r ise Agreem en t in t ro d uced m ajo r ch anges t o t he f ixed -t erm em p loym en t

cond it ions t hat exist ed in t h e 2011 En t erp r ise Agreem en t t h rough :

In t rod ucing t h ree (3) n ew cat egor ies;

Rem oving eigh t (8) cat egor ies w h ich rarely get used o r conso lid at ing t hose cat egor ies

in t o t he new o r o t her r em ain ing cat egor ies; and

Am end ing t he Ap p ren t icesh ip o r Traineesh ip cat egory t o Grad uat e o r Traineesh ip .

The new cat egor ies are:

Teach ing Acad em ic;

HEO10 and Ab ove; and

Any Ot her Circum st ance Mut ually Agreed .

The cat egor ies t hat h ave b een rem oved and /o r conso lid at ed are:

Recen t Pro f essional Pract ice Req u ired ;

St ud en t Em p loym en t ;

New Organ isat ion al Area;

Disest ab lished Organ isat ion al Area;

New o r Discon t inued Program ;

Sud d en and Unan t icip at ed Increase o r Decrease in Enro lm en t s;

Ear ly Career Develo p m en t Fellow sh ip s; and

Teach ing Focussed Ro les.

New f ixed -t erm con t ract s can no longer b e o f f ered und er t hese eigh t (8) cat egor ies, how ever

exist in g st af f w ho are o n a f ixed -t erm con t ract m ad e p r io r t o 9 June 2014, w ill ret ain t he

associat ed con d it ions and en t it lem en t s und er t he 2011 En t erp r ise Agreem en t . Ref erence

should b e m ad e t o Attachment B o f t h is User Guid e f o r f ur t her d et ails.

Fixed-term employment categories

Th is sect ion set s ou t t h e f ixed -t erm em p loym en t cat egor ies t h at ap p ly t o con t ract s o f f ered

on o r af t er 9 June 2014. Com m ent s and guid ance are p rovid ed t o f ur t her exp lain t he

cat egor ies w here ap p rop r iat e. They are in t en d ed t o gu id e HR rep resen t at ives an d h ir ing

m anagers on w ork act ivit ies t h at com p ly w it h t he req uirem en t s o f each em p loym en t

cat egory.

Specific task or project

A d ef in ab le w ork act ivit y w h ich h as a d ef in ab le st ar t ing t im e and w h ich is exp ect ed t o b e

com p let ed w it h in an an t icip at ed t im ef ram e. Wit hout lim it ing t he generalit y o f t he

circum st ance, it sh all also includ e a p er iod o f em p loym en t p rovid ed f o r f rom id en t if iab le

f und ing ext ern al t o t he Un iversit y, no t b ein g f und ing t h at is p ar t o f an op erat in g gran t f rom

governm en t o r f und in g com p r ised o f p aym en t s o f f ees m ad e b y o r on b ehalf o f st ud en t s.

Comments and guidance

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Work o f a kind t hat w o uld o rd inar ily b e un d er t aken on an ongo ing b asis b y con t inuin g st af f is

no t in t end ed t o const it u t e a "specific task or project". Rat her , a "specific task or project" is a "st an d -

alone" t ask o r p ro ject w h ich is no t req uired t o b e und er t aken on an ongo ing b asis.

There are ef f ect ively t w o (2) circum st ances in w h ich con t ract s can b e o f f ered und er t h is

ar rangem ent ; f ixed t ask and /o r ext ernally f un d ed .

Fixed task

Where t he t asks o r d ut ies o f a ro le are an t icip at ed t o b e o f a n at ure t hat is no t ongo ing, a

f ixed -t erm con t ract m ay b e o f f ered und er t h is cat ego ry. The f und ing source f o r t h is ro le is

ir r elevan t , p rovid ed t h at t he circum st ances f it t hose o f a genu ine f ixed t ask ro le as d escr ib ed

ab ove.

Fo r exam p le, em p loyin g a st af f m em b er t o t each sched uled courses o r t ut o r ials t o st ud en t s is

generally consid ered ongo ing w ork o f t he Un iversit y and t heref o re no t consid ered t o b e a

“specific task or project”. A course o r t u t o r ial t h at has b een t augh t f o r a consid erab le lengt h o f

t im e is m ore t h an likely t o b e view ed as ongo ing in nat ure and t heref o re no t a genuine f ixed

t ask circum st ance. Ind ust r ial Tr ib unals h ave generally v iew ed a f ixed t ask as no t includ ing

t each ing an d associat ed d ut ies as t h is is seen as regular an d ongo ing w ork. Whereas,

und er t aking a review o f course o f f er ings w it h in a d ef inab le p er iod o f t im e as a p ro ject o r t ask

is no t ongo ing w ork, b ut rat her a st and -alone act iv it y t h at w ould b e und er t aken w it h in an

an t icip at ed t im ef ram e. In t h is circum st ance a con t ract as a “specific task or project” could b e

o f f ered .

If a Schoo l is consid er in g o f f er ing t each ing an d associat ed d ut ies t h rough a f ixed -t erm

con t ract , t h e new t each ing acad em ic cat ego ry is likely t o b e m ore ap p ro p r iat e sub ject t o t he

st af f m em b er m eet in g t he elig ib ilit y cr it er ia f o r t h e cat egory. If t h is d oesn 't ap p ly t o t he

sit uat ion , a casual con t ract could b e consid ered .

Externally funded

Where a ro le is creat ed und er f und ing p rovid ed b y an ext ernal source (t hat is, no t t he

Un iversit y), a f ixed -t erm con t ract m ay b e o f f ered un d er t h is cat ego ry. The ro le is con t ingen t

on t he p rovision o f t h is f und ing, com m encing once t he f und ing is r eceived and end ing w h en

f und ing is no longer availab le.

In t h is circum st ance, t h e t asks o r d ut ies t o b e und er t aken in t he ro le are ir r elevan t .

Ext ern al f und in g m ean s f und ing f rom id en t if iab le so urces ext ernal t o t he Un iversit y exclud ing

f und ing f rom governm en t op erat ing gran t o r st ud en t f ees. A govern m en t op erat ing gran t

f o r t h is p urp ose generally ref ers t o f und in g p rovid ed und er t he Commonwealth Grant Scheme.

Relat ionsh ip t o Cat egor ies Rem oved f rom 2011 En t erp r ise Agreem en t

Wit h t he rem oval o f som e 2011 En t erp r ise Agreem en t cat ego r ies, it is an t icip at ed t hat t he

sp ecif ic t ask o r p ro ject cat egory w ill b e used t o cap t ure t hose t yp es o f act iv it ies un d er t aken

b y p ro f ession al st af f , p ar t icu lar ly as t h e w o rk act iv it y w ould b e f o r a lim it ed d urat ion . An

illust r at ive exam p le is set o u t b elow :

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If you are unsure w het her a w ork act iv it y m eet s t he sp ecif ic t ask o r p ro ject cr it er ia, p lease

con t act t he Peop le, Talen t and Cult u re f o r ad vice and guid ance.

Research

Work act ivit y b y a p erson engaged on research on ly f unct ions, o r a p erson d irect ly sup p or t ing

such a p erson and f und ed b y t he sam e source (no t b eing f un d ing t h at is p ar t o f an op erat ing

gran t f rom governm en t o r f und ing com p r ised o f p aym en t s o f f ees m ad e b y o r on b ehalf o f

st ud en t s) f o r a con t ract p er io d no t exceed in g f ive (5) years.

St af f em p loyed in r elat ion t o a sp ecif ic research gran t should no rm ally b e o f f ered a

con t ract f o r t h e w ho le p er iod f o r w h ich w ork o f t he t yp e t hey h ave b een con t ract ed t o

p rovid e w ill b e req uired .

St af f should no t b e req uired t o w ork p r io r t o t he sign in g o f a con t ract f o r t he services

t hey are t o p rovid e. If f und ing f o r t he research p ro ject is d elayed t he st af f m em b er

should no t b e req uired t o b eg in w ork o r t h eir con t ract should b e f un d ed b y t he cost

cen t re w it h in w h ich t he research p ro ject w ill b e locat ed and sub seq uen t ly reim b ursed

f rom t he p ro ject f und ing.

St af f engaged on successive research p ro ject s shall b e consid ered t o have unb roken

service w it h t he Un iversit y if t he p er iod b et w een successive con t ract s is less t h an six (6)

m on t hs, b u t t he p er iod b et w een con t ract s w ill no t co un t as service.


Whilst a single con t ract canno t b e o f f ered f o r m ore t han f ive (5) years at a t im e, t h is d oes no t

exclud e a f u r t her con t ract b eing o f f ered at t h e conclusion o f t he cur ren t on e. Successive

con t ract s are com m on across research ro les d ue t o t h e n at ure o f r esearch f und ing. Th e

f und ing source is ir relevan t f o r research ro les, excep t in t he case o f a st af f m em b er

sup p or t ing a researcher w h ich req uires t he f und ing f o r t he sup p or t in g ro le t o b e f rom t he

sam e f und ing source as t he researcher . The f und ing source in t h is case canno t b e p ar t o f an

op erat ing gran t f rom governm en t (e.g . Com m onw ealt h Gran t Schem e) o r st ud en t f ees.

Replacement staff member

Work act ivit y rep lacing a f u ll -t im e o r p ar t -t im e st af f m em b er f o r t he w ho le o f t h e p er iod f o r

w h ich t he st af f m em b er is eit her on aut ho r ised leave o f ab sence o r is t em p orar ily second ed

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aw ay f rom h is/her usual w ork area, f o r a p er io d no rm ally no t in excess o f t w o (2) years, o r

p er f o rm ing t h e d ut ies o f :

A vacan t p osit ion f o r w h ich t he Un iversit y h as m ad e a d ef in it e d ecisio n t o f ill and has

com m enced recru it m en t act ion ; o r

A p o sit ion t he no rm al occup an t o f w h ich is p er f o rm in g h igher d ut ies p end ing t he

out com e o f recru it m en t act ion in it iat ed b y t h e em p loyer and in p rogress f o r t h at

vacan t h igher d ut ies p osit ion ,

un t il a f u ll-t im e o r p ar t -t im e st af f m em b er is engaged f o r t he vacan t p osit ion o r vacan t h igher

d ut ies p o sit ion as ap p licab le.


The in t en t ion o f a r ep lacem en t st af f m em b er con t ract is t o b ackf ill f o r an ab sen t st af f

m em b er and und er t ake t he d ut ies o f t h is ro le. Th is can b e as a result o f a t em p o rary

second m ent , vacan t p o sit ion o r an aut ho r ised leave o f ab sence. An aut ho r ised leave o f

ab sence is d ef ined as any t yp e o f p rescr ib ed leave f rom a st af f m em b er ’s d u t ies at t he

Un iversit y w h ich has b een ap p roved b y t h e relevan t sup erviso r /m an ager includ in g b ut no t

lim it ed t o , m at ern it y leave, p aren t al leave, p ersonal leave, r ecreat ion leave, long service leave

o r sp ecial leave w it h o r w it hout p ay.

Where a f lexib le w o rk ar rangem en t is agr eed f o r f am ily relat ed p urp o ses o r a st af f m em b er

ret urns f rom m at ern it y leave, and in b o t h cases a red uced em p loym en t f r act ion is agreed , a

f ixed -t erm con t ract as a rep lacem en t st af f m em b er can b e o f f ered t o b ackf ill up t o t he

red uced em p loym en t f ract ion . Fo r exam p le, a st af f m em b er is em p lo yed on 1.0 FTE and

nego t iat es a red uced f r act ion o f 0.4 FTE, a b ackf ill up t o 0.6 FTE can b e em p loyed as a

rep lacem en t st af f m em b er on a f ixed -t erm co n t ract . The con t ract p er io d is t o b e t he sam e as

t hat nego t iat ed f o r t he red uced em p loym en t f ract ion . A rep lacem en t can also b e m ad e f o r a

ser ies o f f am ily relat ed o r m at ern it y leave b ackf ills. Fo r exam p le, a r ep lacem en t st af f m em b er

is em p loyed t o b ackf ill several st af f w ho are o n a f am ily relat ed red uced em p loym en t f ract ion

o r m at ern it y leave.

Th is ar rangem ent w as agreed t o b y t he Un iversit y, NTEU an d CPSU at t he 2011 En t erp r ise

Agreem en t Jo in t Consu lt at ive Fo rum on 24 August 2011.

Wh ile a con t ract can b e o f f ered f o r a p er iod n o rm ally no t in excess o f t w o (2) years, t h is d oes

no t m ean t hat a con t ract can ’t b e o f f ered f o r a longer p er iod t h an t w o (2) years, p ar t icu lar ly

w here t he circum st ances w ar ran t a longer con t ract t o cover a st af f m em b er ’s leave o f

ab sence o r second m ent . There h ave b een circum st ances w here a st af f m em b er has b een on

a leave o f ab sence o r second m ent f o r a p er io d o f t h ree (3) years o r m ore. These

circum st ances w ill gen erally b e excep t ion s w it h t he m ajo r it y o f cir cum st ances con t inuing t o

rem ain w it h in t he t w o (2) year p er iod .

Workforce planning contract

Where a f u ll-t im e o r a p ar t -t im e st af f m em b er d eclares t hat it is h is o r her in t en t ion t o ret ire,

a f ixed -t erm con t ract exp ir ing on o r around t h e relevan t ret irem en t d at e m ay b e ad op t ed as

t he ap p rop r iat e t yp e o f em p loym en t f o r a p er iod o f up t o f ive (5) years.


A w o rkf o rce p lann ing con t ract is o f f ered as a f lexib le w o rk ar rangem ent in acco rd ance w it h

t he req uirem en t s o f clause 36 o f t he Agreem en t and Pre-Separation Contract Guidelines w h ich can

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b e f oun d on t he Un iSA w eb sit e at h t t p ://w w w .un isa.ed u.au/h rm /gu id elines/p re -

sep arat ion_con t ract _gu id elines.p d f .

Graduate or traineeship

A f ixed -t erm con t ract can b e o f f ered t o a recen t g rad uat e w ho is em p loyed on a

d evelop m en t p ro gram in w h ich case a con t ract sh all no t exceed t w o (2) years. A f ixed -t erm

con t ract can b e o f f ered t o a t r ainee em p loyed p ursuan t t o an ap p ren t icesh ip o r t raineesh ip

ap p roved b y t he relevan t st at e t r ain ing aut ho r it y.

Teaching academic

The m ajo r it y o f st af f m em b ers en t er ing t he Un iSA acad em ic w orkf o r ce w ill con t inue t o

in it ially b e ap p o in t ed t o a t each ing and research acad em ic p ro f ile. As p ar t o f t he changes in

t he 2014 En t erp r ise Agreem en t , t he Un iversit y w ill im p lem en t st r at egies t o recogn ise

t each ing as a d ist inct career p at hw ay an d f lexib ilit y in t he em p loym en t o f t each ing acad em ic

st af f is cen t ral t o t hese st r at eg ies.

Th is cat egory o f f ixed -t erm em p loym en t is op en t o p ersons w ho :

Have h ad casual acad em ic em p loym en t exp er ience w it h in t he p ast t w elve (12) m on t hs

p lus no con t inu ing em p loym en t w it h in Un iSA d ur ing t he p revio us t h ree (3) years; o r

Have o t h er relevan t w o rk exp er ience f o r t he w ork act iv it y t o b e und er t aken ; o r

Are en ro lled as a st ud en t and t he w ork req uired is gen erally relat ed t o a d egree course

t hat t he st ud en t is und er t aking .

A con t ract is t o b e no t less t h an six (6) m on t hs and no m ore t h an t h ree (3) years and a con t ract

m ay b e o f f ered as f u ll-t im e o r p ar t -t im e. No r igh t t o f u r t her em p loym en t exist s at t he

conclusion o f a con t ract b ut t h is d oes no t p reclud e a f u r t her con t ract /s f rom b eing o f f ered

w here a w ork need con t inues t o exist . No severance p ay is p ayab le at t he conclusion o f a

con t ract .

The 2014 En t erp r ise Agreem en t now enab les a t each in g w o rklo ad t o com p r ise o f up t o 80%

f o r t each ing and ad m in ist r at ion d ut ies an d a m in im um o f 20% f o r scho larsh ip . Please ref er t o

t he Acad em ic Workload Guid elines f o r d et ails on t he com p osit ion and allocat ion o f t each ing

and relat ed d ut ies.


Relat ionsh ip t o Casual Em p loym en t

The 2014 En t erp r ise Agreem en t con t inues w it h t he com m it m en t t o no t em p loy m ore t han

25% o f t he Un iversit y’s t o t al acad em ic w orkf o r ce as casual st af f . The elig ib ilit y cr it er ia f o r t he

Teach ing Acad em ic cat egory now p rovid es great er f lexib ilit y f o r t he Un iversit y t o p rovid e

w ork on a f ixed -t erm em p loym en t b asis t h at w as p reviously un d er t aken b y casuals. Th is

f lexib ilit y enab les Schoo ls t o exp lo re op p or t un it ies t o p ackage up casual w o rk t h at could b e

o f f ered as a f ixed -t erm con t ract . There m ay b e m any b enef it s an d ef f iciencies as a result ,

includ ing p rovid ing a m ore secure f o rm o f em p loym en t f o r exist in g casual st af f and a

red uct ion in associat ed ad m in ist r at ion o f con t ract s an d t im esheet s. There is also an ad d ed

http://www.unisa.edu.au/hrm/guidelines/pre-separation_contract_guidelines.pdf

http://www.unisa.edu.au/hrm/guidelines/pre-separation_contract_guidelines.pdf

http://w3.unisa.edu.au/hrm/industrial/academic_workload_guidelines_FINAL.pdf

9

b enef it t o b et t er in t egrat e t he casual w o rkf o r ce w it h t he con t in uing and f ixed -t erm

w orkf o rce.

Elig ib ilit y Cr it er ia

Teach ing Acad em ic p o sit ions o f f ered as a f ixed -t erm con t ract are no t rest r ict ed t o exist in g

Un iSA st af f (includ ing casuals). The cr it er ia ou t lined in t he 2014 En t erp r ise Agreem en t rest r ict s

em p loym en t t o :

Previous Casual Employment

Ind iv id uals w ho have h ad casual acad em ic em p loym en t exp er ience w it h in t he p ast t w elve (12)

m on t hs p lus no con t in uing em p loym en t w it h in Un iSA w it h in t he p revious t h ree (3) years.

There is no m in im um casual exp er ience req u ired ; in st ead t h ey on ly m ust have b een em p loyed

as a casual acad em ic (in Aust ralia o r in t ern at io nally) in t he p revious t w elve (12) m on t hs. No t

having a m in im um req uirem en t can op en up circum st ances t hat m ay no t b e w it h in t he sp ir it

and in t en t o f t he p rovision . It is d esigned f o r t hose w it h genuine casual em p loym en t

exp er ience no t t hose w ho are o f f ered a casual con t ract f ir st (t o m eet t he cr it er ia) an d t hen

w it h in a sho r t p er iod a f ixed -t erm con t ract is o f f ered . In t hese sit uat ions consid erat ion

should b e g iven t o w het her an ind iv id ual m ee t s t h e cr it er ia on t he b asis o f h aving o t her

relevan t w ork exp er ience.

In ad d it ion t o casual exp er ience, in o rd er t o b e elig ib le und er t h is cr it er ia an ind ivid ual m ust

no t have b een em p loyed b y Un iSA on a con t inuing em p loym en t b asis w it h in t he p revious

t h ree (3) years. Th is is t o ensure t hat genu ine casuals w ho are seekin g a m o re secure f o rm o f

em p loym en t are consid ered , r at h er t han som eone t h at p reviously had con t inu ing

em p loym en t w it h Un iSA and ceased em p loym en t eit her t h rough resignat ion o r r ed un d ancy.

Con t in uing em p loym en t car r ies t he sam e m ean ing as t h at d ef ined in t he 2014 En t erp r ise

Agreem en t (e.g. ap p o in t m en t is f o r an in d ef in it e p er io d and w here t he n at ure o f t he w ork is

ongo ing).

Other Relevant Work Experience

It is exp ect ed t h at m an y ap p o in t m en t s und er t he Teach ing Acad em ic cat ego ry w ill com e

t h rough having o t her r elevan t w o rk exp er ience f o r t he w ork act iv it y t o b e un d er t aken . Th is

w ill p ar t icu lar ly ap p ly t o Pract it ioners-in -Resid ence and Ind ust r y Exp er t s w ho und er t he 2011

En t erp r ise Agreem en t , w ould h ave b een em p loyed und er t he Recen t Pro f essional Pract ice

cat egory o r as a casual.

Th is w ill also en ab le t h e Un iSA Co llege t o em p loy a Teach ing Acad em ic if t heir exp er ience

cr it er ia is d if f eren t t o o t her Schoo ls (e.g . exp er ience as a h igh schoo l t eacher ).

Ab ove all an assessm en t need s t o b e m ad e on w h at w ork exp er ience is r elevan t f o r t he w ork

t o b e un d er t aken . Th is w ill vary in m any inst ances b ut d oes p rovid e f lexib ilit y t o enab le local

consid erat ions t o b e m ad e. The ab ovem en t io ned exam p les p rovid e a gu id e b ut t here w ill b e

m any d if f eren t exam p les t hat em erge as t h e Teach in g Acad em ic cat egory b ed s d ow n across

t he Un iversit y.

Student Employment

A f ixed -t erm con t ract can b e o f f ered t o a st ud en t p rovid ed t hey are en ro lled an d t he w o rk

req u ired is generally relat ed t o a d egree course t h at t he st ud en t is un d er t akin g.

10

Sub seq uen t Con t ract s

Wh ilst acad em ic st af f em p loyed p ursuan t t o t he Teach ing Acad em ic f ixed -t erm cat ego ry d o

no t have a r igh t t o f ur t her em p loym en t , no t h ing p reclud es Schoo ls and Un it s f rom o f f er ing

sub seq uen t f ixed -t erm con t ract s at t he com p let ion o f a con t ract . It is im p or t an t t o no t e

how ever t h at a ser ies o f consecut ive con t ract s m ay g ive r ise t o exp ect at ions o f ongo in g

em p loym en t .

In circum st ances w here a Schoo l o r Un it w ishes t o o f f er a sub seq uen t Teach ing Acad em ic

con t ract , t he st af f m em b er is likely t o b e elig ib le on t h e b asis t hat t hey have relevan t w ork

exp er ience f o r t he w ork t o b e p er f o rm ed (assum ing t he sub seq uen t con t ract is f o r t he sam e

o r sim ilar ro le). A st af f m em b er w ho w as o f f ered t he f ir st con t ract on t he b asis t h at t hey had

casual acad em ic em p lo ym en t exp er ience is likely t o no longer b e ab le t o m eet t hat cr it er ia

g iven t he t w elve (12) m on t h t im ef ram e.

Relat ionsh ip t o Cat egor ies Rem oved f rom 2011 En t erp r ise Agreem en t

Fo r t each in g and relat ed d ut ies p reviously und er t aken in t hose cat egor ies o f t he 2011

En t erp r ise Agreem en t w h ich h ave now b een rem oved , it is in t en d ed t hat t hose d ut ies w ill

now b e covered b y t he Teach ing Acad em ic cat egory. An illust rat ive exam p le is set o ut b elow :

Ap p o in t m en t o f Fo r t y (40) Teach ing Acad em ics t o Con t inu ing Em p loym en t

The Un iversit y has com m it t ed t o ap p o in t f o r t y (40) Teach ing Acad em ic st af f em p loyed on a

f ixed -t erm con t ract t o con t inu ing em p loym en t b y t he exp iry o f t h e 2014 En t erp r ise

Agreem en t (i.e. b y 9 June 2018).

Ap p o in t m en t t o con t in uing em p loym en t can b e on a f u ll -t im e o r p ar t -t im e b asis at a

classif icat ion level no less t han Acad em ic Level B St ep 1.

Con t in uing Teach ing Acad em ic ap p o in t m en t s t hat d o no t com e f rom st af f em p loyed on a

Teach ing Acad em ic f ixed -t erm con t ract w ill no t coun t t ow ard s t he f o r t y (40) com m it m en t .

The Provost m ust au t ho r ise a conversion f ro m f ixed -t erm em p loym en t t o con t inuin g

em p loym en t un d er t he Vice Ch ancello r ’s Aut ho r isat ions. As a gu id e, ind iv id uals should h ave

had at least t w o (2) years o f f ixed -t erm em p lo ym en t as a Teach in g Acad em ic p r io r t o b eing

consid ered f o r con t inuing em p loym en t .

Teaching Academic

Recent Prof Practice

Student Employment

New Org AreaDisestablished

Org Area

New/ Discontinued

Programs

Sudden Unanticipated De/Increase Enrolments

11

The Peop le, Talen t and Cult ure (Cen t ral) w ill w o rk w it h t he Provost ’s o f f ice t o p rovid e

guid ance and ad vice t o Divisions regard ing ap p o in t m en t p rocesses and t o ensure t h at

ap p o in t m en t s are m ad e in acco rd ance w it h t h e En t erp r ise Agreem en t com m it m en t .

HEO10 and above

A f ixed -t erm con t ract n o t exceed ing f ive (5) years can b e o f f ered t o an ind iv id ual w ho is t o b e

em p loyed at HEO10 an d ab ove. No r igh t t o f u r t her em p loym en t exist s at t he conclusion o f a

con t ract b u t t h is d oes no t p reclud e a f ur t her con t ract /s f rom b eing o f f ered w here a w ork

need con t inues t o exist . No severance p ay is p ayab le at t he conclusio n o f a con t ract .

It is exp ect ed t hat con t ract s o f t h is nat ure w ill b e ut ilised in h igh level p ro f ession al st af f

p osit ions includ ing a Dep ut y Direct o r level o r eq u ivalen t , o r p o sit ions t h at are resp onsib le f o r

sp ecialist o r relat ed f un ct ions t h at are classif ied at HEO10 and ab ove.

Th is cat egory on ly ap p lies t o em p loym en t o f f ered on o r af t er 9 Jun e 2014 and d oes n o t ap p ly

t o exist ing p ro f essional st af f em p loyed on a co n t inu ing b asis and classif ied at HEO10 and

ab ove. Ar rangem ent s and cond it ions in p lace w it h resp ect t o t hose st af f w ill con t inue t o

ap p ly and b e m anaged in acco rd ance w it h t he p rovision s o f t he 2014 En t erp r ise Agreem en t .

Th is p rovision d oes no t ap p ly t o st af f em p loyed un d er t he Senior Staff Collective Agreement.

Any other circumstance mutually agreed

In inst ances w here t he o t her cat egor ies d o no t ad d ress an op erat ion al need t o ap p o in t on a

f ixed -t erm b asis, t he Un iversit y m ay o f f er a f ixed -t erm con t ract sub ject t o t he agreem en t o f

t he NTEU and /o r CPSU (as relevan t ).

Where a f ixed -t erm em p loym en t cat ego ry d oes no t cover t h e w o rk t o b e p er f o rm ed , p lease

con t act t he Peop le, Talen t and Cult u re t o d iscuss t he circum st ances. If a genu ine an d clear

case exist s t h at d oes no t m eet any o f t he o t h er cat egor ies and f ixed -t erm em p loym en t is

ap p rop r iat e, t he Peo p le, Talen t and Cult u re (Manager : Workp lace St rat egy) w ill r aise t he

m at t er w it h t he relevan t un ion /s t o d iscuss t h e m er it s o f t he p rop osal.

Where agreem en t is reached w it h t he relevan t un ion /s, t he t erm s o f t he agreem en t w ill b e

reco rd ed t h ro ugh an exchange o f let t ers.

Agreem en t t o em p loy und er t h is cat ego ry m ust b e ob t ained f rom t h e Peo p le, Talen t and

Cult ure and t he relevan t un ion /s in acco rd ance w it h t he ab ove p rocess prior t o t he p osit ion

b eing ad ver t ised , o r w here it is no t ad ver t ised , p r io r t o a con t ract b eing o f f ered . In o rd er t o

ad ver t ise using t h is cat egory, t he Un iversit y ’s e-r ecru it m en t syst em w ill req uire

d ocum en t at ion t o b e up load ed o f evid ence o f ap p roval.

12

General conditions related to contracts offered under 2014 enterprise agreement

Contract templates

Clause 27 o f t he 2014 En t erp r ise Agreem en t r eq u ires t hat all st af f are p rovid ed w it h an

inst rum en t o f ap p o in t m en t t hat st at es t he t yp e o f em p loym en t , cat egory o f em p loym en t (if

f ixed -t erm ) and o t her t erm s o f engagem ent at t he t im e o f ap p o in t m en t . Em p loym en t o f f er

let t ers an d em p loym en t agreem en t t em p lat es can b e accessed at

h t t p ://w w w .un isa.ed u.au/h rm /h r t em p lat es/recru it /recru it m en t .asp .

Local HR rep resen t at ives, m an agers and sup erviso rs w ill also n eed t o h ave regard t o ap p roval

req u irem en t s f o r f ixed -t erm con t ract st af f and o t her consid erat ion s such as t he req u irem en t

f o r a PhD at acad em ic Level B and ab ove. Th is req u irem en t can b e w aived w it h t he ap p roval

o f t he Vice Chancello r (o r Pro Vice Ch ancello r f o r Teach ing Acad em ics Level B o r C). The

ap p roval m at r ix is sum m ar ised in Ap p end ix B o f t he Recruitment and Selection – Good Practice

Guide w h ich can b e accessed at h t t p ://w 3.un isa.ed u.au/recru it m en t /go od _p ract ice_guid e.p d f ,

and t he m in im um q ualif icat ions f o r acad em ic st af f p roced ure at

h t t p ://w 3.un isa.ed u.au/h rm /p roced ures/m in im um _q ualif icat ion_f o r_acad em ic_st af f .p d f

Notice prior to expiry of contract

Pr io r t o t he exp iry o f a f ixed -t erm con t ract , st af f are t o b e p rovid ed w it h no t ice o f t he

Un iversit y’s in t en t ion t o renew , o r no t renew em p loym en t up o n exp iry o f t he con t ract ,

w here st af f are em p loyed in one o f t h e f o llow ing cat egor ies:

Sp ecif ic Task o r Pro ject ;

Research ;

Teach ing Acad em ic; o r

HEO10 and Ab ove.

The no t ice p er iod t o b e p rovid ed is b ased on years o f service and is d et ailed in Table 1 o f

Attachment D and is sum m ar ised und er each em p loym en t cat ego ry in Attachment A.

No f o rm al no t ice p er iod is req u ired t o b e p ro vid ed w here st af f are em p loyed in one o f t he

f o llow ing cat egor ies:

Rep lacem en t St af f Mem b er ;

Workf o r ce Plann ing Co n t ract ;

Grad uat e o r Traineesh ip ; o r


When con t em p lat ing w het her t o renew o r no t renew a con t ract , t he h ir in g m anager m ust b e

aw are o f ob ligat ions in relat ion t o r igh t s t o f ur t her em p loym en t as d et ailed in t he f o llow in g

sect ion o f t h is guid e.

Right to further employment

The 2014 En t erp r ise Agreem en t on ly p rovid es a r igh t t o a f ur t her f ixed -t erm con t ract f o r a

st af f m em b er em p loyed un d er t he cat egor ies o f Specific Task or Project o r Research. A r igh t

exist s t o a f ur t her f ixed -t erm con t ract on ly, no t con t inu ing em p loym en t . A r igh t t o f u r t her

em p loym en t d oes no t ap p ly t o any o t her f ixed -t erm cat egory.

http://www.unisa.edu.au/hrm/hrtemplates/recruit/recruitment.asp

http://w3.unisa.edu.au/recruitment/good_practice_guide.pdf

http://w3.unisa.edu.au/hrm/procedures/minimum_qualification_for_academic_staff.pdf

13

A r igh t t o a f u r t her f ixed -t erm con t ract ap p lies in t he f o llow ing circum st ances:

By no lat er t h an t h e st ar t o f t he f o rm al no t ice p er iod req u ired t o b e g iven as ref er red

t o in t he p revious sect ion , t he Un iversit y m ust ad vise t he st af f m em b er w het her it

in t end s t o con t inue t h e p o sit ion o r no t (in p ract ice t h is occurs w ell b ef o re t he st ar t

o f t he f o rm al no t ice p er iod ); an d

Where a d ecision is m ad e t o con t inue w it h t h e p o sit ion and t he f ixed -t erm st af f

m em b er w as merit selected in t o t he p osit ion an d h as performed satisfactorily w h ilst in

t he p osit ion , t he st af f m em b er w ill have a r igh t t o a f u r t her f ixed -t erm con t ract .

If a m an ager o r sup erviso r consid ers t hat a st af f m em b er h as not performed satisfactorily, t hey

m ust ensure t h at t hey have evid ence t o d em onst rat e t h at d iscussions have t aken p lace w it h

t he st af f m em b er :

Id en t if ying p er f o rm ance t h at is no t m eet ing exp ect at ions;

Re-en f o rcing t he exp ect at ions req u ired o f t he st af f m em b er ; and

Provid ing t h e st af f m em b er w it h a reason ab le op p o r t un it y t o im p rove.

No right to further employment

If a p osit ion con t inues af t er t he exp iry o f a f ixed -t erm con t ract , n o o b ligat ion exist s f o r t he

Un iversit y t o o f f er f u r t her em p loym en t (eit her f ixed -t erm o r con t inu ing) f o r st af f em p loyed

und er t he f o llow ing cat egor ies:


Workf o r ce Plann ing;

Grad uat e o r Traineesh ip ;

Teach ing Acad em ic;

HEO10 and Ab ove; o r


Not h ing p reclud es t he Un iversit y f rom o f f er in g a f u r t her con t ract t o a st af f m em b er in t hese

inst ances, o r f rom st af f ap p ly ing f o r o t her p osit ions in t he Un iversit y in acco rd ance w it h

recru it m en t an d select ion p o licies and p ro ced ures.

If a p osit ion d oes no t con t inue af t er t he exp ir y o f a f ixed -t erm con t ract f o r any reason , no

ob ligat ion exist s f o r f ur t her em p loym en t f o r st af f em p loyed in t hose p osit ions.

Severance pay

Severance p ay on ly ap p lies t o a f ixed -t erm st af f m em b er em p loyed und er t he Specific Task or

Project or Research cat egor ies and on ly w here all t he f o llow ing cr it er ia are m et :

The st af f m em b er ’s con t ract is no t r enew ed ; and

There is no r igh t t o a f u r t her f ixed -t erm con t ract ; an d

The st af f m em b er seeks t o con t inue t heir em p loym en t ;

and one o f t he f o llow in g cr it er ia:

The st af f m em b er is em p loyed on a second o r sub seq uen t con t ract and t he sam e o r

sub st an t ially t he sam e d ut ies are no longer req uired b y t he Un ive rsit y; o r

Ano t her p erson is t o b e ap p o in t ed o r h as b een ap p o in t ed t o p er f o rm t he sam e o r

sub st an t ially sim ilar d ut ies b ecause t he st af f m em b er h as no t b een m er it select ed

14

and /o r has no t p er f o rm ed sat isf act o r ily in t he p osit ion . If a m an ager o r sup erviso r

consid ers t h at a st af f m em b er h as no t p er f o rm ed sat isf act o r ily, t he cr it er ia t o

d em onst rat e t h is as out lined in t he ‘Righ t t o Fur t her Em p loym en t ’ sect ion (ab ove)

shall ap p ly.

The severance p ay scale is o ut lined in Table 2 o f Attachment D.

Severance p ay d oes no t ap p ly w here a st af f m em b er is o f f ered f u r t h er em p loym en t b ut d o es

no t seek t o con t in ue w it h t he em p loym en t .

Where a st af f m em b er is em p loyed un d er t he Sp ecif ic Task o r Pro ject o r Research cat ego ry

and a f ur t her f ixed -t erm con t ract h as b een o f f ered b ut at a lo w er em p loym en t f r act ion t h an

t he cur ren t con t ract , w here t he st af f m em b er d oes no t accep t t he f ur t her con t ract at t he

low er f ract ion , t hey m ay b e elig ib le f o r severance p ay in acco rd ance w it h t he scale in Table 2

o f Attachment D. In t hese circum st ances p lease ob t ain ad vice f rom t he Peop le, Talen t and

Cult ure.

If a st af f m em b er em p loyed on a research con t ract is elig ib le f o r severance p ay an d t he

f und ing f o r t he con t ract is t h ro ugh a research gr an t , p lease review t h e cond it ions o f t he

gran t t o d et erm ine w h et her severance p aym en t s can b e charged t o t he gran t f und s. Som e

gran t ing b o d ies (e.g . ARC/NHMRC) m ay no t p erm it severance p aym en t s t o b e ch arged t o gran t

f und s. These cost s w ill need t o b e m et b y t he Schoo l/Div ision .

Fixed-term employment summary table – contracts offered under 2014 enterprise agreement ATTACHMENT A

1 Righ t t o f ur t her em p loym en t is app licab le if ; t he posit ion con t inues and ; t he st af f m em b er w as m er it select ed f or t he ro le an d ; t he st af f m em ber is p er f o rm ing sat isf act o r ily.

2 No t ice req uired t o b e given as p er Tab le 1 (Not ice Per iod ) o f At t achm en t D.

3 Severance p ayab le as per Tab le 2 (Severance Pay) in At t achm en t D.

15

.Fixed-Term Category Min Length Max Length Fraction Contract Extension

End of Contract Entitlements

Right to Further Employment Notice Period Severance Pay

Specific Task or Project

No rest r ict ion

Durat ion o f t ask o r p ro ject

Flexib le

Up t o 1.0FTE

Yes ---- f u r t her con t ract m ay b e o f f ered

up t o t he d urat ion o f t ask o r p ro ject .

Yes ---- r eq u irem en t f o r Un iversit y t o

o f f er a f u r t her f ixed -t erm con t ract

on ly ---- see no t e1

Yes ---- no t ice is

req u ired ---- see

no t e2

Yes ---- severance

is p ayab le ---- see

no t e3

Research

No rest r ict ion

Up t o 5 years

Flexib le

Up t o 1.0FTE

Yes ---- f u r t her con t ract m ay b e o f f ered

up t o 5 years m ax lengt h

Yes ---- r eq u irem en t f o r Un iversit y t o

o f f er a f u r t her f ixed -t erm con t ract

on ly ---- see no t e1


req u ired ---- see

no t e2

Yes---- severance

is p ayab le ---- see

no t e3

Replacement Staff Member

No rest r ict ion

Leave o r Second m ent

Norm ally up t o 2 years

Recru it ing t o Fill Vacan t Posit ion

Un t il p osit ion is f illed up t o an d

includ ing w hen new p erson

t akes up t he ro le

Flexib le

Up t o 1.0FTE

Leave o r Second m ent

Yes - b u t ext en sion gen erally occurs

b y excep t ion p ast 2 years

Recru it ing t o Fill Vacan t Posit ion

Yes - b u t ext en sion can no t con t in ue

b eyond t he d at e t he n ew p erson

t akes up t he ro le

No req u irem en t f o r Un iversit y t o

o f f er f ur t her f ixed -t erm

em p loym en t

No no t ice

req u ired

No severance

p ayab le

Workforce Planning Contract

No rest r ict ion

Up t o 5 years

Flexib le

Up t o 1.0FTE

No ---- Un iversit y p re-sep arat ion

guid elines st at e t hat it is a single non -

renew ab le con t ract


o f f er f ur t her em p loym en t

No no t ice

req u ired

No severance is

p ayab le ---- st af f

are p aid a

load ing in lieu o f

severance p ay

Graduate or Traineeship

Grad uat e

No rest r ict ion

Traineesh ip

Durat ion o f

t he t r ain ing

p rogram

Grad uat e

Up t o 2 years

Traineesh ip

Durat ion o f t he t r ain in g

p rogram

Grad uat e

Flexib le

Up t o 1.0FTE

Traineesh ip

As d et erm ined

b y ap p ren t ice

o r t raineesh ip

con t ract ual

req u irem en t s

No ---- a grad uat e w ould no longer b e

consid ered t o b e recen t , an d

t r aineesh ip ceases at end o f t he

t r aineesh ip con t ract


o f f er f ur t her em p loym en t

No no t ice

req u ired

No severance is

p ayab le

Teaching Academic

6 m on t hs

3 years

Flexib le

Up t o 1.0FTE

Yes ---- a f u r t her con t ract m ay b e

o f f ered up t o a m axim um o f 3 years



em p loym en t


req u ired ---- see

no t e2

No severance is

p ayab le

HEO10 and Above

No rest r ict ion

Up t o 5 years

Flexib le

Up t o 1.0FTE

Yes ---- a f u r t her con t ract m ay b e

o f f ered up t o a m axim um o f 5 years



em p loym en t


req u ired ---- see

no t e2

No severance is

p ayab le

Fixed-term employment summary table – contracts offered under 2014 enterprise agreement ATTACHMENT A

1 Righ t t o f ur t her em p loym en t is app licab le if ; t he posit ion con t inues and ; t he st af f m em b er w as m er it select ed f or t he ro le an d ; t he st af f m em ber is p er f o rm ing sat isf act o r ily.

2 No t ice req uired t o b e given as p er Tab le 1 (Not ice Per iod ) o f At t achm en t D.

3 Severance p ayab le as per Tab le 2 (Severance Pay) in At t achm en t D.

16

.Fixed-Term Category Min Length Max Length Fraction Contract Extension

End of Contract Entitlements

Right to Further Employment Notice Period Severance Pay

Any Other Circumstance Mutually Agreed

As p er

agreem en t

w it h relevan t

un ion /s

As p er agreem en t w it h relevan t

un ion /s

As p er

agreem en t

w it h relevan t

un ion /s

As p er agreem en t w it h relevan t

un ion /s



em p loym en t

No no t ice

req u ired

No severance is

p ayab le

ATTACHMENT B

17

Fixed-term employment offered under 2011 enterprise agreement

The 2011 En t erp r ise Agreem en t is no longer o p erat ional excep t in relat ion t o cer t ain cond it ions

associat ed w it h exist in g f ixed -t erm em p loym en t con t ract s m ad e un d er t h at Agreem en t (e.g.

con t ract s o f f ered p r io r t o 9 June 2014). Fo r co n t ract s m ad e in t hese circum st ances, no t ice

p er iod s, r igh t s t o f u r t h er em p loym en t , an d severance p aym en t s un d er t he 2011 En t erp r ise

Agreem en t w ill con t inue t o ap p ly at t he end o f t he con t ract .

Th is sect ion o f t he User Guid e out lines t he en t it lem en t s t hat ap p ly at t he conclusion o f a con t ract

m ad e p ursuan t t o t he 2011 En t erp r ise Agreem en t , t h at con t in ue t o b e legally b in d ing on t he

Un iversit y.

Notice prior to expiry of contract

Pr io r t o t he exp iry o f a f ixed -t erm con t ract , st af f are t o b e p rovid ed w it h no t ice o f t he

Un iversit y’s in t en t ion t o renew , o r no t renew em p loym en t on exp iry o f con t ract , w h ere st af f are

em p loyed in one o f t he f o llow ing cat ego r ies:


Research ;

Recen t Pro f essional Pract ice;

New Organ isat ion al Area;

Disest ab lished Organ isat ion al Area;

New o r Discon t inued Pro gram ;

Sud d en and Unan t icip at ed Increase o r Decrease in Enro lm en t s;

Ear ly Career Develo p m en t Fellow sh ip s; and


The no t ice p er iod t o b e p rovid ed is b ased on years o f service and is d et ailed in Table 1 o f

Attachment D.

No f o rm al no t ice p er iod is req u ired t o b e p ro vid ed w here st af f are em p loyed in one o f t he

f o llow ing cat egor ies:


Workf o r ce Plann ing Co n t ract ;

St ud en t Em p loym en t ; and

Ap p ren t icesh ip o r Train eesh ip .

When con t em p lat ing w het her t o renew o r no t renew a con t ract , t he h ir in g m anager m ust b e

aw are o f ob ligat ions in relat ion t o r igh t s t o f ur t her em p loym en t as d et ailed in t he f o llow in g

sect ion o f t h is guid e.


The 2011 En t erp r ise Agreem en t p rovid es a r igh t t o f ur t her em p loym en t f o r t he st af f m em b er in

cer t ain circum st ances, eit her t h rough a f u r t her f ixed -t erm con t ract o r con t inu ing em p loym en t .

Wh ich one ap p lies w ill b e d ep end en t on several f act o rs w h ich are d iscussed b elow .

By no lat er t h an t h e st ar t o f t he f o rm al no t ice p er iod req u ired t o b e g iven as ref er red t o in t he

p revious sect ion , t he Un iversit y m ust ad vise t he st af f m em b er w het her it in t end s t o con t inue t he

p osit ion o r no t . In p ract ice t h is occurs w ell b ef o re t he st ar t o f t he f o rm al no t ice p er iod . Wh ere a

d ecision is m ad e t o con t inue w it h t he p osit ion and t he f ixed -t erm st af f m em b er w as merit selected

ATTACHMENT B

18

in t o t he p osit ion and h as performed satisfactorily w h ilst in t h e p osit ion , t he st af f m em b er m ay have

a r igh t t o f u r t her em p loym en t d ep end in g on t he f ixed -t erm cat ego ry und er w h ich t hey w ere

em p loyed .

If a m an ager o r sup erviso r consid ers t hat a st af f m em b er h as not performed satisfactorily, t hey m ust

ensure t hat t h ey h ave evid ence t o d em onst rat e t hat d iscussion s h ave t aken p lace w it h t he st af f

m em b er :

Id en t if ying p er f o rm ance t h at is no t m eet ing exp ect at ions;

Re-en f o rcing t he exp ect at ions req u ired o f t he st af f m em b er ; and

Provid ing t h e st af f m em b er w it h a reason ab le op p o r t un it y t o im p rove.

Right to a fixed-term contract only

If p r io r t o t he exp ir y o f a f ixed -t erm con t ract a d ecision is m ad e t o co n t inue w it h t he p osit io n

w h ich is occup ied b y a f ixed -t erm st af f m em b er , t he st af f m em b er h as a r igh t t o a f u r t her f ixed -

t erm con t ract p rovid ed t h ey h ave b een merit selected and performed satisfactorily in t he p o sit ion

and are em p loyed und er t he f o llow ing f ixed -t erm cat egor ies:


Research ;

New Organ isat ion al Area (Un iSA Co llege On ly ---- w here a con t ract o r a ser ies o f con t ract s

are less t h an f ive (5) years in t o t al);

New o r Discon t inued Program s; o r

Sud d en and Unan t icip at ed Increase o r Decrease in Enro lm en t s.

Where a r igh t exist s t o a f u r t her f ixed -t erm co n t ract b ased on t he ab ovem en t ioned cr it er ia, t he

new con t ract m ust co m p ly w it h one o f t he cat egor ies in t he 2014 En t erp r ise Agreem en t . Where

t he exp ir in g con t ract is f o r a Sp ecif ic Task o r Pro ject o r Research , t hese sam e cat egor ies exist in

t he 2014 En t erp r ise Agreem en t unchan ged .

The New Organ isat ional Area (Un iSA Co llege), New and Discon t inued Program s and Sud d en an d

Unan t icip at ed Increase o r Decrease in En ro lm en t s cat egor ies h ave no t b een car r ied over in t o t he

2014 En t erp r ise Agreem en t . The t yp e o f w ork t hat is car r ied out in t hese t w o (2) cat egor ies ar e

m ost likely t o f it in t o t he Teach ing Acad em ic o r Sp ecif ic Task o r Pro ject cat egor ies in t he 2014

En t erp r ise Agreem en t . Please ref er t o t he co m m ent s on t hese t w o (2) cat egor ies in t h is User

Guid e, o r if t here is uncer t ain t y ab o ut w h ich cat egory should ap p ly, p lease con t act t he Peop le,

Talen t and Cult ure f o r ad vice.

Right to continuing employment

If a st af f m em b er is occup ying a p osit ion t h at is go ing t o con t inue af t er t he exp iry o f t he st af f

m em b er ’s con t ract and t he st af f m em b er has p er f o rm ed sat isf act o r ily in t he p o sit ion , t he st af f

m em b er h as a r igh t t o con t inu ing em p loym en t at t he end o f t he ir co n t ract if t hey are em p loyed

in t h e f o llow in g cat ego r ies and m eet t he cond it ions at t ached t o t hese :

New Organ isat ion al Area (Excep t Un iSA Co llege)

Where t he p o sit ion o r sub st an t ially t he sam e p osit ion con t inues b eyo nd t he m axim um

con t ract p er iod o f t h ree (3) years, t he st af f m em b er , sub ject on ly t o sat isf act o r y

p er f o rm ance, w ill b e o f f ered con t inuing em p loym en t in t hat p osit io n (o r ano t her agreed

p osit ion ) at t he conclusion o f t he con t ract .

Should a p o sit ion no t b e o f f ered , t hen up on req uest o f t he st af f m em b er t he Un iversit y

w ill m ake reason ab le at t em p t s t o id en t if y o t h er em p loym en t op p or t un it ies w it h in t he

o rgan isat ion f o r t h ree (3) m on t hs p r io r t o t he exp iry o f t he con t ract . If no em p loym en t

op p or t un it ies are f oun d t h en a severance p aym en t w ill b e p aid in acco rd ance w it h t he

scale id en t if ied in Table 3 o f Attachment D. The st af f m em b er t hen ceases em p loym en t .

ATTACHMENT B

19

A new o rgan isat ional area m eans:

- A group o f no t less t han t h ree p osit ion s est ab lished in relat ion t o a n ew o rgan isat ional

area o r d iscip line no t p revio usly o f f ered ; o r

- Ano t her new f unct ion o rgan ised eit her in a n ew geograp h ic locat ion out sid e Ad elaid e

o r o rgan ised d ist inct ly f rom exist ing Schoo ls o r Un it s an d are no t creat ed f rom t he

m erger o r d iv ision o f , o r m ovem ent o f w ork f rom an exist in g Schoo l o r Un it .

New Organ isat ion al Area (Un iSA Co llege On ly - w here a con t ract o r a ser ies o f con t ract s are

f ive (5) years in t o t al)

At t he conclusion o f a con t ract o r ser ies o f con t ract s o f f ive (5) years in t o t al, should t he

p osit ion o r sub st an t ially t he sam e p o sit ion co n t inue, t he incum b en t shall, sub ject on ly t o

sat isf act o ry p er f o rm an ce and t hat t he incum b en t w as em p loyed in t h e relevan t p osit ion

t h rough a com p et it ive and op en select ion p rocess, b e o f f ered con t in uing em p loym en t in

t hat p o sit ion (o r ano t her ag reed p osit ion ) at t he conclusion o f t he con t ract p er iod .

Disest ab lished Organ isat ional Area

Should a d ecision t o d iscon t inue a w o rk area b e reversed o r f o r any o t her reason t he st af f

m em b er ’s p o sit ion o r sub st an t ially sam e p osit ion con t inue b eyond t h ree (3) years, t hen

sub ject t o sat isf act o ry p er f o rm ance, t he st af f m em b er shall b e o f f ered t h at w ork on a

con t inu ing b asis. Should a p osit ion no t b e o f f ered , t hen up on req uest o f t he st af f

m em b er t he Un iversit y w ill m ake reasonab le at t em p t s t o id en t if y o t h er em p loym en t

op p or t un it ies w it h in t h e o rgan isat ion f o r t h ree (3) m on t hs p r io r t o t h e exp iry o f t he

con t ract . If no em p loym en t op p or t un it ies are f ound t hen t he st af f m em b er ceases

em p loym en t . No severance p aym en t is p ayab le.

A d isest ab lished o rgan isat ional area m eans a w ork area consist ing o f at least t h ree (3) st af f

m em b ers w h ich has b een sub ject o f a d ecision b y t he Un iversit y t o d iscon t inue t hat w o rk

w it h in 36 m on t hs.

Ear ly Career Develo p m en t Fellow sh ip s

If a d ecision is m ad e t o con t inue an Ear ly Career Develop m en t Fello w sh ip p osit ion at t he

conclusion o f t he st af f m em b er ’s con t ract (f ixed 3 year p er iod ), t he st af f m em b er w ill b e

o f f ered con t inu ing em p loym en t in ano t her p osit ion sub ject t o sat isf act o r y p er f o rm ance.

No right to further employment

If a p osit ion con t inues af t er t he exp iry o f a f ixed -t erm con t ract , n o o b ligat ion exist s f o r f ur t her

em p loym en t (eit her f ixed -t erm o r con t inuin g) f o r st af f em p loyed und er t he f o llow ing cat ego r ies:


Recen t Pro f essional Pract ice;

Workf o r ce Plann ing;

St ud en t Em p loym en t ;

Ap p ren t icesh ip o r Train eesh ip ; and


If a p osit ion d oes no t con t inue af t er t he exp ir y o f a f ixed -t erm con t ract f o r any reason , no

ob ligat ion exist s f o r f ur t her em p loym en t f o r st af f em p loyed in t hose p osi t ions. In t hese cases

st af f m ay b e elig ib le f o r severance p ay (see b elow ).

ATTACHMENT B

20

Severance pay

Sp ecif ic Task o r Pro ject o r Research

Severance p ay on ly ap p lies t o a f ixed -t erm st af f m em b er em p loyed und er t he Sp ecif ic Task o r

Pro ject o r Research cat egor ies w here all t he f o llow ing cr it er ia are m et :

The st af f m em b er ’s con t ract is no t r enew ed ; and

There is no r igh t t o a f u r t her f ixed -t erm con t ract o r con t inuin g em p lo ym en t ; and

The st af f m em b er seeks t o con t inue t heir em p loym en t ;

and one o f t he f o llow in g cr it er ia:

The st af f m em b er is em p loyed on a second o r sub seq uen t con t ract and t he sam e o r

sub st an t ially t he sam e d ut ies are no longer req uired b y t he Un iversit y; o r

Ano t her p erson is t o b e ap p o in t ed o r h as b een ap p o in t ed t o p er f o rm t he sam e o r

sub st an t ially sim ilar d ut ies b ecause t he st af f m em b er h as no t b een m er it select ed and /o r

has no t p er f o rm ed sat isf act o r ily in t h e p osit io n . If a m an ager o r sup erviso r consid ers t hat

a st af f m em b er h as no t p er f o rm ed sat isf act o r ily, t he cr it er ia t o d em o nst rat e t h is as

out lined in t he ‘Righ t t o Fur t her Em p loym en t ’ sect ion o f p age 11 sh all ap p ly.

The severance p ay scale is o ut lined in Table 2 o f Attachment D.

Severance p ay d oes no t ap p ly w here a st af f m em b er is o f f ered f u r t h er em p loym en t b ut d o es no t

seek t o con t inue w it h t he em p loym en t .

Where a st af f m em b er is em p loyed un d er one o f t he t w o (2) cat egor ies m en t ioned ab ove and a

f ur t her f ixed -t erm con t ract h as b een o f f ered b ut at a low er em p loym en t f r act ion t han t he

cur ren t con t ract , w here t he st af f m em b er d o es no t accep t t he f ur t her con t ract at t he low er

f ract ion , t hey m ay b e elig ib le f o r severance p ay in acco rd ance w it h t h e scale in Table 2 o f

Attachment D. In t hese circum st ances p lease o b t ain ad vice f rom t h e Peop le, Talen t and Cult u re.

If a st af f m em b er em p loyed on a research con t ract is elig ib le f o r severance p ay an d t he f un d ing

f o r t he con t ract is t h ro ugh a research gran t , p lease review t he cond it ions o f t he gran t t o

d et erm in e w het her severance p aym en t s can b e charged t o t he gran t f und s. Som e gran t ing

b od ies (e.g . ARC/NHMRC) m ay no t p erm it severance p aym en t s t o b e charged t o gran t f und s. These

cost s w ill need t o b e m et b y t he Schoo l/Div ision .

New Organ isat ion al Area (Excep t Un iSA Co llege)

Severance p ay ap p lies t o st af f em p loyed und er t h e ‘‘New Organ isat io nal Area ---- Excep t Un iSA

Co llege ’’ cat ego ry. The circum st ance/s und er w h ich severance p ay ap p lies is ou t lin ed o n p age 15.

The severance p ay scale is ref er red t o in Table 3 o f Attachment D.

New Organ isat ion al Area (Un iSA Co llege On ly)

Where t he Un iversit y h as m ad e a d ecision t o n o t con t inue w it h t he p osit ion at t he conclusio n o f a

con t ract o r ser ies o f co n t ract s, t he st af f m em b er w ill receive severan ce p ay on cessat ion o f

em p loym en t in acco rd ance w it h t he severance p ay scale in Table 3 o f Attachment D. Please no t e

t hat t he severance p ay scale is t he sam e as t hat w h ich ap p lies t o st af f und er t he New

Organ isat ional Area ---- Excep t Un iSA Co llege cat egory, how ever Un iSA Co llege st af f receive an ext ra

one (1) w eeks’ p ay f o r t h ree (3) years o f service an d over .

ATTACHMENT C

21

Fixed-term employment offered prior to 2011 enterprise agreement

Th is sect ion ap p lies t o st af f em p loyed on f ixed -t erm con t ract s o f f ered p r io r t o 5 Ap r il 2011 (2011

En t erp r ise Agreem en t com m encem ent ) and exp ire af t er t hat d at e.

Righ t s t o f u r t her em p loym en t and ap p licab le severance p aym en t s are out lined in t he f low char t in Attachment E.

Notice

If p r io r t o t he end o f a con t ract a d ecision is m ad e t o d iscon t inue a p osit ion , a f ixed -t erm st af f

m em b er is en t it led t o a p er io d o f no t ice in acco rd ance w it h Table 1 in Attachment D.


Academic and Professional staff

Where a d ecision is m ad e t o con t inue w it h t h e p o sit ion and t he f ixed -t erm st af f m em b er w as

m er it select ed in t o t he p osit ion and h as p er f o rm ed sat isf act o r ily w h ilst in t h e p osit ion , t he st af f

m em b er h as a r igh t t o a f u r t her f ixed -t erm co n t ract . The cr it er ia t o d em onst rat e ‘‘sat isf act o ry

p er f o rm ance ’’ are as out lined in t he ‘Righ t t o Fur t her Em p loym en t ’ sect ion on p age 11. Any new

con t ract o f f ered m ust com p ly w it h one o f t he em p loym en t cat ego r ies in t h e 2014 En t erp r ise

Agreem en t , o t herw ise f ixed -t erm em p loym en t m ay no t b e ap p ro p r iat e. Ad vice should b e

ob t ained f rom your local HR rep resen t at ive o r t he Peop le, Talen t an d Cult ure.

Document Services staff

The sam e cr it er ia f o r acad em ic an d p ro f ession al st af f as out lined ab o ve ap p ly.

Security and Grounds staff

No r igh t t o f u r t her em p loym en t exist s f o r a st af f m em b er w here a d ecision is m ad e t o eit h er

con t inue o r d iscon t inue a p osit ion . St af f m ay b e elig ib le f o r a severance p aym en t as out lined

b elow .

Severance pay

Academic and Professional Staff

Severance is p ayab le in acco rd ance w it h t he severance p ay f low ch ar t and scales out lined in

Attachment E.

If a st af f m em b er em p loyed on a research con t ract is elig ib le f o r severance p ay an d t he f un d ing

f o r t he con t ract is t h ro ugh a research gran t , p lease review t he cond it ions o f t he gran t t o

d et erm in e w het her severance p aym en t s can b e charged t o t he gran t f und s. Som e gran t ing

b od ies (e.g . ARC/NHMRC) m ay no t p erm it severance p aym en t s t o b e charged t o gran t f und s. These

cost s w ill need t o b e m et b y t he Sch oo l/Div ision .

Document Services staff

Severance p ay is p ayab le w here:

ATTACHMENT C

22

Ano t her p erson is em p loyed t o d o t he sam e o r sub st an t ially sim ilar w ork b ecause t he st af f

m em b er h as no t b een m er it select ed in t o t he p osit ion and h as no t p er f o rm ed

sat isf act o r ily; or

The p osit ion is d iscon t inued .

Where one o f t he ab ove sit uat ions ap p lies, severance p ay is d et erm in ed in acco rd ance w it h t he

scale in Table 2 o f Attachment D.

Security and Grounds staff

Severance p ay is p ayab le in t he f o llow ing circum st ances:

The Un iversit y d ecid es t o no t renew t he con t ract ; and

The st af f m em b er seeks t o con t inue w it h em p loym en t ; and

The st af f m em b er is em p loyed on a second o r sub seq uen t con t ract d escr ib ed as sp ecif ic

t ask o r p ro ject and t he d ut ies are no longer req uired ; or

The st af f m em b er is em p loyed on a second o r sub seq uen t con t ract d escr ib ed as sp ecif ic

t ask o r p ro ject and t he d ut ies con t inue t o b e req u ired b ut ano t her p erson is ap p o in t ed o r

t o b e ap p o in t ed t o und er t ake t hese d ut ies.

If a f ixed -t erm st af f m em b er is elig ib le t o severance p ay b ased on t he ab ove cr it er ia, severan ce

p ay is d et erm ined in acco rd ance w it h t he scale in Table 2 o f Attachment D.

Long Service Leave

Academic and Professional staff

Only in t he case w here severance p ay is p ayab le at t he end o f a con t ract , acad em ic an d

p ro f ession al st af f w it h f ive (5) o r m o re years con t inuous service sh all b e en t it led t o p aym en t in

lieu o f long service leave at t he rat e o f 9.1 calend ar d ays p er year o f service.

Please no t e t hat t he f ive (5) year service t h resh o ld on ly ap p lies t o con t ract s m ad e und er t he 2006

Co llect ive Agreem en t . Fo r con t ract s o f f ered und er t he 2011 En t erp r ise Agreem en t (e.g . on o r

af t er 5 Ap r il 2011) o r 2014 En t erp r ise Agreem en t (e.g. on o r af t er 9 June 2014), long service leave is

on ly p ayab le at t he con clusion o f a con t ract w here an acad em ic o r p ro f ession al st af f m em b er h as

seven (7) o r m o re years con t in uous service.

Document Services, Security and Grounds staff

Where em p loym en t ceases at t h e conclusion o f a con t ract , an en t it lem en t t o a p aym en t in lieu o f

long service leave ap p lies t o st af f w ho h ave co m p let ed seven (7) years con t in uous service.

ATTACHMENT D

23

Notice and severance pay entitlements Contracts offered post April 2011

Notice

Table 1 – Notice Period

* * No t e t hat a st af f m em b er over t h e age o f 45 years at t he t im e o f g ivin g no t ice, w it h m ore t h an

2 years con t inuous service is en t it led t o an ad d it ional 1 w eeks’ no t ice in ad d it ion t o t he no t ice

p er iod in Tab le 1 * *

Severance Pay

Table 2 – Severance Pay

Length of Continuous Service Severance Pay

More t h an 1 b ut less t h an 2 years 4 w eeks’ p ay

2 years and up t o t he com p let ion o f 3

years 6 w eeks’ p ay

3 years and up t o t he com p let ion o f 4

years 7 w eeks’ p ay

4 years and over 8 w eeks’ p ay

Table 3 – Severance Pay (New Organisational Area & UniSA College Only)

Length of Continuous Service Severance Pay

Up t o 2 years 5 w eeks’ p ay

2 years b ut less t h an 3 years 7 w eeks’ p ay

3 years and over **applicable to UniSA College only **

8 w eeks’ p ay

Period of Continuous

Service Period of Notice

Up t o 3 years At least 2 w eeks

3 years b ut less t h an 5

years At least 3 w eeks

5 years o r over At least 4 w eeks

ATTACHMENT D

24

ATTACHMENT E

25

Severance pay flowchart Contracts offered prior to 2011 EA – academic & professional staff only

Page 1

Severance PayMonday, May 03, 2010

Position Continued

Cla

use

24.3

b

Position Continued

-

Staff Member Replaced

Cla

use

24

.4 a

) i)

Position Discontinued

-

NOT a Specific Task/

Project or Research

Position

Cla

use

24

.4 a

) ii)

Position Discontinued

-

Specific Task/Project or

Research Position

-

Second or Subsequent

Contract

Cla

use

24

.4 b

) i) ii) &

iii)

Position Continued

-

Specific Task/Project or

Research Position

-

Staff Member Replaced

Cla

use

24

.4 b

) i) ii) &

iv)

The incumbent will be given further employment in the

position provided the incumbent:

was employed in the relevant position through a

competitive and open selection process (merit

selection) and

has performed satisfactorily in the position.

Staff member offered

new contract

Staff member

accepts new

contract

Continuation of employment with the University.

Severance NOT Payable at this time

Severance NOT Payable

Yes

No

The position is continued and another person is employed

to do the same or substantially similar work because the

staff member has not met the requirements for selection

(merit selection) or has not performed satisfactorily in the

position.

The position is discontinued and the staff member was

employed on a fixed-term contract for purposes other

than:

A specific task or project which has a definable

starting time and is expected to be completed within

an anticipated time frame; or

A research position with non-recurrent funding from

sources other than the government operating grant.

Does the staff

member have one

(1) year or more of

continuous service?

Length of Continuous Service

More than 1 but less than 2 years

More than 2 years but less than 3 years








More than 10 years

Severance Pay

4 weeks pay

6 weeks pay

7 weeks pay

8 weeks pay

9 weeks pay

9 weeks pay

10 weeks pay

10 weeks pay

11 weeks pay

12 weeks pay

Staff members with five

(5) years of continous

service shall also be

entitled to payment in

lieu of long service leave

calculated at the rate of

9.1 days per year of

service

The position is discontinued as the same or substantially

similar duties are no longer required by the University and

the position was a fixed term contract that is for:

A specific task or project which has a definable

starting time and is expected to be completed within

an anticipated time frame; or

A research position with non-recurrent funding from

sources other than the government operating grant.

The position is continued and another person is employed to do the same or

substantially similar work because the staff member has not met the requirements for

selection (merit selection) or has not performed satisfactory in the position. The staff

member was employed on a fixed term contract that is for:

A specific task or project which has a definable starting time and is expected to

be completed within an anticipated time frame; or

A research position with non-recurrent funding from sources other than the

government operating grant.

Length of Continuous Service

More than 1 but less than 2 years

2 years and up to the completion of 3 years

3 years and up to the completion of 4 years

4 years and over

Severance Pay

4 weeks pay

6 weeks pay

7 weeks pay

8 weeks pay

Yes

No

Severance

Payable

Severance

NOT

Payable

Was the staff member

employed on a second

or subsequent contract?

Yes

No

Severance

NOT

Payable

Severance

Payable

Severance

Payable

The position is continued, person is performing

satisfactorily and is offered a subsequent contract, but

staff member declines offer.

The position is continued, person is offered a subsequent contract, but staff member

declines offer.

Severance

NOT

Payable

Fixed-Term Employment - University of South...

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