Academic Employees. Academic employees now excluded from annual leave entitlement shall be granted personal days per annum according to the schedule below to be deducted from sick leave, such days to be noncumulative and shall not count against bonus leave accumulation. Such personal leave shall be taken in accordance with section 10.3.
Academic Employees. Where the initial academic review committee has recommended that the employee not be granted continuing appointment, the College President shall indicate that the notice of nonrenewal was provided in conformity with the recommendation of such committee and the employee shall receive no further consideration of the non-renewal of the term appointment.
Academic Employees. 68.1.1 These provisions apply to academic employees holding continuing appointments and do not apply to fixed-term, probationary or casual academic employees.
68.1.2 Where the University has determined that it has employees in excess of its requirements in a particular work area and has decided to terminate the employment of one or more employees for reasons of an economic, technological, structural or similar nature, including but not limited to:
i) a decrease in student demand or enrolments in any academic course or subject or combination or mix of courses or subjects conducted on one or more campuses;
ii) a decision to cease offering or to vary the academic content of any course or subject or combination or mix of courses or subjects conducted on one or more campuses;
iii) financial exigency with an organisational unit or cost centre; or
iv) changes in technology or work methods;
68.1.3 the University shall inform the affected employee(s) and, where the employee(s) chooses, their representative(s), and shall provide the following information in writing:
i) the reasons for the termination(s);
ii) the numbers and categories of academic employees likely to be affected, and
iii) when the University intends to carry out the termination(s).
68.1.4 As soon as practicable after making the decision to terminate employment the University shall give the affected employee(s) and, where they choose, their representative(s), an opportunity to consult with the University on measures to avert or minimise the termination(s) and measures to mitigate the adverse effects of termination. Measures may include redeployment, secondment or an offer of a voluntary separation package. Consultation will occur over an eight-week transition period which commences on the date the affected employee(s) is informed of the University’s decision.
Academic Employees. 1. Where the initial academic review committee has recommended that the employee not be granted continuing appointment, the College President shall indicate that the notice of non- renewal was provided in conformity with the recommendation of such committee and the employee shall receive no further consideration of the non-renewal of the term appointment.
2. Where the initial academic review committee has recommended that the employee be granted continuing appointment and the subsequent academic review committee, if any, has not so recommended, the College President shall indicate the reasons for the notice of non-renew- al and the employee shall receive no further consideration of the non-renewal of the term appointment.
3. Where the initial academic review committee has recommended that the employee be granted continuing appointment and a subsequent academic review committee, if any, has recommended that the employee be granted continuing appointment, the College President shall indicate the reasons for the notice of non-renewal and shall inform the employee of the right to a review.
Academic Employees. (a) The circumstances in which casual appointments will be offered to Academic Employees include:
(i) work of an irregular or intermittent nature;
(ii) supervision of practical teaching;
(iii) covering short-term absences;
(iv) provision of employment opportunities to postgraduate students; or
(v) provision of industry or professional experience to teaching programs.
(b) The hourly rates for casual Academic Employees are as set out in Schedule B.
Academic Employees. (i) Casual Academic Employees are entitled to apply for conversion to full-time or part-time Education Specialist positions as made available by the University, and at least once per year, if they have worked regular and systematic hours for at least four trimester periods across a two-year period immediately preceding the date of their application for conversion, and meet the requirements of the position.
(ii) The University will create continuing Education Specialist positions during the life of the Agreement.
(iii) The University may convert casual positions to continuing positions at any time.
(iv) In addition to the process set out in clause 11.6.2(b)(i), casual Academic Employees are also entitled to apply for conversion to full-time or part-time continuing positions outside the identified annual round above, if they have met the relevant eligibility criteria.
(v) The University may refuse an application for conversion on reasonable grounds, which include:
Academic Employees. 13.3.1 The allocation of work to Academic Employees will be managed in accordance with this clause and the applicable University workload allocation model, which will include all academic activity.
13.3.2 The applicable workload allocation model will be reviewed at least every four years. The University will adopt a collegial and evidence-based approach, and will consult with Academic Employees and, where they choose, their Nominated Representative, if changes to an applicable workload allocation model are proposed.
13.3.3 The allocation of work to Academic Employees encompasses academic activities in any or all of the following three areas:
(a) teaching and teaching-related activities;
(b) research and scholarship; and
(c) service to the University, community, and profession.
13.3.4 To ensure that the work allocated to Academic Employees is fair and reasonable, the work allocation for full-time Academic Employees will not exceed 1702.5 hours per year, or the pro-rata equivalent for part- time Academic Employees. This allocation will be reduced commensurately if the employee takes approved periods of extended leave, such as parental leave or long service leave.
13.3.5 Work allocations for individual Academic Employees will be determined annually by the Head of Organisational Unit, or nominee, or the employee’s supervisor, in consultation with the employee, and will be timely, transparent, and equitable. The employee and the Head of Organisational Unit, or nominee, or their supervisor, will discuss and agree on an appropriate allocation of teaching and teaching-related activities, research and scholarship, and service, as appropriate.
13.3.6 When changes to an Academic Employee’s annual work allocation made in clause 13.3.5 are required, an Academic Employee and the University may agree, in writing, to vary the employee’s annual work allocation. The Head of Organisational Unit, or nominee, or the employee’s supervisor, will consult with the employee and consider the impacts of the change on the employee’s indicative leave plan, and teaching, research, or service plans which were agreed during the performance planning and review process, before implementing changes to the employee's annual work allocation.
13.3.7 If there is a variation in the annual teaching allocation under clause 13.3.6, the University will adjust the employee’s annual work allocation for the following year, accordingly. The variation and resulting adjustment must not have the effect of c...
Academic Employees. 23.1.1.1 engaged on a fixed-term basis under clause 8.1.2 solely to undertake research;
23.1.1.2 undertaking research where their employment is fully funded by external research funding; or
23.1.1.3 employed outside of schools or research centres where teaching and/or research does not form a major part of their role; and
Academic Employees. 8.2.1 The University may require an Academic Employee to serve a period of probation that is reasonable having regard to the nature and circumstances of the employment, the skill level of the position, and the employee’s qualifications and experience. Subject to Clause 8.2.3(b) a probation period for an ongoing employee will not exceed 3 years.
8.2.2 Subject to Clause 8.2.3(b) a probation period for a fixed-term contract employee will not exceed one-third of the length of the fixed-term contract.
8.2.3 Prior to the expiration of the probation period the University will:
(a) confirm the appointment if no concerns have arisen or concerns have been addressed; or
(b) extend the probation period by a period no greater than 6 months for fixed-term employees or 12 months for ongoing employees if concerns have been identified and need more time to be addressed; or
(c) give notice of 3 months’ to terminate employment.
8.2.4 Where a Probation Period is extended the employee will be advised prior to the conclusion of the initial Probationary Period, of the reasons and justification for the decision and given an opportunity to respond.
8.2.5 Where the University gives notice to terminate the employment of the employee, the employee will be advised of the reasons and justification for the decision and given an opportunity to respond within 5 working days of receipt of this advice, and appeal the decision to the Senior Deputy Vice-Chancellor or nominee. The Senior Deputy Vice- Chancellor or nominee will endeavour to make a determination within 5 working days, and their decision will be final.
8.2.6 Any decision to extend or terminate a Probation Period must be agreed to by the Director, Human Resources Services Centre.
8.2.7 Any subsequent fixed-term contract for similar duties will not contain a probation period, provided that the break in service does not exceed 12 months and the term of the initial contract exceeds the usual probation period of the subsequent contract.
Academic Employees. As far as reasonably practicable, the University will ensure that Academic staff will not be contacted by telephone or like communication by or on behalf the University, on University business relating to their employment, outside of 8.30am to 6.00pm Monday to Fridays (excluding Public Holidays),(the Prescribed Hours) except in the case of a genuine emergency.
