Long service leave, parental and extended sick leave
The Long Service Leave (LSL) pool was established to assist all funds, manage the cash flow implications of paying staff for:
- LSL on termination of employment or LSL taken in service;
- Parental leave;
- Career re-entry assistance; and
- Extended sick leave (beyond four weeks).
The LSL Pool covers only the items listed above. Any other leave or entitlements not listed above are NOT covered by the LSL Pool.
The pool receives no "central" ANU funding. Each pay period, contributions based on a percentage of salary costs are made by budget units from salaries charged to all funds.
Current guidelines for leave reimbursement
The reimbursement of long service leave, parental leave, extended sick leave and career re-entry assistance is managed through Financial Planning and Analysis team. Guidelines are as follows:
- 100% reimbursement for accumulated LSL (including on-costs) paid to staff on separation from ANU.
- 100% reimbursement for LSL (including on-costs) paid to staff that take leave whilst remaining in service.
- 100% reimbursement of parental leave paid to staff on leave up to a maximum of 26 weeks (including on-costs).
- 100% reimbursement for career re-entry assistance paid to staff on leave up to a maximum of 6 weeks (including on-costs).
- 100% reimbursement for extended sick leave in excess of four consecutive weeks (including on-costs). Payment only applies to the period in excess of the initial four consecutive weeks' absence.
Note: For ARC grants with named fellowships, parental leave for specific positions may be partially funded. For these specific positions, the ARC will fund the first 14 weeks of parental leave, plus a % of on-costs as identified for each Award/Fellowship in the 2019 ARC salary and stipend rates for Discover and Linkage document. Eligibility for this funding is assessed and confirmed by the Research Accounting Team.
Once this has been confirmed by the Research Accounting Team, the remainder of the parental leave (12 weeks) will be then be reimbursed from the LSL pool (including on-costs) .
Long service leave and parental leave
The Financial Planning and Analysis team will automatically process reimbursements to budget units based on the Earnings data report from HRMS. The payroll data will be analysed each month, with reimbursements being processed after the last pay for that month. The funds will be credited to the same department where the original costs were charged.
Career re-entry assistance
The Financial Planning and Analysis team will process reimbursements to eligible career re-entry applicants, the equivalent of 6 weeks’ pay per the EA clause 38.9. The budget units that the original leave costs were charged to will be reimbursed quarterly based on a customized report provided by HRMS.
For non-leave funding components (eg training), the employee’s business unit would bear the cost first, and then seek reimbursement from the central pool. In this instance, HR would be responsible for assessing the eligibility of assistance and co-ordinating the required approvals with the relevant supervisors. Advice would then be provided to the FPA team in writing to confirm the release of funding.
Extended sick leave
For extended sick leave (beyond four weeks), area finance teams must submit a claim requesting reimbursement of leave payments made to staff. All claims and supporting documentation should be sent by email to CorporateBudgeting.firstname.lastname@example.org.
The claims must include the following details of the person who took leave:
- ANU ID
- Period of leave
- Proposed GLC to receive funds
Reimbursements (less the initial four weeks) will be processed in arrears via journal entry to account 5007R following approval of the claim.
Parental leave means the birth-related parental leave, placement-related parental (adoption) leave, partner leave and primary carer leave
Budget units means the research schools, faculties, centres, and administration areas across the University.