36.1. A staff member may take all or part of their accrued long service entitlement after ten years’ continuous service.
36.2. Long service leave is accrued at the rate of 1.3 weeks for every year of paid service.
36.3. Accrued long service leave may subsequently be taken at any time subject to notification, minimum period requirements and the University’s operational requirements.
36.4. The normal minimum period of long service leave that may be taken is one week subject to any exceptions stated below.
36.5. Nothing prevents a staff member making an application to:
cash out part of their long service leave due to hardship, subject to approval of the Chief People Officer; and/or
have the long service leave payment made in a manner assisting the staff member, subject to approval of the local area delegate. For example: working four days a week and being paid one day long service leave on a weekly basis for a defined period.
36.6. For the purposes of long service leave, the salary will include:
higher duties allowance at the rate in force at the date of commencement of the leave or date of payment, provided that the staff member has performed the higher duties for at least 12 months at the date of commencement of leave or the date of payment; and
long service allowance at the rate in force at the date of commencement of leave or the date of payment.
36.7. A staff member may, subject to the operational requirements of the University, take extended leave long service leave on half pay (instead of a shorter period on full pay).
36.8. Subject to the conditions governing annual leave, a staff member may add to the period of absence on long service leave:
annual leave; and
a public holiday which falls within or adjoins the long service leave period.
36.9. A staff member who becomes ill during a period of long service leave, where that illness is substantiated by a medical certificate, may apply to have their long service leave entitlement re-credited for the period covered by the medical certificate where they take the personal leave provided for in clause 35 (Personal leave).
Pro-rata leave for part-time and casual staff members
36.10. Where a staff member works on a part-time or casual basis for part or all of the period of employment, they will be paid long service leave entitlements pro rata, based on the full-time salary at the time of leave, for the period of leave having regard to employment over the ten year qualifying period.
Long service leave notice periods
36.11. Where a staff member gives not less than six months’ notice, the time of taking long service leave will be at their choosing, unless the University establishes in exceptional circumstances that arrangements cannot reasonably be put in place that would allow the leave to be taken at the requested time.
36.12. Where a staff member gives less than six months’ notice, an application for long service leave will be considered subject to the operational requirements of the University.
36.13. This notice period does not apply where a staff member applies for long service leave during a period of approved unpaid parental leave.
Excess long service leave management
36.14. A staff member who has accrued more than 15 weeks’ long service leave entitlements may be required, on six months’ written notice, to take up to seven weeks of such leave at a time convenient to the University. A staff member who has given written notice of their intention to retire will not be required to take long service leave within 24 months of retirement.
36.15. Where a staff member has not sufficiently reduced their long service leave balance after receiving written notice in accordance with clause 36.14, the University will require the staff member to take the specified period of leave. A staff member will not be required to take the specified period of leave where an agreed leave management plan has been approved.
Pay-out on cessation of employment
36.16. A staff member who ceases employment before their ten year qualifying period for long service leave will be entitled to payment equivalent to salary for the period of accrued leave if their period of continuous employment is not less than the relevant minimum qualifying period specified in the following table:
Minimum qualifying period (years)
(b) Ceasing employment on the grounds of ill health;
(c) Death in service; or
(e) Cessation of a continuing (contingent funded) appointment in circumstances where the staff member would be entitled to severance pay in accordance with clause 12.12 (Continuing (contingent funded) appointments - eligibility for severance payments); or
(f) Expiry of a fixed term appointment in circumstances where the staff member would be entitled to severance pay in accordance with clause 56 (Eligibility for severance payments).
(g) Resignation; or
(i) Cessation of casual employment