38.1. The University is committed to the preservation of Aboriginal and Torres Strait Islander culture and recognises that for many Aboriginal and Torres Strait Islander peoples, responsibilities to family, community and culture is pivotal to upholding the sense of cultural identity and integrity. Examples of these responsibilities include, but are not limited to:
caring responsibilities family and kinship ties;
cultural and ceremonial obligations;
key dates of significance and cultural events (i.e NAIDOC Week Celebrations, Sorry Day, National Reconciliation Week);
participation in Indigenous advisory councils and boards; and
sorry business (bereavement leave).
38.2. In order to fulfil family, cultural and community obligations, the University will support all Aboriginal and Torres Strait Islander staff members by providing ten days paid leave per calendar year (pro-rata in the case of part-time or part-year staff) to continuing and fixed-term Aboriginal and Torres Strait Islander staff to meet these obligations. This leave is not cumulative and is in addition to other forms of leave specified in this Agreement.
38.3. Staff members are also able to access personal leave entitlements in accordance with clause 35 (Personal and wellbeing leave).
38.4. All staff must advise their supervisor as soon as possible of their inability to attend work and submit an application for all periods of Aboriginal and Torres Strait Islander cultural leave.
38.5. Applications for Aboriginal and Torres Strait Islander cultural leave for the purpose of attending key dates of significance or cultural events in accordance with 38.1(c), will normally be submitted four weeks prior to leave to allow the work area to make appropriate staffing arrangements to cover the absence if necessary.