c39285b8_f_Absence_Policy_and_Procedure__4
[0] 3a Parental - Maternity [1] An Employee with 12 months continuous service as at the medically certified expected date of birth. Any Employee who has complied with the notice and evidence requirements (regardless of their length of service) is entitled to be transferred to a safe job because of illness, or risks arising out of the pregnancy or hazards connected with the Employee's position. [2] A total absence of 52 weeks. This may include a maximum of 14 weeks paid maternity leave, six weeks paid primary care-giver's leave and an additional six weeks paid leave, plus any accrued annual and long service leave. An Employee who does not have 12 months continuous service is entitled to a maximum of 26 weeks leave without pay, and any accrued annual leave may be taken during the period of absence. For the period of paid leave, an Employee will be paid salary at the rate calculated on the Employee's average service fraction over the preceding 12 month period prior to the commencement of paid leave. A casual Employee with 12 months service is entitled to unpaid leave. [3] A medical certificate is required indicating expected date of birth with a statutory declaration stating the period of any parental leave sought by the Employee's partner if also an Employee of the University. Leave may begin up to 20 weeks prior to the expected date of birth, or earlier where certified by a medical practitioner. Otherwise paid Maternity Leave will commence from the date of birth of the child, and will be continuous for the 14 week period. Where an Employee is on paid maternity leave, personal leave will not be granted for normal pregnancy but may be granted by the Executive Director, HR after medical advice has been considered in respect of abnormal conditions associated with the pregnancy. Where, in the opinion of a registered medical practitioner, illness or risks arising from pregnancy or hazards connected with the work assigned to the Employee, make it inadvisable for the Employee to continue in their present work, the Employee will, if the University deems it practical, be transferred to a safe job until the beginning of maternity leave. If the transfer to a safe job is not practical, the Employee may, or the University may require the Employee to, take leave for such period as is certified necessary by a registered medical practitioner. Where a safe job is not able to be located, paid leave will be granted to Employees who are entitled to paid or unpaid parental leave, and who have complied with notice and evidence requirements. Employees not entitled to paid or unpaid parental leave will be entitled to unpaid leave in these same circumstances. Once leave has begun the Employee is required to remain absent for at least six weeks from date of birth. Where an Employee suffers illness related to pregnancy, for as long as a doctor certifies it to be necessary, or for the period granted by the Delegated Officer in relation to special leave, the Employee is entitled to apply for the following types of leave: paid personal leave, either instead of, or as well as, special maternity leave, and/or unpaid leave (“special maternity leave”), and/or paid special leave. Where a pregnancy terminates in other than the birth of a living child or where the child dies during the period of paid maternity leave, the Employee shall continue to be entitled to apply for: paid special leave, and resume work at a time mutually agreed between the University and the Employee which will not exceed five weeks from the date of notice in writing by the Employee to the University that he/she desires to resume work. In considering applications for paid special leave, the Delegated Officer will take into account the period of maternity leave entitlement. An Employee is entitled to six weeks paid primary care-giver's leave to be taken immediately following maternity leave taken in relation to the child where they are the primary care-giver. An Employee who is entitled to access primary caregiver's leave for a child may access a total of a further six weeks of paid leave for the same child. This may be taken at a time agreed with the Employee's Supervisor, up to the child's second birthday. The unpaid leave cannot extend beyond the child's first birthday, except as provided for in relation to the additional six weeks paid leave. Where the Employee's partner is also a University Employee, the aggregate leave must not exceed 52 weeks. Both parents can take up to eight weeks of their unpaid leave at the same time, starting immediately after the birth or, by agreement with the relevant Delegate, up to six weeks after the birth. The concurrent leave may be taken in separate periods, but each period must not be less than two weeks, unless agreed by the Delegate. An Employee may return to work after Parental Leave on either a full-time or fractional basis for a maximum period of two years from the return to work date by mutual agreement with the Category 4 Delegate or above (refer to 3d Parental - General for more information). There is an expectation that an Employee who accesses paid components of parental leave will return to the workplace for at least three months following the period of parental leave. The University may require any monies to be refunded should an Employee resign following the period of parental leave. [5] 10 weeks written notice to the Supervisor stating expected date of birth. Absence Request Form to be submitted four weeks prior to start of leave indicating the period of leave to be taken. If both parents are University Employees and if concurrent unpaid leave is to be taken in a second or subsequent period, four weeks notice is to be provided. Written notice of intention to return to work must be given at least four weeks prior to end of parental leave. [6] Paper-based utilising Absence Request Form [4] 
Category 4 Delegate or above
Leave of Absence Policy and Procedure
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