c39285b8_f_Absence_Policy_and_Procedure__4
[0] 3b Parental - Partner (Paternity) [1] An Employee who is a father of, an expected or newly born child, or partner of, the birth mother or legal parent through adoption or a surrogacy arrangement, or who accepts responsibility for the care of an expected or newborn child. [2] A total absence of 52 weeks. This may include a maximum of two weeks paid partner leave and any accrued annual and long service leave. The two weeks paid leave can be taken as separate periods of at least a day. 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 taken during the period of absence. [3] A medical certificate is required which names the Employee's partner, states the partner is pregnant and indicates the expected date of birth, with details of any leave approved for the partner. The paid leave must commence between one week prior to the expected date of birth and five weeks after birth. The unpaid leave cannot extend beyond the child's first birthday. Where the partner of the birth mother is also an Employee of the University, the aggregate of any periods of leave must not exceed 52 weeks. Both the birth mother and the partner are entitled to take up to eight weeks of unpaid leave at the same time, commencing immediately after the birth or, by agreement, up to six weeks after the birth. The concurrent leave may be taken in separate periods. However, each period must not be less than two weeks, unless agreed by the relevant Delegate. An Employee is also entitled to six weeks paid primary care-giver's leave to be taken immediately following partner leave in relation to the child where they are the primary care-giver, and where the child's mother has not taken the six weeks primary care-giver's leave. 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, where the child's mother has not taken the further six weeks paid leave. This may be taken at a time agreed with the Employee's Supervisor, up to the child's second birthday. 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 where the Employee intends to access parental leave in excess of the two weeks paid partner leave. 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 where the Employee has taken parental leave in excess of the two weeks paid partner leave. [6] Paper-based utilising Absence Request Form [4] 
Category 4 Delegate or above
Leave of Absence Policy and Procedure
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