Manual of Policies and Procedures

B/6.9 Reduced working year scheme

Contact Officer

Associate Director, Human Resources (Workplace Relations)

Approval Date

21/12/2010

Approval Authority

Vice-Chancellor and President

Date of Next Review

01/03/2014

6.9.1 Policy principle
6.9.2 Application
6.9.3 Approval
6.9.4 Entitlement
6.9.5 Conditions
Related Documents
Modification History

6.9.1 Policy principle

The reduced working year scheme is intended to provide flexibility in employment for staff members with family responsibilities and for staff who wish to extend their leave options for personal reasons.

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6.9.2 Application

This policy applies to all staff (excluding casual professional and sessional academic staff).

For academic staff, the teaching load undertaken across the year will be at the appropriate proportion of that of a staff member in an equivalent area who is working for the full 52 weeks.

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6.9.3 Approval

Staff members must apply to their supervisor for agreement to work a reduced working year. Staff participation in the scheme is optional and at the request of the staff member. Approval to participate in the scheme will depend on balancing operational requirements with increased flexibility options and choice for staff. Performance decisions will be based on the proportion of work appropriate to the position.

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6.9.4 Entitlement

Under the reduced working year scheme, within a 12 month period, a staff member is entitled to have up to eight weeks paid leave in addition to the normal four weeks recreation leave, with a commensurate reduction in total salary rate for the 12 month period. The additional leave (up to eight weeks) provided to the staff member under the reduced working year scheme will not attract leave loading.

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6.9.5 Conditions

(a) Participation in the reduced working year scheme is for a period of one year and is to be renegotiated annually by the staff member and their supervisor (usually at the beginning of the year).

(b) An application to participate in the reduced working year scheme will be treated as an application for part-time appointment. Staff participating in the scheme will receive a reduced proportion of their annual salary, to be paid in fortnightly instalments.

(c) A staff member's participation in the reduced working year scheme will be recorded in writing and a copy of this record will be maintained on the staff member's personal file maintained by the Human Resources Department.

(d) All leave entitlements which accrue during the term of a staff member's participation in the reduced working year scheme are paid at the staff member's reduced proportional rate of salary.

(e) The four weeks recreation leave and up to eight weeks additional leave provided under the reduced working year scheme, must be taken during the period for which agreement to participate in the scheme has been reached. The staff member may also request to take leave in minimum blocks of one week during the year subject to the approval of the supervisor. For example, the staff member may request an additional six weeks to the four weeks recreation leave entitlement, totalling 10 weeks in one year, but nominate to take the leave in blocks of one week, three weeks, five weeks and one week throughout the year.

It is generally expected that the staff member and the supervisor will agree on the time of taking leave at the commencement of the 12 month period. Where a staff member is, for reasons beyond their control, unable to take the full leave within the agreed period, the staff member will not forfeit the accrued leave but seek to have the leave deferred to be taken at a later stage. If the supervisor and the staff member agree that such accrued leave cannot be deferred, the leave will be paid out.

(f) The timing of the normal four weeks recreation leave entitlement (ie that portion which does attract leave loading) will be recorded and processed by the Human Resources Department in the usual manner.

(g) All forms of leave accrued by a staff member prior to converting to the reduced working year scheme will be balanced as at the date immediately prior to converting to the scheme and will be available to the staff member at the rate at which it accrued.

(h) During the period a staff member participates in the reduced working year scheme, their superannuation contributions will reduce to the level based on their actual salary for that year. If a staff member wishes to maintain superannuation contributions at a notional full-time rate they will be responsible for making the necessary arrangements, through the University's Superannuation Officer (Human Resources Department), and for maintaining both the notional full-time rate for the staff member's contribution and the University's contribution.

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Related Documents

MOPP B/6.2 Recreation Leave

MOPP Appendix 3 - Schedule of Authorities and Delegations

QUT Enterprise Agreement (Academic Staff)
(QUT staff access only)

QUT Enterprise Agreement (Professional Staff)
(QUT staff access only)

Senior staff employment arrangements (QUT staff access only)

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Modification History

Date

Sections

Source

Details

17.11.14 B/6.9.2 Manager, Policy and Workplace Relations Editorial amendments to reflect the termination of the senior staff agreement

21.12.10

All

Human Resources Department

Periodic review - Minor editorial changes only

17.11.05

All

Vice-Chancellor

New policy

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