B/6.4 Long service leave
Policy Owner | Vice-President (People) and Chief People Officer |
Approval Date | 14/03/2023 |
Approval Authority | Vice-Chancellor and President |
Date of Next Review | 31/03/2028 |
6.4.1 Purpose
6.4.2 Application
6.4.3 Roles and responsibilities
6.4.4 Long service entitlement
6.4.5 Taking of accrued long service leave
6.4.6 Option for partial cashing out of accrued long service leave
6.4.7 Deferment of long service leave
6.4.8 Sickness while on long service leave
6.4.9 Requirement to take long service leave
6.4.10 Entitlement upon cessation of employment with the University
6.4.11 Recognition of prior service for the purposes of long service leave entitlements
6.4.12 Exceptions to policy
6.4.13 Delegations
Related Documents
Modification History
6.4.1 Purpose
The University values a safe, supportive and healthy working environment for all staff which enables and promotes work/life balance. In support of this core value, staff members are encouraged to access the leave available to them to promote a healthier workplace.
Supervisors and staff are encouraged to adopt a cooperative approach to leave management to ensure that staff have the opportunity to take accrued long service leave at a mutually convenient time. Applications for long service leave will therefore not be unreasonably refused, having regard to the operational requirements of the University. Staff must ensure that timely notice is given of the required period of leave, and must apply for leave online for approval in accordance with the Register of Authorities and Delegations (QUT staff access only)6.4.2 Application
This policy applies to all staff of the University.
6.4.3 Roles and responsibilities
Position |
Responsibility |
|---|---|
|
Professional staff |
|
|
Academic staff |
|
| Senior staff |
|
| Supervisor/Manager |
|
| Executive Dean of Faculty/Head of Division |
|
| Vice-President (People) and Chief People Officer |
|
6.4.4 Long service leave entitlement
Full-time staff
A full-time staff member who has completed seven years of continuous service with the University will be entitled to paid long service leave at the rate of 6.5 working days for each year of continuous service and a proportionate amount for part of an incomplete year.
Part-time staff
A part-time staff member who has completed seven years of continuous service with the University will be entitled to paid long service leave. Part-time staff members accrue long service leave entitlements on a proportional basis of the full-time entitlement.
Casual professional staff and sessional academic staff
Casual professional staff and sessional academic staff are entitled to long service leave after seven years of continuous service completed with the University on or after 21 June 1990. Any entitlement to long service leave for service prior to 21 June 1990 for casual/sessional staff will be considered on a case by case basis by the Vice-President (People) and Chief People Officer.
The long service leave entitlement for casual/sessional staff is calculated as follows:
Academic staff: Actual Units x 0.025 x hourly rate
Professional staff: Total Hours x 0.025 x hourly rate
The "hourly rate" is as defined in the Enterprise Agreement (Academic Staff) (Clause 24) and the Enterprise Agreement (Professional Staff) (Clause 37). For sessional academic staff "actual units" means the total hours paid.
6.4.5 Taking of accrued long service leave
Staff may take accrued long service leave in minimum periods of one day, as approved by the relevant authorising officer in the Register of Authorities and Delegations (QUT staff access only).
Long service leave in excess of one week
For long service leave in excess of one week a professional staff member must apply at least three months prior to the date the leave is to begin unless otherwise agreed by the authorising officer.
Academic staff are entitled to take long service leave at a time of their choosing. Academic staff must apply for long service leave at least six months prior to the date the leave is to begin unless otherwise agreed by the authorising officer.
Senior staff must apply for long service leave at least six months prior to the date the leave is to begin unless otherwise agreed by the authorising officer.
Where a staff member requests to take long service leave in excess of one week, and in one continuous period, a staff member may request to take their leave at half pay subject to operational requirements and conditions in the Requirement to take long service leave section (B/6.4.9).
6.4.6 Option for partial cashing out of accrued long service leave
During their employment with the University, ongoing or fixed-term staff may seek a partial cashing out of accrued long service leave in exceptional circumstances on the grounds of compassionate or financial hardship.
A staff member must submit an application in writing to the authorising officer in accordance with the Register of Authorities and Delegations (QUT staff access only), outlining the exceptional circumstance(s) and provide relevant contextual information for consideration. In assessing an application for payment, the authorising officer may consult the Vice-President (People) and Chief People Officer. Additional information may be requested to assist in making a determination.6.4.7 Deferment of long service leave
A period of approved long service leave may be deferred in exceptional circumstances, including emergencies. Where the University is responsible for the deferred period of approved leave, the authorising officer will give details of the circumstances to the staff member and, where applicable, authorise reimbursement to the staff member for any expenses reasonably incurred as a result of the deferral.
The period of deferral will not exceed three months unless mutually agreed between the authorising officer and the staff member.6.4.8 Sickness while on long service leave
A staff member who becomes ill for three or more consecutive working days during long service leave may claim personal leave instead of long service leave by submitting a certificate from a registered health practitioner (registered health practitioner is defined in the Personal leave, additional personal leave, and compassionate leave policy (B/6.3)) for the period of the illness to the authorising officer.
6.4.9 Requirement to take long service leave
In support of a healthy, safe and supportive working environment, staff members are encouraged not to accrue leave in excess of 70 working days.
Upon accrual of 70 working days, a supervisor is encouraged to meet with the staff member to discuss future plans to take long service leave.
The University will only direct staff to take long service leave in accordance with the National Employment Standards (NES). For academic and professional staff who have accrued leave in excess of 90 days, the University may direct the staff member to take long service leave. The Vice-President (People) and Chief People Officer will give at least 12 months written notice that leave should be taken (where otherwise agreed with the staff member, this notice may be waived).
Further:
- the staff member's long service leave accrual after having taken the leave should not exceed 60 working days
- the staff member will not be required to take a further period of long service leave for two years after the end of the period of leave taken.
A staff member will not be required to take long service leave within 24 months of an intended date of retirement where the staff member submits written notice of the intended date of retirement to the Vice-President (People) and Chief People Officer.
6.4.10 Entitlement upon cessation of employment with the University
A staff member will receive payment for accrued long service leave calculated at the date of cessation of employment (unless required as payment to recover amounts payable to the University).
A staff member will be paid pro-rata long service leave if their employment ceases as a result of:
- voluntary or involuntary redundancy
- voluntary early retirement, excluding pre-retirement employment arrangements (B/7.5)
- retirement due to ill health, as supported by appropriate medical documentation.
For ongoing and fixed-term staff, payment will be calculated based on the following:
- the staff member’s salary as at the date of cessation of employment
- for staff who have worked varied hours during their ongoing or fixed-term employment, as the actual percentage of full-time employment over the full period of that service.
For casual professional staff and sessional academic staff, or for staff who have performed some casual work as part of their period of employment, long service leave for the period of casual/sessional employment will be calculated in accordance with B/6.4.4.
6.4.11 Recognition of prior service for the purposes of long service leave entitlements
For ongoing and fixed-term staff, accrued full-time and/or part-time continuous service from the last related employer only may be recognised for purposes of long service leave credits, where the following conditions have been met:
- For academic staff, there is no more than a three month break in employment between the previous related employment and appointment to the University. Where a staff member has received no payment by their previous employer for accrued long service leave in related employment or no leave has been taken, all relevant service will be recognised by the University for the purpose of calculating long service leave entitlements.
- For professional staff, there is no more than a three month break in employment between the previous related employment and appointment to the University. Where a staff member has received no payment by the previous employer for accrued long service leave in related employment or no leave has been taken, the University will grant up to five years’ credit for the purpose of calculating long service leave entitlements.
- For senior staff, there is no more than a three month break in employment between the previous related employment and the appointment to the University. Where a staff member has received no payment by the previous employer for accrued long service leave in related employment or no leave has been taken, the University will grant up to five years’ credit for the purpose of calculating long service leave entitlements.
- Related employment will be determined by the Vice-President (People) and Chief People Officer or nominee and will include employment at another Australian university or public sector agency.
For eligible staff, long service leave will not be granted until the staff member has completed at least three years of continuous service at the University.
Staff eligible for payment for long service leave by the previous employer
The University does not accept responsibility for the payment of a long service leave liability for a new staff member who was eligible to be paid accrued long service leave when they ceased employment with their previous employer.
Application for recognition of prior service
A staff member must submit an application for recognition of prior service in writing to the Human Resources Department as soon as possible, and no later than 12 months, after commencing employment with the University. A person who is no longer employed by the University is not eligible to make a retrospective application for recognition of prior service.
6.4.12 Exceptions to policy
The Vice-President (People) and Chief People Officer is authorised to approve variations to this policy in exceptional circumstances. Any such variation will be recorded by the Human Resources Department.
6.4.13 Delegations
Refer to Register of Authorities and Delegations (VC108, VC110, VC178) (QUT staff access only).
Related Documents
MOPP B/6.3 Sick/carer's leave, personal leave, and compassionate leave
MOPP B/7.5 Pre-retirement employment arrangements
QUT Enterprise Agreement (Academic Staff) (QUT staff access only)
QUT Enterprise Agreement (Professional Staff) (QUT staff access only)
QUT Digital Workplace - People: Taking leave (QUT staff access only)
National Employment Standards – Long service leave
Modification History
|
Date |
Sections |
Source |
Details |
| 14.03.23 | All | Vice-President (People) and Chief People Officer |
Periodic review - policy revised to reflect change to the industrial instruments - effective 31.03.23 |
| 26.07.22 | All | Vice-Chancellor and President | Revised to update position title from Executive Director, Human Resources to Vice-President (People) and Chief People Officer |
| 27.01.22 | B/6.4.5, B/6.4.6, B/6.4.9, B/6.4.10, B/6.4.11 | Director, Human Resources - Centres of Expertise | Revised policy to align with revised HR delegations and to remove references to the EA COVID-19 Schedule |
| 20.08.20 | B/6.4.9, B/6.4.11 | Associate Director, Human Resources (Workplace Relations) | Revised to reflect the Enterprise Agreement Variations |
| 17.10.19 | B/6.4.6 | Associate Director, Human Resources (Workplace Relations) | Administrative amendment to reflect the current industrial instrument |
| 19.09.17 | All | Vice-Chancellor | Revised and simplified policy |
| 25.01.16 | All | Vice-Chancellor | Revised policy |
| 14.10.13 | B/6.4.6 | Vice-Chancellor | Policy revised to reflect the Human Resource Director may direct staff to take long service leave |
24.01.11 |
All |
Vice-Chancellor |
Periodic review - policy revised to reflect the current industrial instrument |
04.08.08 |
B/6.4.6 |
Director, Governance Services |
Editorial amendment to remove reference to prior dates relating to accrual of long service leave |
|
17.11.05 |
All |
Vice-Chancellor |
New policy |