Employment categories

Categories of employment available at the University

Continuing Employment

Continuing employment is employment entered into for an indefinite period subject to the termination, change and redundancy provisions of the USQ Enterprise Agreement 2010-2013.

Fixed Term Employment

A fixed term employee may be appointed for a specified term or ascertainable period subject to the termination, change and redundancy provisions of the Enterprise Agreement.  These appointments will not normally be renewed and the employee should not have any expectation of continuity of employment. 

The use of fixed-term employment is limited to the employment of an employee engaged on work activity that comes within the description of one or more of the following circumstance:

Specific Task or Project means a definable work activity with a start date and which is expected to be completed within an anticipated timeframe. Without limiting the generality of that circumstance, a specific task or project may include a period of employment provided for from identifiable funding external to the employer, not being funding that is part of an operating grant from government or funding comprised of payments of fees made by, or on behalf of, students.

Research means work activity by an employee engaged on primarily research functions for a contract period not exceeding five years. 

Replacement employee is an employee who is:

  • undertaking work activity replacing a full-time or fractional employee for a definable period for which the latter is either on authorised leave of absence or is temporarily seconded away from their usual work area; or
  • performing the duties of a vacant position for which the University has made a definite decision to fill and has commenced recruitment action or a position the normal occupant of which is performing higher duties pending the outcome of recruitment action initiated by the University, until a full-time or fractional employee is engaged for the vacant position or vacant higher duties position as applicable.

Recent professional practice employment means an employee who is engaged where a curriculum in a professional or vocational education requires that work be undertaken by a person to be engaged who has recent practical or commercial experience.  Practice or commercial practice will be considered as 'recent' only when it has occurred in the previous two years.

Pre-retirement contract is where a full-time or fractional employee declares an intention to retire, the employee may seek to enter into a pre-retirement fixed term appointment for a period of up to five years.

Studentship is a fixed term appointment where a person is enrolled as a student provided that:

  • the work is normally within the student’s academic unit or an associated research unit of that academic unit; and
  • the work activity is generally related to the degree program that the student is undertaking within the academic unit.

Such employment:

  • is for a period that does not extend beyond, or that expires at the end of, the academic year in which the person ceases to be a student, including any period that the person is not enrolled as a student but is still completing postgraduate work or is awaiting results; and
  • will not be offered or made on the condition that the person offered the employment undertake the studentship.

Employment in a new area of activity is a fixed term appointment that is offered where the University introduces a new area of activity which requires additional position(s) and there is a demonstrable special case that resources for the position cannot be guaranteed beyond the specified term of employment. Any use of fixed term employment under this clause will be for a maximum period of three years and will be regularly reported to the Staff Consultative Committee.

Disestablishment of an area is where an organisational work area consisting of at least three employees (or in consultation with the relevant union(s) through the Staff Consultative Committee, fewer employees) has been the subject of a decision by the University to discontinue that work, fixed term employment may be offered in that area for a maximum period of three years.

An apprenticeship or traineeship is employment which is offered pursuant to the approval of the apprenticeship or traineeship by the relevant Sate or Territory training authority.

A terminating fixed term employee with over twelve months continuous service who has had more than one contract for a specific task or project, or research, may be entitled to a following severance payment.

Casual Employment

A casual employee is engaged and paid on an hourly basis, with a loading to compensate for benefits (such as sick and recreation leave) for which a casual employee is not eligible.  A casual employee is appointed to work an irregular pattern of hours on an intermittent or irregular basis, up to the full-time equivalent.

Modes of employment available at the University

Full-time

Full-time employment means in the case of a professional employee an engagement of a minimum of 36 hours per week. In the case of an academic employee a full-time work load is determined in consultation with the employee's Category 3 Delegate or above.

Fractional

Fractional employment means an employee may be engaged for a fraction of a full-time employment. Entitlements are calculated on a proportional basis determined by the fractional engagement.

Annualised Hours

Annualised hours employees are engaged for an agreed number of hours within a twelve month period. Annualised hours employees will be paid fortnightly at an amount calculated by averaging the total number of nominated hours (including the recreation leave component) to a fortnightly salary. 

Sessional

Employees in the Residential Colleges and Printery may be employed on a sessional basis.  Sessional employees are engaged for a minimum of 32 weeks per year and for a minimum of 18 hours per week normally to accommodate workflow 'peaks or troughs'.  Sessional employees receive a 10% loading on the equivalent hourly rate for full-time employees for hours worked in the fortnight.  A sessional employee will receive the entitlements of a full-time employee on a proportional basis determined by the hours worked within the year.

Term

Term employees are engaged on a continuing basis for a minimum of 26 weeks in a calendar year and works for a minimum of 15 hours per week.  Term employees are advised at the beginning of each calendar year as to which weeks they are required to work.  Term employees are paid fortnightly at a proportional rate to a full-time employee for the hours worked in the fortnight.

48/52 Weeks Per Year

A full-time employee can apply to take up to eight weeks annual leave in a year and receive 48 weeks salary, which would be payable over the full 52 weeks (ie the employee may work 44 weeks of a negotiated 12 month period).   An employee participating in the 48/52 scheme has effectively had 4 weeks leave without pay approved but rather than lose the value of the 4 weeks salary in one period, the employee has obtained approval to spread the salary impact of 4 weeks leave without pay over 26 pay periods.  

Modes of employment applicable to each category of employment

It is important to note that specific categories of employment have specific modes of employment which apply only to them.  The diagram below shows that continuing employment can utilise all the modes of employment, whereas fixed term employment can only utilise full time, factional, annualised hours and 48/52 weeks per year modes of employment.

Mode of Employment

 

Continuing Employment

 

 Fixed Term Employment

 

Full-time

Yes

 

Yes

 

Fractional

Yes

 

Yes

 

Annualised Hours

Yes

 

Yes

 

48/52 Weeks Per Year

Yes

 

Yes

 

Sessional

Yes

 

No

 

Term

Yes

 

No