14. Modes of Employment
14.1 Full-time Employment
Full-time employment may be continuing or fixed term.
14.2 Fractional Employment
Fractional employment is employment for a fraction of full-time employment and may be offered on a continuing or fixed term basis. A fractional employee will receive the entitlements of a full time employee on a proportional basis.
14.3 Sessional Employment (Residential Colleges, Printery)
14.3.1 A sessional employee will be employed on a continuing basis for a minimum of 32 weeks per calendar year, known as ‘core weeks’. During ‘core weeks’ a sessional employee will work a minimum of 18 hours each week. Where a sessional employee works outside of the ‘core weeks’, less than 18 hours each week may be worked.
14.3.2 The sessional employee will be advised at the beginning of each year the weeks which constitute ‘core weeks’ and will be employed on a roster basis.
14.3.3 A sessional employee will be paid the ordinary hourly rate of a full-time employee of the equivalent USQ classification level (normally Step 1) plus a 10% loading.
14.3.4 A sessional employee will receive the entitlements of a full time employee on a proportional basis determined by the hours worked within the year, except where otherwise stated in this Agreement or by the relevant superannuation trust deeds.
14.3.5 Sessional employees and continuing fractional employees (Residential Colleges only) working approved shift work, will be paid a loading of 15%.
14.3.6 Where a sessional employee is called in to work, a minimum of three (3) hours at ‘sessional rates’ will be paid.
14.3.7 Where a sessional and continuing fractional employee’s roster (Residential Colleges) is changed without reasonable notice, overtime rates will apply.
14.4 Term Employees (Professional Employees)
A term employee may be engaged on a continuing basis with an accumulated minimum of 26 weeks work in the calendar year. A term employee will work a minimum of 15 hours each week. The University will advise the employee at the beginning of each calendar year which weeks they will be required to work. A term employee will receive the entitlements of a full time employee on a proportional basis.
14.5 Annualised Hours Employment (AHE)
An AHE employee may be engaged on a continuing or fixed term basis for a specific number of nominated hours within any one (1) year. For the purpose of payment, the total number of nominated hours will be averaged to a fortnightly salary. An employee will receive the entitlements of a full time employee on a proportional basis.
14.6 48/52 Weeks Per Year Working Arrangements
14.6.1 A full-time employee can apply to take up to eight (8) weeks annual leave in a year and receive 48 weeks’ salary, which would be payable over the full 52 weeks. This will be subject to agreement between the supervisor and the employee, and based on the needs of the area. Such arrangements, once approved, will commence at a mutually agreed time and remain in place for a period of 12 months. An employee will retain benefits accrued on a full-time or fractional basis and would then accrue benefits at the new fractional rate from the date of effect of the change.
14.6.2 An employee who terminates their services must be paid for the unexpired period of leave at the appropriate fractional rate based on the credit accrued. Where entitlements have accrued at the full-time rate any termination payments must be made at this rate.
14.6.3 Where an employee converts to a 48/52 week cycle, the supervisor must ensure that any reallocation of work is the subject of consultation with affected employees and does not create an unreasonable work allocation for any other employee.
14.6.4 An employee who elects to take up the 48/52 option may choose to maintain, subject to the requirement of the relevant superannuation scheme, the employee and/or employer’s superannuation contributions on a full-time basis, however the University will only be obligated to cover the cost of the employer contributions at the 48/52 rate.
14.6.5 This 48/52 arrangement will be in accordance with the procedures contained in Human Resources Policies and Procedures, and these procedures will not be changed without consultation with employees and the Unions through the Staff Consultative Committee.