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Personnel Policy and Procedures Manual 8. Hours and Related Conditions |
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[? Search] [Top] [Contents]
[Prev: 7. Employee Movements and Changes]
[Next: 9. Leave]
- 8.1. Hours of Work: Professional Staff
- 8.1.1. Overview
- 8.1.2. References
- 8.1.3. Hours of Work - Professional Staff
- 8.1.4. Overtime
- 8.2. Change in Hours of Work
- 8.2.1. Overview
- 8.2.2. References
- 8.2.3. Policy
- 8.2.4. Procedures
- 8.3. Change of working days
- 8.3.1. Policy
- 8.3.2. Procedure
- 8.4. Increments and Accelerated Increments
- 8.4.1. Overview
- 8.4.2. References
- 8.4.3. Timing
- 8.4.4. Awarding increment
- 8.4.5. Awarding Accelerated Increment
- 8.4.6. Deferral and denial of an increment due to underperformance
- 8.4.7. Deferral of an increment due to leave without salary
- 8.4.8. Denial of increment
- 8.4.9. Approvals
- 8.4.10. Procedures
- 8.5. On Call and Out of Hours Work
- 8.6. Trades and Services Conditions - Property and Campus Services Staff Only
- 8.6.1. Overview
- 8.6.2. References
- 8.6.3. Policy
- 8.7. Workload Management
- 8.7.1. Overview
- 8.7.2. References
- 8.7.3. Policy
- 8.7.4. Procedures
(Updated: July 2006)
The following entry provides general policy and procedures for the ordinary hour of work for Professional Staff employed by the university. Your relevant Human Resources Consultant can provide further information about local variations to these arrangements where relevant.
The University of Melbourne Enterprise Agreement 2006
Workplace Relations Act 1996 (Workplace Relations Regulations amendments 2006)
The hours of duty for a full-time staff member are 8.45am to 5.00pm which includes a 1 hour lunch break (7 hours and 15 minutes per day).
In circumstances where a Department agrees for staff member(s) to work different standard hours of work per day, the Department in conjunction with the staff member(s) will be required to keep records of the start and finishing times for audit purposes. These records are to be kept within the Department.
The different standard hours may include arrangements such as flexi time (seeSection 8.1.3.9, Section 8.1.3.10 and Section 8.1.3.11), nine day fortnight or nineteen day month.
The ordinary hours of work for a full-time professional staff member will not exceed 36.25 hours per week, or 72.50 hours per fortnight.
All professional staff (excludes trades and services staff)
The spread of ordinary hours for day work is from 7.30am to 7.30pm, five days per week.
All trades and services staff employed in the Department of Property and Campus Services
The spread of hours for trades and services staff (refer Section 8.6), is from 6.30am to 6.30pm worked from Monday to Friday inclusive.
The ordinary working days are Monday to Friday inclusive. Where a Professional Staff member is classified at or below Professional Level 6, by mutual agreement in writing between the University and the staff member, he or she may agree to substitute Saturday and/or Sunday for a week day, in which case Saturday and/or Sunday will be treated as an ordinary working day (a week day). Where a Professional Staff member agrees to vary their ordinary working days, the staff member will receive a 25% penalty loading for the ordinary hours worked on the Saturday and/or Sunday. These arrangements do not apply to Trades and Services staff (refer Section 8.6).
Where a Professional Staff member at Professional level 7 or above agrees to vary their ordinary working days to include a Saturday and/or a Sunday, the staff member will be entitled to time off in lieu at the rate of 25% of the time worked on those days.
The requirement to pay a 25% loading for Saturday and/or Sunday work, or provide time off in lieu at 25% under the arrangements outlined in Section 8.1.3.4 and Section 8.1.3.5 respectively, will expire on 31 August 2008, the nominal expiry date of the University's Enterprise Agreement 2006.
Where a Professional Staff member agrees to vary their ordinary days of work in accordance with Section 8.1.3.4 or Section 8.1.3.5, the staff member will have the right to request to revert to working weekdays on the grounds of the staff member's personal circumstances including family responsibilities. In these circumstances, the University will not unreasonably refuse such a request. The staff member will normally make any such request a minimum of 3 months prior to the intended date of the reversion.
Where the University agrees to vary the ordinary working days of a Professional Staff member in accordance with Section 8.1.3.4 or Section 8.1.3.5, the University will have the right to vary those previously agreed arrangements where the work on those days is no longer required, for health and safety reasons or where the operational funding is reduced and those arrangements can no longer be afforded. In these circumstances, the staff member will not unreasonably refuse such a request. The University will normally provide a minimum of 3 months notice to the staff member.
Shift work is performed when a member of staff is instructed by the University to start or finish his or her ordinary hours of duty, other than overtime, outside the spread of ordinary hours specified in Section 8.1.3.3.
Staff members will be given 7 days, including 5 working days notice of a requirement to work or cease working shifts, or to change times for starting or finishing work.
A staff member who performs shift work will be paid an additional loading of 15% of salary per day.
Where the University requires a person engaged for ordinary hours for day work to move to shift work, it may request the staff member to vary his or her hours of attendance, in which case the staff member will be eligible for shift allowance. The staff member will not unreasonably refuse a request to move to shift work.
The introduction of flexible hours into any area is subject to the observation of a number of basic principles that safeguard operational efficiency and services provided by the staff units concerned. Feasibility of flexible working hours is based on cooperation and trust among staff, supervisors, and management. Staff levels must be adequate at all times to ensure effective communication and the proper discharge of day-to-day departmental functions and responsibilities.
Deans or Heads of Departments should apply for approval to the Vice-Principal (Human Resources) if they wish to introduce flexible working hours for their Professional Staff.
The following rules apply to flexible working schemes.
Staff must record on a formal timesheet arrival and departure times for start and finish of work, lunch, and any absences on private business, e.g. medical and dental appointments.
No staff member working in an area where flexible working hours have been approved may exclude himself or herself from the scheme.
Any time worked outside standard hours must be by arrangement between supervisors and staff.
Core time (periods when all staff are required to be on duty, except when on approved leave): 10.00 a.m. - 12 noon and 2.00 p.m. - 4.00 p.m.
Flexible Periods:
7.30 a.m. - 10.00 a.m. (period during which staff may commence work)
12.00 noon - 2.00 p.m. (period during which staff may vary meal break)
4.00 p.m. - 6.30 p.m. (period during which staff may leave work)
Staff must be present during core time (unless on scheduled or approved leave) but subject to their duties and the consent of their supervisor, are free to elect hours on duty in flexible periods. By prior arrangement between supervisor and staff member, a maximum of 2 days scheduled leave may be taken per 4 weeks.
The settlement period for flexible working hours is 2 weeks; i.e. 72.50 hours must be worked for each fortnight, between the hours of 7.30 a.m. and 7.30 p.m. Up to 1 day debit or credit may be carried over from 1 fortnight to the next.
Core time: (periods when all staff are required to be on duty, except when on approved leave):10.00 a.m. - 12.00 noon and 2.00 p.m. - 4.00 p.m. For staff who work flexi time arrangements and who commence work before 7.30am. Section 8.1.3.8 will not apply and a shift allowance will not be payable.
Flexible Periods:
7.00 a.m. - 10.00 a.m.
12.00 noon - 2.00 p.m.
4.00 p.m. - 7.30 p.m.
All staff must be on duty during core time unless absent on scheduled or approved leave, or unless special permission has been given by the supervisor to vary core time because of special duties required outside of core time.
A maximum of 2 days may be taken off within one settlement period by staff members who have previously accumulated credit to cover leave. If a staff member does not have sufficient previously-accumulated credit carry-over, a maximum of 1 day may be taken in anticipation.
Settlement period consists of a 4-week period within which staff must work 145 hours subject to the credit/debit and carry-over provisions.
Time-recording equipment is used in the Baillieu Library for recording time worked. Staff members swipe their cards in the time recording device at the beginning of a work period (i.e. arriving at work, returning from meal break) and swipe their card through the time recording device at the end of a work period (i.e. leaving for meal break, finishing work).
The University may require a staff member to work reasonable hours in excess of the ordinary hours of duty, and the professional staff member will, on reasonable notice, working such overtime in accordance with the instructions of an authorised officer.
A staff member may refuse to work overtime in circumstances where working overtime would result in the staff member work hours which are unreasonable having regard to:
any risk to the staff member's health and safety;
the staff member's personal circumstances including any family responsibilities;
the needs of the workplace;
the notice (if any) given by the University of the overtime and by the staff member's intention to refuse it; and
any other relevant matter.
Except by mutual agreement, no professional staff member of staff is required to work a total amount of overtime in any tax year beyond that which would attract overtime payments equal to one-quarter of the member's annual gross salary (excluding overtime payments) for that tax year.
A member of professional staff who is directed to work over and above the ordinary number of weekly hours and whose substantive classification is at or below that of Professional Level 6 will be eligible to be paid for overtime worked (see Section 8.1.4.5 for current rate).
A member of professional staff who is directed to work over and above the ordinary number of weekly hours and whose substantive classification is at or above that of Professional Level 7 will be eligible to claim time off in lieu.
The staff member must document the hours worked, provide these details to their supervisor within five working days and discuss with their supervisors their arrangements for taking time off in lieu.
Eligibility requirements for paid overtime for casual staff will be in accordance with Section 8.1.4.2 and Section 8.1.4.3.
Overtime is payable to casual professional staff in respect of work in excess of 7.25 hours, on one day. In respect of such excess, the staff member shall receive the greater of the overtime rate that would apply to overtime worked on that day by an equivalent full-time staff member or the casual loading, but not both.
Where the casual is being paid at Professional level 7 or above, any additional hours works in excess of 7.25 hours per day, will be paid at the single rate with the casual loading.
Subject to Section 8.1.4.2 and Section 8.1.4.4 respectively, overtime will be paid for all work performed in excess of or outside the ordinary hours prescribed and calculated on a daily basis at the following rates:
Weekdays - time and a half for the first three hours and double time thereafter;
Saturdays - time and a half up to 12.00 noon (or the first three hours, whichever occurs first) and double time thereafter;
Sundays - double time;
University holidays - double time.
Time off in lieu
By mutual agreement only, a professional staff member, eligible for an overtime payment may be granted time off in lieu of overtime worked at a time convenient to the University, calculated at one and a half times the actual time worked.
Return to duty
Where a professional staff member who is eligible for overtime payment has completed the ordinary days work and is then given notice to return to duty on that day, payment at overtime rates will be made and the staff member will receive a minimum payment for three hours' work.
See Section 8.6.
Subject to Section 8.1.4.2 and Section 8.1.4.4 respectively, overtime will be paid for all work performed in excess of or outside the ordinary hours prescribed and calculated on a daily basis at the following rates:
Weekdays - time and a half for the first two hours and double time thereafter;
Saturdays - time and a half up to 12.00 noon (or the first two hours, whichever occurs first) and double time thereafter (minimum of three hours);
Sundays - double time (minimum of three hours);
University holidays (including Easter Saturday) prescribed in Section 8.1.4.14 University holidays - double time and a half (minimum of three hours).
Where the University requires a staff member to work overtime, a 10 hour break will be provided, wherever reasonably practical, prior to the next ordinary period of duty without loss of pay.
For further information on Call Out rates and standing by see Section 8.6.
Subject to the approval of the Head of Department where the staff member is employed, full-time professional staff and full-time research assistants may undertake additional casual work:
in other Departments of the University; or
in their own Department, where that work is not part of their normal day-time duties.
The duties of the position to which the staff member is appointed take precedence over the additional work, and the work undertaken will normally be outside the ordinary ours of work.
Staff cannot be directed to undertake additional casual work under these arrangements.
Staff will be paid for additional casual work:
at a rate approved by University Council for the work undertaken (eg. conferring ceremonies); or
the casual rate appropriate to the duties being undertaken.
If additional work is required, and full-time professional staff are directed to undertake it, those staff members must be paid overtime rates if they are classified at Professional Level 6 or below.
A staff member who undertakes additional casual work must be given a Casual Contract of Employment (HR20A or HR20G), which specifies the type of employment and informs the employee of the term of engagement at the time of the appointment.
If a staff member who is eligible to receive overtime payment is directed to work overtime and to start and/or finish at times when the usual means of transport between the home and place of work is not available, a travelling allowance will be payable, equal to the difference between the normal cost of the travel and the cost incurred through the use of a reasonable alternative means of transport.
Members of Professional Staff who are not eligible to receive payment for overtime will be reimbursed for all reasonable travelling expenses necessarily incurred if directed to work other than their ordinary hours of duty.
Professional Staff required to work beyond 9.00 p.m. who would otherwise have to travel home by public transport, or for whom no safe option for transport home exists, are entitled to take a taxi home. Taxi vouchers are available upon application to the Head of Department. Otherwise, a staff member will be reimbursed for the cost of the taxi fare on presentation of a receipt.
A HR8 Payroll Adjustment Form must be prepared by departments for each member who has worked overtime. This should be forwarded promptly to Salaries, Human Resources. Alternatively, overtime should be processed by Departments through Themis Self Service http://www.themis.unimelb.edu.au.
Details regarding the payment of a meal allowance are set out in Section 16.6.
In no case shall a staff member be required to work for more than five (5) hours without a break for a meal. Morning and afternoon tea breaks each of ten (10) minutes duration (to count as time worked) shall be allowed under arrangements acceptable to the University. Although time taken as a meal break must be indicated clearly on the HR8 Payroll Adjustment Form, it will not be included when overtime payment is assessed.
In order to maximise operational and personal flexibility, local work areas may agree to vary the timing of meal and tea breaks.
A staff member (other than a casual staff member) shall be entitled to the following holidays without loss of pay:
1 January (New Year's Day) or, if that day falls on a Saturday or Sunday, the following Monday;
26 January (Australia Day) or, if that day falls on a Saturday or Sunday, the following Monday;
Good Friday and the following Monday and Tuesday;
25 April (ANZAC Day);
the day observed to celebrate the anniversary of the Sovereign;
25 December (Christmas Day) or, if that day falls on a Saturday or Sunday, the 27 December;
26 December (Boxing Day) or, if that day falls on a Saturday or Sunday, the 28 December;
the days between Boxing Day and New Years Day;
any such other days, as the Vice-Chancellor shall declare; and
any day or days are gazetted in addition to or in substitution of any of the above mentioned days by proclamation or legislation.
Annual or sick leave are not deducted for an absence on these days. By agreement with their supervisor, a staff member may substitute a cultural or religious day of significance to the staff member for one of the university holidays.
Where a University holiday occurs during the period a staff member is absent on annual or sick leave, no deduction shall be made for that day from the staff member's annual or sick leave credits.
Staff who are away from duty without reasonable cause on the working day before and/or after a University holiday will not be entitled to be paid for the holiday.
(Last amendment: January 2005)
A staff member's time commitment to the university is established in his or her contract of employment. Circumstances may dictate or it may be mutually convenient to change a staff member's time commitment. Typically, hours might be increased to meet seasonal work demands, or to compensate for the absence of another staff member.
The university also has a scheme for fractional or part-time employment prior to retirement. Approved staff participating in this scheme may continue superannuation contributions at the full-time rate (see Section 20.7.3.2 for full details).
Administrative Committee Meeting No. 38 Minutes (11/11/92)
Council Minutes - September 2004
In all cases, the department's academic and/or administrative workload should be the prime consideration when altering a staff member's time commitment.
Staff members may negotiate with their Head of Department to increase or decrease their time commitment. Increases should be approved only where funds are available. Changes to time commitments may be made on a continuing basis, or for a specified period.
A change in time commitment for any staff member must have the staff member's approval.
A change in time commitment means a change in the employment contract. It is therefore reasonable for a manager, when renegotiating the employment contract, to require the staff member to nominate a retirement date, if relevant to the particular situation.
Please ensure that the following advice, endorsed by the Head of Department or Administrative Section, reaches Human Resources, in writing:
name, title and employee number of the staff member;
the date of the first day of the change in time commitment;
if applicable, the date of the last day of the period to which the change applies;
the number of the university position the staff member occupies;
specific details of the alteration.
The Head of Department or Head of Administrative Section can approve a staff member's change of time fraction.
The written advice should be received by Human Resources at least one week before the implementation of the new arrangement. This will reduce the possibility of overpayment of salary.
The Head of Department or Head of Administrative Section can approve a staff member's change of time fraction.
(New Section: January 2005)
A staff member who works less than full-time may negotiate with their supervisor to change their actual working day(s) or the number of hours actually worked on their existing working days, provided there is no overall increase or decrease in their overall time commitment. Such changes may be made on a continuing basis, or for a specified period and must have the staff member's approval.
The information required regarding a change in working days must be submitted to Human Resources on the HR6 Employee Payroll Variation Form, with the supervisor's approval.
(Last amendment: July 2006)
Section 12.6 Performance Development Framework must be read in conjunction with this Section.
The University's Performance Development Framework (PDF) provides the basis for decisions to be made in relation to incremental advancement. Incremental progression is not automatic and to be eligible, staff must participate in the PDF process. In accordance with the PDF, supervisors assess the staff member's performance according to the requirements of the position and the specific performance output required for the appropriate review period.
Council Minutes - September 2004
Personnel Policy and Procedures Section 12.6 Performance Development Framework (PDF)
University of Melbourne Enterprise Agreement 2006
Decisions on incremental advancement are made each year in the context of the PDF and conveyed to the staff member at least four weeks prior to the increment due date. Increments will be paid to eligible staff on their increment date, where performance is assessed as satisfactory or better during the appropriate review period. Given that increment dates vary it is possible that performance reviews will take place at a different time to increment decisions. It is important that a decision on incremental advancement should not be inconsistent with the substance of performance review interview/s.
An increment shall be awarded if a staff member has participated in the PDF process during the appropriate review period and performance has been assessed as satisfactory or better.
An accelerated increment may be awarded by those with level 2 delegated authority where there is documented evidence that the staff member's performance is assessed as outstanding and consistently and significantly exceeds expectations.
An increment shall be deferred for an initial period of no greater than six months where performance has been assessed as unsatisfactory and the staff member is subject to a performance improvement process (Refer Section ).
When the staff member has reached the agreed standard of performance within six months of the deferral, an increment shall be awarded from the date on which it is agreed that the staff member's performance is satisfactory.
An increment will be deferred if a staff member is on unpaid leave from the workplace for a period of greater than three (3) months. In these circumstances, the increment date will be moved for the total period of the unpaid leave.
Those with Level 2 delegated authority should take prior advice from HR before proceeding to deny an increment. An increment shall be denied if:
a staff member has refused to participate in the Performance Development Framework; or
a staff member's performance remains unsatisfactory following the completion of a performance improvement process; or
an increment has been deferred for six months and the staff member has not reached the agreed standard, the increment will be denied and the staff member shall be informed of this in writing by the Head of Department.
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HR Increment Forms will be produced by Human Resources and will be forwarded to the Head of Department who must ensure that the appropriate policy, procedures and authorisations have been followed for incremental movement and participation in the Performance Development Framework.
April 2007 : Policy currently under review.
(Updated: August 2006)
The provisions of this section shall only apply to Professional Trades and Services staff employed in Property and Campus Services Division who are engaged as:
Carpenters;
Painters;
Builders Labourers or Trades Assistants;
Plasterers;
Electricians;
Plumbers;
Mechanical/Electrical Technicians;
Electrical Mechanics; or
Gardeners or Horticultural Technicians.
The University of Melbourne Enterprise Agreement 2006, Schedule 2 (Professional Trades and Services Staff).
Special rates are not cumulative and the University is required to pay only one rate, namely the highest.
Below are the types of special rates that apply to specific trades and services staff and the circumstances in which they may claim those rates:
(a) Insulation Allowance
A staff member handling recognised insulating material such as insulwool, slagwool or aluminium foil insulation or a staff member in the immediate vicinity who is affected by the use of such material, shall be paid 40 cents per hour.
Eligible to claim allowance if engaged as: Carpenter, Painter, Builders Labourer, Plasterer, Electrician and Plumber.
(b) Hot Places
A staff member working for more than 1 hour in the shade in places where the temperature is raised by artificial means to between 46 and 54 degrees Celsius shall be paid 35 cents per hour; in places where the temperature exceeds 54 degrees Celsius a staff member shall be paid 40 cents per hour or part thereof.
Eligible to claim allowance if engaged as: Carpenter, Painter, Builders Labourer, Plasterer, Electrician and Plumber.
(c) Cold Places
A staff member working for more than 1 hour in places where the temperature is reduced by artificial means below 0 degrees Celsius shall be paid 35 cents per hour or pert thereof.
Eligible to claim allowance if engaged as: Carpenter, Painter, Builders Labourer, Plasterer, Electrician and Plumber.
(d) Confined Spaces
'Confined Space' means a compartment space, or place the dimension of which necessitates a staff member working in a stooped or otherwise cramped position, or without proper ventilation, and includes such space inside boilers, steam drums, mud drums, fire boxes of vertical or road vehicle boilers, furnaces, flues, combustion chambers, receivers, buoys, tanks, superheaters or economizers.
A staff member required to work in a confined space as defined, shall be paid 40 cents peer hour.
Eligible to claim allowance if engaged as: Carpenter, Painter, Builders Labourer, Plasterer and Electrician.
(e) Scaffold Work
A staff member required to work on any type of swing scaffold suspended by a rope or cable, bosun's chair etc. shall be paid $1.50 per hour.
Eligible to claim allowance if engaged as: Carpenter, Painter, Builders Labourer and Plasterer.
(f) Towers Allowance
A staff member required to work on a chimney stack, spire, tower, air shaft, cooling tower, water tower or silo, where the construction exceeds fifteen metres in height shall be paid 35 cents per hour, with an additional 35 cents per hour for work above each further fifteen metres.
Eligible to claim allowance if engaged as: Carpenter, Painter, Builders Labourer, Plasterer and Plumber.
(g) Toxic Substances
A staff member using toxic substances or material of a like nature shall be paid 45 cents per hour extra. A staff member working in close proximity to the staff members using toxic substances shall be paid 35 cents per hour extra.
For the purposes of this sub-clause, toxic substances shall include all epoxy based materials and all materials which include or require the addition of a catalyst hardener and reactive additives or two pack catalyst system.
Eligible to claim allowance if engaged as: Carpenter, Painter, Builders Labourer, Plasterer and Plumber.
(h) Toxic substances (disability allowance)
A staff member using toxic substances which shall include any herbicide, fungicide, insecticide, miticides, nemacitides and ovicides shall be paid 41 cents per hour for the disability incurred in wearing the appropriate protective clothing and equipment.
Eligible to claim allowance if engaged as: Gardener only.
(i) Bitumen Work
A staff member handling hot bitumen or asphalt or dipping materials in creosote, shall be paid 45 cents per hour.
Eligible to claim allowance if engaged as: Carpenter, Builders Labourer, Plasterer and Plumber.
(j) Computing Quantities
A staff member who is regularly required to compute or estimate quantities of materials in respect to the work performed by other staff members, shall be paid an additional $2.60 per day or part thereof.
Provided that this sub-clause shall not apply to a staff member currently in receipt of a leading hand allowance.
Eligible to claim allowance if engaged as: Carpenter, Painter and Plumber.
(k) Certificate Allowance
A tradesperson who is the holder of a scaffolding or rigging certificate issued by the Department of Labour and is required to act on that certificate whilst engaged on work requiring a certified person, shall be paid an additional 35 cents per hour.
Provided that this allowance shall not be payable cumulative on the allowance for scaffold work.
Eligible to claim allowance if engaged as: Carpenter, Painter and Plasterer.
(i) Height Money
A staff member working on any structure at a height of more that 9 metres where an adequate fixed support not less than 0.75 metres wide is not provided, shall be paid 35 per hour in addition to ordinary rates. This sub-clause shall not apply to a staff member working on a bosun's chair or swinging stage. This provision shall not apply in addition to the towers allowance.
Eligible to claim allowance if engaged as: Painter only.
A staff member engaged in the construction, erection, repair and/or maintenance of steel frame buildings, bridges, gasometres, or other structures, at a height in each case of 50 feet or more directly above the nearest horizontal plane - 20 cents per hour.
Eligible to claim allowance if engaged as: Electrician only.
(m) Second Hand Timber
Where a staff member, whilst working with second hand timber, damages his/her tools by nails, dumps or other foreign matter on the timber, they shall be entitled to an allowance of $1.40 per day on each day that their tools are damaged, provided that no allowance shall be payable under this sub-clause unless it is reported immediately to the staff member's supervisor.
Eligible to claim allowance if engaged as: Carpenter only.
(n) Roof Repairs
A staff member engaged on repairs to roofs shall be paid 45 cents per hour.
Eligible to claim allowance if engaged as: Carpenter only.
(o) Sanitary Works
A staff member working in sanitary works shall be paid 20 cents per hour extra.
Eligible to claim allowance if engaged as: Electrician only.
(p) Plaster or Composition Spray
A staff member using a plaster or composition spray shall be paid an additional amount of 35 cents perf hour while so engaged.
Eligible to claim allowance if engaged as: Plasterer only.
(q) Staff member Acting on Plumbers Licence
A staff member who is required to act on their Plumber's Licence, shall be paid an additional 60 cents per hour. Acting on their Plumber's Licence means signing of notices and assuming responsibility to relevant authorities.
Eligible to claim allowance if engaged as: Plumber only.
(r) Staff member Acting on Welding Certificate
A staff member requested by the University to hold the relevant qualifications required by various State Government bodies or other relevant authorities for pressure oxy-acetylene or electric welding, either manual or machine welding, and required by the University to act on such qualification, shall be paid 35 cents per hour.
Eligible to claim allowance if engaged as: Plumber only.
(s) Cutting Tiles
A staff member engaged on cutting tiles by electric saw shall be paid 44 cents per hour.
Eligible to claim allowance if engaged as: Plumber only.
A staff member rostered on standby by the University is required to hold him/herself in readiness to work after ordinary hours shall be paid a stand by allowance of $120 per week (over 7 days or pro rata for a lesser period). The allowance will be indexed in accordance with any University salary increases provided for in the University of Melbourne Enterprise Agreement 2006. A staff member in receipt of such an allowance shall be available to be recalled to work overtime by the University and will be paid in accordance with the Call out provisions in Section 8.6.3.4.
Where the University requires a staff member covered by this policy to be licenced and/or registered in his/her relevant trade, the University shall incur the costs for licencing/registration fees.
Where a staff member is recalled to wok after leaving the University, s/he will be entitled to a minimum of four hours for each call out at the call out rates below. A staff member will not be required to work the full four hours if the job s/he was recalled to perform is completed within a shorter period.
Call out does not apply in cases where it is customary for the staff member to return to the University to perform a specific job outside the staff member's ordinary working hours or where overtime is continuous.
Week days - time and a half for the first two hours and double time thereafter;
Saturdays - time and a half up to 12.00 noon (or the first two hours whichever occurs first) and double time thereafter;
Sundays - double time;
University holidays (including Easter Saturday) prescribed in Section 8.1.4.14 University holidays - double time and a half.
The University will supply all tools and materials necessary for the work required to be performed.
Trades and Services staff employed as:
Carpenters;
Painters;
Builders Labourers or Trades Assistants;
Plasterers;
Electricians;
Plumbers;
Mechanical/Electrical Technicians; or
Electrical Mechanics.
employed on the Parkville campus may work under a nine-day fortnight arrangement. The objective of this arrangement is to ensure a more flexible local rostering system which will enable the needs of the client to be better met.
Procedures - 9 day fortnight
Managers will finalise a yearly roster in consultation with staff members prior to the end of the current year roster.
The banking and use of Rostered Days Off (RDOs) to a maximum of 2 days, will be by agreement between the manager and the staff member.
Managers, after consultation with the staff member concerned, will be able to re-schedule RDOs to suit the operational needs of the University.
Staff members, after consultation and agreement with their manager, will be able to change RDOs due to personal circumstances.
Except for exceptional circumstances, managers or staff members should provide at least 5 working days notice prior to any proposed changes to RDOs
Gardeners and Horticultural Technicians will work a 19 day month in accordance with existing local arrangements.
(Updated: August 2006)
The University has established a Framework for the planning, allocation and management of staff workload. The Framework applies to all staff.
The aim of the Framework is to:
state fundamental workload allocation principles; and
assist Heads of Department or equivalent to plan, allocate and manage workloads through consultation with members of staff to provide transparency and accountability.
The University of Melbourne Enterprise Agreement 2006
The Workload Management Framework (WMF) is built on seven workload principles. Workloads are managed in accordance with these principles.
1. Workloads will be allocated in a fair and equitable manner.
2. Workloads will be allocated with regard to the University's duty to care for, and protect the health and welfare of, staff in relation to the performance of their duties.
3. Each member of the University's staff is entitled to a reasonable workload. In particular the allocation of work to a staff member will:
be consistent with the staff member's level of appointment, time fraction and stage of the staff member's career and for general staff, manageable within ordinary hours of work; and,
recognise the importance of maintaining an appropriate balance between work and personal life.
4. Consistent with operational requirements and at the staff members request, workloads may be subject to reasonable adjustment to address work/life balance.
5. Supervisors and managers will endeavour to ensure that all staff have the necessary resources and support to adequately manage their workload.
6. Planning for new initiatives will include fair and proper consideration of workloads.
7. Staff members and supervisors should ensure that workloads are managed such that leave entitlements are taken in a timely manner to ensure adequate breaks from work.
When there is a change in circumstances which has led, or is likely to lead, to a demonstrable increase or decrease in the workload of a staff member (for example the employment of additional casual staff), that the staff member's workload should be reviewed as soon as possible by the supervisor.
Heads of Department and equivalent are accountable for allocating workloads in accordance with the WMF. Supervisors are responsible for the management of the workloads of their staff.
Workloads must be addressed regularly as an element of discussions between the staff member and their supervisor in accordance with the Performance Development Framework. Staff members are to be encouraged to raise workload issues with their supervisor whenever there is a concern or problem.
Individual complaints about the application of the WMF should be discussed with the staff member's supervisor and, if necessary, their Head of Department.
Should discussions fail to resolve such matters, a staff member may request a review of the application of the WMF to their work in accordance with the Review of Actions policy. During the implementation of that policy, the Workload Advisory Committee may advise on the workload management issues to facilitate resolution of the matter.
Workload management is an essential element of preventing and reducing workplace risks to health and safety. Ongoing monitoring of workload management is therefore most appropriately dealt with in the context of the University's systems of Occupational Health and Safety regulation. The Occupational Health and Safety Committee will monitor workload regulation and provide a central point of reference for workload management models through establishment of a Workload Advisory Committee (WAC).
The WAC will consist of:
three representatives nominated by the University, and
three elected staff representatives, of which at least one shall be an academic and one a professional staff member; and,
a Chair, nominated by the Occupational Health and Safety Committee.
The WAC's role shall be to:
monitor the application of the WMF to work practices and policies;
research, review and promulgate workload management best practice; and,
upon invitation by a Department, advise on the development of workload management policy and guidelines.
The WAC will carry out these functions on behalf of the OHS Committee, subject, where necessary, to the approval of the OHS Committee.
Heads of Department or equivalent shall develop, in consultation with staff in the Department or equivalent, and implement a method of calculating comparative workloads of staff and presenting them to the staff of the Department or equivalent for discussion. The model may be in writing or on an informal basis but must be consistent with the WMF principles.
Heads of Department (or equivalent) will certify in accordance with the University's annual certification of accounts process that the Department's workload management model is consistent with the principles outlined above. The certification will include a description of how the workload principles have been applied.
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Created: September 1995
Last Modified: 12 October 2009
Authorised by: Web & Administrative Officer, Human Resources.
Maintained by: Jo Barnes jo.barnes@unimelb.edu.au
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