Employees’ Guide to Parental Leave Office of Human Resource Management

What can I apply for?  Parental Leave »Paid Maternity Leave (6 or 12 weeks) »Primary Care Giver Leave (14 weeks) »Paid Partner leave (10 days) »Other Leave (eg. recreation, long service) »Unpaid Parental Leave (up to 52 weeks)  Government Paid Parental Leave Scheme 2

What are my Responsibilities? »Inform your supervisor as soon as possible »Check your eligibility for paid and unpaid leave »Provide relevant documentation  Medical Certificate  Statutory declaration  Other relevant documentation »Keeping in touch »Return to work requirements 3 Prior continuous service with the University Paid parental leave entitlementUnpaid parental leave entitlement Total 12 months or more26 weeks (14 weeks parental leave and 12 weeks primary carers leave) 26 weeks52 weeks 10 days paid partner leave (provided on a pro rata basis for part-time staff) -10 days 9 months to 12 months6 weeks parental leave46 weeks52 weeks Less than 9 monthsNil52 weeks

Applying for leave - what are my options? Normally, staff will opt for one of the following: »Paid parental leave at 100% of normal salary (totaling up to 26 weeks) »Paid parental leave at 50% of normal salary (totaling up to 52 weeks) Other options are also available, which require prior approval from your Head of Element: »14 weeks parental leave paid at 100%, followed by the use of other leave as required and then the remainder of the paid parental leave utlilised on a return to work plan enabling you to return to work part time, but receiving full salary. »21 weeks parental leave paid at 100%, 6 weeks of other leave and then the remainder of the paid parental leave being used to enable an 80% part-time return to work plan, but receiving full salary for the following 25 weeks. 4

Keeping in touch and Returning to work Keeping in Touch Prior to leave, you and your manager should agree on a strategy to keep in touch. »Benefits for keeping in touch:  You will be informed of changes which occur in the workplace which may impact on you.  You will keep your manager informed of any changes in your circumstances while on leave such as a change in dates or in your return to work arrangements. »Formal Keep in Touch days Returning to Work At the end of the leave period, the staff member will return to their substantive role wherever possible. You should discuss your return to work with your manager and negotiate any training or induction which may be required to help you transition back to work. Extended leave toolkit: Preparation, Keeping in Touch and Return to work

Reversible Part-time Arrangements Flexible work arrangements such as a reversible fractional appointment may be available on your return to work. »Considerations by supervisor and approving officer include:  Nature of role  Impact on other employees  Operational requirements »Negotiation may need to occur around  Fraction (how many days/hours per week)  Pattern (which days)  Duration (how long will the arrangement be required)  Role (will reassignment to another role be appropriate) »Flexibility & open communication are key to achieving an arrangement which will best fit with the requirements of both the University and the staff member. 6

Questions 7 “Ask HR”