25 Modes of employment
26 Categories of appointment
27 Renewal/non-renewal of fixed-term appointments
28 Probation
29 Equity
30 Intellectual freedom
31 Indigenous Australian employment
25. Modes of employment
25.1 Full-time employment
Full-time employment means employment for the full number of hours prescribed by sub-clause 29.1. A staff member may be employed full-time on either a continuing or fixed-term basis in accordance with Clause 26 (Categories of Appointment).
25.2 Part-time employment
Part-time employment means employment for a specified period of time where such time is less than the normal weekly hours specified for a full-time staff member and/or less than the ordinary weeks per year, and for which all entitlements are paid on a pro-rata basis calculated by reference to the time worked.
Staff employed on a part-time basis will receive the salary and non-salary conditions of a full-time appointment calculated on a pro-rata basis.
26. Categories of appointment
The University shall engage senior staff on either a fixed-term or continuing basis. Fixed-term employment is the normal category of appointment that applies to senior staff, although the Vice-Chancellor may approve employment of a senior staff member on a continuing basis. Nothing in this clause shall limit the number or proportion of staff that UTS may employ in a particular type of appointment.
26.1 Continuing appointment
A continuing appointment is made for an indefinite period. A continuing appointment may be made on either a full-time or part-time basis.
26.2 Fixed-term appointment
A fixed-term appointment is made for a specified term or ascertainable period of up to 5 years. The contract for this employment will specify the starting and finishing dates of that employment. A fixed-term appointment may be made on either a full-time or part-time basis.
26.3 Reversionary appointment
A Senior Staff appointment may provide for reversion to a substantive position at the conclusion of the Senior Staff appointment. The letter of appointment to the Senior Staff position will specify if reversionary arrangements are to apply and the classification level applicable.
27. Renewal of fixed-term appointments
27.1 Fixed-term appointments may be renewed at the discretion of the University for periods of up to five (5) years.
27.2 The University will provide a staff member, whose fixed-term appointment is to be renewed with notice of renewal according to the following:
| Length of fixed-term appointment | Notice of renewal |
|---|---|
| 2 years or less | 3 months |
| More than 2 years and up to 5 years | 6 months |
27.3 Where the staff member is reappointed for a further term, the existing level of remuneration will normally apply. Where a staff member who has a reversionary appointment is not offered another term and the staff member reverts to their substantive level then they will transfer to the point on the substantive salary scale they would have reached had they not been appointed to the senior staff position.
28. Probation
28.1 Application
The provisions of this clause apply to new staff members covered by this Agreement and employed from the date of lodgement of the agreement. Staff members who are already members of the University and have completed a probationary period will not be required to participate in a period of probation upon appointment to a position covered by this Agreement.
28.2 Period of probation
28.2.1 For staff on continuing appointments, the probation period will be determined at the time of appointment and will be six to twelve months, giving consideration to the level and complexity of the position and the period of appointment.
28.2.2 For staff on fixed-term appointments the period of probation will be six to twelve months except that the period of probation must not exceed one quarter of the period of appointment. The length of probation will be determined at the time of appointment giving consideration to the level and complexity of the position and the period of appointment
28.2.3 The University may decide to waive or shorten the probationary period for a staff member.
28.3 Probation process
28.3.1 A formal review of the staff member’s performance will be conducted by the supervisor before the end of the period of probation resulting in a recommendation to the supervisor’s supervisor about continuation or termination of appointment. The final decision on probation will be made by the Vice-Chancellor.
28.3.2 Where employment is to be terminated, the University may, at its discretion, provide up to four (4) weeks notice or payment in lieu thereof to the staff member.
28.3.3 Despite any other provision of this Agreement, the University may, at any time during the probation period, confirm or terminate the employment of a probationary staff member.
29. Hours arrangements
29.1 The normal pattern of attendance is five seven-hour days per week, Monday to Friday, except where alternative arrangements are specified in the staff member’s letter of appointment or otherwise agreed with their supervisor.
29.2 Senior staff engaged on a part-time basis will work the hours specified in their letter of appointment.
29.3 At all times senior staff must be mindful of the workload demands set for staff, the potential impact of excessive working hours on health and the need to plan for and provide opportunities for leave.
30. Equity
30.1 Anti-discrimination
In accordance with relevant anti-discrimination legislation, the University will not discriminate and will work to help prevent and eliminate any such discrimination at UTS..
30.2 Pay Equity
The University will continue to monitor pay equity issues within UTS, and is committed to the development and implementation of appropriate strategies to remedy any identified problems.
30.3 Career Equity
The University will progressively implement strategies designed to overcome career path obstacles for all staff but with particular emphasis on redressing points of disadvantage experienced by women and members of other EEO groups.
30.4 Access and Equity for Staff with Disabilities
The University is committed to making reasonable accommodation for staff with disabilities to enable them to perform their duties. The University will continue to monitor and report on access and equity for staff with disabilities and is committed to the development and implementation of appropriate strategies to remedy any identified problems.
31. Indigenous Australian employment
For the purposes of this clause “Indigenous Australian person” means a person of Aboriginal or Torres Strait Island descent who identifies as an Aboriginal or Torres Strait Island person and is accepted as such by his/her community.
31.1 Objectives
The University and the Senior Staff Group as parties to this Agreement are committed to the objective of increased employment and development opportunities for Indigenous Australians inside the University. This objective is a desirable end in itself and forms part of the University’s commitment to reconciliation with Indigenous Australian people as well as being a necessary pre-condition for improving Indigenous Australian student participation throughout the University.
