Arrangements for Victoria’s State of Disaster (effective 3 August 2020)

ACU’s Melbourne Campus is operating virtually, effective from Tuesday 4 August 2020 at 6pm.  All staff need to work from home and students need to study remotely, unless identified as Permitted Worker or participating in activities permitted under the stage 4 restrictions as communicated regularly by the university.

ACU essential staff letters under the Victorian State of Emergency are no longer valid. A small group of staff will be allowed to access the Melbourne campus under the Victorian State of Disaster. ACU will issue a ‘Permitted Worker Permit; under Victorian State of Disaster who can attend Melbourne campus include.

If you do not have a Permitted Worker Permit, then you may not attend the Melbourne campus at all.

Students are not permitted to attend the Melbourne campus, with the exception of students required to attend campus for practical classes.

The following functions and facilities are now operating virtually where possible:

  • Library (virtual)
  • AskACU (available online and via telephone or chat)
  • Bookstore (online bookings)

The café and the gym at the Melbourne campus are closed.

At the ACU Ballarat Campus, all classes are online. However, the Ballarat campus remains open for practical classes and Library services for staff and students.
Staff who have worked from home during the COVID-19 shutdowns should continue to work from home until further notice.
Staff and students who live in the Melbourne metropolitan area and have attended the Ballarat campus during level 3 restrictions should now work and study from home until further notice.

Returning to the workplace

Victorian campuses

All residents of Melbourne and Mitchell Shire are required to wear a face covering from 11.59pm on Wednesday 22 July 2020 when leaving their house.

From Sunday 2 August at 11.59pm, a mask will be mandatory whenever you leave home across the state of Victoria including in regional areas.

All Melbourne and Ballarat staff and students must adhere to the public health orders and should acquire and wear their own masks, including while at work on campus. This applies to the smaller group of Permitted Workers who are permitted to attend work at the Melbourne campus.

The university will also have a stock of masks available for staff and students attending practical classes on the Melbourne and Ballarat Campuses. Students can collect these at their practical classes, and staff can collect from Campus Concierge.

While there is a public health requirement to wear masks in Victoria, ACU will also make masks available to essential on-campus staff in Victoria.

Further information about face masks is available at the Victorian Department of Health website.

Campuses other than Victoria

There are currently no public health requirements to wear masks at ACU campuses other than in Victoria. 

PPE may be required in the ACU Health Clinics. ACU is following State Government recommendations in these areas.

Staff providing practical classes in NSW, ACT, or QLD are encouraged to bring their own face mask to wear during these classes and to encourage students to do the same.

 Following a new recommendation from the NSW Department of Health that people wear masks when attending places of worship, masks will be available at the campus chapels in North Sydney and Strathfield.

Victorian campuses

Yes, ACU is required to ensure staff wear face coverings if they are working on campus, unless an exception applies. Further information about face masks is available at the Victorian Department of Health website.

Campuses other than Victoria

There are currently no public health requirements to wear masks at ACU campuses other than in Victoria. 

PPE may be required in the ACU Health Clinics. ACU is following State Government recommendations in these areas.

Staff providing practical classes in NSW, ACT, or QLD are encouraged to bring their own face mask to wear during these classes and to encourage students to do the same.

The university’s return to campus plan involved staff returning to work on campus from 1 July 2020 except for staff in Victoria who will continue to work from home until further notice. 

Staff in Melbourne and Ballarat who are required to attend campus where it is necessary for practical and clinical, and permitted under the current restrictions, may continue to do so, observing any curfews in place when travelling to and from the Melbourne campus. Staff in Melbourne who are identified as Permitted Workers on-campus will be required to attend on-campus to perform vital functions and services and will be issued a Permit.

These arrangements will remain in place until otherwise advised. We are closely monitoring each development and will revise our return-to-campus plan should the Victorian Government change restrictions.

ACU is an on-campus university, committed to providing the experience and community qualities valued by both students and staff. The university and its core programs require positions to have an onsite presence. Many roles are student or client facing and are designed for on-campus/onsite service delivery as outlined in your position description and/or employment contract.

The university is aware, however, that in undertaking a comprehensive range of actions to create a safe working and learning environment, it cannot completely control or avoid the COVID-19 hazard and potential exposure for individuals. For this reason, staff need to consider whether some or all of your duties can be performed as work from home. This will be considered by nominated supervisors in consultation with the Member of the Executive, in line with the university’s Flexible Working Arrangements policy.

As an initial action you are encouraged to speak with your supervisor about a flexible working arrangement and work through your submission of a Flexible Work Arrangement Request in Service Central. Your nominated supervisor, together with the Member of the Executive who is the approver, will determine whether working from home is reasonably practicable, for all or part of your role. This consideration is of a range of matters including your individual circumstances, work activities, service delivery, safety while working at home and associated costs of working from home arrangements.

If you have personal circumstances affecting your ability to return to working on campus, you will need to discuss with your supervisor and any alternative arrangements will need to be fully considered. This includes a discussion about whether you can perform some or all of your duties from home. 

Options that may be considered for staff not returning to work on campus by the required date due to exceptional circumstances include:

  • putting in place a temporary flexible working arrangement to allow you to continue to work remotely with an agreed date to return to work on campus
  • taking annual leave and/or long service leave, and where leave is exhausted, leave without pay.
Yes, the university is carefully reviewing and following all government and health advice in each of its campus locations. In New South Wales, the current health order provides that an employer must allow an employee to work at home ‘if it is reasonably practicable to do so’. Universities are permitted to be open and operating in New South Wales and are required to have measures in place to address COVID-19 related risks in all learning and working environments. The Federal government has also stated its expectations that universities continue to operate. ACU is an on-campus university. The university and its core programs require an onsite presence. Many roles are student or client-facing and are designed for on-campus/onsite service delivery. These requirements are outlined in staff members’ position descriptions and/or employment contracts. For this reason, it is not reasonably practicable for all university staff in New South Wales to work from home. The university is aware, however, that in undertaking a comprehensive range of actions to create a safe working and learning environment, it cannot completely control or avoid the COVID-19 hazard and potential exposure for individuals. For this reason, staff need to consider whether some or all of your duties can be performed as work from home. This will be considered by nominated supervisors in consultation with the Member of the Executive, in line with the university’s Flexible Working Arrangements policy. As an initial action you are encouraged to speak with your supervisor about a flexible working arrangement and work through your submission of a Flexible Work Arrangement Request in Service Central. Your nominated supervisor, together with the Member of the Executive who is the approver, will determine whether working from home is reasonably practicable, for all or part of your role. This consideration is of a range of matters including your individual circumstances, work activities, service delivery, safety while working at home and associated costs of working from home arrangements. If you have personal circumstances affecting your ability to return to working on campus (e.g. an underlying health condition), you should discuss this with your supervisor and any alternative arrangements will need to be fully considered. This includes a discussion about whether you can perform some or all of your duties from home. Again, if your supervisor supports a request to work remotely for a portion of working hours, you will need to submit your request in Service Central using the Flexible Work Arrangement Request.

If you are a higher risk person (people aged 70 years and over, people aged 65 years and over with chronic medical conditions, all people with compromised immune systems, and Aboriginal and Torres Strait Islander people over the age of 50 with chronic medical conditions), you should speak with your supervisor about your circumstances and available options.

These include having a risk assessment before returning to work on campus, continuing to work remotely, reduced or modified hours, taking leave, or a combination of these.

The university may request that you provide supporting medical evidence and/or request to speak with your medical practitioner.

Following a discussion with your supervisor, if a flexible work arrangement is the most suitable option for you and your work area, you will be required to complete the Flexible Work Arrangement Request. You will need to outline your situation, reasons for your request and details of your proposed work arrangements as discussed with your supervisor – and attach supporting medical advice.

The university’s return to campus plan involved staff returning to work on campus from 1 July 2020 except for staff in Melbourne and Ballarat who will continue to work from home until further notice in line with government restrictions and public health orders. Staff in Melbourne and Ballarat who are required to attend campus where it is necessary for practical and clinical, and permitted under the current restrictions, may continue to do so, observing any curfews in place when travelling to and from the Melbourne campus. Staff in Melbourne who are identified as Permitted Workers on-campus will be required to attend on-campus to perform vital functions and services and will be issued a Permit.

ACU will continue to ensure the physical campus is safe, prepared and ready by managing workplace health and safety and hygiene and our return to campus plan observes regulations and recommendations of national, state and territory authorities.

ACU is an on-campus university, committed to providing the experience and community qualities valued by both students and staff. The university and its core programs require positions to have an onsite presence. Many roles are student or client facing and are designed for on-campus/onsite service delivery as outlined in your position description and/or employment contract.

The university is aware, however, that in undertaking a comprehensive range of actions to create a safe working and learning environment, it cannot completely control or avoid the COVID-19 hazard and potential exposure for individuals. For this reason, staff need to consider whether some or all of your duties can be performed as work from home. This will be considered by nominated supervisors in consultation with the Member of the Executive, in line with the university’s Flexible Working Arrangements policy.

As an initial action you are encouraged to speak with your supervisor about a flexible working arrangement and work through your submission of a Flexible Work Arrangement Request in Service Central. Your nominated supervisor, together with the Member of the Executive who is the approver, will determine whether working from home is reasonably practicable, for all or part of your role. This consideration is of a range of matters including your individual circumstances, work activities, service delivery, safety while working at home and associated costs of working from home arrangements.

Living with a family member who may be at higher risk of COVID-19 is not normally a reason to submit a request to work remotely. However, the university acknowledges many staff are concerned about their families and the wider community risks. If you have exceptional circumstances affecting your ability to return to working on campus by the required date, please discuss this with your supervisor so that alternative arrangements can be fully considered. This includes a discussion about whether you can perform some or all of your duties from home. 

Options that may be considered for staff not returning to work on campus by the required date due to exceptional circumstances include:

  • putting in place a temporary flexible working arrangement to allow you to continue to work remotely with an agreed date to return to work on campus.
  • taking annual leave and/or long service leave, and where leave is exhausted, leave without pay.

The university’s return to campus plan involved staff returning to work on campus from 1 July 2020 except for staff in Melbourne or Ballarat who will continue to work from home in line with government restrictions and public health orders. Staff in Melbourne and Ballarat who are required to attend on-campus where it is necessary for practical and clinical, and permitted under the current restrictions, may continue to do so, observing any curfews in place when travelling to and from the Melbourne campus. Staff in Melbourne who are identified as Permitted Workers on-campus will be required to attend on-campus to perform vital functions and services and will be issued a Permit.

ACU is an on-campus university, committed to providing the experience and community qualities valued by both students and staff. The university and its core programs require positions to have an onsite presence. Many roles are student or client facing and are designed for on-campus/onsite service delivery as outlined in your position description and/or employment contract.

The university is aware, however, that in undertaking a comprehensive range of actions to create a safe working and learning environment, it cannot completely control or avoid the COVID-19 hazard and potential exposure for individuals.  For this reason, staff need to consider whether some or all of your duties can be performed as work from home.  This will be considered by nominated supervisors in consultation with the Member of the Executive, in line with the university’s Flexible Working Arrangements policy.

As an initial action you are encouraged to speak with your supervisor about a flexible working arrangement and work through your submission of a Flexible Work Arrangement Request in Service Central.  Your nominated supervisor, together with the Member of the Executive who is the approver, will determine whether working from home is reasonably practicable, for all or part of your role.  This consideration is of a range of matters including your individual circumstances, work activities, service delivery, safety while working at home and associated costs of working from home arrangements.

The university appreciates that there will be impacts on staff as we return to working on campus, such as rebalancing work and other commitments, commuting, and other members of your household resuming work and education.

If there are other exceptional circumstances affecting your ability to return to working on campus, please discuss this with your supervisor so that alternative arrangements can be fully considered.  This includes a discussion about whether you can perform some or all of your duties from home. 

The university’s return to campus plan involved staff returning to work on campus from 1 July 2020, except for staff in Melbourne and Ballarat who will continue to work from home until further notice in line with government restrictions and public health orders. Some staff in Melbourne and Ballarat may be required to attend on-campus where it is necessary for practical and clinical and permitted under the current restrictions. Staff in Melbourne who are identified as Permitted Workers on-campus will be required to attend on-campus to perform vital functions and services.

ACU is an on-campus university, committed to providing the experience and community qualities valued by both students and staff. The university and its core programs require positions to have an onsite presence. Many roles are student or client facing and are designed for on-campus/onsite service delivery as outlined in your position description and/or employment contract.

However, as long as government public health orders encourage working from home, where you consider that some or all of your duties can be performed safely while working from home, you are encouraged to speak with your supervisor about a flexible working arrangement. If your supervisor supports your request to work remotely for a portion of your working hours, you will need to submit your request in Service Central using the Flexible Work Arrangement Request.

The university (via the Member of the Executive) will determine whether working from home is reasonably practicable, for all or part of your role, based on your supervisor’s recommendation. Supervisors will consider requests having regard to a range of matters including your individual circumstances, work activities, service delivery and your safety while working at home. More information is available in the Flexible Working Arrangements policy and supporting guides.

In reaching a decision to decline all or part of your request, your supervisor considers a number of factors including whether all of your duties can be safely performed at home, the impact on your area’s work if one or more staff members are working flexibly or from home, and the most effective method of delivery.

Where several requests to work from home are received in a team/work area supervisors prioritise these in line with the Fair Work Act and Right to request Flexible Working Arrangements.

If your supervisor’s direction is to attend work on campus and the request is lawful and reasonable, you are required to follow their direction. Staff and supervisors are asked to discuss requests for flexibility and explore all possible options.

There may be opportunity to revisit a flexible working arrangement in the future and it is important you discuss any changes to your personal circumstances with your supervisor as they arise.

Yes, this practice is being encouraged by the university. Please discuss any proposed changes to your working arrangements with your supervisor.

Your supervisor will need to consider if your proposed arrangements will have any adverse impact on the service delivery and operations of your work area and/or the rest of your team.

Where you are seeking to alter your start and finish times, which although different from your current arrangements, remain in line with the ACU Staff Enterprise Agreement span of ordinary hours and do not alter the hours you work per day, these adjustments do not require submission and approval via the Flexible Work Arrangement Request. 

At ACU the normal daily span of ordinary hours is 8am to 6pm, however, this may be extended to between 7:30am and 7pm.

In addition, the maximum number of ordinary hours a professional staff member is permitted to work on any one day is nine hours with sufficient unpaid meal break and rest pauses, as outlined in the ACU Staff Enterprise Agreement.

If you have visited a declared COVID-19 hotspot, you may need to self-isolate. It is essential that you confirm the applicable self-isolation requirements before attending work on campus.

For example, New South Wales health advice as at 14 July 2020 requires those returning from Victoria not to return to campus until 14 days have elapsed since they left Victoria. If staff return to Victoria for any reason, including weekend visits, they must commence the 14-day self-isolation period again on return to New South Wales.

Health authorities are publishing regular updates. You must keep up to date with self-isolation recommendations and comply with government advice.

If you are required to self-isolate, you should speak with your supervisor to discuss your options, including working remotely or taking leave. More information about your options is available here.

Any staff who are unwell, or who have cold and/or flu symptoms, must not attend work on campus. As nominated supervisor, you can and should direct your staff to leave campus, and not to attend on campus until they are well. You should ask them to obtain medical advice and consider whether they should be tested for COVID-19. Further information about self-assessment, and what to do if a staff member tests positive for COVID-19, is available on ACU’s website, and public health authorities provide updated information about testing in particular locations.

You cannot require a staff member to have a COVID-19 test, however you can ask if they have had a COVID test and discuss work arrangements whilst waiting for test results. ACU can require a staff member to provide evidence of their fitness before returning to work (e.g. clearance from their doctor).

Staff who are unwell and not able to work should apply for personal (sick) leave in Staff Connect in the usual way.

If you have undertaken a COVID test and are awaiting test results, stay at home until you receive your results and until the end of your required self-isolation period which may be 14 days depending on COVID-19 hotspots.

Even if you are not unwell and do not have cold and/or flu symptoms, you should not come onto campus until you receive your test results. Discuss your arrangements including working remotely and/or relevant leave with your supervisor.

For more information visit the COVID-19 self-assessment guide.

Health authorities are publishing regular updates. You must keep up to date with self-isolation recommendations and comply with government advice.

If you are required to self-isolate, you should speak with your supervisor to discuss your options, including working remotely or taking leave. More information about your options is available here.

Flexible Working Arrangement

No, we recognise that some staff already have a flexible work arrangement in place with their supervisor, so you do not need to submit a new request.

Later in the year all staff who have a flexible work arrangement will be asked to submit a Flexible Work Arrangement Request via Service Central on an annual basis to ensure that all existing arrangements are recorded and that the requirements for the flexible work arrangement are still met.

In line with current policy, a flexible work arrangement can be requested for a maximum period of 12 months, with any continuation subject to a review.

If you wish to change your existing arrangements in the context of returning to working on campus associated with COVID-19 you will need to complete the Flexible Work Arrangement Request in Service Central with your new proposed arrangements. You should arrange a time to meet with your supervisor to discuss your circumstances before completing the request in Service Central.

Any proposed changes to your working arrangements should be discussed with your supervisor, however completion of the Flexible Working Arrangement Request is required in the following instances:

Changing hours of work

Flexible start and finish times where you are requesting to alter the hours you work per day (with no change to total hours worked) or to work your ordinary hours outside the normal span of ordinary hours as follows.

At ACU the normal daily span of ordinary hours is 8am to 6pm, however, this may be extended to 7:30am to 7pm.

The maximum number of ordinary hours a professional staff member is permitted to work on any one day is nine hours with sufficient unpaid meal break and rest pauses, as outlined in the ACU Staff Enterprise Agreement.

Note: working outside the extended span of ordinary hours will have shift and/or overtime consequences.

Changing patterns of work

Where you choose to reduce your employment fraction on a temporary basis for personal reasons.

Changing the location of work

Where you are requesting to perform some of your duties from home or another location off campus.

Changing work arrangements, including job share

Where you are requesting to job share with another staff member/s, each working part-time, sharing all the duties and responsibilities of a full-time position. Job sharers may split days, weeks or alternate weeks.

Compressed working weeks or averaging hours of work

Professional staff: Where you are requesting to work the same number of weekly (or fortnightly or monthly) working hours, compressed into a shorter period. For example, a 35-hour week may be worked at the rate of eight hours and 45 minutes per day for four days, instead of seven hours per day for five days.

Academic staff: Where your academic workload allocation, for teaching related duties, may be greater in one teaching period to accommodate a need for part of the year. To compensate for this, adjustments would occur to ensure your annual workload allocation falls within the ranges and tolerances in accordance with the Academic Workload Policy.

You and your supervisor may find other flexible working arrangements that best suit your circumstances and that of your work area, and these can also be requested using the Flexible Work Arrangement Request.

Any proposed changes to your working arrangements should first be discussed with your supervisor.

Where you are seeking to alter your start and finish times, which although different from your current arrangements, remain in line with the ACU Staff Enterprise Agreement span of ordinary hours and do not alter the hours you work per day, these adjustments  would not require submission and approval via the Flexible Working Arrangement Request.

Your supervisor will need to consider if your proposed arrangements will have any adverse impact on the service delivery and operations of your work area and/or the rest of your team.

At ACU the normal daily span of ordinary hours is 8am to 6pm, however, this may be extended to 7:30am to 7pm.

In addition, the maximum number of ordinary hours a professional staff member is permitted to work on any one day is nine hours with sufficient unpaid meal break and rest pauses, as outlined in the ACU Staff Enterprise Agreement.

Submission of the Flexible Work Arrangement Request is required if you are requesting to alter the hours you work per day (for correct leave) or to work your ordinary hours outside the normal span of ordinary hours as outlined above. Working outside the extended span of ordinary hours will require careful consideration to a staff member’s safety and wellbeing and require specific understanding of possible penalty rate consequences.

If you need to change your working arrangements on an ad hoc basis (e.g. for a few days or up to a few weeks) due to unplanned circumstances that arise from time to time, you should discuss your situation with your supervisor to explore all options. Depending on your circumstances, options that you or your supervisor may consider include taking a period of annual leave, long service leave, leave without pay, or a flexible work arrangement such as modifying start and finishing times or working remotely.

If a flexible work arrangement is the most suitable option for your circumstances and that of your work area you may be required to complete the Flexible Working Arrangement Request

Where your proposed working arrangements are routine or regular or impact the quantity of hours you are paid for or the hours you work per day, you will need to complete the Flexible Work Arrangement Request in Service Central.

Where emergencies or unforeseen circumstances occur, there is no need to complete the Flexible Work Arrangement Request provided there is no change to the quantity of hours you are paid for.

Your Member of Executive as defined in the university’s delegations is the final approver of flexible work arrangements.

Members of the Executive means the following positions:

  • Deputy Chief Operating Officer
  • Pro Vice-Chancellors
  • Associate Vice-Chancellors
  • Executive Deans
  • Research Institute Directors
  • Directorate Directors
  • Academic Registrar
  • General Counsel
  • Chair, Academic Board
  • Director, Research Services

Where there is no Member of Executive in your reporting line, flexible work arrangements will be approved by your Member of Senior Executive.

Members of the Senior Executive means the following positions:

  • Provost and Deputy Vice-Chancellor, Academic
  • Chief Operating Officer and Deputy Vice-Chancellor
  • Deputy Vice-Chancellor, Education and Innovation
  • Deputy Vice-Chancellor, Research
  • Vice President
  • Deputy Vice-Chancellor, Coordination

If you do not know the name of your executive approver, please seek advice from your supervisor before submitting a Flexible Work Arrangement Request in Service Central.

Other FAQs

Please discuss your circumstances and proposed working arrangement with your supervisor. You may consider a flexible work arrangement that enables you to start and/or finish work earlier or later, or other options such as reducing your employment fraction, or taking leave.

Your supervisor will need to consider if your proposed arrangements will have any adverse impact on the service delivery and operations of your work area and/or the rest of your team.

If you are requesting to alter your start and finish times, and your proposed arrangement remains in line with the ACU Staff Enterprise Agreement span of ordinary hours and does not alter the hours you work per day, these adjustments would not require submission and approval via the Flexible Working Arrangement Request

At ACU the normal daily span of ordinary hours is 8am to 6pm, however, this may be extended to 7:30am to 7pm.

Submission of the Flexible Work Arrangement Request is required if you are requesting to:

  • work your ordinary hours outside the normal span of ordinary hours as outlined above
  • change your total hours of work i.e. reduce your employment fraction
  • alter the hours you work per day (for correct leave recording).

Note: working outside the extended span of ordinary hours will require specific consideration and understanding of possible penalty rate consequences.

If school or day care closures affect your ability to attend work on campus or undertake all or some of your work, speak with your supervisor to discuss your options.

If you are required to provide short term, emergency care to children because of school or day care closures due to a confirmed case of COVID-19 you can apply for personal/carer’s leave and must provide evidence of the school’s closure with your leave application. Personal/carer’s leave is applicable for the immediate emergency only (no more than three days).

Staff are expected to plan for scheduled school holidays as usual. Personal/carer’s leave is not available to provide care for children in school holidays (except in specified circumstances e.g. when a child is sick and cannot attend usual care). This includes situations where the school holiday period is extended associated with changing government restrictions associated with Covid-19.

You should discuss your circumstances with your supervisor and explore all relevant options available.

These options include taking annual leave or long service leave (and when these are exhausted, leave without pay), working remotely and working flexible hours.

If you elect to keep your child at home, you are undertaking carer responsibilities and are not fully available for work in line with your employment arrangements. You should discuss all the options available with your supervisor. These options include working remotely, working flexible hours, reducing your employment fraction, taking annual leave or long service leave, and when these are exhausted, leave without pay. 

The university requires all staff to have returned to working on campus from 1 July 2020, except for staff in Melbourne and Ballarat who will continue to work from home until further notice in line with government restrictions and public health orders. Some staff in Melbourne and Ballarat may be required to attend on-campus where it is necessary for practical and clinical and permitted under the current restrictions. Staff in Melbourne who are identified as essential on-campus will be required to attend on-campus to perform vital functions and services.

ACU is an on-campus university, committed to providing the experience and community qualities valued by both students and staff. The university and its core programs require positions to have an onsite presence. Many roles are student or client facing and are designed for on-campus/onsite service delivery as outlined in your position description and/or employment contract.

In reaching their decision, your supervisor considers a number of factors including the impact on your area’s work if one or more staff members are working flexibly or from home, and the most effective method of delivery.

Where several requests to work from home are received in a team/work area supervisors prioritise these in line with the Fair Work Act and Right to request Flexible Working Arrangements.

If your supervisor’s direction is to attend work on campus and the request is lawful and reasonable, you are required to follow their direction. Staff and supervisors are asked to discuss requests for flexibility and explore all possible options.

There may be opportunity to revisit a flexible working arrangement in the future and it is important you discuss any changes to your personal circumstances with your supervisor as they arise.

Car parking deductions for Melbourne staff will be suspended from 13 July 2020 staff are permitted to return to campus.

Permitted workers will have access to free parking, subject to availability, at the Young Street Carpark. Access is with your staff card.

See also the FAQs relating to Staff leave arrangements.

 

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