Staff leave arrangements

Our casual staff are important and we recognise the difficulties you face at this time.

Some of our casual staff will be able to continue to work from home. Where the work cannot be done from home, individual circumstances for casual staff will be reviewed as they arise.

Some states and territory governments are easing advice to keep children at home, and are planning a staged return to the classroom.

In some cases, schools or daycare centres may  continue to be closed or provide for partial attendance.

ACU is mindful of the challenges faced by many staff and their families and is continuing to review its approach in response to changing circumstances.

If school or daycare closures affect your ability to undertake all or some of your work, whether on-campus or remotely, please speak to your supervisor to discuss your options.

Staff are expected to plan for scheduled school holidays as usual. Personal/carer’s leave is not generally 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). Staff can also access personal leave for pupil free days as they are communicated by respective State Government or School (up to four days each year).

If a staff member  is required to provide short term, emergency care to children because of school or daycare closures are eligible to apply for personal/carer’s leave. An example of this may be a school or daycare centre is closed because of a reported case of COVID-19.Staff must provide evidence of the school’s closure with their leave application.

Many schools are open and there is no other enforceable government directive not to send children to school. If you elect to keep your child at home and you are concerned about your ability to undertake all or some of your work, whether on-campus or remotely, you should discuss all the options available with your supervisor.

Similarly, where longer term or non-emergency care for children due to school closures is needed, staff should discuss all the options available with their supervisor.

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

ACU has protocols (PDF) in place for working remotely in the context of COVID-19.

If you are concerned about your ability to undertake all or some of your work remotely, please speak to your supervisor in the first instance who will seek advice from Human Resources about all the options available to you.

 These options include taking annual leave or long service leave, and when these are exhausted, leave without pay. In many cases, staff may be able to work remotely for their usual, reduced, or modified hours.

Staff may be asked to contribute to other relevant and applicable work activities, where their usual work cannot be performed remotely, or because operational requirements have changed.

See also the FAQs relating to the university’s transition back to working on campus.

You will need to advise your supervisor and take Personal Sick Leave until cleared to return to working (remotely).

If you need to self-isolate and you are not unwell, you should work remotely if it is possible to do so. You need to discuss arrangements with your supervisor. You can be directed to work, and this may also include modified duties and you will not be on leave in this situation.

If you are required to self-isolate and you are not unwell, and you can work remotely but opt not to work, you will need to take annual leave or long service leave until the date you are no longer required to self-isolate. 

If you are required to self-isolate and your work cannot be done remotely, you will need to take Personal Sick Leave until the date you are required to self-isolate.

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