Human Resources
Deakin University
Many issues need to be considered in constructing a workplace which appropriately accommodates the work, family and life needs of staff. Good management of staff will involve open communication and the capacity of managers to make informal accommodations where appropriate, and to implement formal policies where possible.
Deakin has in place a number of leave arrangements and flexible work options which are available to staff to assist them in meeting their family responsibilities.
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A variety of flexible working arrangements are available and may be organised with the support of heads of department, taking into consideration the operational requirements of the area.
Fractional and part-time employment
A member of staff and their head of department may negotiate an arrangement for part-time or fractional work. Benefits of full-time work accrue on a pro-rata basis. Reduced work hours can help reduce personal stress and increase independence and flexibility when faced with a family situation requiring attention.
48/52 week year
This is a scheme whereby a full-time member of academic or general staff may work 44 weeks of a negotiated 12-month period. Within that 12-month period they are entitled to take four weeks of leave beyond the normal four weeks annual leave, with a commensurate reduction in salary. This option may be attractive at particular times: for example, for the care of school-aged children during school holidays, a prolonged recovery from illness, or care of an aged relative.
Flexitime
Flexitime arrangements are possible and are organised by a process of negotiation with managers and supervisors. This arrangement 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 functions and responsibilities.
Job-sharing
Job-sharing is an arrangement in which two or more staff share one full-time position, each working on a fractional basis. This way of working can be established by mutual agreement between the staff member and supervisor. Staff of the Human Resources Services Division should be consulted about the specific details of the position and how this arrangement might work in practice before agreeing to a job-sharing arrangement.
Many issues must be considered before embarking on a job-sharing arrangement, and these should be fully considered and negotiated in advance.
Children on Campus
The University has a duty of care for the health and safety of employees and for the safety of students and visitors while on campus. The University also recognises the importance of family responsibilities and the need for flexible childcare arrangements. The University's policy is to allow children access to all campus within prudent limits provided there is adequate supervision by carers.
Family leave
Staff are entitled to use up to five days of their sick leave entitlement to care for members of their immediate family or members of their household who need their care and support. Unpaid leave can also be negotiated for the purpose of caring for a family member who is ill.
Maternity Leave
Deakin University provides paid maternity leave of up to 22 weeks for staff and an additional period of unpaid leave taking the total period of maternity leave to 12 months.
Partner leave
Partner leave is available on full pay for a period of five days.
Adoption leave
Adoption leave is available at Deakin University.
Personal leave
Staff, except for casual staff, shall be entitled to the following types of paid leave unless otherwise stated: Blood Donor Leave, Court Appearances Leave, Defence Reserve Forces Leave, Compassionate Leave, Emergency Assistance Leave, Jury Service Leave, Sporting Competitions Leave and Special Leave
