The Vice-Chancellor wrote to staff earlier today advising that all staff who can effectively and safely work from home should do so that by 6th April in line with the latest medical advice. Below are further details of these arrangements.
To ensure working arrangements for staff are managed safely and appropriately, the following conditions apply:
- Staff must complete the Temporary Working from Home Agreement and Work Health and Safety Checklist and obtain the necessary approvals of their supervisor and manager. Supervisors and Managers must confirm that the work is both required and can be undertaken safely and effectively at home.
- Some staff will be deemed by their manager to be required on campus and as such will be required to work as directed at one or more of our campus facilities.
- Staff who have been approved to work from home may subsequently be deemed to be required on campus by their manager, and be required to attend campus, even at short notice, in order to meet operational requirements.
- There will be some staff, as identified by Supervisors and Managers, who are not required on campus under the prevailing circumstances and whose duties cannot be effectively delivered from home.
In such circumstances, the University will attempt to find suitable alternative work. If, by 6th April, no suitable work is available, those staff will have access to their 10 days Special Paid Leave after which any accrued Annual Leave or Long-Service Leave can be accessed.
The University will work with individual colleagues on a case-by-case basis to allow flexible access to their leave on a Full-Time or Part-Time basis so as to maximise their financial security.
As announced at Wednesday’s town hall, Staff who have exhausted their accrued Annual Leave and Long Service Leave will be allowed to accumulate a negative leave balance with up to 5 days Annual Leave plus 5 days Personal Leave.
- Casual Staff: When considering working from home arrangements for rostered casual staff, supervisors and managers will assess whether the work is now needed against the essential criteria of delivering teaching and research and provision of essential operational requirements. Where the work is no longer required, the casual staff member will be advised and where eligible (i.e. those casual staff rostered before 18 March) can then access the two weeks of Special Paid Leave.
Given the rapidly evolving nature of the situation, all working arrangements will be reviewed on a regular basis against prevailing external circumstances and operational requirements.
Your People and Culture Business Partner can provide further advice as necessary.
The University continues to provide and update general information at the following websites:
I would also take this opportunity to again remind you of the Employee Assistance Program, further information for which can be accessed at this link.
Take care and look out for each other.