Special Leave

V1

57.3 Special Paid or Unpaid Leave 

a. In cases of pressing necessity, employees may apply for special leave consistent with the provisions of the relevant University policy. 

b. Special leave is not generally provided as additional personal sick leave. 

c.b. Cases of pressing necessity may include: but not be limited to: 

(i) personal or family circumstances where other leave options have been exhausted and there is still a pressing need; 

(ii) an epidemic or pandemic as declared by the relevant public health authority in the local government area in which the employee works and/or resides, where an employee is unable to perform their duties under flexible arrangements because of personal infection or carer responsibilities of dependents; or 

(iii) a declared emergency (cyclone, bushfire, flood) or other disaster as declared by the State or Australian Government where it is not practicable for the employee to attend another University site or perform their duties, where flexible work has been agreed. 

c. Special leave is not generally provided as additional personal leave. 

d. The entitlement to special leave is at the discretion of the University depending on the circumstances prevailing at the time. 

d. Applications for special paid leave of greater than 5 days require the approval of the Chief Human Resources Officer, or nominee. 

V2

 57.3 Special Paid or Unpaid Leave 

a. In cases of pressing necessity, employees may apply for special leave consistent with the provisions of the relevant University policy. 

b. Special leave is not generally provided as additional personal sick leave. 

c. Cases of pressing necessity may include: but not be limited to: 

(i) personal or family circumstances where other leave options have been exhausted and there is still a pressing need; 

(ii) an epidemic or pandemic as declared by the relevant public health authority in the local government area in which the employee works and/or resides, where an employee is unable to perform their duties under flexible arrangements because of personal infection or carer responsibilities of dependents; or 

(iii) a declared emergency (cyclone, bushfire, flood) or other disaster as declared by the State or Australian Government where it is not practicable for the employee to attend another University site or perform their duties, where flexible work has been agreed. 

d. Where an employee has exhausted their accrued personal/carer’s leave Special leave is not generally provided as additional personal leave. 

e. The entitlement to special leave is at the discretion of the University depending on the circumstances prevailing at the time. 

c. An employee may alsothey may make an application for special leave to the Chief Human Resources Officer where an employee has exhausted their accrued personal/carer’s leave and: 

(i) they have a chronic illness; 

(ii) or significant caring responsibilities; or 

(iii) they have exhausted their entitlement to paid gender affirmation leave or reproductive health and wellbeing leave. 

d. Other than applications under clause 57.3c above, any Aapplications for special paid leave of greater than 5 days require the approval of the Chief Human Resources Officer, or nominee.