Parental Leave
Information Pack
Contents
Parental Leave .............................................................................................................................3
Concurrent Parental Leave ..........................................................................................................7
Flexible Working Arrangements ...................................................................................................8
Support for Breastfeeding ............................................................................................................9
Support for Adoption & Permanent Foster Care .........................................................................11
Support for Pregnancy & Maternity.............................................................................................13
Government Paid Parental Leave ..............................................................................................16
Special Leave ............................................................................................................................17
Leave Without Pay .....................................................................................................................18
Parental Leave (for staff in Australia)
Information Pack
Parental Leave
What is parental leave?
Parental leave is a general term encompassing paid and unpaid leave
associated with the birth or adoption of a child.
Except for special leave taken concurrently, parental leave is restricted to the
parent who gives birth and/or will be the primary carer for a newborn or newly
adopted child.
The maximum period of parental leave is 2 years from the date of birth or
adoption.
How is primary carer
defined?
The primary carer is the person who is undertaking the day to day care of a
newborn or newly adopted child. You become the primary carer for your child
if:
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you have given birth and you are taking leave to care for your baby full
time;
you are a sole parent;
your partner is returning to work following a period as primary carer; or
the parent who was the primary carer becomes unable to care for the child due
to illness, incapacity or death.
Who is entitled to parental
leave?
All continuing and fixed term employees can access parental leave. An
employee who has more than 40 weeks’ continuous service immediately prior
to the expected date of birth is entitled to paid parental leave.
Up to 26 weeks’ paid leave is available as follows:
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6 weeks’ paid maternity leave (or 12 weeks at ½ pay) available only
to an employee who gives birth to a child.
20 weeks’ paid primary carer leave (or 40 weeks at ½ pay)
available to an employee who takes on the role of primary carer
following the birth or adoption of a child.
Note: A person employed on a fixed-term contract will cease to have an
entitlement to parental leave upon the date the contract expires.
I am a casual employee.
Am I entitled to parental
leave?
A casual employee is not eligible for parental leave unless he or she has been
employed on a regular and systematic basis during a period of at least 12
months and has a reasonable expectation of ongoing employment.
If I am not the primary
carer, am I entitled to any
leave when my child is
born or I adopt a child?
Yes, up to 8 weeks’ concurrent leave is available. If you are eligible, some of
this may be paid under the provisions of special leave (see fact sheet on
Concurrent Parental Leave)
When must paid parental
leave commence?
Maternity leave can commence up to 6 weeks before the expected date of birth
and must commence no later than the actual date of birth.
Primary carer leave must be taken within 26 weeks of the date of birth or 20
weeks of the date of adoption (if taking leave on full pay) and is reduced to
take account of the primary care responsibilities of the other parent (whether or
not they are a University employee). For example: if a University staff member
becomes the primary carer when their birth child reaches 10 weeks of age,
then only 16 weeks’ paid primary carer leave is available.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Parental Leave (for staff in Australia)
Information Pack
Can I take parental leave
at different times during the
first two years after the
actual date of birth or
adoption?
No. Parental leave must be taken as one continuous period (with the exception
of concurrent parental leave).
Both my partner and I work
at the University – can we
each receive paid parental
leave?
No. The University will only pay once for each pregnancy or adoption.
However, where both parents work at the University, parental leave may be
divided between them if each takes the role of primary carer at different times
(up to a maximum of 26 weeks equivalent full–time in the case of a birth and
20 weeks in the case of adoption).
In addition, the parent who is not taking the role of primary carer may be able
to access up to 10 days’ paid special leave as a form of concurrent parental
leave.
How much notice do I need
to provide when I apply for
parental leave?
At least 8 weeks’ written notice is required when applying for either paid or
unpaid parental leave.
What evidence is required?
If you are the birth mother and you plan to take maternity leave you need to
provide a Medical Certificate which details the expected date of birth. If you
also plan to take primary carer leave you should confirm via email:
Parental Leave application
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that you will have primary care of your child during the period of
primary carer leave for which you have applied;
that you will not be undertaking paid work during the primary carer
leave; and
that you agree to notify the University if circumstances change in
relation to primary care arrangements for your child during the period
of paid leave.
If you are not the birth mother a statutory declaration is required to confirm the
above :
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the expected date of birth or date of placement;
that you will have primary care of your child during the period of
primary carer leave for which you have applied;
that you will not be undertaking paid work during the primary carer
leave; and
that you agree to notify the University if circumstances change in
relation to primary care arrangements for your child during the period
of paid leave.
Within 2 weeks of the birth of your child, you must also advise the Division of
Human Resources (in writing or by email) of your child’s actual date of birth.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Parental Leave (for staff in Australia)
Information Pack
Once my parental leave
application is approved,
can I a change it?
You can vary the agreed period of parental leave before the leave commences
by giving at least 4 weeks’ notice in writing.
Can I combine other paid
leave with parental leave?
Yes, you may use any annual leave or long service leave available to you, as
long as the period of parental leave is unbroken.
How does parental leave
affect my entitlements?
Absence on approved leave does not break continuity of service. However,
periods of unpaid leave do not count as service for the purpose of calculating
accruals, so you will not accrue leave while on unpaid leave. Periods of unpaid
leave of over 2 months also impact on incremental salary progression. In this
case your increment will be deferred from the common anniversary date (the
date at which increments are normally paid) by the amount of unpaid leave
taken (for the relevant year only).
Once you have commenced leave, you may also apply to vary either the
period of leave or your return to work arrangements by giving at least 4 weeks’
notice in writing. However, the change will only be approved if it is consistent
with any other agreement that has been entered into with a replacement staff
member.
If you take part-time parental leave, you will receive entitlements on a pro rata
basis and continue to progress through your salary range.
What happens to my super
when I am on parental
leave?
Your superannuation continues as normal during parental leave at full pay.
Parental leave at half pay will reduce contributions to your fund which may
result in a benefit reduction. Please refer to Fact Sheet – Changed
Superannuation Status
Should you wish to discuss maintaining contributions during periods of leave
without pay please contact the Superannuation Officer via [email protected]
What happens to academic
probation during parental
leave?
Your academic probation end date will be deferred by any period of extended
leave you take.
Can I apply for promotion
or attend professional
development programs
while on parental leave?
Yes, you can apply for promotion, or to attend any staff development or training
activities run through the University while you are on parental leave.
Can I return to my normal
position after taking
parental leave?
Yes, when you take parental leave you have the right to return to your former
position regardless of whether the leave was taken on a part-time or full-time
basis. This right is forfeited if you fail to return when the leave period expires.
You may also apply for vacant positions if you are able to take up an
appropriate start date. Before you start your leave you can make an
arrangement with your manager to be advised of any vacancies or professional
development opportunities that arise in your School/Section. Participation in
professional development opportunities will not be paid while you are on leave.
If, you have been transferred temporarily to a different position because of
pregnancy or while on part-time leave, you are entitled to return to your
substantive position.
What happens if there is
significant change or
restructure impacting on
my job while I am on
leave?
You will be kept informed of any significant change in your area that impacts
on your position while you are on leave. If your position ceases to exist you
will be offered a comparable position at the same salary level or, if no
comparable position is available, redeployment or redundancy.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Parental Leave (for staff in Australia)
Information Pack
Can I reduce my hours
when I return to work from
parental leave?
Yes, you can return to work in your former position at a reduced fraction up to
your child’s second birthday or 2 years from the date of adoption. After that
you have the option of applying for conversion to part-time employment on a
temporary or permanent basis.
How often can I take
parental leave?
There is no restriction on the number of times you may take parental leave.
However, if a new period of parental leave commences within 2 years of
completion of a previous period of parental leave, the entitlement to paid
primary carer leave will be reduced to 8 weeks. All other parental leave
entitlements (such as maternity leave) remain the same.
If you have returned from a previous period of parental leave at a reduced
fraction, the payment for parental leave for the subsequent period will be based
on an average service fraction for the 12 months preceding the subsequent
period of parental leave.
If I am on CSU Parental
Leave am I entitled to the
Government Paid Parental
Leave?
Yes, if you meet Family Assistance eligibility.
Further Details
Charles Sturt University Enterprise Agreement (2013 – 2016)
Information regarding eligibility is available on the Family Assistance site
Leave Manual
Statutory Declaration Examples for Parental Leave
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Asset ID # 1028413
Parental Leave (for staff in Australia)
Information Pack
Concurrent Parental Leave
What is concurrent parental
leave?
Concurrent parental leave refers to leave associated with the birth or
adoption of a child taken by one parent at the same time as the other parent
is on maternity or extended parental leave and/or at home with the child as
primary carer. Concurrent parental leave is available to the parent who is not
taking the primary caring role for the child at that time.
The maximum period of concurrent parental leave (paid and unpaid) is 8
weeks.
Who is entitled to concurrent
parental leave?
All continuing and fixed term employees are entitled to concurrent parental
leave.
Casual employees are not eligible for concurrent parental leave unless they
have been employed by the University on a regular and systematic basis
during a period of at least 12 months and have a reasonable expectation of
ongoing employment.
Is concurrent parental leave
paid or unpaid?
If you have special leave to credit, you can access up to 10 days’ paid
concurrent parental leave. The remaining entitlement to concurrent parental
leave is unpaid.
When can I take concurrent
parental leave?
You can commence concurrent parental leave any time from 1 week before
the expected date of birth of your child or, in the case of adoption, any time
from the date of placement.
Paid leave in the form of special leave must be completed within 3 months of
the date of birth or adoption. Unpaid leave must be completed within a year
of the date of birth or adoption.
Must I take concurrent
parental leave in one
continuous block?
No, special leave can be taken in any configuration.
What evidence must I
provide to apply for
concurrent parental leave?
You are required to provide evidence of your child’s date of birth or adoption
with your application.
If I take concurrent parental
leave, can I access Dad and
Partner pay provided by the
Federal Government?
Yes, if you meet the eligibility requirements and you are on unpaid leave you
may be able to receive Dad and Partner Pay at any time in the first year after
your child’s birth or adoption.
Further Details
Charles Sturt University Enterprise Agreement (2013 – 2016)
Unpaid leave must be taken as a minimum of 2 week blocks. However, it
may be possible to negotiate shorter periods, depending on the needs of
your workplace.
Further information is available on the Dad and Partner Pay site
Leave Manual
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Information Pack
Flexible Working Arrangements
Charles Sturt University is committed to providing a flexible and supportive work environment to assist staff
to balance their work and life commitments, while meeting the operational needs of the University. A
range of flexible options are available, as set out below.
Flexible Working Hours
Scheme
Available to professional/general staff at Levels 1-8, the aim of the scheme is
to establish mutually agreeable working hour arrangements between
employees and the University.
With the approval of their supervisor, a staff member may accumulate and
carry forward sixteen (16) hours to credit or debit. Accumulated hours to credit
may be taken at a time convenient to both the staff member and their work
area.
Purchased Leave
A staff member may apply to purchase leave entitlements of one (1), two (2) or
four (4) weeks in addition to their normal annual leave entitlement. The
additional leave is funded through deductions from the employee’s salary over
a period of 12 months.
Special Leave
Special leave can be taken to cover various circumstances relating to
immediate family and other responsibilities. A definition of immediate family
can be found in the Special Leave Fact Sheet.
Full time staff may be entitled to a maximum of ten (10) days per year and part
time staff on a pro rata basis. Staff members who commence part way through
the year receive a pro rata entitlement.
Personal Leave
Personal leave can be taken in the event that an employee is ill or for the
purpose of caring for or supporting a person who is ill and for whom the staff
member has responsibility as a member of their immediate family or
household. A definition of immediate family can be found in the Personal Leave
Fact Sheet.
Leave Without Pay
Leave without pay may be utilised by employees for various reasons such as
fulfilling family and parental responsibilities. Leave without pay may be granted
without first utilising other forms of paid leave.
Change of Work Fraction
A staff member may apply to reduce their work fraction for a period of time in
accordance with Clause 21.24 of the Enterprise Agreement. At the end of the
period the staff member will resume their substantive full-time position.
Transition to Retirement
A staff member may ask to work on a fractional basis for a fixed term up to 3
years prior to retirement. With approval, this may enable the staff member and
the University to maintain superannuation contributions at the same levels that
applied prior to the fractional conversion.
National Employment
Standards
The National Employment Standards require an employer to give consideration
to a request for flexibility for the purpose of caring for a child who is under
school age or a child under 18 who has a disability. The employer may refuse
a request on reasonable business grounds in which case the reasons for
refusal must be conveyed to the staff member in writing.
Further Details
Balancing Work and Family Responsibilities Policy
Charles Sturt University Enterprise Agreement (2013 – 2016)
Leave Manual
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Parental Leave (for staff in Australia)
Information Pack
Support for Breastfeeding
Does CSU support staff
members who are
breastfeeding?
Not all women choose to breastfeed their babies. However, for those that
do, returning to work after the birth of a child can limit the length of time for
which breastfeeding is possible.
Support for breastfeeding at work can provide the following benefits for staff
and the University:
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it gives mothers more choice over how long to breastfeed;
it can assist an earlier return to work from parental leave;
it potentially reduces absenteeism, since breastfed babies generally
have fewer infections;
it supports positive working relations and reinforces the University’s
commitment to work/life balance.
CSU’s support for breastfeeding mothers is stated in its Policy on
Breastfeeding and is part of the University’s commitment to promoting a
workplace culture that is family friendly.
How can I balance
breastfeeding and work?
There are a number of options available to enable you to breastfeed your
baby:
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What options are available
for lactation breaks?
delay your return to work until your baby can go without breastfeeds
during your work time (see maternity/parental leave provisions);
return to work on a part-time basis for a temporary period while still
breastfeeding;
use onsite childcare to enable you to breastfeed your baby at work;
have the baby’s carer bring him/her to work for breastfeeds; or
express breast milk at work.
The University will provide reasonable flexibility for lactation breaks during
the workday, taking into account the operational requirements of the area.
This might encompass one or more of the following:
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flexible starting and finishing times;
use of accrued flexi-leave;
time off for you to express breast milk or breastfeed your baby on
campus;
allowing lunch and/or other breaks to coincide with feeding times
and/or be extended; or
a short period of time to return home for purposes of feeding.
A combination of breaks in paid time and flexi-time can be negotiated with
your supervisor utilising any of the options above.
The International Labour Organisation recommends two thirty-minute breaks
in an eight-hour shift for breastfeeding mothers in addition to normal breaks.
However, the number of breaks required will vary, depending on the needs of
the individual child and its age.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Parental Leave (for staff in Australia)
Information Pack
What can I do to get myself
ready to continue
breastfeeding when I return
to work?
Make childcare arrangements on campus (if available) as soon as you are
aware of your needs (preferably as soon as you know you are pregnant as
places for babies are highly sought after). This will make it easier for you to
breastfeed your child at work, instead of expressing.
Plan in advance how you would like to come back to work and continue to
breastfeed. We suggest you talk with your health care provider and explore
the options.
How do I negotiate
breastfeeding breaks on my
return?
As soon as you are certain of your intentions to continue breastfeeding on
return to work, contact your manager to discuss your needs. Explore a
suitable space for you to breastfeed and/or express and arrangements
regarding lactation breaks. These arrangements should be reviewed
regularly as your baby’s needs change and to take account of the operational
requirements of the area.
Can I bring my baby to work
to be breastfed?
Yes – see CSU Children on Campus Procedure.
What if my work duties or
work area poses a health risk
to breastfeeding and/or to my
child?
Under work health and safety legislation, a breastfeeding mother is entitled to
a safe workplace that does not place her or her breastfed baby in danger. If
you think there might be a risk, you may wish to consult your health care
provider or early childhood nurse and then discuss any changes that need to
be made with your manager (See Support for Pregnancy Fact Sheet for more
information)
Does the University have any
dedicated family rooms
where I can
breastfeed/express milk?
Parenting rooms are available on some campuses. A list of Parenting rooms
can be found here. Where a designated room is not located conveniently,
you should discuss your requirements with your manager to determine a
suitable alternative.
Who do I approach if I have a
concern about breastfeeding
at work?
You can contact the HR Service Centre staff via [email protected] for referral
to the most appropriate person to address your concern.
Where can I go for additional
information about
breastfeeding?
In the first instance you should seek information from your health care
provider or early childhood nurse.
Further Details
Charles Sturt University Enterprise Agreement (2013 – 2016)
If possible, arrange for the baby’s carer to bring the baby to you at work.
For more general information, the Australian Breastfeeding Association
website has a wealth of information on breastfeeding. The association also
runs the National Breastfeeding Helpline - 1800 686 2686
Leave Manual
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Asset ID # 1028413
Parental Leave (for staff in Australia)
Information Pack
Support for Adoption & Permanent Foster Care
Can I have leave for pre
adoption interviews and
examinations?
Yes, you may use annual leave, flexi leave or unpaid leave to attend any
interviews or examinations required for the adoption of a child.
Can I access parental leave
for adoption?
Yes, if you are the primary carer for your adopted child you can take up to 2
years’ parental leave from the date of placement as long as eligibility
requirements are met.
A staff member who is adopting a child is entitled to parental leave under the
following conditions:

the child is not the child or step-child of the staff member or their
spouse/partner;

the child has not lived with the staff member for a continuous period
of more than six months prior to the proposed date of placement.
To be eligible for paid primary carer leave you must meet the service
requirements outlined in the Parental Leave Fact Sheet.
If you are adopting more than one child at the same time, you will only be
entitled to one period of parental leave.
What if I am not the primary
carer for my adopted child?
If you have special leave to credit, you can access up to 10 days’ paid
concurrent parental leave within 3 months of the date of placement of your
child. (see Concurrent Parental Leave Fact Sheet)
How much notice do I need
to give?
You should advise your manager and complete your parental leave
application as soon as you receive notification of approval of the adoption
arrangement.
What evidence do I need to
provide?
You should attach the approval notice of the adoption to your parental leave
application and complete a statutory declaration confirming:

the anticipated date of placement;
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that the child you are adopting is not your child or the child of your
spouse or partner;
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that the child will not have lived with you for a continuous period of
more than 6 months prior to the date of placement; and
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that you will be the primary carer for the child during the period of
parental leave (unless you have applied for concurrent parental
leave);
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that you will not be undertaking paid work during the primary carer
leave; and
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that you agree to notify the University if circumstances change in
relation to primary care arrangements for your child during the period
of paid leave.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Parental Leave (for staff in Australia)
Information Pack
Can I also access parental
leave if I am fostering a
child?
You are able to use parental leave if you are taking permanent custody of a
foster child. You will need to provide verification that the foster care
arrangement is of a permanent nature. For all other fostering arrangements
you can use annual or long service leave to credit or unpaid leave.
If you are taking permanent custody of more than one child at the same time,
you will only be entitled to one period of leave.
Further Details
Charles Sturt University Enterprise Agreement (2013 – 2016)
Leave Manual
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Asset ID # 1028413
Parental Leave (for staff in Australia)
Information Pack
Support for Pregnancy & Maternity
I am planning to have a
baby, are there any factors in
the workplace that can
impact adversely on
pregnancy?
The University has strict protocols in place to ensure that appropriate health
and safety standards are met in all workplaces. Most work areas in the
University do not include features that could pose a risk to pregnancy.
How do I find out about any
potential hazards in my
workplace that could pose a
risk to pregnancy?
Information on potential risks to pregnancy or breastfeeding associated with
a specific work environment should be included in the normal flow of OH&S
information required by law. You may also wish to discuss any potential risk
to you or your baby from working in your current position with your medical
practitioner.
What should I do if I work in
an area with potential
hazards during pregnancy?
If you are working in a higher risk area or a position where it is not safe for
you to do your usual job, inform your manager as soon as possible when you
are planning a family so that appropriate risk management measures can be
put in place. If your medical practitioner is of the opinion that working in your
current position poses a risk to you or your baby, your supervisor will arrange
for an OH&S assessment to be undertaken.
The most common hazards in the workplace that can affect pregnancy are
hazardous chemicals, infectious biological carrying agents, radiation,
excessive heat, heavy lifting and standing for long periods. Staff members
who work in laboratories, health care, childcare, animal care and dealing with
human and animal products may have a higher risk of exposure to some of
these hazards.
Some risks can be managed adequately through changing work practices or
temporarily modifying duties. Alternatively, you may need to be transferred
to a safer work area for the course of the pregnancy (and beyond if
breastfeeding). Finally, if no suitable measure can be identified, you are
entitled to paid ‘no safe job leave’ for as long as a medical practitioner
certifies is necessary to avoid exposure to the risk.
Will my entitlements and
salary be affected if I am
transferred to another
position during pregnancy?
If you are transferred for OH&S reasons, the position to which you are
transferred will be as close as possible in status to your substantive position
and without loss of salary. You will retain all your normal entitlements.
What sort of leave can I take
while having treatment as
part of an IVF program?
Clinical visits can be covered by personal leave with the normal requirements
attached to such leave.
What leave can I use for
prenatal checkups?
Generally you would use personal leave or flexitime to attend prenatal
appointments.
What happens if I have
difficulty performing my
normal duties during
pregnancy or I am not well
enough to continue working?
There are several options that may be available to you to vary your work
situation during pregnancy and you will need to discuss which option might
work best with your supervisor.
These include:
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rearranging your duties or hours;
introducing short rest breaks into your work schedule;
applying to work on a part-time basis for the duration of your
pregnancy;
using your annual leave or long service leave; or
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Parental Leave (for staff in Australia)
Information Pack

commencing on maternity leave up to 6 weeks before the expected
date of birth of your child.
If you produce a medical certificate verifying that you are medically unfit to
work, you may also:
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use accrued personal leave; or
take unpaid leave.
If I convert to part-time
employment during my
pregnancy, how will my paid
parental leave be calculated?
If you have only converted to part-time hours for reasons related to your
pregnancy and you are entitled to paid parental leave, you will be paid the
parental leave entitlement for your full-time position.
What happens if my
pregnancy is unsuccessful?
If you have a miscarriage, you may take up to 2 weeks’ special leave and/or
accrued personal leave or unpaid leave. In the case of a still birth, you may
elect to continue on paid maternity leave (if eligible) or special leave, and/or
use accrued personal leave. You will need to provide a medical certificate
before accessing leave.
If however you have returned from a previous period of parental leave at a
reduced fraction, the payment for parental leave for the subsequent period
will be based on an average service fraction for the 12 months preceding the
subsequent period of parental leave.
This can be a distressing time and you may need to access additional forms
of leave to allow more time before returning to the workplace. The University
also has an Employee Assistance Program which offers private, confidential,
professional counselling.
What leave can I use when I
have my baby?
If you have 40 weeks of service you are entitled to 6 weeks’ paid maternity
leave as well as 20 weeks’ primary carer leave, as long as you will be the
primary carer for your baby. You can take this leave on a full-time or parttime (i.e. 12 weeks and 40 weeks) basis. You are also able to take unpaid
parental leave up until your child’s second birthday or return to work at a
reduced fraction until that time.
If you have less than 40 weeks’ service you can access unpaid leave before
the birth of your child and up to 2 weeks’ paid special leave from the date of
birth. You can then go onto unpaid parental leave.
See the Parental Leave Fact sheet for more information on conditions and
how to apply for paid and unpaid parental leave.
How soon before I give birth
must I stop work?
There are no set times for maternity leave. You can work up until the date of
birth (you may be requested to provide a medical certificate stating you are fit
for work). Alternatively, you may choose to start maternity leave up to 6
weeks before the birth of your child. If you wish to take leave before this you
can apply to take annual leave, long service leave, or unpaid leave.
What happens if I give birth
prematurely?
If you give birth prematurely you will be deemed to be on maternity leave
from the first working day after your baby is born. You may need to review
your parental leave and return to work arrangements to take account of the
actual date of birth.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
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Asset ID # 1028413
Parental Leave (for staff in Australia)
Information Pack
What information I am
required to provide once I
have given birth?
You must notify the University of your child’s actual date of birth within two
weeks of giving birth. Before your intended return date, you should also
provide confirmation to your supervisor of your agreed return to work
arrangements.
What can I do if I find I am
not ready to return by the
agreed date or I want to
change my work
arrangements?
You may apply to vary either the period of leave or your return to work
arrangements by giving at least 4 weeks’ notice in writing. However, the
change will only be approved if it is consistent with any other agreement that
has been entered into with a replacement staff member.
What support is available to
help me balance work and
caring for my child?
Support with breastfeeding at work (see Support for Breastfeeding Fact
Sheet)
Where can I go for additional
information about
conception, pregnancy,
birthing and postnatal care?
The Australian Government provides assistance through the Birth and Baby
Helpline
Flexible work and leave arrangements (see Flexible Work Arrangements
Fact Sheet)
http://www.health.gov.au/pregnancyhelpline
Other sites available include:
http://www.pregnancybirthbaby.org.au/
http://www.thepregnancycentre.com.au/home
http://www.bubhub.com.au/loungepregnancy.php
http://www.essentialbaby.com.au/
Further Details
Charles Sturt University Enterprise Agreement (2013 – 2016)
Leave Manual
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
Page 15
Asset ID # 1028413
Parental Leave (for staff in Australia)
Information Pack
Government Paid Parental Leave
What is Government Paid
Parental Leave?
It is Australia’s first national Paid Parental Leave scheme. It is funded by the
Australian Government.
When does it start?
The scheme starts on 1 January 2011.
Am I eligible?
Information regarding eligibility is available on the Family Assistance site at:
http://www.humanservices.gov.au/customer/services/centrelink/parentalleave-pay
How do I apply?
You will need to contact Family Assistance and lodge a claim for Parental
Leave Pay.
You make a claim for Parental Leave Pay through;
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Family Assistance Online Services,
Family Assistance Offices located in Medicare offices,
Centrelink Customer Service Centres, or
Calling 136 150.
What is CSU’s role?
CSU is responsible for providing the Government Parental Leave Pay to you
following notification by Family Assistance.
How will CSU know when to
pay?
CSU will be notified by Family Assistance of your eligibility.
How do I get paid?
CSU will facilitate the payment of Paid Parental Leave if you meet the
eligibility criteria found at:
http://www.humanservices.gov.au/customer/services/centrelink/parentalleave-pay.
CSU will provide this to you in your usual pay cycle in your normal pay
account. The Parental Leave pay is taxable and is in addition to any other
salary or leave payments made by CSU.
If your Parental Leave Pay is not provided by CSU it will be provided by the
Family Assistance Office.
How does this affect my
existing CSU maternity,
adoption or parental leave
entitlements?
The Government Paid Parental Pay does not change any of your existing
leave entitlements.
Further Details
http://www.humanservices.gov.au/customer/services/centrelink/parentalleave-pay
CSU Contact
[email protected]
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
Page 16
Asset ID # 1028413
Parental Leave (for staff in Australia)
Information Pack
Special Leave
What is Special Leave?
Special Leave can be taken for:
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Life threatening illness, serious injury or death of Family or
Household Member (*see definition below)
Blood donation
Concurrent Parental Leave (to be taken within 3 months of the birth)
Cultural or Religious Obligations
Examination Attendance
Natural Disaster/Emergency Service Volunteer
Retirement Seminar
Taking custody of a Foster Child
Union Delegate Activities
Situations of domestic violence (if the 10 days personal leave
entitlement has been exhausted)
* Immediate family refers to an employee's spouse or former spouse, de facto spouse or former
de facto spouse (de facto spouse includes same-sex, transgender, intersex and heterosexual
partnerships); or their child or adult child (including their adopted child, step child, ex-nuptial
child or foster child), parent, brother, sister, grandparent, grandchild, mother-in-law, father-inlaw, brother-in-law or sister-in-law. Other kinship and family networks may be considered on a
case by case basis.
What is my Special Leave
entitlement?
Full time eligible employees may be entitled up to a maximum of 10 days
paid special leave per annum.
Part time employees are entitled to special leave on a pro rata basis.
How much time can I take?
Special Leave shall be kept to the minimum time necessary in the particular
circumstance.
How do I apply for Special
Leave?
You book your special leave through Web Kiosk.
As a casual staff member am
I entitled to Special Leave?
No, casual employees are not eligible for special leave.
Does my unused Special
Leave carry over to the next
year?
No, special leave is not cumulative.
What happens if my Special
Leave entitlement is
exhausted?
If an employee has exhausted their special leave entitlement, the University
will provide an additional two (2) days paid leave per occasion for
circumstances that fit in the criteria outlined above.
Part time employees without a set roster are required to apply via the Special
Leave form.
The University may also consider granting additional special leave in
exceptional circumstances.
Further Details
Charles Sturt University Enterprise Agreement (2013 – 2016)
Leave Manual
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
Page 17
Asset ID # 1028413
Parental Leave (for staff in Australia)
Information Pack
Leave Without Pay
Who can apply for Leave
Without Pay?
Staff may apply for leave without pay for an appropriate purpose, such as
meeting family responsibilities, illness or defence force service.
How do I apply for Leave
Without Pay?
Apply via the Leave Without Pay form.
Does Leave Without Pay
count as service?
Leave without pay not exceeding 2 months per calendar year shall be
recognised as service for the accrual of other forms of leave and for salary
progression.
Does Leave Without Pay
affect my superannuation?
Staff are required to meet all superannuation obligations that apply to the
relevant fund during a period of leave without pay.
Do I need to provide a
reason for requesting Leave
Without Pay?
If you are requesting leave without pay you may be required to provide a
reason. Supporting documentation may also be requested, as appropriate.
Do I need to exhaust all my
other leave entitlements
before taking Leave Without
Pay?
Leave without pay may be granted, without first utilising other forms of paid
leave, to enable employees to undertake family and parental responsibilities.
Further Details
Charles Sturt University Enterprise Agreement (2013 – 2016)
Leave Manual
In the event of any discrepancy between this fact sheet and the Enterprise Agreement or Leave Manual, the terms of the Agreement
or Leave Manual will prevail.
Last reviewed: April 2016
Page 18
Asset ID # 1028413