Professional staff Long Service Leave objectives
(Entitlements below based on Full-time 1.0 fraction appointment)
- To exhaust the current year's Long Service Leave accrual:
- nine (9) calendar days per year for 10-14 years' service
- fifteen (15) calendar days for those with service of 15 years or greater
- To reduce any accruals from previous years to achieve a situation where a staff member's Long Service Leave balance is no more than three (3) months at any time. Staff will generally utilise their further annual accrual within the year it accrues with the exception of the initial entitlement after 10 years service.
- Where the plan commits to an extended absence, there may be flexibility for staff to accrue up to a maximum of 5 years worth of annual accrual (excluding the 3 months referred to in point two above).
- In recognition of existing excessive accruals leave plans will aim to achieve a reduction of accruals each year, in accordance with the following schedule:
(a) A maximum of 4 and a half months long service leave accrual by year end 2013; and
(b) A maximum of 3 months long service leave accrual by year end 2016.
Long Service Leave (LSL) Plan - further information
1. Staff members who are eligible will have an entitlement to LSL as follows (based on full-time 1.0 FTE service):
(i) 10 years service = 3 months LSL
(ii) 10 to 15 years service = further LSL at 9 calendar days per annum
(iii) 15 + years service = further LSL at 15 calendar days per annum
2. LSL is recorded in calendar days, not working days like other leave types, ie 5 working days = 7 calendar days. This means that every working day is equivalent to 1.4 calendar days.
3. Staff who apply for LSL at full pay simply need to enter the LSL date range when making a leave booking in HR Online. The system will calculate the correct number of calendar days that will be deducted. However, staff wishing to book LSL at half pay or double pay need to complete a paper-based leave form available from this link .
A staff member with sixteen years' service and five months' LSL accrued at the start of the year, could, in negotiation with their manager, plan to take the following:
|Plan to take||35 calendar days of LSL = 15 calendar days plus 20 calendar days of accrued leave||35 calendar days of LSL = 15 calendar days plus 20 calendar days of accrued leave||35 calendar days of LSL = 15 calendar days plus 20 calendar days of accrued leave|
NOTE: The Leave Plan should address the utilisation of this leave over a three year period.
Examples - LSL Bookings / LSL Balances
Bill is full-time and books one week's LSL at full pay from Monday to Friday. His LSL balance would reduce by 7 calendar days. (5 working days x 1.4 = 7 calendar days)
Mary is full-time and books LSL at double pay every Monday for one month, that is she takes 4 working days off. Her LSL balance will reduce by 11.2 calendar days. (4 working days x 2 (double pay) x 1.4 = 11.2 calendar days)
Jo is part-time and works Monday, Tuesday and Wednesday every week. She books LSL at full pay for 3 months. Assuming that there are 12 weeks in the 3 month period, Jo's LSL balance would reduce by 50.4 calendar days. (3 working days x 12 weeks x 1.4 = 50.44 calendar days)
Jose works full-time and wants to take LSL at half-pay for 6 months. Assuming he takes 130 working days of leave, Jose's LSL balance would be reduced by 91 calendar days. (130 working days x 1.4 calendar days x 1/2 (half pay) = 91 calendar days)
Another Way to Reduce Leave Accruals
If operational needs permit staff may choose to utilise Annual Leave or Long Service Leave prior to entering into an agreed part-time arrangement or LWOP. Such arrangements might include the taking of one day's Annual Leave or Long Service Leave per week for a period of “x” weeks. The minimum amount of Annual Leave that may be taken is a half-day and the minimum for Long Service Leave is one day (booked at the rate of 7/5 of a day because of the accrual rate).