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Section 1 - Introduction
(1) In Australia today it is increasingly acknowledged that family responsibilities directly impact on employment and educational opportunities. Within the context of higher education, it is clear that such responsibilities have a significant impact on the educational opportunities of students and the employment opportunities of staff.
(2) Under the New South Wales Anti-Discrimination Act 1977 No 48 (as amended), it is unlawful to discriminate against a person in education or employment on the grounds of family responsibilities or carers' responsibilities.
(3) The University of Newcastle is committed to providing an accessible, supportive and flexible environment for all staff and students, including those with family responsibilities.
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Section 2 - Family Responsibilities
(4) The University recognises that:
- family responsibilities impact on all aspects of an individual's life and are not confined to the 'private' sphere. The ways in which such responsibilities impact on work and education mean that they are the concern of the University as a whole;
- family responsibilities affect both women and men;
- families are diverse. 'Family' is defined by the University in an inclusive way, and includes same sex and de facto partners. The University also recognises the wide kinship and family networks of many cultures, and wants to be sensitive to cultural differences in the implementation of its family-friendly policies;
- students and staff should have access to the same educational and employment conditions regardless of their family responsibilities; and
- leave and benefits should be reasonably provided to accommodate the roles of students and staff with respect to these family or carer responsibilities.
(5) The University encourages a shared-care model whereby family and carer responsibilities are undertaken by both men and women; it is also aware that child care in particular remains in practice, primarily with women. The provisions for children on campus (see Managing Family Responsibilities for more information) for staff and students are part of the University's affirmative action for women.
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Section 3 - Care of Children
(6) The University of Newcastle is committed to:
- supporting and providing high quality and affordable child care facilities for students and staff;
- an understanding that child care facilities should be available to meet a range of needs, for example, vacation care, temporary or emergency care, and that these facilities should be readily available and easily affordable to those who want them; and
- providing facilities which are accessible to those who are accompanied by children. This includes, where practicable, provision for ramp entrances to buildings, baby change facilities and breastfeeding rooms.
(7) The University also recognises the occasional need for students to bring children to attend classes, and for staff to bring children to work. For example, a parent may have a babe in arms, child care arrangements or plans may have fallen through, or it may be a 'pupil-free day' in schools. In these instances, students and staff must seek permission from their lecturer/tutor or Supervisor. Permission to bring children to class or the workplace is at the discretion of the lecturer/tutor or Supervisor, though any reasonable request should be treated sympathetically. (For more information, please see “Guideline for Staff/Students Bringing Children on Campus”.)
(8) The University recognises the occasional need for staff and students to take their children into the libraries, food outlets, sporting facilities or any other non-teaching areas subject to any regulations which may apply in those areas.
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Section 4 - Provisions for Staff with Family Responsibilities
(9) The University offers a range of provisions to support the needs of staff with family responsibilities.
- Personal Leave. The University provides for a staff member, other than a casual staff member, to take up to 25 days paid personal leave in any 12 month period in the event of the following:
- sickness, which is illness, injury or incapacity;
- caring for a family member / member of the household suffering from an illness, injury or incapacity;
- compassionate needs;
- unforeseen emergency; or
- attending significant cultural events of relevance to the staff member.
- Parental Leave. Parental leave enables staff to care for a child (biological or adopted) during the first year of life. Parental leave incorporates maternity, paternity, surrogacy and adoption leave as well as partner leave (please see Parental Guideline for further information). Maternity and adoption leave provide periods of paid leave. The University grants to mothers returning to work after maternity leave, two paid half hour breaks per day for the purpose of breastfeeding or expressing milk. This benefit is available until either breastfeeding ceases or the child is one year old, whichever is the sooner.
- Purchased Leave Scheme for Professional Staff Members. The University has implemented a purchased leave scheme to provide flexibility for staff with family responsibilities and for staff who wish to extend their leave options for personal reasons. The scheme allows staff to have between two and eight weeks paid absence in addition to the normal four weeks annual leave, with a commensurate reduction in the total salary rate for the twelve month period.
- Return from Parental Leave. Following parental leave, on a part-time basis for a defined period.
- Job sharing. Job share arrangements may be available to staff on a time defined basis.
- Flexible Working Arrangements including flex time for Professional Staff.
(10) Approval must be obtained from the designated manager in accordance with the relevant policy for each of the arrangements. Policies are available on the Policy Library.
(11) For more information contact your supervisor, Human Resource Services or the Equity Diversity and Inclusivity Unit.