The following provisions apply where employment is governed by the University's current Enterprise Agreement. Arrangements for rostered hours governed by other industrial instruments may differ.

Any proposals relating to rostered work which differ from these provisions are subject to specific negotiations and agreement between the University and affected employees.

The Head of Work Unit will decide, after consultation with the employees involved, whether an employee (one not working in accordance with the flexitime provisions) will be rostered to work in accordance with either a fixed shift pattern or a rotational shift pattern.

The following definitions apply to employees working rostered hours:

• A 'shift roster' is a schedule showing how each staff member will work their ordinary hours of work within a particular shift pattern;
• A 'shift pattern' describes the type of shift arrangement in place and the duration of the shifts;
• A 'continuous shift' is worked from beginning to end without being broken for reasons other than a meal break;
• A 'fixed shift pattern' is where the shift roster sets the same commencing and finishing hours for each shift to be worked on the same days each week throughout the shift roster;
• A 'rotational shift pattern' is where the shift roster sets different commencing and finishing times for the various shifts to be worked, and/or different days each week, throughout a roster;
• A 'week' is a period of seven days, Monday to Sunday inclusive; and
• An 'annual allowance in lieu of shift penalties/allowances' is calculated by totalling the shift penalties/allowances payable during the course of the year. The annualised amount is then paid in accordance with the payment of annual salary, in fortnightly instalments. It is not paid during any period of leave other than annual leave.

Rostered hours may be worked in either a fixed shift pattern or a rotational shift pattern.

The hours of work for employees working shifts is 35 hours per week, averaged over a 12 week period.

These hours may be worked on any day of the week and are subject to the following:

• Employees, including casual employees, will not be required to work a fixed night shift;
• The standard shift duration on any day is a maximum of ten hours, but by agreement may be extended to a maximum of 12 hours.
• The minimum shift to be worked on any day is four hours;
• Subject to the variation of the maximum shift duration specified in paragraph 7, employees will not be required to work more than four ten hour shifts in any one week;
• Employees will not be required to work more than five shifts of four to eight hours duration in any one week;
• There will be a minimum ten hour break between an employee finishing one shift and starting the next shift. Where an employee is directed to resume duty without having taken a ten hour break between shifts, including situations where the employee did not have a ten hour break because they were required to work overtime at the end of the preceding shift, then the employee will be paid at overtime rates until such time as a ten hour break is allowed; and
• No broken shifts will be worked.

A minimum of seven days notice will be given to an employee when they are directed to work a different shift than what is shown on the current shift roster.

A minimum of 28 days' prior notice will be given to employees affected by the implementation of a new shift pattern.

New shift patterns will only be implemented at the conclusion of a regular cycle within the shift pattern in operation.

The minimum notice periods specified in paragraphs 8 and 9 do not apply when an employee is absent because of illness or an emergency, and the roster or shift pattern is changed to enable the normal functioning of the University to continue.

Employees, including casual employees, who are rostered to work shifts will be paid the following shift penalties in addition to their salary:

• Early Morning Shift - refers to any shift commencing before 6 am. These shifts attract a 10% shift penalty allowance.
• Afternoon Shift - refers to any shift finishing after 6.00 pm and at or before midnight. These shifts attract a 12.5% shift penalty allowance.
• Night Shift - refers to any shift finishing after midnight and at or before 8.00 am. These shifts attract a 15% shift penalty allowance.
• Night Shift (Non-Rotating) - refers to any shift pattern in which night shifts are worked which do not rotate or alternate with another shift so that the employee has at least one third of their working time off night shift in each roster cycle. In these instances night shifts attract a 30% shift penalty allowance.

Shifts worked on a Saturday attract a 50% shift penalty allowance and shifts worked on a Sunday attract a 75% shift allowance.

Employees, other than casual employees, working a seven day rotational shift pattern may, be paid the fortnightly equivalent of an annualised allowance in lieu of the shift penalties and allowances which would have been applicable under the provisions of paragraph 12.

Shift penalties will not apply to any period of leave, except where such penalties or annual allowance are paid as a leave loading payment.

Employees will be rostered off duty for a minimum of eight days and no more than 14 days (excluding any approved leave), in each 28 day cycle.

Employees who are required to work on a Public Holiday will, in addition to being paid for the ordinary hours they work, be paid time and a half for the hours worked. No other shift allowance or penalty payment will be payable.

Where an employee commences duty before midnight and continues to work past midnight, they will be regarded as working on a Public Holiday only if the greater number of working hours fall on the holiday. In such cases, all time worked shall be regarded as public holiday duty. Where the amount of ordinary hours worked before and past midnight are equal, all ordinary time worked shall be regarded as time worked on the day on which the shift commenced.

Where a Public Holiday falls on a rostered day off, the employee will be entitled to an additional day's leave. The leave will be taken at a time convenient to the employee and the University. At the option of the University, and depending on the needs of the workplace, an additional day's salary at the ordinary rate can be offered as an alternative to the additional day's leave.

Except for casual employees, any time that an employee is directed to work outside the current shift roster is overtime.

For casual employees participating in a rotating shift roster overtime will apply for any time they are directed to work in excess of seven hours on any day.

Overtime payments will be calculated on the employee's ordinary rate of pay.

Every reasonable effort should be made to keep overtime to a minimum.

When annual leave is taken, the employee's accrued leave balance will be debited by the number of hours the employee would have worked according to the shift roster in place at the time the leave commenced.