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The ³ÉÈË´óƬ aims to ensure that staff members are able to balance their work and other (including family) commitments by supportingÌý flexible work arrangements.

To learn how some of our staff have benefited from flexible work arrangements, read theirÌýtestimonials.ÌýThe flexible arrangements we offer are listed below.

What works for me? Looking beyond 9-5

Nine to five doesn’t suit everyone.

• If your working hours don’t quite match your lifestyle choices, the University offersÌýflexible work optionsÌý(available betweenÌý7amÌýandÌý7pm).
• If you would rather work longer days to have more time off for the things you love,Ìýcompressed weeksÌýmight be what you’re looking for.

Negotiate with your Leader to form an agreement that’s right for you!

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Want to reduce your hours to support your family or passion?

If you want moreÌýtime to studyÌýor follow a passion,Ìýreducing your employment fractionÌýmay be the answer. For parents contemplating extra caregiving at home, request a reduction to suit your family needs.

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Need extra leave to cover school holidays or pursue a special adventure?

If school holidays stretch longer than your own, or you’re preparing for a big trip overseas, the University provides opportunities toÌýpurchase an additional 4-8 weeksÌýannual leave in a given year. Leave without pay is another option for those looking to enjoy further time off.

Emergencies happen, we can help

You can access threeÌýspecial paid leaveÌýdays each calendar year for absences caused by emergencies.

For those experiencingÌýfamily violence, five days are available to help ensure your family’s safety.

If a loved one develops an illness or injury or there has been a death in the family, the University provides three daysÌýcompassionate leaveÌýtoÌýsupport youÌýthrough this time.

Caring for your family

We have manyÌýparental leaveÌýoptions available for new parents and for those who are seeking flexibility in their work to support caring for children. Even if you’ve just joined the University andÌýhaven’t yet completed 12 months service, you can access paid leave to care for your new family.

There are many considerations when planning yourÌýreturn to work after time off for parental leave. Discuss with your supervisor what works best for your work area and for you.

Why not consider working from home?

Sometimes the most effective way to engage with your work or to balance competing priorities is to work from home. The University provides for this option in ourÌýworking from home procedure.

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Apply for flexible working arrangements

Please discuss your preferred flexible working options with your Supervisor who will consider what can reasonably be accommodated by your work area. Further detail on how to apply please refer to the Flexible Work arrangements page.

The University has the following family-friendly leave options available.

For details of leave conditions including eligibility refer to theÌý³ÉÈË´óƬ Enterprise Agreement 2017-2021 .

For entitlements and related policies refer to theÌýleave and entitlementsÌýprocedure.

For additional leave entitlements please refer to section 4 of the Enterprise Agreement.

Child care services are offered at the University's North Terrace and Waite campuses.

TheÌýAdelaide Campus Children's CentreÌýandÌýWaite Campus Children's CentreÌýare operated by an independent, not-for-profit association, Adelaide University Childcare Services Inc., in premises provided by the University.

• The centres are available for use by staff, students and the general community.
• Full-time and part-time care is provided.
• The centres are open Monday to Friday, but closed on all public holidays and for several weeks during Christmas and New Year.

Parenting rooms are located in the following areas:

ÌýNorth Terrace campus mapÌýWaite campus map

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Parenting room details

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The ³ÉÈË´óƬ has established a Dependant Travel Scheme (up to $2,500 per instance) to support staff who have caring responsibilities to participate in a conference held overseas or within Australia.

Funding support may be made available to eligible staff as a contribution to the travel costs of the dependant relative or a carer, or to employ a carer at the conference location.

Support from the Dependant Travel Scheme may be available to applicants who have primary caring responsibility for a young child/ren, or a dependant relative with special needs. Academic staff in a continuing position, or in a fixed-term position with at least 12 months tenure remaining, are eligible to apply for funding under the Scheme, provided they are not full-time postgraduate students. Additionally, for fixed-term staff, the travel must occur within the contractual period.

Executive Deans consider requests for the funding once the travel is approved in-principle. The number of awards available will be up to each Executive Dean to determine from their own budgets, noting that the Fringe Benefits Tax (FBT) liability must also be met by the Faculty. As a guide, this means up to $1,250 can be spent on dependant travel expenses where the associated FBT is approximately equal to the value of the dependant travel benefits (e.g. travel costs of $1,250 will have an associated FBT expense of roughly $1,250 - the combined total meets the $2,500 cap).

Any additional expenses incurred as a result of the dependant/s or carer travelling must be borne by the staff member privately.Ìý Where split charging is not available the staff member must pay in full with private funds and seek reimbursement of the business related portion. The corporate credit card must not be used.

Use of consulting funds under the Dependant Travel Scheme

Academic staff with a consulting fund balance may be approved toÌýutiliseÌýthose fundsÌýfor the purpose of dependant travel.

Refer Table 3 of the University'sÌýResearch Grants, Contracts and Consultancies PolicyÌýwhich enables academic staff with funds available in their consulting account to utilise those funds to pay for dependant travel (as per above criteria).

Application process for the Dependant Travel Scheme

Please note, there is currently a review of the Dependant Travel Scheme process occurring. In the meantime there are different approaches in administering the process between faculties. We thank you for your understanding as we review this process and update its design.

Dependant travel scheme applications (regardless of the source of funding) must be emailed to the Associate Dean GEDI in your faculty.

• Associate Professor Michelle McArthur, Deputy Dean People & Culture, SET
• Dr Tina Bianco-Miotto, Associate Dean, GEDI, SET
• Dr Shona Crabb, Deputy Dean People & Culture, HMS
• Professor Joanne Bowen, Associate Dean, GEDI, HMS
• Professor Andrew Van Der Vlies, Deputy Dean, People & Culture, ABLE
• Associate Professor Anne Hewitt, Associate Dean GEDI, ABLE

Once approved by the Executive Dean and Associate Dean GEDI, completed dependant travel forms must be emailed toÌýtaxhelpdesk@adelaide.edu.au.

If travelling internationally the approved application form must be attached to the international travel request in Pre-Trip Approve.Ìý

Dependant travel scheme application

Please note, all ABLE Faculty applications must use this .

Questions

Any questions regarding the Dependant Travel Scheme should be directed to your Associate Dean GEDI in the first instance.Ìý Queries relating to the FBT calculation can be directed to the taxhelpdesk@adelaide.edu.au.

Barbara Kidman Fellowship Scheme

The ³ÉÈË´óƬ Barbara Kidman Women'sÌýFellowship Scheme is designed to support female academics to enhance and promote their career.

The Scheme offers opportunities to enhance, maintain, or re-invigorate research momentum, and assist the Fellowship recipients in applying for, and assuming, enhanced roles in the near future. Preference will be given to those staff whose research momentum has been affected by caring responsibilities, resulting in career-disruption or reduced working hours.

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For more information please refer to the Barbara Kidman Fellowship SchemeÌýwebpage