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Yes, to meet with a UniSuper Consultant, you can register here or by calling UniSuper on 1800 331 685.
Meetings can either be held on campus, or arranged via phone or video conferencing.
This help article will guide you on how to find which staff members in your supervisory organisation have Manager Support access.
The ‘Manager Support’ security Role is restricted to HR staff and select roles outside of HR who support the University Executives and Senior Leaders. Individuals who have been approved to hold this security role are able to view, initiate, process, and progress Workday transactions on behalf of the University Executives and Senior Leaders they are supporting (excluding DoA approvals).
Individuals with this security access play a crucial role in ensuring Workday transactions are initiated and progressed in a timely manner.
As a manager you can enroll all or part of your team in a digital course, classroom or virtual classroom offering. Managers are unable to mark a course Required. That can only be done by Learning Administrators.
Your employment details can be viewed in myHRonline. Please note that the correct date may not be available if there are multiple rows/jobs or your service commencement date is prior to 12 October 2007. If the original start date is unknown or if you are ensure, contact the Shared Service Centre on hr.servicecentre@sydney.edu.au or 02 9351 2000.
Your service start date can be viewed in myHRonline. Please note that the correct date may not be available if there are multiple rows/jobs or your service commencement date is pre-1999. If the original start date is unknown or if you are unsure, contact the Shared Service Centre on hr.servicecentre@sydney.edu.au or 02 9351 2000.
This guide is for use by the Primary Recruiter to process a Candidate Application Questionnaire once a background check has been completed, the candidate has completed a Candidate Application Questionnaire and a decision has been made to progress the candidate.
This guide is for use by the academic partner to put an worker/affiliate that is a member of a centre on an academic appointment within a specific academic unit.
On-costs are additional costs borne by employers, on top of salary requirements, that need to be considered in the creation of a new position. On-costs can vary for fixed-term or casual staff members.
There are various licences and unique identifiers that can be uploaded into Workday.
Licenses that can be uploaded into Workday include:-
Please follow the steps outlined below to upload your licence details into Workday.
It’s important to be aware that whether you are a temporary visa holder sponsored by the University (subclass 457, 482, 407 visas), or a supervisor of someone on a work visa, you have certain obligations. These are essential for compliance with the Visa and Work Rights Policy and legal immigration requirements.
For further information, refer to the Visa and Work Rights Policy and further advice on work rights and visas.
To run a child-related program you must first seek approval from your Faculty or School General Manager, or Head of Administrative Area by submitting a business case.
Once approved, you will complete the WWC Program Registration form with details of your staff and volunteers engaged in the program so that HR can verify their WWCC clearances.
Refer to the staff intranet for guidance on identifying child-related work or activities. Your staff and volunteer/s must apply to the Office of the Children's Guardian for their working with children check (WWCC) clearance before they commence any child-related work or activities.
PUBLIC HOLIDAYS AND CONCESSIONAL DAYS
Clause 227 - To support staff who do not wish to observe the Australia Day Public Holiday on 26 January, the University and a staff member may agree to substitute the Australia Day public holiday for the working day prior to or following that public holiday.
Download and complete this PDF form (Adobe Acrobat required) to create a new affiliate record for an honorary title nomination and appointment.
The below help article will provide guidance on how to: -
You can view your updated year to date PAYG and superannuation after each pay day.
This guide is for use by Managers and Manager Support, to manage the End Contingent Worker Process. This process is used to end a Contingent Worker’s active working relationship with the University. This process is used when a Contract for a Contingent Worker has come to an end and will not be extended.
The manager / manager support will receive a Workday Alert at 10 or 30 days before the Contingent Worker’s End Contract Date, to review for possible contract extension or to initiate the End Contingent Worker Contract process.
Evidence shows that getting back to work sooner is an important part of recovering from an injury. Long-term absence from work can lead to isolation and poorer health.
You do not need to be 100 percent recovered to return to work. There are a range of options to ease the transition, such as reduced hours in your regular job and modified or alternative duties.
The University is committed to maintaining the overall size of its workforce, however, reductions in staff may need to occur. Where this is the case, the University will endeavour to redeploy affected staff and only utilise involuntary redundancies as a last resort.
The redundancy and redeployment provisions are set out in the University of Sydney Enterprise Agreement. Please note, these clauses of the Enterprise Agreement do not apply to all staff.
This article sets out the process for involuntary redundancy; some other steps must be followed first as set out in the Enterprise Agreement.
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