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Determining regular and systematic employment is relevant for assessing a casual staff member’s eligibility for long service leave as well as for casual conversion to either fixed term or continuing employment in accordance with the relevant provisions in the Enterprise Agreement.
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.
Use this process after the event to mark the attendees of the course complete. The marking of attendance and grading should be completed within 7 days of the scheduled offering.
This guide is for use by the academic partner to end a person’s academic appointment within a specific academic unit if the affiliation will not be renewed. This process applies to affiliates (including contingent workers and staff members with affiliations in other faculties or University schools).
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.
Approval Delegation allows the approval access and the responsibility of a myHRonline approver to be delegated to another position or person for a period of time.
Delegation may relate to a specific period of time e.g., to cover a short absence or can be open-ended to cover longer periods. When a delegation record is entered, any requests that are entered on, or after, the start date of the delegation period will be automatically directed to the designated approver. If pending transactions already exist, they will be updated.
This help article will assist you to delegate Leave Approvals and Timesheet Approvals in myHRonline.
NOTE: As outlined in the steps below. if you wish to delegate both timesheets and leave approvals, please enter two delegation records by selecting under the heading Transaction Types both ‘Web Leave Bookings’ and ‘Web Timesheets’.
Staff who have approval access in myHRonline
If you require guidance setting up Timesheet Approval Delegation for other areas in the University, please refer to the How to set up Timesheet Approval Delegation in myHRonline help article.
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.
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.
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.
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.
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.
You can view your updated year to date PAYG and superannuation after each pay day.
This below help article outlines how staff members supporting supervisors or colleagues with a higher delegation to apply for access to specific reports that are not otherwise visible to the person applying.
Currently, the proxy access provides access to the following reports: -
Important Note: Before proceeding with the below application, a conversation must first take place with the supervisor or colleague with a higher delegation that you provide support to approve access to this report and discuss the time period in which access should be required.
Download and complete this PDF form (Adobe Acrobat required) to create a new affiliate record for an honorary title nomination and appointment.
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.
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.
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