Adelaide Uni Enterprise Agreement

No. 1 volume university-industry research agreements in Australia (National Marketing Survey 2015) If the employee chooses option 2 – reinstatement, he is required to inform his manager in writing, who then informs hr of redeployment@adelaide.edu.au. The human resources department provides staff with a link to the online redeployment register so that the employee can officially register their data. If you have a free continuous position, you must check the reinstated staff in the redistribution register before the call for tenders. Yes, depending on the issues, performance and attitude can be addressed in the performance management process. Performance involves behavioral expectations. Your HR Advisor helps you address these concerns as part of the performance management process. If the concerns you have about hiring are serious and may be a mistake, your human resources advisor will advise you on how to deal with this issue more appropriately as part of a fault process. If it does not agree with the university that a union representative should participate in the staff meeting and if the union representative does not have the authorization of the Fair Work Commission, the university may reject the application. The university may appoint a staff member under this type of fixed-term contract for a maximum period of three years, knowing that at the end of this mandate, the employment relationship will be converted into continuity. It is recommended that a school offer a contract of at least 2 to 3 years in order to allow sufficient time for the employee to meet the performance expectations set for him or her as an academic in this role. As an advocate for justice and diversity and work-life balance, the University of Adelaide is the employer of choice for over 3500 full-time equivalents from different countries, cultures and backgrounds.

People come from all over the world to be part of the rich academic tradition that has existed for 140 years. This type of contract is offered on the basis of a temporary to permanent conversion at the end of the contract, unless the employee has not met the university`s expectations for benefits or the position is no longer required. A hiring manager will contact the staff of the Redeployment Directory who have been assessed on the basis of the selection criteria for the permanent vacancy to check if they are interested in applying for the vacant position. . . .