Governing docs by UCSA President

University of Canberra Studentsâ&#x20AC;&#x2122; Association Inc.

Governing Documents

UCSA Governing Documents - Constitution

Constitution Last Amended: 1 November, 2006

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Part 1 - Preliminary ....................................................................................... 1 1. NAME ............................................................................................. 1 2. INTERPRETATION .............................................................................. 1 3. OBJECTS ......................................................................................... 2 4. AFFILIATED BODIES ........................................................................... 2 5. POWERS .......................................................................................... 2 6. INCOME AND PROPERTY ..................................................................... 3 Part 2 - Membership ...................................................................................... 4 7. MEMBERSHIP AND MEMBERSHIP FEES ................................................... 4 8. RIGHTS OF MEMBERS ......................................................................... 4 9. REGISTER OF MEMBERS ...................................................................... 4 Part 3 - Committee ........................................................................................ 5 10. THE COMMITTEE ............................................................................. 5 11 POWERS OF THE COMMITTEE .............................................................. 5 12. THE EXECUTIVE .............................................................................. 6 13. OFFICE BEARERS OF THE ASSOCIATION ................................................ 7 14. VACATION OF OFFICE ..................................................................... 11 15. MEETINGS OF THE COMMITTEE......................................................... 13 16. CONFLICTS OF INTEREST ................................................................. 13 17. STAFF OF THE ASSOCIATION ............................................................ 13 Part 4 - General Meetings ............................................................................ 15 18. GENERAL MEETINGS ...................................................................... 15 19 PROCEDURE AT GENERAL MEETINGS AND OTHER MEETINGS OF THE ASSOCIATION 16 20 ANNUAL GENERAL MEETING ............................................................ 17 21. ELECTIONS ................................................................................... 18 Part 5 - Finance and Audit ........................................................................... 19 22. ACCOUNTS AND FINANCES .............................................................. 19 23. AUDIT ......................................................................................... 19 24. SOURCE OF FUNDS ......................................................................... 20 25. INDEMNITY AND LIABILITY OF MEMBERS ........................................... 20 26. LIABILITY OF MEMBERS .................................................................. 20 Part 6 - Autonomous Bodies ........................................................................ 21 27. UNIVERSITY OF CANBERRA RESIDENTIAL STUDENTS' ORGANISATION ...... 21 27A UNIVERSITY OF CANBERRA POSTGRADUATE STUDENTS' ORGANISATION . 21 28. UNIVERSITY OF CANBERRA OVERSEAS STUDENTS' ORGANISATION .......... 21 29. UNIVERSITY OF CANBERRA ABORIGINAL AND TORRES STRAIT ISLANDER STUDENTS’ ASSOCIATION ...................................................................................... 21 Part 7 - Miscellaneous ................................................................................. 22 30. REGULATIONS .............................................................................. 22 31. REGISTERED OFFICE AND CUSTODY OF RECORDS ................................. 22 32. COMMON SEAL ............................................................................. 22 33. PUBLIC OFFICER ............................................................................ 22 34. ALTERATION OF CONSTITUTION ....................................................... 22 35. WINDING UP ................................................................................. 23

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Part 1 - Preliminary 1.

NAME

1.1

The Name of the Association is the “University of Canberra Students' Association Incorporated".

INTERPRETATION

2.1

In this Constitution, and Regulations made under this Constitution, unless a contrary intention appears: 2.1.1 "the Association" means the University of Canberra Students’ Association Incorporated established by subrule 1.1; 2.1.2 "the University" means the University of Canberra as defined in the University of Canberra Act 1989; 2.1.3 "the Act" means the Associations Incorporation Act 1991 (ACT); 2.1.4 "student" means a person who is enrolled in a course of study at the University and includes a person who is enrolled in a course of study at an affiliate or a franchise partner of the University where the terms of the memorandum of understanding between the University and that affiliate or franchise partner defines the person as a student of the University; 2.1.5 "member" means a person who: -Meets the requirements of a category of membership as defined in the Associations membership regulations. 2.1.6 “indigenous member” means a member who is regarded by the University as an indigenous student; 2.1.7 "overseas member" means a member who is regarded by the University as an international student; 2.1.8 “residential member” means a member who is resident in the student residences managed by the University; 2.1.9 "the Committee" means the Committee of the Association constituted by rule 10; 2.1.10 “Committee member” means a member of the Committee constituted by rule 10; 2.1.11 "the Executive" means the Executive of the Association constituted by rule 12; 2.1.12 "office bearer" means a member of the Committee holding one of the offices constituted by rule 13; 2.1.13 "the President" means the President of the Association, or a person acting in that office under subrule 10.5.2; 2.1.14 "the General Secretary” means the General Secretary of the Association, or a person acting in that office under subrule 10.5.2; 2.1.15 "staff member" means a person employed by the Association (other than a Committee member); 2.1.16 "Administrative officer" means the person holding that position in accordance with the Staff Regulations; 2.1.17 "majority" unless otherwise stated means a simple majority of 50 per cent plus one or more of the members present and voting; 2.1.18 "special resolution" means a resolution which: – is passed at a general meeting of the Association, being a meeting of which at least 21 days notice, accompanied by notice of intention to propose the resolution as a special resolution, has been given to the members of the Association by the posting of a notice on the official notice board; and – is passed by at least three-quarters of the votes of those members of the Association who, being entitled to vote, vote at the meeting;

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2.2

2.1.19 “academic day” means a day during the first or second semester, not being a Saturday, Sunday or University holiday, as prescribed in the University Handbook; 2.1.20 “official notice board” means the notice board and any other devices described in the Official Notice Board Regulations; 2.1.21 “postgraduate student” means a Student who is regarded by the University as a postgraduate student; Interpretation of the Constitution, Regulations and Policy of the Association is the responsibility of the President, subject to resolution of a general meeting.

OBJECTS

3.1

The general object of the Association is to represent and advance the interests of members of the Association. The specific objects of the Association are to work for: 3.2.1 the right of all members to a quality education on an equal basis; 3.2.2 the interests of members in the fields of social security, health, welfare, cultural activities and sport; 3.2.3 scholarship, quality in education, access to education, academic freedom, freedom of thought, freedom of expression and freedom of association; 3.2.4 the principles of student unionism; and 3.2.5 quality services for students. The Association must not support directly or indirectly any political or religious organisation, except to the extent necessary for furthering the objects of the Association.

3.2

3.3

AFFILIATED BODIES

4.1

The Association may affiliate with any other body provided that: 4.1.1 the body has no political, ideological or religious convictions which may be inconsistent with, or directly opposed to, the objects of the Association; and 4.1.2 a special resolution authorising such affiliation is passed at a general meeting. The Association will disaffiliate from a body with which it is affiliated if: 4.2.1 the objectives of the body are inconsistent with, or directly opposed to, the objects of the Association; and 4.2.2 a special resolution authorising such disaffiliation is passed at a general meeting. The Association shall call into review the affiliation of any other body if a request to do so is made by members in the form of a requisition for a general meeting.

4.2

4.3

POWERS

5.1

The Association has, both within and outside the Territory, the legal capacity of a natural person and, without limiting the generality of the foregoing has power: 5.1.1 to grant a floating charge on property of the Association; 5.1.2 to arrange for the Association to be registered or otherwise recognised as a corporate body in a place outside the Territory; and 5.1.3 to do any act that it is authorised to do by law, as is necessary, incidental or conducive to the attainment of the objects of the Association. The Association may only: 5.2.1 exercise its powers; and 5.2.2 use its income, assets and profit; for its objects.

5.2

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INCOME AND PROPERTY

6.1

The income and property of the Association, however derived, shall be applied solely towards the promotion of the objects of the Association and no portion thereof shall be paid or transferred, directly or indirectly, by dividend, bonus, or otherwise, to any member or staff member of the Association. Subrule 6.1 does not prevent the payment in good faith to a member or staff member of the Association of; 6.2.1 remuneration in return for services actually rendered to the Association by the member or staff member, or for goods supplied to the Association by the member or staff member in the ordinary course of business; or 6.2.2 interest at current bank overdraft rate on money lent; or 6.2.3 a reasonable and proper sum by way of rent for premises let to the Association by the member or staff member.

6.2

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Part 2 - Membership 7.

MEMBERSHIP AND MEMBERSHIP FEES

7.1 7.3

The membership fee shall be at least $1.00 and shall be an amount determined by the Committee. The Committee shall not recommend any increase in any fee levied by the University for the purposes of students at the University without the approval of a General Meeting.

RIGHTS OF MEMBERS

8.1

Subject to this Constitution and the Regulations, the rights of members of the Association include: 8.1.1 All members of the Association have the right to attend and vote at all General Meetings of the Association. 8.1.2 All members of the Association have the right to attend and be allowed speaking rights at all meetings of the Association, with the exception of those meetings held in camera. 8.1.3 All members have the right to converse with all elected representatives of the Association. 8.1.4 The Constitution, Regulations, Register of Members, minute books, accounts and assets register of the Association shall be available for inspection by any member on his or her reasonable request. 8.1.5 Information concerned with the personal or academic affairs of an individual student provided to an office bearer, Committee member or staff member of the Association, whether elected or otherwise, must be held in confidence by that officer bearer, Committee member or staff member on behalf of the student unless otherwise authorised by that student. 8.1.6 Members have the right to ensure that the objects of the Association, set out in rule 3, are adhered to. A right, privilege or obligation which a person has by reason of being a member of the Association: 8.2.1 is not capable of being transferred or transmitted to another person; and 8.2.2 terminates upon cessation of the personâ&#x20AC;&#x2122;s membership. A member can not vote by proxy at any meeting of the Association. Other than as provided for within the University, or in law, the Association shall take no disciplinary action against a member.

8.2

8.3 8.4

9.1

The Association shall maintain a Register of Members of the Association which records: 9.1.1 the name and address of each member of the Association; and 9.1.2 the date of admission to, and cessation of, membership of each member.

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Part 3 - Committee 10.

THE COMMITTEE

10.1

There shall be a Committee of the Association which shall be the governing body of the Association and which shall consist of the following members: 10.1.1 President; 10.1.2 14 other members elected in accordance with the procedure for elections set out in this Constitution and the Election Regulations. 10.1.3 Women's Officer; and 10.1.4 Overseas Students' Officer; 10.1.5 Indigenous Students' Officer; 10.1.6 President, Residential Students' Organisation; 10.1.7 Postgraduate Studentsâ&#x20AC;&#x2122; Officer

10.2

Subject to rule 14, the members of Committee shall take office at the declaration of the poll by the Returning Officer at the Annual General Meeting following the elections and shall hold office until the declaration of the poll at the Annual General Meeting in the following year. Subject to rule 14, office bearers of the Association who are elected from and by the Committee shall take office at the declaration of the poll by the Returning Officer appointed for that ballot.

10.3

10.4

Functions of General Committee Members General Committee members shall: 10.4.1 ensure that the office bearers of the Association act in accordance with the Constitution of the Association; 10.4.2 canvas student opinion and provide information to the Committee about academic and student welfare issues; 10.4.3 undertake tasks which facilitate the effective operation of the Association; 10.4.4 wherever possible, represent the Association on Committees of the University, or other relevant organisations concerned with student welfare; 10.4.5 attend general meetings, Committee meetings and such sub-committee meetings as may from time to time be convened.

10.5

Leave of Absence 10.5.1 The Committee may grant leave of absence to any member of the Committee for a period not exceeding three months. 10.5.2 Where an office bearer is absent in accordance with leave of absence approved by the Committee, the Committee may appoint another member of the Committee to act in that office until the period of leave of absence has expired.

POWERS OF THE COMMITTEE

11.1

The Committee shall control and manage the business and affairs of the Association. The Committee shall not act contrary to any resolution passed by a general meeting of the Association, or contrary to a resolution passed by a referendum of all members of the Association. The Committee shall, in accordance with this Constitution and the Regulations: 11.3.1 actively support and reaffirm the objects outlined in rule 3 of this Constitution; 11.3.2 make policy in so far as is not inconsistent with policy established by a general meeting;

11.2

11.3

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11.3.3 perform all such acts and do all such things as appear to the Committee to be necessary or desirable for the proper management of the affairs of the Association; 11.3.4 supervise the administration of the Association and the work of the office bearers and staff members of the Association; 11.3.5 be empowered to exercise all such functions as may be exercised by the Association other than those functions that are required by this Constitution to be exercised by the Association in general meeting; and 11.3.6 be empowered to establish sub-committees, with such powers of co-option as the Committee sees fit, to advise the Committee on particular matters; 11.3.7 be empowered to submit a question to members by referendum; 11.4

Delegation of Powers of the Committee 11.4.1 The Committee may, by resolution in writing, delegate to one or more subcommittees (consisting of such member or members of the Association as the Committee thinks fit) the exercise of such of the functions of the Committee as are specified in the resolution, other than: 11.4.1.1 this power of delegation; and 11.4.1.2 a function which is a function imposed on the Committee by any law of the Territory, or by resolution of the Association in general meeting. 11.4.2 Notwithstanding any delegation under this rule, the Committee may continue to exercise any function delegated. 11.4.3 Any act or thing done or suffered by a sub-committee acting in the exercise of a delegation under this rule has the same force and effect as it would have if it had been done or suffered by the Committee. 11.4.4 The Committee may, by resolution in writing, revoke wholly or in part any delegation under this rule. 11.4.5 A sub-committee formed under this rule may meet and adjourn as it sees fit, provided that two days notice of the time and place of the meeting and any subsequent adjournment (where the adjournment is to another day) is given to all members of the sub-committee and a notice containing details of the time and place of the meeting is posted on the official notice board. 11.4.6 Where the Executive or a sub-committee makes a policy or financial decision, minutes of such decision must be included in the agenda of the next committee meeting. 11.4.6.1 For the purposes of 11.4.6, a reference to the making of a decision includes failing to pass a resolution which has been moved.

12.

THE EXECUTIVE

12.1

There shall be an Executive of the Association which shall consist of the: 12.1.1 President; 12.1.2 Education Vice President; 12.1.3 Welfare Officer; 12.1.4 General Secretary. 12.1.5 Media Officer; and 12.1.6 Women's Officer; No person shall be elected to the same office in the Executive for more than two consecutive full terms.

12.2 12.3

Powers of the Executive 12.3.1 The Executive is empowered to act, by resolution of an Executive meeting, on behalf of the Committee in matters of urgency, for which decisions need to be made before the next Committee meeting.

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12.3.2 The Executive shall not act, nor make any new policy, inconsistent with the wishes of the Committee as expressed either by resolution or policy, or inconsistent with resolutions passed at general meetings of the Association. 12.3.3 Decisions of the Executive shall have the same effect as decisions of the Committee, provided that such decisions are made in accordance with this Constitution and the Regulations. 12.4

Meetings of the Executive 12.4.1 Any member of the Executive may request the General Secretary to call an Executive Meeting and may submit any matter to the meeting for consideration. 12.4.2 The General Secretary shall give at least two days' notice by the posting of a notice on the official notice board and a copy given to all members of the Executive of the time and place fixed for an Executive Meeting. 12.4.3 Three members of the Executive present in person shall constitute a quorum at a meeting of the Executive.

13.

OFFICE BEARERS OF THE ASSOCIATION

13.1

President The President of the Association shall be elected from and by the members and shall: 13.1.1 be the spokesperson of the Association on matters of concern to the Association and the members; 13.1.2 cause to be made available a public statement on any policy or business of the Association at the request of Committee; 13.1.3 maintain liaison and contact with the University administration and academic and other staff; 13.1.4 preside at all meetings of the Association, except as otherwise provided for in this Constitution and the Regulations; 13.1.5 prepare a report of the activities of the Association for the preceding year for presentation at the Annual General Meeting; and 13.1.6 act in accordance with the directives of Committee.

13.2

Education Vice President The Education Vice President shall be elected from and by the Committee not later than three weeks after the Committee takes office, and shall: 13.2.1 act as President if there is a vacancy in the position of President, or the President is overseas or otherwise unable to act; 13.2.2 maintain liaison and contact with University bodies concerned with the academic matters, including the co-ordination of student representatives on university academic bodies; 13.2.3 report on education matters to the Committee; 13.2.4 research matters of education welfare which may concern the University; 13.2.5 advise Committee of possible solutions to academic problems concerning members; and 13.2.6 act in accordance with the directives of Committee.

13.3

Media Officer The Media Officer shall be elected from and by the Committee not later than three weeks after the Committee takes office and shall: 13.3.1 publish each issue of the Association's newspaper; 13.3.2 be responsible for the day-to-day administration of the Association's media office and staff; 13.3.3 ensure that the objects clause of this Constitution and the Association's Media Policy is adhered to in relation to all publications released by the Association; and

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13.3.4 act in accordance with the directives of Committee. 13.4

General Secretary The General Secretary shall be elected from and by the Committee not later than three weeks after the Committee takes office and shall: 13.4.1 convene, in accordance with this Constitution, general meetings and meetings of the Committee and the Executive; 13.4.2 act as Secretary to all committees and subâ&#x20AC;&#x201C;committees of the Association, except where other provision for this responsibility is made in, or in accordance with, this Constitution or the Regulations. 13.4.3 conduct and keep records of all correspondence on behalf of the Association; 13.4.4 update all Association policy documents, and ensure that a copy of new policy is sent to the relevant committee members; 13.4.5 collect, receive and take charge of all monies belonging to the Association; 13.4.6 ensure that all payments are authorised in accordance with this Constitution; 13.4.7 ensure that correct accounts and books are kept showing the financial affairs of the Association with full details of all receipts and expenditure connected with the activities of the Association; 13.4.8 furnish to Committee for presentation to the Annual General Meeting a full report of the assets and liabilities and a balance sheet of the finances of the Association for the preceding year. The General Secretary's report shall be available to all members not less than fourteen days prior to the Annual General Meeting; 13.4.9 furnish to the Committee a statement of the financial status of the Association in their monthly reports and on request by a member of the Executive or Committee; 13.4.10 carry out such other duties as this Constitution, Regulations or Committee resolutions may from time to time determine; 13.4.11 with the permission of the Committee, delegate the powers and duties listed in rules 13.4.2 â&#x20AC;&#x201C; 7 to a staff member or to any other member of the Committee; and 13.4.12 act as President if there is a vacancy in the position of President and Vice-President, o the President and Vice-President is overseas or otherwise unable to act; 13.4.13 act in accordance with the directives of Committee.

13.5

Welfare Officer The Welfare Officer shall be elected from and by the Committee not later than three weeks after the Committee takes office and shall: 13.5.1 be responsible for implementing all policy that deals with the welfare of students; 13.5.2 liaise with Territorial and National welfare and community sector groups and peak bodies; 13.5.3 co-ordinate the provision of information on welfare to members, and the University; 13.5.4 conduct welfare campaigns; 13.5.5 liaise with all other office bearers to ensure that a welfare component is included, where appropriate, in all campaigns of the Association; 13.5.6 in consultation with the Women's Officer, Indigenous Students' Officer and Overseas Students' Officer report on welfare matters to the Executive and the Committee; 13.5.7 research matters of welfare which may concern the University; 13.5.8 ensure that the objects clause of this Constitution and the Association's Welfare Policy is adhered to in relation to all areas of the Association;

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13.5.9 co-ordinate and promote work on the affairs of part-time and mature age students; and 13.5.10 act in accordance with the directives of Committee. 13.6

Women's Officer The Women's Officer shall be elected from and by the female members of the Association and shall: 13.6.1 provide a contact in the Association for women on campus; 13.6.2 co-ordinate communications between campus women's groups, other Women's Officers and the Women's Movement; 13.6.3 compile and disseminate information on a wide variety of issues with relevance to women's changing status; 13.6.4 organise and facilitate the formation of women's groups on campus; 13.6.5 ensure that the Women's Room, and materials and literature held in it, are maintained; 13.6.6 co-ordinate campaigns and conferences on matters of concern to women; and 13.6.7 act in accordance with the directives of Committee.

13.7

Overseas Students' Officer The Overseas Students' Officer shall be elected from and by overseas members of the Association and shall: 13.7.1 be responsible for promoting the concerns of overseas students within the University and represent these students on Committee; 13.7.2 co-ordinate and provide support to overseas student groups on campus; 13.7.3 co-ordinate communications between campuses, overseas student groups and other overseas student officers; 13.7.4 compile and disseminate information on education, immigration and welfare and a wide variety of other issues relating to overseas students; 13.7.5 co-ordinate campaigns and conferences on matters of concern to overseas students; 13.7.6 coordinate the activities of the University of Canberra Overseas Students’ Organisation; and 13.7.7 act in accordance with the directives of Committee.

13.8

Indigenous Students’ Officer The Indigenous Students' Officer shall be the nominee of the University of Canberra Aboriginal and Torres Strait Islander Students’ Association and shall: 13.8.1 co-ordinate communications between campuses, indigenous student groups, and other indigenous student officers; 13.8.2 compile and disseminate information on a wide variety of issues relating to indigenous students; 13.8.3 co-ordinate campaigns and conferences on matters of concern to indigenous students; and 13.8.4 act in accordance with the directives of Committee.

13.9

President, Residential Students’ Organisation The President, Residential Students’ Organisation shall be elected from and by the residential members of the Association and shall: 13.9.1 be responsible for promoting the concerns of residential members within the University and represent these members on the Committee. 13.9.2 compile and disseminate information on a wide variety of issues relating to matters affecting residential members. 13.9.3 coordinate the activities of the University of Canberra Residential Students’ Organisation; and 13.9.4 act in accordance with the directives of Committee.

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13.10

Sexuality Officer The Sexuality Officer shall be Gay or Lesbian or Bisexual or Transgender or Queer identifying, and shall be elected from and by the Committee not later than three weeks after the Committee takes office, and shall: 13.10.1 provide a contact on campus for Gay, Lesbian, Bisexual and Transgender students on campus providing support, advocacy, information and referral as required; 13.10.2 coordinate the provision of information on Gay, Lesbian, Bisexual and Transgender issues to the Committee, members and the broader University community; 13.10.3 formulate and evaluate Gay, Lesbian, Bisexual and Transgender policy for the Students' Association Committee; 13.10.4 develop Gay, Lesbian, Bisexual and Transgender group/s on campus; 13.10.5 conduct sexuality campaigns; 13.10.6 liaise with Territory and National Gay, Lesbian, Bisexual and Transgender groups; 13.10.7 liaise with office bearers to ensure that the Gay, Lesbian, Bisexual and Transgender component is included where appropriate in all campaigns of the Association; 13.10.8 report on Gay, Lesbian, Bisexual and Transgender matters to the Committee; and 13.10.9 act in accordance with the directives of Committee.

13.11

Environment Officer The Environment Officer shall be elected from and by the Committee not later than three weeks after the Committee takes office and shall: 13.11.1 encourage good environmental practices within the Association, the University and the broader community; 13.11.2 collect and provide relevant environmental information for use by the Association and University community in all forms with particular regard to electronic and student generated media; 13.11.3 have a principal role in the development and implementation of environmental policies and practices within the Association and University community; 13.11.4 encourage students and staff to positively improve the Association's and the University's environment from policy making to active involvement; 13.11.5 liaise with external organisations or persons on behalf of the Association on environmental matters; 13.11.6 suggest and support any curriculum developments that promote involvement and awareness of the University environment; 13.11.7 encourage debate and discussion on relevant issues and inform the Committee and the University community about current developments and issues; and 13.11.8 act in accordance with the directives of Committee.

13.12 Postgraduate Officer The Postgraduate Officer shall be elected from and by postgraduate students and shall: 13.12.1 be responsible for promoting the concerns of postgraduate members within the University and represent these members on the Committee. 13.12.2 coordinate the activities of the University of Canberra Postgraduate Studentsâ&#x20AC;&#x2122; Organisation;

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13.12.3 maintain liaison and contact with University bodies concerned with academic matters, including the co-ordination of postgraduate student representatives on university academic bodies; 13.12.4 act in accordance with the directives of Committee. 13.13 An office bearer shall hold only one office of the Association, except for the offices of Sexuality Officer and Environment Officer which may be held jointly with another office of the Association. 13.14 Office bearers of the Association must furnish monthly reports detailing their activities for examination by Committee.

14.

VACATION OF OFFICE

14.1

For the purposes of this Constitution, the position of a member of the Committee (including all office bearers) becomes vacant if the member 14.1.1 dies; 14.1.2 ceases to be a member of the Association; 14.1.3 resigns from their position as a Committee member by notice in writing to the Committee; 14.1.4 is removed from their position as a Committee member under subrule 14.3; 14.1.6 is absent without leave of the Committee from three consecutive Committee meetings; 14.1.8 is liable for disqualification under section 63 of the Act (relating to insolvency or conviction of certain offences); or 14.1.9 is for any other reason unable to perform the duties of the office. 14.1.10 in the position of Overseas Students’ Officer is no longer considered by the University to be an International Student; 14.1.11 in the position of President, Residential Students’ Organisation is no longer a residential member; 14.1.12 in the position of Sexuality Officer is no longer Gay or Lesbian or Bisexual or Transgender or Queer identifying. If a member of the Executive (other than the President and the Women’s Officer) is absent, without leave of the Executive, from three consecutive Executive meetings, their position as an office bearer of the Association becomes vacant, however they continue to be a member of the Committee.

14.2

14.3

Removal from Office

14.3.1 The President may be removed from that office and membership of the Committee by a resolution passed by two-thirds of the members present and voting at a General Meeting of the Association called for that purpose. 14.3.2 The Women's Officer may be removed from that office and membership of the Committee by a resolution passed by two-thirds of the female members present and voting at a General Meeting of the Association called for that purpose, provided that at least thirty female members are present in person. 14.3.3 The Overseas Students’ Officer may be removed from that office and membership of the Committee by a resolution passed by two-thirds of the overseas members present and voting at a General Meeting of the Association called for that purpose, provided that at least thirty overseas members are present. 14.3.4 The Indigenous Students’ Officer may be removed from that office and membership of the Committee by a resolution passed by two-thirds of the indigenous members present and voting at a General Meeting of the Association called for that purpose, provided that at least thirty indigenous members are present. 14.3.5 The President, Residential Students’ Organisation may be removed from that office and membership of the Committee by a resolution passed by Constitution University of Canberra Students’ Association Inc. Page 11 of 24 - 14 -

two-thirds of the residential members present and voting at a General Meeting called for that purpose, provided that at least thirty residential members are present. 14.3.6 A member of Committee, other than the office bearers specified in the preceding subrules, may be removed from their position as an office bearer of the Association or from membership of the Committee (or both) by a resolution passed by two-thirds of the members present and voting at a General Meeting of the Association called for that purpose. 14.3.7 An officer bearer elected by and from the Committee may be removed from their position as an office bearer of the Association by a resolution passed by two-thirds of the Committee members present and voting at a Committee meeting called for that purpose. 14.4

Filling Vacancies 14.4.1 Where a vacancy occurs in the position of President, a new President shall be elected from and by the members of the Association and the by-election shall be called within two semester weeks of the vacation of office, unless the vacancy occurs after the last day of the class-free period in semester one but before the Annual General Meeting in the same year, when the Committee shall fill the position from among its members. 14.4.2 Where a vacancy occurs in the position of an office bearer (other than the President), the vacant position shall be filled in a by-election, and the byelection shall be called within two semester weeks of the vacation of office, unless the vacancy occurs after the last day of the class-free period in semester one but before the Annual General Meeting in the same year, when the Committee shall fill the position among its members ensuring that: 14.4.2.1 where the vacancy is a vacancy in the position of Women’s Officer that only a female member of Committee is elected; 14.4.2.2 where the vacancy is a vacancy in the position of Overseas Students’ Officer that only an international member of the Committee is elected; 14.4.2.3 where the vacancy is a vacancy in the position of Residential Students’ Officer that only a residential member of Committee is elected; 14.4.2.4 where the vacancy is a vacancy in the position of Sexuality Officer that only a Gay or Lesbian or Bisexual or Transgender or Queer identifying member of the Committee is elected. 14.4.3 Where a vacancy occurs in the position of a member of the General Committee (other than the vacancies dealt with in rules 14.4.1 to 14.4.2), the vacant position shall be filled in a by-election, unless the vacancy occurs after the last day of the class-free period in semester one but before the Annual General Meeting in the same year, when the position will remain vacant until filled by the Returning Officer’s declaration of the poll at thew Annual General Meeting. 14.4.4 Where a vacancy occurs in the position of the Women’s Officer, Postgraduate Officer, Overseas Students’ Officer, Indigenous Students’ Officer or President, Residential Students’ Organisation, the Committee shall arrange for the position to be filled, consistently with clause 13, in a by-election by the relevant constituency.

14.5

Exercising of Powers 14.5.1 The exercising of powers or the performance of the functions of the Committee, the Executive, or a sub-committee appointed by the Committee, shall not be affected by reason of there being a vacancy or vacancies on the Committee, Executive or sub-committee. 14.5.2 Any act or thing done or suffered, or purporting to have been done or suffered by the Committee, or by the Executive, or by a sub-committee

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appointed by the Committee, is valid and effectual notwithstanding any defect that may afterwards be discovered in the appointment or qualification of any member of the Committee, Executive or subcommittee, provided that decisions of the Committee, Executive or subcommittee would not have been affected by such defect. 15.

MEETINGS OF THE COMMITTEE 15.1

15.2

15.3 15.4

15.5

15.6

Meetings of the Committee shall be held at least three times each semester at such a time and place as the President directs, or at the written request of three members of the Committee. The General Secretary shall call meetings of the Committee and shall give at least three days notice by the posting on the official notice board and a copy given to all members of the Committee of the time and place fixed for a meeting of the Committee. The first meeting of the Committee after an Annual General Meeting shall be held no later than three weeks after the Annual General Meeting. Unless otherwise directed by a two-thirds majority of the Committee members present, a matter may not be discussed at a Committee meeting unless it has been submitted to the General Secretary not later than fortyeight hours before the notified time of the commencement of the meeting. If, at the expiration of half an hour after the time fixed for the holding of any Committee meeting, a quorum has not been present the meeting shall stand adjourned to a date and time to be fixed by the President. Seven members shall constitute a quorum at a Committee meeting.

16.

CONFLICTS OF INTEREST

16.1

Where a Committee member has any direct or indirect pecuniary interest in a contract or proposed contract to which the Association is or may be a party, the Committee member shall: 16.1.1 as soon as the interest becomes apparent to him or her - disclose the nature and extent of the interest to the Committee; and 16.1.2 disclose the nature and extent of the interest at the next General Meeting of the Association. Subrule 16.1 does not apply in relation to a Committee member in respect of an interest in a contract or proposed contract that arises only because the Committee member is an employee of the Association. A disclosure under subrule 16.1 must be recorded in the minutes of the meeting of the Committee and the member must not, unless the Committee otherwise determines: 16.3.1 be present during any deliberation of the Committee with respect to that matter; or 16.3.2 take part in any decision of the Committee with respect to that matter. For the purposes of making a determination under subsection 16.2, a member of the Committee who has a direct or indirect pecuniary interest in the matter concerned must not: 16.4.1 be present during any deliberation of the Committee for the purpose of making the determination; or 16.4.2 take part in making the determination.

16.2

16.3

16.4

17.

STAFF OF THE ASSOCIATION

17.1

The Committee shall appoint, or shall arrange to be appointed, such staff members as are required by the Association from time to time. Staff members of the Association shall be employed according to terms and conditions determined by the Committee.

17.2

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17.3

The employment of a staff member of the Association shall not be terminated except by a resolution passed by a two-thirds majority of the Committee members present and voting at a Committee Meeting called for that purpose.

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Part 4 - General Meetings 18.

GENERAL MEETINGS

18.1

The Committee may, by resolution at a Committee meeting, or by notice in writing signed by any ten Committee members, require a General Meeting of the Association to be called. Upon receipt of a resolution or notice under subrule 18.1, the General Secretary shall, within three days and in consultation with the President, call a General Meeting at a suitable time and place.

18.2

18.3

Requisition of General Meeting 18.3.1 The President, Education Vice President, General Secretary, Welfare Officer, Media Officer, Women's Officer, or a petition of thirty members, may give notice to the General Secretary requiring the calling of a General Meeting of the Association to discuss a matter or matters outlined in the notice. 18.3.2 The General Secretary, in liaison with the member or members requisitioning the General Meeting, shall, within ten days from the date of such a notice, fix a time, date and place for the requisitioned general meeting. 18.3.3 A General Meeting called by requisition shall consider only the matter or matters notified under subrule 18.3.1. 18.3.4 If a quorum is not present within thirty (30) minutes after the time and at the place specified under subrule 18.3.2, the requisitioned General Meeting shall lapse.

18.4

Notice and Place of General Meeting 18.4.1 The General Secretary shall give members of the Association at least twentyâ&#x20AC;&#x201C;one (21) days notice of the time and place of a General Meeting by posting a notice on the official notice board at the Registered Office of the Association. 18.4.2 General Meetings must be held at the Bruce campus of the University on an academic day and the starting time of such a meeting shall not be later than 7.30 pm or earlier than 8.30 am. 18.4.3 Subject to subrule 18.3.4, if, at the expiration of half an hour after the time fixed for the holding of a General Meeting, a quorum is not present, the meeting shall stand adjourned to a date and time to be fixed by the General Secretary in consultation with the Committee.

18.5

Matters for Discussion at a General Meeting 18.5.1 Subject to this Constitution, the Committee may direct the General Secretary to include in the Agenda for the General Meeting such matters as it determines. 18.5.2 Subject to subrule 18.3.3, a member of the Association may by notice in writing to the Secretary give notice of any matter to be placed before a General Meeting provided that such notice is received at least ten (10) days prior to the meeting.

18.6

Purposes of General Meetings The purposes of General Meetings are to: 18.6.1 provide a forum for members to discuss relevant matters concerning the objects of the Association 18.6.2 give direction to the Committee 18.6.3 deliberate on decisions made by the Committee prior to the General Meeting provided they are included in the Agenda.

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19 PROCEDURE AT GENERAL MEETINGS AND OTHER MEETINGS OF THE ASSOCIATION 19.1

All meetings of the Association shall be held in accordance with the Standing Orders.

19.2

Presiding officer 19.2.1 The President, or in the absence of the President, the Education Vice President, shall preside at all meetings of the Association. 19.2.2 In the absence of the President and the Education Vice President at a meeting, the members present shall elect one of their number to preside at the meeting.

19.3

Quorum of a General Meeting 19.3.1 Twenty members present in person shall constitute a quorum at a General Meeting of the Association.

19.4

Adjournment 19.4.1 The presiding officer of a general meeting at which quorum is present may, with the approval of the meeting, adjourn the meeting from time to time and place to place, but no business shall be transacted at an adjourned meeting other than the business left unfinished at the meeting at which the adjournment took place. 19.4.2 Where a general meeting is adjourned for 21 days or more, the General Secretary shall give notice by the posting of a notice on the official notice board of the adjourned meeting stating the place, date and time of the meeting and the nature of the business to be transacted at the meeting. 19.4.3 Except as provided in 19.4.2, notice of an adjournment of a general meeting or of the business to be transacted at an adjourned meeting is not required to be given.

19.5

Agenda 19.5.1 The General Secretary shall prepare an Agenda for any General Meeting containing matters communicated to him or her in accordance with subrule 18.5.2 and shall give members notice by the posting of a notice on the official notice board of the Agenda of such a meeting at least seven days before the General Meeting.

19.6

Late Motions 19.6.1 A General Meeting shall consider only the business specified in this Constitution and matters on the Agenda but may, subject to rule 18.3.3 and with the consent of a majority of members present and voting, consider a motion moved and seconded by members present on any matter. A matter so considered shall be: 19.6.1.1 binding on Committee if passed by threeâ&#x20AC;&#x201C;quarters of the members present and voting; 19.6.1.2 considered a recommendation to the Committee if passed by a majority of members present.

19.7

Speaking Rights 19.7.1 At any General Meeting, speaking rights may be granted to any person by resolution passed by a two-thirds majority of eligible members present and voting. 19.7.2 Subject to subrule 19.7.1, speaking rights are restricted to those members eligible to vote at a meeting.

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ANNUAL GENERAL MEETING

20.1

The Association shall, once in each calendar year, hold an Annual General Meeting. 20.2 The Annual General Meeting shall be in addition to any other general meetings that may be held in the same year, and shall be specified as such in the notice convening it. 20.3 The Annual General Meeting of the Association shall be held in the months of August, September or October within three semester weeks of the close of voting in the annual elections, at a time and placed determined by the outgoing President. 20.4 Except as otherwise provided in this rule, the Annual General meeting shall be conducted according to the provisions for General Meetings in rules 18 and 19. 20.5 The Annual General meeting shall be conducted according to the following order of business: Confirmation of minutes of previous AGM Statutory Reports Committee and Staff Reports Election of Auditor Returning Officer’s Declaration of Poll Special Business of which notice has been given. 20.7 The Statutory Reports, to be presented in accordance with section 73(1) of the Act at the Annual General Meeting, are: 20.7.1 the audited statement of the Association’s accounts in respect of the most recently ended financial year of the Association; 20.7.2 the Auditor’s Report on the Association’s accounts; 20.7.3 Statutory Report by the Committee (section 73(1)(c)). 20.8 The Committee and Staff Reports to be presented at the Annual General Meeting are: 20.8.1 the President's report of the proceedings of the Association subsequent to the previous Annual General Meeting; 20.8.2 the Education Vice President’s report of education issues 20.8.3 the General Secretary's report on the finances of the Association; 20.8.4 the Public Officer’s report of - all Conflicts of Interest of Committee Members as defined in rule 16; - all uses of the Common Seal; - a list of the meeting dates for all General Meetings, Committee Meetings, Executive Meetings and Sub-Committee Meetings; subsequent to the previous Annual General Meeting. 20.8.5 a general report on the functions of the Association presented by staff members 20.9 Upon deliberation, the voting members shall approve the Statutory Reports, and may by two-thirds majority approve any or all of the Committee and Staff Reports. 20.10 Where the Annual General Meeting approves the reports and accounts referred to in subrule 20.9, the President shall furnish them to the Council of the University as soon as practicable. 20.11 If, at the expiration of half an hour after the time fixed for the holding of the Annual General Meeting, a quorum has not been present, the meeting shall stand adjourned to a date and time, within three semester weeks, to be fixed by the out-going President. 20.12 If, at the adjourned meeting, a quorum is not present within half an hour after the time appointed for the commencement of the meeting, the members present (being not less than 3) shall constitute a quorum and only the business listed in rule 20.5 shall be dealt with.

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21.

ELECTIONS

21.1

All elections of the Association shall be conducted in accordance with Election Regulations made by the Committee under rule 30.

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Part 5 - Finance and Audit 22.

ACCOUNTS AND FINANCES

22.1

Accounts 22.1.1 All monies received by the Association shall be deposited as soon as practicable and without deduction to the credit of an account of the Association current with a bank or financial institution operating under Commonwealth prudential supervision. 22.1.2 The authorised signatories of the Association's bank and investment accounts shall be the members of the Executive and the Administrative Officer. 22.1.3 Monies shall not be drawn from an account of the Association except by cheques or orders signed by two of the authorised signatories. 22.1.4 Unless it is for an amount which is properly payable out of petty cash, no account shall be paid unless the General Secretary is satisfied that the payment is correctly made and properly authorised. In the absence of appropriate documentary evidence, the amount may be paid on the written authority of the General Secretary and one other member of the Executive or of three members of the Executive. 22.1.5 Notwithstanding subrules 22.1.2, 22.1.3 and 22.1.4, the Committee may authorise the opening of a bank account for the purposes of facilitating the financial transactions involved in any specific activity of the Association. The authorised signatories of such accounts may be other than those provided in clause 22.1.2. The Committee shall report to the Annual General Meeting the establishment and operation of such accounts. 22.1.6 Subject to any resolution passed by the Association in general meeting, the funds of the Association shall be used in pursuance of the objects of the Association in such manner as the Committee determines.

22.2

Financial Year 22.2.1 The financial year of the Association shall commence on the first day of July in a year and shall terminate on the last day of June in the following year.

23.

AUDIT

23.1

The books and accounts of the Association shall be subject to an independent yearly audit.

23.4

Auditor 23.4.1 An auditor shall be appointed at each Annual General Meeting as Auditor of the Association and shall carry out audits of the books and accounts of the Association as required by this Constitution, the Act and the University of Canberra Act. 23.4.2 The Auditor shall be: 23.4.2.1 a member of the Institute of Chartered Accountants in Australia, the National Institute of Accountants, or the Australian Society of Certified Practicing Accountants; or 23.4.2.2 a registered companies auditor under the Corporations Law. 23.4.3 The Auditor shall not be: 23.4.3.1 a Committee member of the Association; 23.4.3.2 a partner, employer or employee of a Committee member of the Association; or 23.4.3.3 a partner or employee of an employee of a Committee member of the Association.

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23.4.4 Where the Auditor is unable to perform his or her duties the Committee shall appoint another qualified person to act as Auditor in his or her place until the end of the next ensuing Annual General Meeting. 23.4.5 the Committee may at such times as it thinks fair direct the Auditor to audit the books and accounts of the Association and the Auditor shall furnish to the Committee a report on that audit. 23.4.6 The Auditor may at his or her discretion carry out such an inspection of the books and accounts of the Association as he or she deems necessary. 23.4.7 The Auditor of the Association shall hold office until the end of the next Annual General Meeting after his or her election to office and shall be eligible for re-election. 24.

SOURCE OF FUNDS

25.1

The Association may derive funds from member's subscriptions and contributions, contributions from the University, grants and donations, fees for services provided, charges for activities and any other lawful source.

25.

INDEMNITY AND LIABILITY OF MEMBERS

25.1

Every office bearer, Committee member and staff member shall be indemnified out of the funds of the Association against any liability incurred by him or her in the proper performance of his or her duties.

26.

LIABILITY OF MEMBERS

26.1

The liability of a member to contribute to towards the payment of the debts and liabilities of the Association or the costs, charges and expenses of the winding up of the Association is limited to the amount, if any, unpaid by the member in respect of membership of the Association.

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Part 6 - Autonomous Bodies 27.

UNIVERSITY OF CANBERRA RESIDENTIAL STUDENTS' ORGANISATION

27.1

There shall be an autonomous body of the Association known as the University of Canberra Residential Students' Organisation (RSO). The objectives of the RSO shall be to promote generally the interests of the members of the Organisation within the University. All accounts of the RSO shall be audited by the Association's auditor, with the Association paying all costs thereof. The RSO shall be governed by its Constitution, provided that it does not act contrary to the Association's Constitution, Regulations, Standing Orders or Policy.

27.2 27.3 27.4 27A

UNIVERSITY OF CANBERRA POSTGRADUATE STUDENTS' ORGANISATION

27A.1 There shall be an autonomous body of the Association known as the University of Canberra Postgraduate Students' Organisation (PSO). 27A.2 The objectives of the PSO shall be to promote generally the interests of the members of the Organisation within the University. 27A.3 All accounts of the PSO shall be audited by the Association's auditor, with the Association paying all costs thereof. 27A.4 The PSO shall be governed by its Constitution, provided that it does not act contrary to the Association's Constitution, Regulations, Standing Orders or Policy. 28.

UNIVERSITY OF CANBERRA OVERSEAS STUDENTS' ORGANISATION

28.1

There shall be an autonomous body of the Association known as the University of Canberra Overseas Students' Organisation (UCOSO). The objectives of UCOSO shall be to promote, represent and further the interests of overseas students at the University. All accounts of the UCOSO shall be audited by the Association's auditor, with the Association paying all costs thereof. UCOSO shall be governed by its Constitution, provided that it does not act contrary to the Association's Constitution, Regulations, Standing Orders or Policy.

28.2 28.3 28.4 29. 29.1 29.2 29.3 29.4

UNIVERSITY OF CANBERRA ABORIGINAL AND TORRES STRAIT ISLANDER STUDENTS’ ASSOCIATION There shall be an autonomous body of the Association known as the University of Canberra Aboriginal and Torres Strait Islander Students’ Association (ATSISA) The objectives of ATSISA shall be to promote generally the interests of indigenous students at the University. All accounts of ATSISA shall be audited by the Association's auditor, with the Association paying all costs thereof. ATSISA shall be governed by its Constitution, provided that it does not act contrary to the Association's Constitution, Regulations, Standing Orders or Policy.

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Part 7 - Miscellaneous 30.

REGULATIONS

30.1

The Committee may, by a two-thirds majority vote of members present, make Regulations not inconsistent with this Constitution, regulating the operation of the Association or prescribing any matter permitted or required under this Constitution to be prescribed. Such Regulations shall continue in force until amended or rescinded by a two-thirds majority vote of members present at a Committee Meeting or by resolution of a General Meeting.

31.

REGISTERED OFFICE AND CUSTODY OF RECORDS

31.1

31.2

The Registered Office of the Association shall be at the Bruce campus of the University of Canberra in the Australian Capital Territory, or in any such other place as the Committee from time to time may determine. The Constitution, Regulations, Register of Members, minute books, accounts and assets register of the Association, and other documents relating to the affairs of the Association, shall be kept in the custody of and under the control of the Public Officer of the Association at the Registered Office of the Association.

32.

COMMON SEAL

32.1

The common seal of the Association shall be kept in the custody of a person specified for that purpose by the Committee. The common seal shall not be affixed to any instrument except by the authority of the Committee and the affixing of the common seal shall be attested by the signatures of the President and one other Committee member. Where the President is unable to attest the affixing of the common seal, the affixing of the common seal shall be attested by the signatures of a member of the Executive and one other Committee member.

32.2

32.3

33.

PUBLIC OFFICER

33.1

The Committee of the Association shall, within fourteen days after the incorporation of the Association, appoint a resident of the Territory to be the Public Officer of the Association and, if the office becomes vacant, shall within fourteen days after it becomes vacant, appoint a person resident in the Territory to fill the vacancy. The Public Officer shall be at least 18 years of age. The office of the Public Officer becomes vacant if the person holding that office: 33.2.1 dies; 33.2.2 is removed as Public Officer by resolution of the Committee. 33.2.3 resigns from the office by notice in writing to the Committee; 33.2.4 becomes insolvent under administration within the meaning of the Corporations Law; 33.2.5 suffers from a mental or physical incapacity which renders him or her incapable of acting as Public Officer; 33.2.6 is convicted of an indictable offence in relation to the promotion, formation or management of a body corporate, or of an offence involving fraud or dishonesty punishable by imprisonment for a period of three months or more; or 33.2.7 ceases to reside in the Territory.

33.2

34.

ALTERATION OF CONSTITUTION

34.1

This Constitution may be altered by special resolution at a General Meeting (including the Annual General Meeting).

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34.2

The alterations shall take effect when the required notice of alteration of the Constitution is lodged with the Registrar-General, unless some later date is specified in the special resolution adopting the alterations.

35.

WINDING UP

35.1

The members of the Association may, by special resolution, wind up the Association at a General Meeting convened for that purpose and attended by at least one tenth of the members of the Association. If upon the winding up of the Association there remains, after satisfaction of all its debts and liabilities, any property whatsoever, the same shall not be paid to or distributed among the members of the Association but shall be given or transferred to some other institution or institutions having objects similar to the objects of the Association and being approved by the Commissioner of Taxation as exempt from income tax under the Income Tax Assessment Act 1997, such institution or institutions to be determined by special resolution of the members of the Association at or before the time of winding up, or in default thereof by a Court of the Australian Capital Territory.

35.2

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UCSA Governing Documents - Other Documents

Policy, Staffing and Financial Delegations

- 27 -

UCSA Delegations Matrix All delegations are granted on the explicit understanding that the delegation is exercised within the constraints of the law and the directions of Committee which may be expressed within:-‐ • • • • •

general legislation such as industrial, compensation, taxation etc; legislation and other terms and conditions of granting of operational funds by government; government regulations and directions to statutory authorities; general administrative law; and/or Policies determined from time to time by committee.

No delegation exists, where any potential exercise of that delegation would adversely affect the financial viability of the Students’ Association. General Delegations Delegation Day to Day Operation of the Association Security IT Administrator

Preside at all meetings of the Association

Position Executive Director

Authority Unlimited

Source ED PD/C s11.3.3

Oversight Executive

Executive Director Executive Director Contracted IT Support Company President

Unlimited Unlimited

EDPD/ Cs11.3.3 EDPD C s11.3.3

Executive Executive

Unlimited, subject to the specific regulation of sub-‐ committees Unlimited subject to C s4.1.1

C s 13.1.4

General Meeting

C s4

None

Unlimited

C s11.3.3

Committee

Derived Authority EDPD/CA/Other PDs/ C s17.2 CA/ C s17.1 EDPD/CA/Other PDs/ C s17.2

Oversight

Unlimited

EDPD/CA/Other PDs/ C s17.2

Committee

Officer President

Authority Unlimited

Source C s13.1.1

Oversight Committee

President

Unlimited

C s13.1.2

Committee

Affiliation to Membership at organisations and General Meeting other groups Commissioning of Executive Legal advice or action

Staffing Delegations Delegation

Officer

Authority

Staff Supervision

Executive Director

Hiring of Staff Authorising changes to increments and pay level for existing staff Renewal of Contracts (Existing Staff)

Executive Executive Director (or the President in the Case of the Executive Director) Executive Director (or the President in the Case of the Executive Director)

All day to day management issues Within Policy Unlimited

President Committee Committee

Policy Delegations Delegation Speak on behalf of the organisation to Media Issuing of Press Releases or other public statements

- 28 -

Publication of Curio or other Students’ Association Publications Determination of SA Policy Position on any matter

Determination of Policy Position on portfolio matters Appointments to University committees and other external bodies Interpretation of Constitution, Regulations and Policy

Media Officer

Unlimited

C s13.3.1

Committee

President Executive Officer Advocacy Officer EVP All OB’s

Within Spirit of Existing Policy, Constitution, and Mission of the SA Limited to Portfolio Responsibilities

PD’s/C s13.1.2 and 13.2.2

Committee

C s13

Committee

President

Unlimited

Committee

President

Unlimited

Student Representation Policy, C 13.1.2/ Committee Terms of Reference C s.2.2

Subject to revocation by General Meeting

Financial Delegations Delegation Appointment of Associations Auditor Dismissal of Associations Auditor Spend within Budgeted Limits

Transfer Funds between accounts of the SA

Emergency Expenditure

Operation of Westpac Internet Banking Issue Corporate Charge Cards Operation of Corporate Charge

Officer Membership at General Meeting Committee

Authority Source Unlimited subject to C s24.4 C s 24.4.2.1 C s24.4.4 C s24.4.4

Oversight None

Executive Director President General Secretary Ed. Vice President Welfare Officer Women’s Officer Media Officer Two of the Following: Executive Director President General Secretary Ed. Vice President Welfare Officer Women’s Officer Media Officer Executive Director President General Secretary Ed. Vice President Executive Director President General Secretary Ed. Vice-‐President Executive Director

Within Budget – Unlimited

C s22.1.2 and s22.1.3

Monthly Financial Reporting to Executive (2 Signatures Required)

C s22.1.2 and s22.1.3

Reporting through Financial Statements

Executive Director President

$1000.00

Executive Resolution C s 22.1.3 and 22.1.5

Executive Resolution s22.1.5 $20,000.00 C s22.1.5 $2,500.00 - 29 -

General Meeting

Report to Executive

Executive

As Above

Card (Within Above Limits) Enter Into Contracts

Ed. Vice President General Secretary Executive Director Executive

Payments to Meet Legislative Requirements (specifically Superannuation, Taxation, and Insurance required by legislation, along with any other payment that is required through legislation) Determination of Pricing policies Collection of Monies

Executive Director

Maintenance of accounts and other statutory records

Executive Director Executive Director and other as required as determined by the Executive Director or Executive Executive Director and other as required determined by the Executive Director or Executive

$2,500.00 $2,500.00 Within Agreed Budget With Resolution

Executive Resolutions 11.3.3

Subject specific C s11.3.3 policy parameters Unlimited subject to C s 13.4.5

Unlimited C s13.4.7

Executive Delegated to Finance Officer

Executive Executive

Committee

Arscott House Specific Note: Arscott House is, for the purposes of the UCSA, a separate business that operates within the Students Association. It is presumed that committee and executive will play no day to day role in the management or administration of Arscott House. Delegation Authorising of Expenditure and Payments related to Arscott House, or transactions more generally on the Arscott Account Day to Day Management of Arscott House Employment of Staff at Arscott House (Hire and Fire) Entering into Contracts at Arscott House

Officer President and Executive Director

Authority Committee Resolution made upon opening of Arscott Bank Accounts

Source

Oversight Unlimited Authority to spend Arscott Funds – ie. Arscott to operate on a Break Even Basis.

Executive Director

Position Description

Executive

Executive Director

Committee Resolution

Executive

Executive Director

Committee Resolution

Executive

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Governance Matters Executive Director Reporting The Executive Director will present a report on the operations of the Students’ Association to each executive meeting. The Executive Director will also compile a report to be submitted to each committee meeting.

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UCSA Governing Documents - Other Documents

Standing Orders

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1. Definitions............................................................................................... 1 2. Quorum and Time ................................................................................... 1 3. Notice of Business .................................................................................. 1 4. Agenda and Subject Matter..................................................................... 1 5. Speaking Rights ...................................................................................... 1 6. Motions and Amendments ...................................................................... 2 7. Points of Order ........................................................................................ 3 8. Voting ..................................................................................................... 3 9. Rights of the Chair .................................................................................. 3 10. Dissent from the Chair .......................................................................... 3 11. Vacation of the Chair ............................................................................ 4 12. Adjournment ......................................................................................... 4 13. Leaving the Meeting ............................................................................. 4 14. Suspension of Standing Orders............................................................. 4 15. Flying Minutes....................................................................................... 4 16. First Meeting of New Committee Members ........................................... 5 17. Copies of Standing Orders .................................................................... 5

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1. Definitions 1.1. These regulations are the Standing Orders of the University of Canberra Students’ Association Incorporated and are formed under section 30 of the Association’s Constitution. 1.2. These Standing Orders shall be applicable to all meetings of the Association. 1.3. In these Standing Orders, unless the contrary intention appears:1.3.1. The definitions adopted in the SA Constitution will be accepted. 1.3.2. "the Chair" shall be the Presiding Officer as defined in 14.2 of the Constitution. 1.3.3. The Chair’s ruling shall be subject to dissent. 1.3.4. An "eligible member" shall be a member present and entitled to vote at a meeting. 1.3.5. All majorities will be majorities of those members present and voting. 1.3.6. A majority shall be more than half of members present and voting. 1.3.7. In matters not covered by the Standing Orders or the Constitution, the Chair shall give a ruling. 2. Quorum and Time 2.1. Where there is a quorum as defined in 14.5 of the Constitution, a meeting shall commence promptly at the time set out on the notice paper. 2.2. A meeting shall terminate not later than two (2) hours from the advertised commencement time, except where an extension or extensions are agreed to by the meeting. 2.3. Any member may move an extension of time, provided that such extension does not exceed one half-hour. 2.4. In the case of further extensions the proposal shall be determined by a twothirds majority of the votes cast by those present and voting. 2.5. Not more than thirty (30) minutes shall be allowed for the discussion of any subject; and when such time has expired, unless extended by the consent of the meeting, the motion shall then be put. 3. Notice of Business 3.1. Subject to the provisions of the Constitution, any member of the Association may submit in writing a notice of business to the General Secretary for inclusion in the agenda for the next meeting. 3.2. Any notice of business must include a proposed motion intended to be voted on by the meeting, unless it is for information only. 3.3. The Chair may rule that a notice of business is not for information only, and therefore must include a proposed motion. Each proposed motion must have a proposer. A seconder is not necessary for the business to be included on the agenda. 3.4. The Chair may submit a notice of business, and may propose a motion. 4. Agenda and Subject Matter 4.1. The order of discussion of notices of business to be published as an agenda shall be at the sole discretion of the Chair. 4.2. All matters to be considered by the meeting shall be submitted to the Secretary not later than 48 hours prior to the commencement of the meeting. 4.3. An agenda and motions on notice for the next meeting shall be published and available to all members of the Students’ Association and the Association Committee at least twelve hours before the scheduled commencement of that meeting. 4.4. No business other than that appearing on the agenda shall be dealt with at a meeting except after all other items appearing on the agenda have been dealt with, or by leave of the meeting. 4.5. The agenda shall be gone through in the order in which it is set out, unless otherwise determined by the meeting. 5. Speaking Rights Standing Orders

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5.1. Unless otherwise resolved by the meeting, each member shall have the right to speak:5.1.1. Once on any motion before the Chair; 5.1.2. Once on any amendment; 5.1.3. In reply, if the proposer of a motion. 5.2. No further discussion or amendment shall be allowed after the proposer has replied. 5.3. Any member seconding a motion without speaking to it may subsequently speak to it where not otherwise precluded from doing so by these Rules. 5.4. A member desiring to speak shall rise and address the Chair. If two or more members desire to address the Chair at the same time, the Chair shall call upon the member who, in the Chair’s opinion, was the first to rise. 5.5. No member shall be interrupted by another while speaking except to raise a point of order or to move that the speaker be no longer heard. 5.6. At the discretion of the Chair, any member may at any time make a personal explanation although there may be no question before the Chair, or, if the member has already spoken to a motion before the Chair, to make explanation in regard to some material part of his speech which has been misquoted, but such case the member shall not introduce any new matter or interrupt any member addressing the Chair, or speak for more than three (3) minutes. 5.7. During a debate on a motion, any member may direct a question through the Chair to a previous speaker on the motion, at the discretion of the Chair, in order that some ambiguity or obscurity in the member’s speech may be elucidated, to which question such previous speaker may make a personal explanation, as provided for in Rule 5.6. 5.8. The proposer of a motion shall be allowed five (5) minutes to introduce the motion, and four (4) minutes to reply to the debate. Other speakers shall be limited to four (4) minutes. The meeting may by resolution extend the time during which any speaker may be allowed to continue. 5.9. GAG MOTION : A member may at any time move ‘that the motion now be put’ and this gag motion shall be submitted by the Chair to the vote without discussion, and if affirmed, the Chair shall put the question under discussion to the vote without further debate except that the mover of the motion may exercise right of reply. (see 5.12). 5.10. The Chair need not accept the gag motion. 5.11. A member may at any time move ‘that the speaker be no longer be heard’ and it shall be submitted by the Chair to the vote without discussion and such motion shall lapse at the completion of the debate of the particular motion, or at such time as the meeting resolves. (see 5.12). 5.12. A two-thirds majority is required to pass motions under Rules 5.9 and 5.11 5.13. Any member may move to amend a motion before the Chair. No amendment shall be accepted by the Chair which shall be a direct negation of the motion, or which is not relevant to the substance of such motion. 6. Motions and Amendments 6.1. All motions or amendments:6.1.1. shall be duly proposed, and must be seconded, before voting can take place; 6.1.2. may be amended or withdrawn by the proposer with the consent of the seconder; 6.1.3. may be withdrawn by the mover without the consent of the seconder, but the seconder has primary option to move the motion again. 6.2. Motions only may be adjourned. 6.3. If required by the Chair, the proposer of a motion or amendment shall submit it inwriting. 6.4. A motion or amendment shall lapse if its mover is not present or if it is not seconded after it has been introduced, provided that a motion may be adjourned if it would otherwise lapse, with the consent of the meeting. 6.5. Any motion or amendment lapsing and its reason for lapsing shall be recorded in the minutes. Standing Orders

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6.6. A motion or amendment may be foreshadowed at any time. 6.6.1. A foreshadowed motion or amendment shall be considered when the previous motion or amendment has been decided. 6.6.2. Discussion to a motion or amendment may be carried on in the light of a foreshadowed motion or amendment. 6.7. When an amendment is before the Chair, no further amendments shall be placed before the meeting, until such first amendment has been disposed of. 6.8. No motion passed by any meeting may be amended or rescinded at that meeting, save purely procedural motions. 6.9. No motion passed by any previous Committee meeting may be amended or rescinded, unless passed by a two-thirds majority present and voting at a Committee meeting. 6.10. No motion passed by any previous general meeting may be rescinded, unless passed by a two-thirds majority present and voting at a general meeting. 7. Points of Order 7.1. Any member during a debate may raise a point of order, whereupon the speaker called to order shall sit down. The member rising to order shall state concisely within two (2) minutes the point of order. When the Chair gives a ruling on the point of order, the person speaking when the point was raised shall continue speaking. 7.1.1. A point of order may be raised with regard to any irregularity in the proceedings. 8. Voting 8.1. In submitting the motion before the Chair to the meeting, the Chair shall read the motion. On putting the motion the Chair shall re-read the motion with amendments if any. No member shall speak on any motion after the same has been put by the Chair. 8.2. A motion shall be decided on the votes. The Chair shall declare the motion carried or lost, and, in the absence of a demand for a show of hands, the Chairâ&#x20AC;&#x2122;s declaration shall be recorded in the minutes. 8.3. If any eligible member requests a formal count, the Chair shall call for a show of hands for and against the result of the further vote and the Chairâ&#x20AC;&#x2122;s declaration shall be final and conclusive unless subject to dissent and shall be recorded in the minutes. 8.4. If not less than five, or in the case of Executive meetings two, eligible members request that a count of the votes for and against any resolution be recorded in the minutes such count shall be so recorded. 8.5. If not less than five, or in the case of Executive meetings two, eligible members call for a secret ballot, the Chair shall count the votes which will be open to scrutiny and shall declare the result, which shall be final and conclusive unless subject to dissent and shall be recorded in the minutes. 8.6. At the direction of the meeting, or at the discretion of the Chair, the Chair shall appoint a Returning Officer to count the show of hands or secret ballot. 8.7. A member may have recorded in the minutes the fact that they voted for or against or abstained from voting on a motion. 9. Rights of the Chair 9.1. When the Chair rises during a debate, any member standing shall be seated, and the Chair shall be heard without interruption. 9.2. The Chair may direct any member to leave the meeting or to remain silent until specifically called upon to speak. 9.3. The Chair may move that the motion now be put. If affirmed by the meeting, the motion shall proceed immediately to the vote. 9.4. The Chair shall have a deliberative and a casting vote, except in motions of dissent from the Chair, when the Chair will have a deliberative vote only. 10.Dissent from the Chair Standing Orders

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10.1. In the event of a motion being moved dissenting from the ruling of the Chair, the Chair shall vacate the Chair after appointing a successor subject to Rule 11.2 then the member dissenting may state concisely within two (2) minutes the reasons for dissent and the Chair may then state concisely within two (2) minutes the reasons for their ruling. The motion of dissent shall then be put immediately. If carried the Chair must resume the Chair and reverse the original ruling. If lost the Chair must resume the Chair and continue the meeting. 11.Vacation of the Chair 11.1. The Chair must vacate the Chair to participate in the debate on any particular subject, except to introduce a motion for no more than (2) minutes. 11.2. In the event of the Chair vacating the Chair, the Chair may nominate a successor subject to the approval of the meeting. If the meeting does not approve, a successor shall be elected by the meeting. 11.3. The Chair may close the meeting at any time. Such closure shall be subject to dissent, except where such closure is pursuant to Rule 2.2. 12.Adjournment 12.1. If at any time the Chair considers the meeting has become disorderly, the Chair may adjourn the meeting for such periods no less than five (5) minutes nor exceeding half an hour as the Chair thinks fit, and such adjournment shall not be subject to dissent. 12.2. Any member may at any time move the adjournment of the meeting. Such motion shall thereupon supersede business before the Chair, and shall immediately be put to the meeting. The requisite majority for approving such adjournment shall be two thirds of the votes cast by those present. If it be carried, the meeting shall stand adjourned, after time and place have been decided. If the motion be lost, the meeting shall continue with the business before the Chair at the time when the motion for adjournment was proposed. 13.Leaving the Meeting 13.1. No member may leave the meeting once it has commenced without first seeking leave of the Chair. 13.2. Any member who is not present for all the debate on any particular motion must abstain from voting on that motion. 14.Suspension of Standing Orders 14.1. No motion to suspend Standing Orders or any Rule of Standing Orders shall be moved unless as a matter of urgency. The member proposing to move that as a matter of urgency such a motion be forthwith put by the Chair, and unless carried by a two-thirds majority of the votes cast by those present, no motion for the suspension shall be moved. Standing Orders shall only be suspended for a period decided by the Chair provided that this period shall not exceed one half hour. 15.Flying Minutes 15.1. Decisions may be made without resolution at a general meeting or Committee meeting by; 15.1.1. a subcommittee, exercising a power properly delegated to that subcommittee in accordance with the Constitution; 15.1.2. the Executive, subject to the powers provided for in the Constitution or delegated by the Committee; 15.1.3. by Flying Minute, subject to section 15.2 of these Standing Orders; 15.1.4. by such other means as Committee may, from time to time determine. 15.2. Flying Minutes: Flying Minutes must be approved by a meeting of the Committee or of the Executive and must: 15.2.1. be duly proposed and must be seconded before voting can take place; 15.2.2. clearly state the resolution, as approved according to 15.2; and Standing Orders

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15.2.3. include a minimum of one paragraph of background information regarding the motion. 15.3. Flying minutes require a two-thirds majority of the current members of Committee to sign in the affirmative to be passed. 15.4. It shall be the responsibility of the mover of the resolution to notify members of Committee of the Flying Minute. 15.5. There shall be one copy only of a Flying Minute, which shall be kept in the Students’ Association’s registered office, by the General Secretary, for a period of not less than three and not longer than ten academic days. 15.5.1. If after ten academic days the Flying Minute has not gained the required majority, then the resolution shall be lost. 16.First Meeting of New Committee Members 16.1. The first meeting of the Students’ Association Committee following the Annual General Meeting shall be held on the Bruce campus of the University after the induction course (as defined in s3.3 of the Association’s Staff Regulations) has been completed at a time that the majority of Committee members are available to attend. 17.Copies of Standing Orders 17.1. Copies of these Standing Orders shall be shall available on demand from the Public Officer of the Association.

Standing Orders

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UCSA Governing Documents - Regulations

Committee Member Travel Funding Regulations

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1. Preamble................................................................................................. 1 2. Criteria .................................................................................................... 1 3. Conditions of Funding ............................................................................. 1 4. Amount of Funding ................................................................................. 1

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Preamble These Regulations are the Committee Member Travel Funding Regulations of the University of Canberra Students' Association Incorporated and are formed under section 30 of the Association’s Constitution Criteria Funding will only be granted to events that support the objects of the Students’ Association. Members must disclose all conferences already attended in the current Committee year. The Committee is obliged to accept budgetary constraints. Individual events will be restricted to a maximum of four representatives supported by the Students’ Association, except in the case of the annual National Union of Students Conference where a maximum of six representatives will be supported by the Students' Association. That the selection for travel should be based on a competitive one or selective or of a demonstrated high standard. Conditions of Funding A report to the Committee must be lodged with the General Secretary within 30 days of the funded event. The Committee reserves the right to recommend further action to be undertaken by funded committee members as a result of their reports. Where appropriate, funding will not be to individuals but to participating organisations. Committee members must behave in a manner appropriate to the Students’ Association in relation to the funding. A contract of acceptance which outlines all conditions on funding must be signed by the funded committee member. Committee reserves the right to alter and/or add further conditions on funding. Amount of Funding All members must mitigate costs where appropriate. The Committee will fund public transport expenses by using the following zonal rates: travel to New South Wales and Victorian areas will be based on either bus, car or train, whichever is the most appropriate; outside these areas, where appropriate, bus, car or train rates will apply, otherwise economy airfare rates will apply. All expenses that are not incorporated into the set travel/conference funding will be based on the following scale: Centre Accom. Meals Adelaide $60 $35 Brisbane $60 $35 Darwin $60 $35 Hobart $60 $35 Melbourne $80 $35 Perth $60 $35 Sydney $80 $35 Regional $50 $30 Any office bearer who does not receive an honorarium, shall receive a pro-rata honorarium for their time spent on funded Students’ Association representation, provided that the length of the conference (not including travel time) is in excess of three days.

CM Travel Regs

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UCSA Governing Documents - Regulations

Electoral Regulations

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Chapter 1 – General ...................................................................................... 1 1. Reading of regulations ........................................................................ 1 2. Amendment to regulation ................................................................... 1 3. Eligibility for election .......................................................................... 1 4. UCSA staff ........................................................................................ 1 Chapter 2 - Returning officer and Election Arbiter ........................................ 2 5. Appointment of returning officer .......................................................... 2 6. Duties of returning officer ................................................................... 2 7. Election Report .................................................................................. 2 8. Powers of returning officer .................................................................. 2 9. Delegation by returning officer ............................................................ 3 10. Appointment of Election Arbiter.......................................................... 3 Chapter 3 - Elections ..................................................................................... 4 11. Notice of election ............................................................................. 4 12. Nomination period............................................................................ 4 13. Process of Nomination ...................................................................... 4 14. Grouping of candidates ..................................................................... 4 15. Confidentiality of nominations ............................................................ 4 16. Withdrawal of Nomination ................................................................. 5 17. List of Candidates ............................................................................ 5 18. Information to Candidates ................................................................. 5 19. Proceeding to poll ............................................................................ 5 20. Ordering of the ballot paper .............................................................. 5 21. Electoral material ............................................................................. 5 22. Campaign expenses ......................................................................... 5 23. Eligibility to Vote .............................................................................. 6 24. Conduct of poll ................................................................................ 6 25. Voting ............................................................................................ 6 26. Postal elections ................................................................................ 6 27. Online elections ............................................................................... 7 28. Method of counting the poll ............................................................... 7 29. Scrutineers ..................................................................................... 7 30. Election for National Union of Students positions .................................. 8 31. Where one candidate only is to be elected ........................................... 8 32. Where more than one candidate is to be elected .................................. 9 33. Announcement of poll ..................................................................... 11 34. Suspension of electoral period ......................................................... 11 35. Invalidation of election ................................................................... 11 Chapter 4 -Disputes ..................................................................................... 12 36. Notice of complaint ........................................................................ 12 37. Election Arbiter .............................................................................. 12 Dictionary .................................................................................................... 14 Schedule 1 - Code of Conduct ...................................................................... 15

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Chapter 1 â&#x20AC;&#x201C; General 1. Reading of regulations a. These Regulations are to be read in conjunction with the Constitution and any other relevant governing documents. b. All underlined words take meaning as prescribed by this regulations dictionary. 2. Amendment to regulation a. In any electoral period, after the opening of nominations these Electoral Procedures shall not be altered, amended or added to in any way without the unanimous approval of the outgoing Students' Association Committee. 3. Eligibility for election a. Any member is eligible for election to any position for which the member meets the criteria specified in the constitution 4. UCSA staff a. UCSA staff must remain independent from the elections and must not seek to influence the outcome of the election in any way. i. The only exception to this rule is that UCSA Staff who are also members may vote and nominate.

Electoral Regs

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Chapter 2 - Returning officer and Election Arbiter 5. Appointment of returning officer a. The Returning Officer shall be appointed annually at the Committee meeting subsequent to the Annual Elections. b. The Returning Officer must not be a member of the Association or a member of UCSA staff. c. If the Returning Officer resigns or is unable to continue as Returning Officer for some other reason, the Committee shall appoint a new returning officer at its next meeting. d. If the Returning Officer resigns or is unable to continue as Returning Officer for some other reason during an election period: i. The President shall declare the position vacant; ii. The election is suspended until a new returning officer has been appointed. iii. The General Secretary must publish notice of the vacancy within 24 hours of the President’s declaration. iv. The General Secretary shall call an emergency Committee meeting in order to appoint a replacement Returning Officer. v. The appointment of a new Returning Officer must be the sole resolution of the emergency Committee meeting. vi. If a new returning officer is not appointed with 5 days of the position becoming vacant then the election is void. 6. Duties of returning officer a. All elections shall be conducted by the Returning Officer. b. The Returning Officer shall do all things necessary for the fair and efficient conduct of elections. c. The Returning Officer shall prepare a written report on the conduct of the election (“the election report”). d. Where this regulation requires the Returning Officer to publish a document or information, the Returning Officer must utilise all reasonably available media, included but not limited to Curio, other UCSA publications, email, posting on the UCSA website, posting notices on campus, posting on the official notice board and posting notices by mail. 7. Election Report a. The election report shall contain, but is not limited to, the following: i. Nominations received; ii. Invalid nominations; iii. Authorisations made iv. Any complaints made, including the substance of the complaint and the resolution; v. Any breaches of the code of conduct; b. The Returning Officer shall present the election report at: i. The next meeting of the Committee; or ii. In the case of the annual elections, the Annual General Meeting. c. The Election Report shall be done for every election called, regardless of if the election continues to poll. 8. Powers of returning officer a. The Returning Officer may declare an election invalid as prescribed by regulation 34. b. The Returning Officer may disqualify candidates who breach the code of conduct; i. If there has been serious breach of the regulations; and Electoral Regs

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ii.

The Returning Officer believes the conduct has resulted in the election being unable to produce a fair result c. The Returning Officer may call meetings at which candidates are invited to address members on matters relating to the election i. The Returning Officer shall ensure that each candidate who attends shall have an equal opportunity to participate. d. The Returning Officer may call meetings of candidates to raise any matter concerning the conduct of the election or to acquaint candidates with any ruling or determination the Returning Officer has made subject to the Electoral Procedures. i. Any member may attend such a meeting. 9. Delegation by returning officer a. No person shall participate in the conduct of an election unless authorised by the Returning Officer. b. The Returning Officer may appoint Assistant Returning Officers and/or Deputy Returning Officers. c. The Returning Officer may appoint poll clerks or vote counters. d. All authorisations must be made in writing by the Returning Officer. e. A list of persons authorized shall be maintained by the Returning Officer and shall be available on request to members f. The Returning Officer may not delegate the following functions: i. Sealing and re-opening of ballot boxes; ii. The count of the poll; iii. Ruling on disputes; iv. Presenting the election report. 10. Appointment of Election Arbiter a. The Election Arbiter shall be appointed annually at the Committee meeting subsequent to the Annual Elections. b. The Election Arbiter must not be a member of the Association or a member of UCSA staff. i. The only exception to this rule is that life members may be appointed as election arbiter. c. If the Election Arbiter resigns or is unable to continue as Election Arbiter for some other reason, the Committee shall appoint a new Election Arbiter at its next meeting.

Electoral Regs

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Chapter 3 - Elections 11. Notice of election b. The Returning Officer shall publish a notice of election calling for nominations. c. The notice of election must state: i. The number of positions to be filled; ii. Any limitations on nominating and voting for each position. iii. That nominations may only be made by submission of a completed nomination form as approved by the Returning Officer; iv. Where the nomination form is available; v. Where nominations must be submitted; vi. The date and time when nominations close; vii. That the Electoral Regulations are available to members from the Returning Officer; viii. The details of dates, times and polling places for polling; ix. Name of and contact address for the Returning Officer and the Election Arbiter d. The notice of election must be published on the same day as the opening of the election. 12. Nomination period a. The Returning Officer must be appointed at least 15 days before the close of nominations. b. Nominations for an election shall be opened by the Returning Officer and remain open for at least ten days. c. Nominations must close at 5pm. 13. Process of Nomination a. A nomination for election to any position shall be: i. Made in writing on the Nomination form approved by the Returning Officer; ii. Nominated by two members, neither of whom may be the nominee; iii. Endorsed in writing by the nominee; b. The nomination form must contain an acknowledgement to be signed by the nominee stating they have received a copy of: i. The Constitution; ii. Electoral Regulations; iii. Code of Conduct. c. At the close of nominations, the Returning Officer shall verify the nominees on the member roll to ensure all nominees are members. d. Late nominations shall not be accepted under any circumstances. 14. Grouping of candidates a. Candidates who wish to be grouped together on the Ballot Paper must inform the Returning Officer by written notice of grouping prior to the close of nominations. b. A notice of grouping: i. must be signed by all Candidates who wish to be so grouped; ii. May nominate the order in which the grouped candidates wish to be placed on the Ballot Paper. iii. May nominate a name for the group. c. The Returning Officer may refuse the naming of a grouping if it is deemed inappropriate or offensive by the Returning Officer. 15. Confidentiality of nominations a. All nominations shall be absolutely confidential to the Returning Officer up until the close of nominations; Electoral Regs

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b. After the close of nominations any member may sight the nominations in the presence of the Returning Officer. 16. Withdrawal of Nomination a. A nomination may be withdrawn by the nominee by giving written notice to the Returning Officer up until 24 hours before the publication of the list of Candidates. 17. List of Candidates a. The Returning Officer shall publish a list of Candidates at least two days prior to the commencement of the polling. 18. Information to Candidates a. All candidates shall be given a copy of the Electoral Regulations at the time of submitting their nomination form(s). 19. Proceeding to poll a. Where no more nominations are received than the number of vacancies then the Returning Officer shall declare the Candidates nominated to be elected. b. If the number of Candidates in an election exceeds the number of members to be elected, there shall be a poll. 20. Ordering of the ballot paper a. Candidates who are not provided for on any notice of grouping shall be treated as a group of one (1) person. b. The Returning Officer shall determine the order that each group appears on each type of Ballot Paper by drawing lots. c. The ballot paper must present grouped candidates in the order specified on each notice of grouping. d. If no order is specified by a group, the Returning Officer shall determine the order of the group by drawing lots. e. Within 24 hours of the completion of the ordering of the ballot paper, the Returning Officer shall publish a notice of ballot order with the details of the order in which each group appears on the Ballot Paper. 21. Electoral material a. The Returning Officer may publish an Election Broadsheet as an insert or component of any Students' Association publication. i. The Returning Officer shall prescribe the maximum word length of supplied material and any other format details that the Returning Officer may deem appropriate. ii. The order of appearance of Candidates in the Election Broadsheet shall be the same as that on the ballot paper. b. The Returning Officer may adopt other means of acquainting electors with the policies of the Candidates, provided that each Candidate has equal opportunity to use the means so provided. c. All Electoral Material shall carry on it the name of the Candidate authorising it and taking responsibility for it. d. No material shall contain any untrue or incorrect statement intended or likely to mislead or misinform any elector. 22. Campaign expenses a. Any Candidate may be required by the Returning Officer to provide documentation of any expenditure related to their campaign. b. No Candidate shall incur, or cause to be incurred by any person or entity, expenditure exceeding the sum of five hundred dollars ($500) in promoting or procuring the election of any Candidate; subject to the proviso that a grouping of Candidates may incur a total cost of up to five hundred dollars ($500) per Candidate in the group (which shall include all the costs incurred by all Candidates in that group). Electoral Regs

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23. Eligibility to Vote a. Only members at the time of the opening of nominations are eligible to vote. b. The President must provide the Returning officer with a list of all members on the day before the opening of nominations. 24. Conduct of poll a. On the first day of voting before any vote is cast, the Returning Officer shall exhibit the ballot box empty before all such persons as may be present at the polling place and shall then securely fasten the cover b. No person shall remove a Ballot Paper from the vicinity of the polling place unless with the permission of the Returning Officer. c. No person shall interfere with any ballot box, ballot paper, roll of members, tally sheet or any other thing related to the election. d. The ballot box is to be sealed for the duration of the polling period. The Returning Officer shall take such measures as they deem necessary or appropriate to ensure that the ballot box and other election material is secure. 25. Voting a. Voting shall be by secret ballot b. All Members eligible to vote shall be allowed opportunity to cast a vote. c. The Returning Officer and any persons acting on a delegation from the returning officer shall offer no advice to voters as to who to vote for, or give any indication of any political view in relation to the subject election whatsoever. d. The Returning Officer shall cause each Ballot Paper issued to a voter to be sequentially numbered at the time of issuing. e. The Returning Officer must ensure that a method used for determining a voter's eligibility allows voters to only vote once in each ballot. f. Voters must mark their ballot paper according to the returning officers instructions on the ballot paper. g. A separate tally sheet is to be used for each type of Ballot Paper. h. Where only one candidate is to be elected the voter: i. places the number 1 within the square opposite the name of the candidate for whom he or she places as his or her first preference; and ii. May, in addition, indicate the order of his or her preference for as many more of the other candidates as he or she pleases, by placing within the squares respectively opposite their names other numbers next in numerical order after those already used by the voter. i. Where more than one candidate is to be elected the voter places within the squares respectively opposite the names of candidates the numbers 1, 2, 3 and so on, so as to indicate the order of his or her preference for as many candidates as he or she pleases. j. If a voter spoils a Ballot Paper it may be replaced provided that the spoilt Ballot Paper is surrendered to the Returning Officer or Polling Clerk, who shall write "void" over such a paper. A replacement Ballot Paper must then be issued and a further mark should be added to the corresponding tally sheet. 26. Postal elections a. These provisions apply only when the returning officer chooses to conduct a postal election. b. The Returning Officer shall ensure that ballot papers are correctly placed in envelopes before they are sent to eligible voters. c. The Ballot Paper shall be sent out to all members. d. Completed Ballot papers must be returned to the returning officer.

Electoral Regs

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e. All ballot papers must be accompanied by a signed declaration stating the membersâ&#x20AC;&#x2122; name, student ID number if applicable and the date of signature to confirm authenticity of the ballot. i. Such a declaration should be made in such a manner as to protect the secrecy of the ballot f. Voters must have the ballot paper returned to the returning officer no later than two weeks after the start of polling period. g. The returning officer must open all envelopes as soon as they arrive and inspect their authenticity. h. A completed ballot paper is not valid unless it is received with an executed declaration. i. The returning officer having checked the authenticity of each ballot paper and executed declaration must: i. Retain the executed declaration; and ii. Place the ballot paper in the ballot box. 27. Online elections a. Any election may be conducted online. b. Prior to the notice of election being published the committee must: i. Specify the method of an online election; and ii. Nominate the service provider responsible for conducting said election. c. If an election is conducted online, these regulations must be observed as far as is practicable 28. Method of counting the poll a. The Returning Officer shall not accept any ballot paper unless it is received by the date and time specified as the close of the poll. b. Counting shall commence as soon as possible after the time laid down for the close of voting. c. The Returning Officer shall count the votes d. A ballot paper shall not be accepted if the intention of the voterâ&#x20AC;&#x2122;s preference is not clear. e. The Returning Officer shall be the sole judge of whether any ballot paper is or is not accepted. f. The ballot papers shall be examined and counted by the Returning Officer as soon as practicable after the close of polling. g. The Returning Officer shall, as soon as practicable after the close of the polls: i. count the number of first choices recorded for each candidate; ii. count the number of informal ballot papers; iii. place a notice of the results of this count on the door of the counting room; and iv. Proceed to count the votes in the manner prescribed by this regulation. h. The Returning Officer shall, at all stages of counting, keep ballot papers clearly grouped: i. in the case of valid ballot papers, according to the candidate they are currently allocated to, any previous candidates they have been allocated to, and according to any transfers they have been allocated under; and ii. In the case of wasted votes, according to the candidate they were allocated to at the time they were wasted. i. At the place of counting the Returning Officer shall display tally sheets for each type of ballot paper so that they may be sighted by any Scrutineer. j. The Returning Officer shall have all unused ballot papers at the place of counting. 29. Scrutineers a. Each Candidate may appoint a person who as their scrutineer, to be present at the counting of the votes. Electoral Regs University of Canberra Studentsâ&#x20AC;&#x2122; Association Inc. Page 7 of 16 - 50 -

b. To be eligible to be a scrutineer a person: i. Must not be a candidate; ii. Must not hold or have held any delegation from the returning officer during the election. c. Candidates who wish to appoint a scrutineer must deliver written nomination of their scrutineer to the Returning Officer prior to the close of polling. d. Neither the Returning Officer nor any person acting on a delegation from the Returning Officer nor any scrutineer shall in any way disclose or aid in disclosing in what manner any voter has voted in any election e. A scrutineer may request the returning officer count any and all ballot papers in front of the scrtuineer. f. The returning officer must not refuse this request unless it would cause unreasonable delay or inconvenience to do so. g. The returning officer must state in the report of election: i. The scrutineers present at each and every count of the poll; and ii. All requests made by the scruitineer for a witnessed count of the poll. h. A scrutineer may ask to sight any ballot paper, tally sheet or other documents used in the counting of the votes. i. A scrutineer must not physically handle or interfere with any ballot paper, tally sheet or other documents used in the counting of the votes. j. Scrutineers shall not cause any disturbance or obstruction during the counting of votes. k. The Returning Officer may exclude any person from the place of counting. l. If a Scrutineer has failed to follow a direction by the Returning Officer, then the Candidate who nominated that Scrutineer may be disqualified by the Returning Officer. 30. Election for National Union of Students positions a. The ballot for the National Union of Students delegate positions shall be counted in accordance with the regulations of the National Union of Students. b. This regulation applies to all elections for National Union of Students delegate positions. c. If there is an inconsistency between the National Union of Students electoral regulations or similar and this regulation, the former shall take precedence. 31. Where one candidate only is to be elected a. b. c. d.

All informal ballot papers shall be rejected. The number of first choices recorded for each candidate shall be counted. The candidate obtaining an absolute majority of votes shall be elected. If no candidate has an absolute majority of votes: i. the candidate who has the fewest votes shall be excluded and each valid ballot paper counted to the candidate shall (unless exhausted) be counted to the remaining candidate next in order of the voters' preferences; ii. This process shall be repeated until one candidate has an absolute majority of votes; iii. Every valid ballot paper shall be counted in every count until it becomes exhausted. e. When a candidate is excluded, any valid ballot paper counted to the candidate shall be deemed to be exhausted if there is not indicated upon it a consecutive preference for one unexcluded candidate; f. If on any count two or more candidates have an equal number of votes and one of them has to be excluded, the candidate who is lower on the ballot shall be excluded. Electoral Regs

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32. Where more than one candidate is to be elected a. All informal ballot papers shall be rejected. b. A candidate must obtain a number of votes equal to or greater than the quota to be elected. c. The number of first choices recorded for each candidate shall be counted. d. Quota shall be calculated on the following basis: i. The total value of first choices shall be divided by one more than the number of candidates required to be elected; ii. This number is then increased by one; iii. If the resulting number is not a whole number, the number shall be rounded down. e. Any candidate who upon the first choices being counted has a total value of votes equal to or greater than the quota shall be elected. f. Where the total value of votes obtained by any candidate is in excess of the quota, the proportion of votes in excess of the quota shall be transferred to the other candidates not yet elected, in order of the voterâ&#x20AC;&#x2122;s respective preferences, in the following manner: i. all ballot papers for the elected candidate shall be re-examined ii. the number of next consecutive choice recorded for each unelected candidate thereon shall be counted; iii. The surplus of the elected candidate shall be determined by subtracting the quota from the total value of the votes received by the elected candidate; iv. The surplus of the elected candidate shall be divided by the total value of votes obtained by the elected candidate on the counting of the first choices; v. The resulting fraction shall be the transfer value; vi. The value of second or other choices to be recorded for each unelected candidate, shall be multiplied by the transfer value; vii. Any fractional remainder is to be disregarded; viii. The resulting number shall be added to the value of votes obtained by the candidate on the counting of the first choices; g. The surpluses shall be dealt with in order of size with the largest surplus dealt with first. h. If a candidate obtains a surplus at a count or transfer previous to that at which another candidate obtains a surplus, the surplus of the former candidate shall be dealt with first; i. If two or more surpluses are equal: i. the surplus of the candidate who was highest on the poll at the count or transfer at which they last had an unequal value of votes shall be first dealt with; ii. If the candidates had an equal value of votes at all preceding counts or transfers the Returning Officer shall deal with the surpluses in the order in which the candidates appear on the ballot paper. j. If the value of votes obtained by a candidate is raised up to or above the quota by a transfer, the candidate shall thereupon be declared elected. i. in such case, notwithstanding the fact that the candidate may have reached quota, such transfer shall be completed, and all the votes to which the candidate is entitled shall be transferred to the candidate, but no votes from any other candidate shall be transferred to him or her k. If the value of votes obtained by a candidate is raised up to, but not above, the quota by a transfer, the whole of the ballot papers on which such votes are recorded shall be set aside as finally dealt with; l. If the value of votes obtained by a candidate is raised above the quota by a transfer, the candidateâ&#x20AC;&#x2122;s surplus shall be transferred to the next candidate in the order of the voter's respective preferences in the following manner: Electoral Regs

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n. o.

q. r.

Electoral Regs

i. the ballot papers on which are recorded the votes obtained by the elected candidate in the last transfer shall be re-examined; ii. the number of next consecutive choices recorded for each unelected candidate thereon counted; iii. the surplus of the elected candidate shall be divided by the total value of voting papers mentioned at rule k, and the resulting fraction shall be the transfer value; iv. the value of further choices added to the value of votes previously obtained by the candidate; If no candidate, or less than the number of candidates required to be elected, have obtained the quota after the first choices have been counted and all surpluses have been transferred, the candidate who is lowest on the ballot paper shall be excluded. i. all the votes obtained an excluded candidate shall be transferred to the candidate next in the order of the voter's respective preferences, in the same manner as is directed in rule j; ii. the votes obtained by an excluded candidate as first choices shall be first transferred, the transfer value of each vote in this case being 1; iii. the other votes of an excluded candidate shall then be dealt with: 1. in the order of the transfers in which the candidate obtained them; and 2. At the transfer value at which the candidate obtained the transfer. Each transfers which takes place under rule l(i) and l(ii) shall be deemed a separate transfer; Where the value of votes obtained by a candidate is raised up to or above the quota by transfer, the candidate shall thereupon be declared elected. i. in such case, notwithstanding the fact that the candidate may have reached the quota, such transfer shall be completed, and all the votes to which the candidate is entitled there from shall be transferred to the candidate, but no other votes shall be transferred to the candidate; Where the value of votes obtained by such a candidate is raised above the quota by any such transfer as aforesaid, the candidateâ&#x20AC;&#x2122;s surplus shall be transferred to the candidates next in the order of the voter's respective preferences in the same manner as is directed in rule j. i. Such surplus shall not be dealt with until all votes of the excluded candidate have been transferred; Where any surplus exists it shall be dealt with before any other candidate is excluded. The same process of excluding the candidate lowest on the poll and transferring the excluded candidateâ&#x20AC;&#x2122;s surplus to other candidates shall be repeated until all the candidates, except the number required to be elected, have been excluded, and the excluded candidates, who have not already been so declared, shall then be declared elected. Where at the time it becomes necessary to exclude a candidate and two or more candidates have the same value of votes and are the lowest on the poll: i. then whichever of such candidates was lowest on the poll at the last count or transfer at which they had unequal value of votes shall be the first excluded; ii. If such candidates have an equal value of votes at all preceding counts or transfers the Returning Officer shall exclude the candidate who appeared lowest on the ballot paper. In determining what candidate is next in the order of the voter's preferences, any candidates who have been declared elected or who have been excluded shall not be considered, and the order of the voter's preference shall be determined as if the names of such candidates had not been on the voting paper. University of Canberra Studentsâ&#x20AC;&#x2122; Association Inc. - 53 -

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u. Where on any transfer it is found that a ballot paper does not indicate any preference for a candidate who has not yet been elected or excluded, the ballot paper shall be set aside as exhausted. 33. Announcement of poll a. The Returning Officer shall provisionally declare the results of the poll by publishing a written notice (“the provisional result notice”). b. The provisional result notice shall be published as soon as practicable after the close of polling. c. Within twenty-four hours of the vote being counted, the Returning Officer shall publish a breakdown of the votes received by each candidate. i. This breakdown shall be maintained by the Returning Officer and made available on request to any member up until the subsequent Annual General Meeting. d. Any dispute to the provisional result notice must be lodged by 5pm on the second day after the publishing of the provisional result notice. e. The Returning Officer shall make a final declaration of the poll by 5pm on the third day after the publishing of the provisional result notice. i. If a dispute has been lodged, the Returning Officer must not make a final declaration of the poll until the dispute has been resolved. f. The presentation of the election report is the formal declaration of the poll. 34. Suspension of electoral period a. The Returning Officer may suspend an election if there is reasonable cause to do so. b. The Returning Officer must publish notice of suspension stating the date and at time at which the election was suspended. c. Publication of this notice will be considered the start of the suspension period. d. No votes shall be cast or counted during a period of suspension. e. If suspended the election is suspended for a period of 5 consecutive days the Returning Officer must declare the election invalid. 35. Invalidation of election a. The Returning Officer may deem an election invalid pursuant to section 8. b. Any minor deviations from this regulation caused by error shall not themselves invalidate an election. c. The Returning Officer must publish notice of the intention to invalidate the election stating all reasons. d. The election will be suspended from the time of publication. e. Any member wishing to challenge the invalidation of the election must do so by written notice to the Electoral Arbitrator within 24 hours publishing of the notice. f. This process does not apply to an invalidation declared under section 33.

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Chapter 4 -Disputes 36. Notice of complaint a. Any member may lodge a complaint with the Returning Officer regarding the conduct of the election or the conduct of a Candidate. b. Complaints must be lodged by close of business on the day following the provisional declaration of the poll. c. Complaints must be in writing. d. A complaint must set out: i. the facts of complaint ; ii. the regulation breached; iii. the remedy sought; iv. The name of the complainant. e. Complaints cannot be made anonymously; i. However, the Returning Officer is not compelled to disclose the identity of the complainant if there is grounds to do so. f. The Returning Officer must investigate every complaint validly made. g. The Returning Officer must do one or more of the following with each complaint validly lodged: i. Dismiss the complaint; ii. Disqualify the Candidate who is the subject of the complaint for the election in question; iii. Order a new election; iv. Disqualify the Candidate who is the subject of the complaint for any election held as a consequence of a new election having been ordered v. Order a recount of votes; vi. Take such action and/or make any rulings as he/she deems fit, subject to this regulation. h. The Returning Officer must not order a new election if they are satisfied that the result of the election would have been substantially the same if the breach complained of had not occurred. i. If fresh elections are ordered the Returning Officer shall prescribe a new election schedule and announce any departure deemed necessary from the usual timing and notice requirements as defined in these Electoral Procedures. j. Apart from the announced changes in election timing and notice requirements and possible Candidate exclusions, any fresh election shall be held as if the abandoned election had not been held. k. In the event that fresh elections are ordered, the outgoing Students' Association Committee shall retain office in a caretaker role. 37. Election Arbiter a. If a complaint concerns the conduct of the Returning Officer then the complaint must be referred to the Election Arbiter. b. The Election Arbiter must follow the procedure outlined at regulation 35. c. The Electoral Arbiter must do one or more of the following with each complaint validly lodged: i. Dismiss the Returning Officer from office and any or all Assistant Returning Officers; ii. Appoint a new Returning Officer for the remainder of the election in question or for any new election; iii. Disqualify a Candidate or group of Candidates for the election in question or in any election held in consequence of a new election having been ordered; iv. Order a re-count of the election in question; v. Take such action and/or make any rulings as he/she deems fit, subject to these Electoral Procedures. d. Any decision of the Electoral Arbiter shall be final and binding. Electoral Regs University of Canberra Studentsâ&#x20AC;&#x2122; Association Inc. Page 12 of 16 - 55 -

e. The Electoral Arbiter shall submit a report of his/her actions in writing to the outgoing Students' Association Committee. The report shall detail all complaints received and the rationale used to resolve this complaint.

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Dictionary Electoral period – the period commencing at the opening nominations and closing at the final declaration of the poll Member – A member of the UCSA named on the membership roll. UCSA staff– a paid employee of the UCSA. Office bearers and Arscott mentors (or equivilant) are not staff members for the purpose of this regulation. Committee – the committee of the UCSA Electoral matter - all matter intended or likely to affect the way any student votes and/or to affect the result of the election. Specifically this includes any leaflets, posters, stickers and/or badges as well as any material published in the Students' Association newspaper. Day – for the purpose of this regulation a day will be considered any weekday during any standard teaching period. Publish – includes publishing on any medium, including but not limited to print and online medium.

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Schedules Schedule 1 - Code of Conduct 1) Candidates must conduct themselves to a standard befitting a person seeking election to be a director of an incorporated entity; 2) No candidate shall interfere with any Electoral Material. 3) No candidate shall engage in any dishonest practice or impede the conduct of the election in any way. 4) The UCSA office and resources must not be used for any campaigning purposes in any UCSA election. 5) No candidate shall cause damage to any property during any campaigning. 6) No candidate shall promise, offer, suggest, give, or take; any valuable consideration, advantage, recompense, reward, or benefit, in order to induce any candidature or withdrawal of candidature, or any vote, or omission to vote, or any promise of any such vote, omission, support, or opposition. 7) No candidate shall disclose or discuss any matter related to the remuneration or conditions of employment of the Associationâ&#x20AC;&#x2122;s staff members without the written permission of the staff members involved. a) Any candidate or group of candidates that is found to have breached this clause shall be disqualified from the election in question and any subsequent election. 8) No candidate shall publish material or behave in a way that is: a) Defamatory; b) Sexist; c) Racist; d) Anti-queer; e) Or otherwise discriminatory.

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UCSA Governing Documents - Regulations

Loans Fund Regulations

- 59 -

1. Preamble................................................................................................. 1 2. Conditions ............................................................................................... 1 3. Fees ........................................................................................................ 2

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Preamble

1.1.

These regulations are the Student Loan Regulations of the University of Canberra Students’ Association Incorporated and are formed under section 30 of the Association’s Constitution. For the purpose of these regulations “Emergency Loan Fund” shall mean all funds held in the Commonwealth Bank account entitled “UC Students’ Association Loan Fund”. For the purpose of these regulations “Emergency Loan” shall mean all loans issued through the Emergency Loan Fund. All students receiving an emergency loan shall receive a copy of the relevant documentation, including a copy of the repayment schedule if applicable.

1.2. 1.3. 1.4.

Conditions

2.1.

Only University of Canberra Students’ Association Inc. (UCSA) members or Canberra University Postgraduate Association (CUPA) members shall be eligible for an emergency loan. A student will be eligible for an emergency loan only if the student can prove that they are in dire financial circumstances. Emergency loan are not to be used for recreational pursuits. The Students’ Association may take all reasonable steps to recover outstanding debts, including but not limited to: legal action; referral to a debt collection agency; action through the University of Canberra internal procedures. The Students’ Association notes that it is necessary for emergency loans to be repaid in order for additional emergency loans to be issued. A student may not receive more than four emergency loans in any one year. A student may borrow up to $150 for any one emergency loan. A student will be ineligible for an emergency loan if they have an outstanding emergency loan, or part thereof, from the University of Canberra Students’ Association Inc. or the Canberra University Postgraduate Association. A student will be ineligible for an emergency loan if they have received a final notice on a previous emergency loan. A student will be ineligible for an emergency loan if they have failed to repay a previous emergency loan within six months of the final repayment date. A student will be ineligible for an emergency loan if they have received three reminders on a previous emergency loan. Emergency loans shall only be issued on an academic day of the University of Canberra unless specific written exemption for a student is agreed to by both the Loans Officer and the General Secretary. No emergency loan shall fall due after the last academic day of semester two unless specific written exemption for a student is agreed to by both the Loans Officer and the General Secretary. All emergency loans must prior to the issue of the loan, be approved of two officers drawn from the following group – the Students’ Association Executive and the Loans Officer. If an emergency loan recipient fails to meet any of the repayment dates listed in the repayment schedule without prior approval from the Loans Officer to extend the repayment date, then the full balance of the loan shall immediately fall due.

2.2. 2.3. 2.4. 2.5. 2.6. 2.7. 2.8. 2.9. 2.10. 2.11. 2.12. 2.13. 2.14.

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Page 1 of 2

Fees

3.1.

The Students’ Association notes that due to unrecoverable bad debts the level of funds in the emergency loan fund is ever decreasing. The Students’ Association notes that it is not feasible to continually replenish the emergency loan fund from the general services fund. The Students’ Association notes that it is not desirable to charge students interest on emergency loans, as the final cost of the loan could easily vary due to fluctuating interest rates and repayments by students. The Students’ Association further notes that the decreasing funds in the emergency loan fund limit the number and amount of emergency loans that may be issued to students. Therefore the Students’ Association reluctantly charges a $5 fee on each emergency loan issued. This fee must be repaid in the first repayment of any emergency loan.

3.2. 3.3. 3.4. 3.5. 3.6.

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Page 2 of 2

UCSA Governing Documents - Regulations

Membership Regulations

- 63 -

1. Preamble................................................................................................. 1 2. Categories of Membership ...................................................................... 1 3. Rights of Membership ............................................................................. 2 4. Membership Fees .................................................................................... 2 5. Termination of Membership .................................................................... 3 Schedule A ..................................................................................................... 4

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1. Preamble 1.1.

These regulations are the Membership Regulations of the University of Canberra Students’ Association Incorporated and are formed under section 30 of the Association's Constitution.

1.2.

All definitions used in these regulations are drawn from section 2 of the Association's Constitution.

2. Categories of Membership 2.1.

There shall be three categories of Membership of the Association.

2.1.1. Members 2.1.2. Friends of the Association 2.1.3. Life Members 2.2.

A person is eligible for membership of the association under clause 2.1.1 if they

2.2.1. Are a student as defined under section 2.1.4 of the Associations constitution 2.2.2. Have paid the subscription fee for this category as defined in section 4 of these regulations 2.3.

A person is eligible to be a Friend of the Association under clause 2.1.2 if they

2.3.1. Are not a student of the university as defined under section 2.1.4 of the constitution 2.3.2. Fall into any of the following categories of persons 2.3.2.1. Are staff members of the Association, 2.3.2.2. Members of the University council, academic or general staff, and the staff of any organisation affiliated with or owned or controlled by the University 2.3.2.3. Holders of academic qualifications conferred by the University or any predecessor institutions 2.3.2.4. Members of staff of any external organisation providing services to the University community from premises on campus 2.3.2.5. Members of the public who wish to avail them selves of the recreational or cultural services of the Association 2.3.3. Has paid the subscription fee for this category as defined in section 4 of these Regulations 2.4.

The Association may from time to time award the status of life member to a person who in the committee’s view has rendered meritorious service or is otherwise deemed worthy of such membership.

2.4.1. Such Membership shall be conferred upon a person by a 2/3 majority of a committee meeting 2.4.2. Life members are not liable to pay a membership fee 2.4.3. A Life member shall remain a member of the Association until the Member makes a request in writing to cease membership or the Association removes the member under section 5.4 of these regulations Membership Regs

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Page 1 of 4

2.4.4. A Life member shall have all the rights and privileges afforded to Members of the association, except were otherwise prescribed in the regulations of the Association.

3. Rights of Membership 3.1.

A Person entered into Membership of the Association under section 2.1.1 or section 2.1.3 shall have all the rights entitled to them under section 8.1 of the Associations constitution.

3.2.

A Member under section 2.1.1 or section 2.1.3 shall also be entitled to:

3.2.1. The full services of the Association including but not limited to the advocacy and representational services, student lounge facilities and cultural activities 3.2.2. Any other such services or facility as determined by committee from time to time 3.2.3. A Friend of the Association as described under section 2.1.2 of the Association shall not be considered a member for the purposes of section 8.1 of the constitution. 3.3. A Friend of the Association under section 2.1.2 shall be entitled to: 3.3.1. The student lounge and cultural activities of the Association 3.3.2. Any other such services or facility as determined by committee from time to time 3.3.3. The rights of a Friend of the Association shall not take precedent over the rights of a Member under section 2.1.1 or 2.1.3 of these regulations 3.4.

No right of any member or Friend of the Association shall be considered to override the objectives of the Association

3.5.

Should a conflict exist between the rights of members of the association the President shall determine who takes precedent, subject to a resolution of committee

4. Membership Fees 4.1.

The Committee may require any person wishing to become a member under the categories listed in section 2.1 to pay a membership fee. The amount of any fee may be determined by the Committee and any such fee will be payable as and when the Committee directs.

4.1.1. The Membership fees and periods of membership shall be detailed under schedule A of these regulations 4.1.2. Schedule A of these regulations may be altered by a simple majority of committee 4.1.3. Schedule A shall apply until it is 4.1.3.1. Deleted 4.1.3.2. These Regulations are amended or deleted 4.1.3.3. The Constitution of the Association is amended 4.1.3.4. The Association is wound up Membership Regs

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Page 2 of 4

4.1.4. The Committee, by a 2/3 majority, may waive the membership fee of any category of person 4.1.5. The categories of person entitled to a fee waiver shall be listed under Schedule A

5. Termination of Membership 5.1.

5.2.

Any member or Friend of the Association may resign membership at any time by giving notice in writing to the Students Association. Resignation will not affect the right of the Students Association to recover as a debt due to it any unpaid financial obligation of the resigning member to the Students Association. Members or Friends of the Association will not be entitled to a refund of any part of their Membership Fee. If any Member of Friend of the Association fails to pay their prescribed fee within 30 days of the due date that Member or Friend of the Association will cease to be a Member or Friend of the Association

5.3.

Any member expelled or otherwise removed as a student of the University shall at the conclusion of the process (including appeals and other challenges) shall cease to be members of the Association

5.4.

The Membership of a Friend of the Association or Life member may be terminated by the committee should the committee believe that such membership is against the interests or objectives of the Association. Such a termination shall only take place if:

5.4.1. The Friend of the Association or Life member has been made aware of the intention to terminate their membership and; 5.4.2. The Friend of the Association or Life Member has been given reasonable opportunity to respond in person to a meeting of committee or in writing. 5.4.3. The Majority required for terminating such membership shall: 5.4.3.1. 5.4.3.2.

In the case of Friend of the Association be 2/3 of Committee In the case of Life Member be a unanimous decision of Committee

5.5.

The Membership of a Member of the Association shall be not terminated or otherwise restricted subject to clause 8.4 of the Associations constitution

5.6.

The Committee may decide by 2/3 majority choose not to offer or renew membership under section 2.1 of these rules to any person or category of person if in the view of the Committee such membership would be against the interests or objectives of the Association

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Schedule A 1. Fees and Periods of Membership 1.1 The fee for membership will be $2 1.2 The period of membership shall be from time of payment and submission of a membership form until the end of week 1 of the following year.

Membership Regs

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UCSA Governing Documents - Regulations

Official Notice Board Regulations

- 69 -

Preamble ............................................................................................................................. 1

2. Posting of Official Notices ..................................................................................................... 1

- 70 -

Preamble

Posting of Official Notices

1.1.

2.1. 2.1.1. 2.1.2. 2.1.3. 2.1.4. 2.1.5. 2.2. 2.3.

These regulations are the Official Notice Board Regulations of the University of Canberra Students’ Association Incorporated and are formed under section 30 of the Association’s Constitution.

All notices which are required to be posted on the Official Notice Board shall be posted to the following locations: the notice board labeled “Students’ Association Official Noticeboard” located on the external wall of room 1B16 (the Association’s kitchen) on the concourse; the following page on the Students’ Association website – www.sa.canberra.edu.au/about/notices.html; the mailing list established and managed by the Association to which all Committee and staff members are subscribed – sa-‐all@salists.canberra.edu.au; such other locations as may be deemed appropriate. For notices relating to meetings, the notice shall only be removed at the conclusion of the time specified in the notice for the commencement of the meeting. For notices relating to elections, the notice shall only be removed when the Returning Officer’s report for the election is accepted.

Off. Notice B Regs University of Canberra Students’ Association Inc. - 71 -

Page 1 of 1

UCSA Governing Documents - Regulations

Staff Regulations

- 72 -

1. Preamble................................................................................................. 1 2. Association Wide .................................................................................... 1 3. Committee Members ............................................................................... 1 4. Honorariums ........................................................................................... 1 5. Staff Members ......................................................................................... 2 6. NUS Liaison Officer ................................................................................. 2 7. Sexuality Adviser .................................................................................... 2

- 73 -

1. Preamble 1.1.

1.2. 1.3. 1.4.

These regulations are the Staff Regulations of the University of Canberra Students’ Association Incorporated and are formed under section 30 of the Association's Constitution. All definitions used in these regulations are drawn from section 2 of the Association's Constitution. All committee members and staff members of the Association are bound by the clauses contained in section 2 (Association Wide) of these regulations. All committee members, but not staff members, are bound by the clauses contained in section 3 (Committee Members) of these regulations.

2. Association Wide 2.1. 2.2.

2.3.

Smoking is not permitted on Students’ Association premises. Photos of all Committee members and senior staff members shall be displayed with the names and titles of the members in a prominent position in or near the Association office visible from the concourse. The Student Services Manager shall ensure that the Association offices are appropriately secured at all times and that unauthorized people do not have inappropriate access.

3. Committee Members 3.1. 3.2.

3.3. 3.4.

No alcohol is allowed during SA Committee meetings. There shall be a two-‐week handover period between the outgoing and incoming committees. This period shall commence at the conclusion of the Annual General Meeting and is to allow for an orderly handover between the two committees. 3.2.1. During the handover period, both outgoing and incoming office bearers shall be paid what they would normally be entitled to; however, each office bearer shall only be entitled to receive one honorarium in the event that an office bearer is both an outgoing and incoming office bearer. The Association shall conduct and finance an annual induction course for the incoming Committee not later than two weeks after the Annual General Meeting. Reports must be submitted to committee on a monthly basis by all office bearers of the Association, whether an honorarium is received or not. These reports must detail the activities of the office bearer for the month. 3.4.1. If an office bearer of the committee, who is eligible for an honorarium, fails to submit or fails to have approved a report to the committee, they may not receive an honorarium until a written report, for that period, has been received and approved by the Committee.

4. Honorariums 4.1.

4.2.

4.3.

Staff Regs

No honorarium shall be paid to office bearers during the University Christmas/New-‐ Year shut-‐down period as the Students’ Association believes that office bearers need some time away from the office and work. That the honorarium for the President be paid at the rate of $300 per week for work that constitutes more than 25 hours per week or $600 per fortnight for work that constitutes more than 50 hours per fortnight. That the honorarium for the Education Vice President be paid at the rate of $225 per week for work that constitutes more than 20 hours per week or $450 per fortnight for work that constitutes more than 40 hours per fortnight. University of Canberra Students’ Association Inc. - 74 -

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4.4.

4.5.

4.6.

4.7.

4.8.

That the honorarium for the General Secretary be paid at the rate of $225 per week for work that constitutes more than 20 hours per week or $450 per fortnight for work that constitutes more than 40 hours per fortnight. That the honorarium for the Welfare Officer be paid at the rate of $50 per week for work that constitutes more than 5 hours per week or $100 per fortnight for work that constitutes more than 10 hours per fortnight. That the honorarium for the Media Officer be paid at the rate of $50 per week for work that constitutes more than 5 hours per week or $100 per fortnight for work that constitutes more than 10 hours per fortnight. The Media Officer will receive 25 percent of any income that the Media Officer secures from advertising in Curio and Curiosity. That the honorarium for the Women’s Officer be paid at the rate of $50 per week for work that constitutes more than 5 hours per week or $100 per fortnight for work that constitutes more than 10 hours per fortnight. All time sheets must be filled in at the most, one working day after the work was completed.

5. Staff Members 5.1.

5.2. 5.3. 5.4.

All offers of employment must be made in writing and written acceptance from both parties must be received before the commencement of any work – including casual staff members. Furthermore, a position description must also be accepted by both parties before the commencement of any work. The President shall ensure that a record of all leave taken, and leave still owed to staff members is maintained. No person may be employed in a continuing permanent position or for a contract exceeding six months without the approval of the committee. Staff members shall be encouraged to join an appropriate trade union.

6. NUS Liaison Officer 6.1.

The President shall act as the NUS Liaison Officer.

7. Sexuality Adviser 7.1.

Staff Regs

Where the Welfare Officer under s13.13 of the Association’s Constitution undertakes the duties of the Sexuality Officer, the Committee may resolve to appoint a member of the Association to the position of Sexuality Adviser to assist the Welfare Officer in carrying out the duties of the Sexuality Officer.

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UCSA Governing Documents - Regulations

Sub-Committee Regulations

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1. Preamble ................................................................................................... 1 2. Sub-Committees Established by the Constitution ..................................... 1 2.1 Executive ..................................................................................... 1 3. Sub-Committees of Autonomous Bodies ................................................... 1 3.1 Aboriginal and Torres Strait Islander Students’ Association (ATSISA) ...... 1 3.2 Residential Students’ Organisation (RSO) ............................................ 1 3.3 University of Canberra Overseas Students’ Organisation (UCOSO) .......... 1 3.4 University of Canberra Postgraduate Students’ Organisation (UCPSO) ..... 2 4. Staffing Sub-Committees .......................................................................... 2 4.1 Health and Safety Sub-Committee ..................................................... 2 4.2 Staff Sub-Committee ........................................................................ 2 5. Other Sub-Committees .............................................................................. 2 5.1 Finance Sub-Committee .................................................................... 2 5.2 Constitution, Regulations and Policy Sub-Committee ............................. 3 5.3 Membership Subcommittee ............................................................... 3

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1. Preamble 1.1 These regulations are the Sub-‐Committee Regulations of the University of Canberra Students’ Association Incorporated and are formed under section 30 of the Association’s Constitution. 1.2 These regulations apply to all sub-‐committees of the Association and all subcommittees of the Association are listed in these regulations. 1.3 The role of sub-‐committees within the Association is to provide an appropriate venue for discussion and deliberation on issues of a specialised or specific nature, and to provide advice to the Association’s Committee. 1.4 Each sub-‐committee shall have a Chair and a Secretary. 1.4.1 The role of the Chair is to preside at all meetings of the sub-‐committee and to ensure that Committee is informed of the deliberations of the sub-‐committee. 1.4.2 The role of the Secretary is to call meetings of the sub-‐committee as directed, and compile and distribute minutes and agenda papers to members of the subcommittee and other interested members of the Association. 1.5 The Secretary shall give at least three days notice of the time and place fixed for a meeting of any sub-‐committee except the Executive where the Secretary shall defer to the requirements of the Constitution. Such notice shall be given to all members of Committee and shall be posted on the official noticeboard of the Association. 1.6 All meetings of sub-‐committees with the exception of the Staff Sub-‐Committee shall normally be open to all interested members of the Association.

2. Sub-Committees Established by the Constitution 2.1

Executive

2.1.1 There shall be an Executive Sub-‐Committee of the Association as defined in section 12 of the Association’s Constitution. 2.1.2 The Chair of the Executive shall be the President, and in the absence of the President, the Education Vice President. If both the President and Education Vice President are absent, the members shall elect a chair from amongst themselves. 2.1.3 The Secretary of the Executive shall be the General Secretary. 2.1.4 The Executive shall meet at least six times in each year.

3. Sub-Committees of Autonomous Bodies 3.1 Aboriginal and Torres Strait Islander Students’ Association (ATSISA)

3.1.1 The Committee of the ATSISA shall be a sub-‐committee of the Association. 3.1.2 The Chair and Secretary of the ATSISA Committee shall be as described in the ATSISA Constitution. 3.2 Residential Students’ Organisation (RSO)

3.2.1 The Committee of the RSO shall be a sub-‐committee of the Association. 3.2.2 The Chair and Secretary of the RSO Committee shall be as described in the RSO Constitution. 3.3 University of Canberra Overseas Students’ Organisation (UCOSO)

3.3.1 The Committee of the UCOSO shall be a sub-‐committee of the Association. 3.3.2 The Chair and Secretary of the UCOSO Committee shall be as described in the UCOSO Constitution. Sub Cttee Regs

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3.4 University of Canberra Postgraduate Students’ Organisation (UCPSO)

3.4.1 The Committee of the UCPSO shall be a sub-‐committee of the Association. 3.4.2 The Chair and Secretary of the UCPSO Committee shall be as described in the UCPSO Constitution.

4. Staffing Sub-Committees 4.1 Health and Safety Sub-Committee

4.1.1 The role of the Health and Safety Sub-‐Committee is to provide policy advice to the Committee on occupational health & safety issues; to provide a forum to discuss the continuing actions of the Association in order to meets its occupational health & safety obligations; and to foster further cooperation between employees and the Association. 4.1.2 The Chair of the Health and Safety Sub-‐Committee shall be the President. 4.1.3 The Secretary of the Health and Safety Sub-‐Committee shall be the General Secretary. 4.1.4 The Health and Safety Sub-‐Committee shall meet at least four times in each year. 4.1.5 The membership of the Health and Safety Sub-‐Committee shall be composed of the following officers: • President or an Executive Member of Committee appointed by the President; • General Secretary; • Health & Safety Representative (as elected by the staff members); • A staff member of the Association nominated by the National Tertiary Education Union. 4.1.6 Three members of the Health and Safety Sub-‐Committee present in person shall constitute a quorum at a meeting of the Health and Safety Sub-‐Committee 4.2 Staff Sub-Committee

4.2.1 The role of the Staff Sub-‐Committee is to provide a venue for all staff members of the Association to discuss matters pertinent to them, and to allow the Association to formally consult all staff members on appropriate matters. 4.2.2 The Chair of the Staff Sub-‐Committee shall be the President. 4.2.3 The Secretary of the Staff Sub-‐Committee shall be appointed by the President. 4.2.4 The Staff Sub-‐Committee shall meet at least four times in each year. 4.2.5 The membership of the Staff Sub-‐Committee shall be composed of all employees of the Association.

5. Other Sub-Committees 5.1 Finance Sub-Committee

5.1.1 The role of the Finance Sub-‐Committee is to provide advice to the Committee on all aspects of the finance and human resources functions of the Association. The sub-‐committee shall consider all financial statements prior to their submission to Committee. 5.1.2 The Chair of the Finance Sub-‐Committee shall be elected from the sub-‐committee membership at the inaugural meeting each year. 5.1.3 The Secretary of the Finance Sub-‐Committee shall be the person responsible for bookkeeping. 5.1.4 The Finance Sub-‐Committee shall meet at least six times in each year. 5.1.5 The membership of the Finance Sub-‐Committee shall be composed of the following officers: • President; • General Secretary; • One outside Member with Financial Expertise, Appointed by Committee; Sub Cttee Regs

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Three Committee members elected by Committee, who are not members of the Executive as contained in section 12 of the constitution. 5.1.6 One executive member, one external member, and one non-‐executive member of the Finance Sub-‐Committee present in person shall constitute a quorum at a meeting of the Finance and Human Resources Sub-‐Committee •

5.2 Constitution, Regulations and Policy Sub-Committee

5.2.1 The role of the Constitution, Regulations and Policy Sub-‐Committee is to provide advice and recommendations to Committee on the ongoing development and evolution of the Association’s Constitution, Regulations and Policies. 5.2.2 The Association shall not adopt or amend any Constitution, Regulation, or Policy without first receiving a recommendation on the proposal from the Constitution, Regulations and Policy Sub-‐ Committee. 5.2.3 The Chair of the Constitution, Regulations and Policy Sub-‐Committee shall be the President. 5.2.4 The Secretary of the Constitution, Regulations and Policy Sub-‐Committee shall be the General Secretary. 5.2.5 The Constitution, Regulations and Policy Sub-‐Committee shall meet at least four times in each year. 5.2.6 The membership of the Constitution, Regulations and Policy Sub-‐Committee shall be composed of the following officers: • General Secretary; • President; • One Outside Member with Governance or Legal Expertise, Appointed by Committee • Three Committee members elected by Committee. 5.2.7 Four members of the Constitution, Regulations and Policy Sub-‐Committee present in person shall constitute a quorum at a meeting of the Constitution, Regulations and Policy Sub-‐Committee 5.2.8 The Secretary shall notify the office bearer responsible for each policy when the sub-‐committee meets to discuss their policy. 5.3 Membership Subcommittee

5.3.1 The Role of the Membership Sub-‐Committee is to provide advice to committee on the ongoing development of membership policies and strategies. 5.3.2 The Membership Sub-‐Committee shall also have the specific duty of recommending to Committee the: 5.3.2.1 Recommending categories of members eligible for fee waivers 5.3.2.2 Recommending the termination of membership under section 5 of the Association Membership regulations 5.3.2.3 Recommending alterations to the Association Membership regulations or schedules 5.3.3 The Chair of the Membership Subcommittee shall be the President 5.3.4 The Secretary of the Membership Sub-‐Committee shall be the Membership Liaison Officer 5.4.5 The Membership Sub-‐Committee shall meet at least 6 times each year and no less than 4 weeks before the commencement of each semester 5.4.6 The membership of the Membership Sub-‐Committee shall consist of • The President • The General Secretary • The Membership Liaison Officer • 3 Members of Committee 5.4.7 Four members of the Membership Sub-‐Committee present in person shall constitute a quorum of the Membership Sub-‐Committee

Sub Cttee Regs

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1. Preamble 1.1. These Regulations are the Committee Member Travel Funding Regulations of the University of Canberra Students' Association Incorporated and are formed under section 30 of the Association’s Constitution 2. Criteria 2.1. Funding will only be granted to events that support the objects of the Students’ Association. 2.2. Members must disclose all conferences already attended in the current Committee year. 2.3. The Committee is obliged to accept budgetary constraints. 2.4. Individual events will be restricted to a maximum of four representatives supported by the Students’ Association, except in the case of the annual National Union of Students Conference where a maximum of six representatives will be supported by the Students' Association. 2.5. That the selection for travel should be based on a competitive one or selective or of a demonstrated high standard. 3. Conditions of Funding 3.1. A report to the Committee must be lodged with the General Secretary within 30 days of the funded event. 3.2. The Committee reserves the right to recommend further action to be undertaken by funded committee members as a result of their reports. 3.3. Where appropriate, funding will not be to individuals but to participating organisations. 3.4. Committee members must behave in a manner appropriate to the Students’ Association in relation to the funding. 3.5. A contract of acceptance which outlines all conditions on funding must be signed by the funded committee member. 3.6. Committee reserves the right to alter and/or add further conditions on funding. 4. Amount of Funding 4.1. All members must mitigate costs where appropriate. 4.2. The Committee will fund public transport expenses by using the following zonal rates:  travel to New South Wales and Victorian areas will be based on either bus, car or train, whichever is the most appropriate;  outside these areas, where appropriate, bus, car or train rates will apply, otherwise economy airfare rates will apply. 4.3. All expenses that are not incorporated into the set travel/conference funding will be based on the following scale: Centre Accom. Meals Adelaide $60 $35 Brisbane $60 $35 Darwin $60 $35 Hobart $60 $35 Melbourne $80 $35 Perth $60 $35 Sydney $80 $35 Regional $50 $30 4.4. Any office bearer who does not receive an honorarium, shall receive a pro-rata honorarium for their time spent on funded Students’ Association representation, provided that the length of the conference (not including travel time) is in excess of three days.

Off. Notice B Regs University of Canberra Students’ Association Inc. - 82 -

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UCSA Governing Documents - Policy

Education Policy

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1 General .................................................................................................... 1 2 Assessment .............................................................................................. 1 3 Academic Welfare .................................................................................... 1

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General

1.1 The UCSA actively opposes the introduction of any moves by the government or private sector that limits access to higher education. 1.2 The UCSA stands against the introduction and practice of charging fees for tertiary education. 1.3 The UCSA recognises that access to higher education by working class students, indigenous people, women, mature age students and other recognised "minority groups" to post-‐secondary education is restricted by lack of financial support, inadequate state school funding and inadequate and biased curricula, and believes that any entry criteria for higher education institutions based on race, sex, sexuality, social backgrounds or physical disabilities should be rejected. 1.4 The UCSA supports the promotion of tertiary education in its own workplace and will promote, protect and value the educational endeavours of any staff members of office bearers who wish to pursue them. 1.5 The UCSA recognises that the primary focus for all students is their studies. Furthermore the UCSA will do its upmost to ensure its office bearers are not forced to sacrifice their studies in order to fulfil their work commitments. 1.6 The UCSA recognises the positive effects of UAC in assisting these groups of people considered at a disadvantage in gaining the opportunity to attend a higher education institution. 1.7 The UCSA actively opposes the deregulation of fees in the tertiary education sector as it creates a class system within the sector of leading and lagging universities. 2

Assessment

2.1 To maximise the feedback value of assessment and minimise its tendency to be arbitrary and unfair, students should have full access to their own files, all assessed papers and projects, all marks and grades and should have the right of appeal or remarking of all assessed work by someone other than the original assessor's; 2.2 All assessed papers and projects and all examination papers should be returned to students after a reasonable time for marking has elapsed; the Association believes that no educational institution should have the rights of ownership to any piece of student work; 2.3 Details of all assessment to be carried out should be made available to students during the first week of semester, all assessment not detailed at this point or modified in anyway after this point will not be tolerated; 2.4 Subject outlines will be deemed a contract between the university and students. The UCSA will attempt to ensure these contracts are enforced; 2.5 The display of a student’s results should at no time be in the public view without the express permission of the individual student. 3

Academic Welfare

3.1 The UCSA recognises that many students, particularly those from "minority groups" and first year students withdraw from units for reasons outside of their control. We also recognise that all students cannot possibly assess the workloads of units and courses by week three of a semester. Therefore, the Students' Association will continue to push for and recommend to Academic Board: 3.1.1 That the last day for withdrawal without penalty remain as until 5.00 pm on the Friday of the first week after the mid-‐semester break; 3.1.2 That the Academic Transcript should be a statement to the outside world of what the student has achieved at the Institution, and therefore should list only the units passed, the level of pass, and the date of passes; 3.1.3 that the academic history in an internal Institution record should list the complete student history including withdrawals, failures, P*, warnings and exclusions. 3.2 The UCSA firmly believes that students who withdraw from a unit without penalty should not be expected to meet any HECS or other financial liability arising from that unit.

Education Policy

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UCSA Governing Documents - Policy

Environment Policy

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1 General .................................................................................................... 1 2 Cups ......................................................................................................... 1

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General

1.1 These policy statements are the Environment Policy of the University of Canberra Students’ Association Incorporated and are made under section 11.3.2 of the Association’s Constitution. 2

Cups

2.1 The Association shall take steps to actively discourage students from using single-‐use cups in the Association in recognition of the harm such products cause to the environment both in terms of resource use and the particular composition of such products. 2.2 In recognition of 2.1, the Association shall sell disposable cups for 50 cents per cup during normal operations and the surplus retained from such sales shall be put towards subsidizing reusable containers. 2.3 In recognition of 2.2, the Association shall sell reusable cups during normal operations.

Enviro. Policy

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UCSA Governing Documents - Policy

General Policy

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1 General .................................................................................................... 1 2 Earth Charter ........................................................................................... 1 3 Use of the term “President” ..................................................................... 1

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General

1.1 These policy statements are the General Policy of the University of Canberra Students’ Association Incorporated and are made under section 11.3.2 of the Association’s Constitution. 2

Earth Charter

2.1 The Association endorses the Earth Charter (as reproduced in schedule 1 of this policy). 2.1.1 We embrace the spirit and aims of the document. 2.1.2 We pledge to join the global partnership for a just, sustainable, and peaceful world and to work for the realization of the values and principles of the Earth Charter. 2.1.3 We urge all governments to endorse the Earth Charter through the United Nations General Assembly at the World Summit on Sustainable Development. 3

Use of the term “President”

3.1 The Association is working towards further clarity of the office bearer titles and position descriptions and as part of this process, the Association restricts the use of the word “President” in any position title to the President and Education Vice President of the Association.

General Policy

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THE EARTH CHARTER PREAMBLE We stand at a critical moment in Earth's history, a time when humanity must choose its future. As the world becomes increasingly interdependent and fragile, the future at once holds great peril and great promise. To move forward we must recognize that in the midst of a magnificent diversity of cultures and life forms we are one human family and one Earth community with a common destiny. We must join together to bring forth a sustainable global society founded on respect for nature, universal human rights, economic justice, and a culture of peace. Towards this end, it is imperative that we, the peoples of Earth, declare our responsibility to one another, to the greater community of life, and to future generations. Earth, Our Home Humanity is part of a vast evolving universe. Earth, our home, is alive with a unique community of life. The forces of nature make existence a demanding and uncertain adventure, but Earth has provided the conditions essential to life's evolution. The resilience of the community of life and the well-being of humanity depend upon preserving a healthy biosphere with all its ecological systems, a rich variety of plants and animals, fertile soils, pure waters, and clean air. The global environment with its finite resources is a common concern of all peoples. The protection of Earth's vitality, diversity, and beauty is a sacred trust. The Global Situation The dominant patterns of production and consumption are causing environmental devastation, the depletion of resources, and a massive extinction of species. Communities are being undermined. The benefits of development are not shared equitably and the gap between rich and poor is widening. Injustice, poverty, ignorance, and violent conflict are widespread and the cause of great suffering. An unprecedented rise in human population has overburdened ecological and social systems. The foundations of global security are threatened. These trends are perilousâ&#x20AC;&#x201D;but not inevitable. The Challenges Ahead The choice is ours: form a global partnership to care for Earth and one another or risk the destruction of ourselves and the diversity of life. Fundamental changes are needed in our values, institutions, and ways of living. We must realize that when basic needs have been met, human development is primarily about being more, not having more. We have the knowledge and technology to provide for all and to reduce our impacts on the environment. The emergence of a global civil society is creating new opportunities to build a democratic and humane world. Our environmental, economic, political, social, and spiritual challenges are interconnected, and together we can forge inclusive solutions. Universal Responsibility To realize these aspirations, we must decide to live with a sense of universal responsibility, identifying ourselves with the whole Earth community as well as our local communities. We are at once citizens of different nations and of one world in which the local and global are linked. Everyone shares responsibility for the present and future well-being of the human family and the larger living world. The spirit of human solidarity and kinship with

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all life is strengthened when we live with reverence for the mystery of being, gratitude for the gift of life, and humility regarding the human place in nature. We urgently need a shared vision of basic values to provide an ethical foundation for the emerging world community. Therefore, together in hope we affirm the following interdependent principles for a sustainable way of life as a common standard by which the conduct of all individuals, organizations, businesses, governments, and transnational institutions is to be guided and assessed.

PRINCIPLES I. RESPECT AND CARE FOR THE COMMUNITY OF LIFE

1. Respect Earth and life in all its diversity. a. Recognize that all beings are interdependent and every form of life has value regardless of its worth to human beings. b. Affirm faith in the inherent dignity of all human beings and in the intellectual, artistic, ethical, and spiritual potential of humanity. 2. Care for the community of life with understanding, compassion, and love. a. Accept that with the right to own, manage, and use natural resources comes the duty to prevent environmental harm and to protect the rights of people. b. Affirm that with increased freedom, knowledge, and power comes increased responsibility to promote the common good. 3. Build democratic societies that are just, participatory, sustainable, and peaceful. a. Ensure that communities at all levels guarantee human rights and fundamental freedoms and provide everyone an opportunity to realize his or her full potential. b. Promote social and economic justice, enabling all to achieve a secure and meaningful livelihood that is ecologically responsible. 4. Secure Earth's bounty and beauty for present and future generations. a. Recognize that the freedom of action of each generation is qualified by the needs of future generations. b. Transmit to future generations values, traditions, and institutions that support the longterm flourishing of Earth's human and ecological communities.

In order to fulfill these four broad commitments, it is necessary to:

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II. ECOLOGICAL INTEGRITY 5. Protect and restore the integrity of Earth's ecological systems, with special concern for biological diversity and the natural processes that sustain life. a. Adopt at all levels sustainable development plans and regulations that make environmental conservation and rehabilitation integral to all development initiatives. b. Establish and safeguard viable nature and biosphere reserves, including wild lands and marine areas, to protect Earth's life support systems, maintain biodiversity, and preserve our natural heritage. c. Promote the recovery of endangered species and ecosystems. d. Control and eradicate non-native or genetically modified organisms harmful to native species and the environment, and prevent introduction of such harmful organisms. e. Manage the use of renewable resources such as water, soil, forest products, and marine life in ways that do not exceed rates of regeneration and that protect the health of ecosystems. f. Manage the extraction and use of non-renewable resources such as minerals and fossil fuels in ways that minimize depletion and cause no serious environmental damage. 6. Prevent harm as the best method of environmental protection and, when knowledge is limited, apply a precautionary approach. a. Take action to avoid the possibility of serious or irreversible environmental harm even when scientific knowledge is incomplete or inconclusive. b. Place the burden of proof on those who argue that a proposed activity will not cause significant harm, and make the responsible parties liable for environmental harm. c. Ensure that decision making addresses the cumulative, long-term, indirect, long distance, and global consequences of human activities. d. Prevent pollution of any part of the environment and allow no build-up of radioactive, toxic, or other hazardous substances. e. Avoid military activities damaging to the environment. 7. Adopt patterns of production, consumption, and reproduction that safeguard Earth's regenerative capacities, human rights, and community well-being. a. Reduce, reuse, and recycle the materials used in production and consumption systems, and ensure that residual waste can be assimilated by ecological systems. b. Act with restraint and efficiency when using energy, and rely increasingly on renewable energy sources such as solar and wind. c. Promote the development, adoption, and equitable transfer of environmentally sound technologies. d. Internalize the full environmental and social costs of goods and services in the selling price, and enable consumers to identify products that meet the highest social and environmental standards. e. Ensure universal access to health care that fosters reproductive health and responsible reproduction. f. Adopt lifestyles that emphasize the quality of life and material sufficiency in a finite world. 8. Advance the study of ecological sustainability and promote the open exchange and wide application of the knowledge acquired.

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a. Support international scientific and technical cooperation on sustainability, with special attention to the needs of developing nations. b. Recognize and preserve the traditional knowledge and spiritual wisdom in all cultures that contribute to environmental protection and human well-being. c. Ensure that information of vital importance to human health and environmental protection, including genetic information, remains available in the public domain.

III. SOCIAL AND ECONOMIC JUSTICE

9. Eradicate poverty as an ethical, social, and environmental imperative. a. Guarantee the right to potable water, clean air, food security, uncontaminated soil, shelter, and safe sanitation, allocating the national and international resources required. b. Empower every human being with the education and resources to secure a sustainable livelihood, and provide social security and safety nets for those who are unable to support themselves. c. Recognize the ignored, protect the vulnerable, serve those who suffer, and enable them to develop their capacities and to pursue their aspirations. 10. Ensure that economic activities and institutions at all levels promote human development in an equitable and sustainable manner. a. Promote the equitable distribution of wealth within nations and among nations. b. Enhance the intellectual, financial, technical, and social resources of developing nations, and relieve them of onerous international debt. c. Ensure that all trade supports sustainable resource use, environmental protection, and progressive labor standards. d. Require multinational corporations and international financial organizations to act transparently in the public good, and hold them accountable for the consequences of their activities. 11. Affirm gender equality and equity as prerequisites to sustainable development and ensure universal access to education, health care, and economic opportunity. a. Secure the human rights of women and girls and end all violence against them. b. Promote the active participation of women in all aspects of economic, political, civil, social, and cultural life as full and equal partners, decision makers, leaders, and beneficiaries. c. Strengthen families and ensure the safety and loving nurture of all family members. 12. Uphold the right of all, without discrimination, to a natural and social environment supportive of human dignity, bodily health, and spiritual well-being, with special attention to the rights of indigenous peoples and minorities. a. Eliminate discrimination in all its forms, such as that based on race, color, sex, sexual orientation, religion, language, and national, ethnic or social origin.

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b. Affirm the right of indigenous peoples to their spirituality, knowledge, lands and resources and to their related practice of sustainable livelihoods. c. Honor and support the young people of our communities, enabling them to fulfill their essential role in creating sustainable societies. d. Protect and restore outstanding places of cultural and spiritual significance.

IV. DEMOCRACY, NONVIOLENCE, AND PEACE

13. Strengthen democratic institutions at all levels, and provide transparency and accountability in governance, inclusive participation in decision making, and access to justice. a. Uphold the right of everyone to receive clear and timely information on environmental matters and all development plans and activities which are likely to affect them or in which they have an interest. b. Support local, regional and global civil society, and promote the meaningful participation of all interested individuals and organizations in decision making. c. Protect the rights to freedom of opinion, expression, peaceful assembly, association, and dissent. d. Institute effective and efficient access to administrative and independent judicial procedures, including remedies and redress for environmental harm and the threat of such harm. e. Eliminate corruption in all public and private institutions. f. Strengthen local communities, enabling them to care for their environments, and assign environmental responsibilities to the levels of government where they can be carried out most effectively. 14. Integrate into formal education and life-long learning the knowledge, values, and skills needed for a sustainable way of life. a. Provide all, especially children and youth, with educational opportunities that empower them to contribute actively to sustainable development. b. Promote the contribution of the arts and humanities as well as the sciences in sustainability education. c. Enhance the role of the mass media in raising awareness of ecological and social challenges. d. Recognize the importance of moral and spiritual education for sustainable living.

15. Treat all living beings with respect and consideration. a. Prevent cruelty to animals kept in human societies and protect them from suffering. b. Protect wild animals from methods of hunting, trapping, and fishing that cause extreme, prolonged, or avoidable suffering. c. Avoid or eliminate to the full extent possible the taking or destruction of non-targeted species.

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16. Promote a culture of tolerance, nonviolence, and peace. a. Encourage and support mutual understanding, solidarity, and cooperation among all peoples and within and among nations. b. Implement comprehensive strategies to prevent violent conflict and use collaborative problem solving to manage and resolve environmental conflicts and other disputes. c. Demilitarize national security systems to the level of a non-provocative defense posture, and convert military resources to peaceful purposes, including ecological restoration. d. Eliminate nuclear, biological, and toxic weapons and other weapons of mass destruction. e. Ensure that the use of orbital and outer space supports environmental protection and peace. f. Recognize that peace is the wholeness created by right relationships with oneself, other persons, other cultures, other life, Earth, and the larger whole of which all are a part.

THE WAY FORWARD As never before in history, common destiny beckons us to seek a new beginning. Such renewal is the promise of these Earth Charter principles. To fulfill this promise, we must commit ourselves to adopt and promote the values and objectives of the Charter. This requires a change of mind and heart. It requires a new sense of global interdependence and universal responsibility. We must imaginatively develop and apply the vision of a sustainable way of life locally, nationally, regionally, and globally. Our cultural diversity is a precious heritage and different cultures will find their own distinctive ways to realize the vision. We must deepen and expand the global dialogue that generated the Earth Charter, for we have much to learn from the ongoing collaborative search for truth and wisdom. Life often involves tensions between important values. This can mean difficult choices. However, we must find ways to harmonize diversity with unity, the exercise of freedom with the common good, short-term objectives with long-term goals. Every individual, family, organization, and community has a vital role to play. The arts, sciences, religions, educational institutions, media, businesses, nongovernmental organizations, and governments are all called to offer creative leadership. The partnership of government, civil society, and business is essential for effective governance. In order to build a sustainable global community, the nations of the world must renew their commitment to the United Nations, fulfill their obligations under existing international agreements, and support the implementation of Earth Charter principles with an international legally binding instrument on environment and development. Let ours be a time remembered for the awakening of a new reverence for life, the firm resolve to achieve sustainability, the quickening of the struggle for justice and peace, and the joyful celebration of life.

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UCSA Governing Documents - Policy

Indigenous Policy

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1 General .................................................................................................... 1

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General

1.1 UCSA recognises Australia’s Aboriginal and Torres Strait Islander people as the first inhabitants and sovereign peoples of Australia. 1.2 UCSA shall endeavour to raise Aboriginal and Torres Strait Islander consciousness among non-‐ indigenous students of the University. 1.3 UCSA shall provide access to Aboriginal and Torres Strait Islander culture for Indigenous students and non-‐indigenous students. 1.4 UCSA shall provide a cultural link and awareness throughout the University and wider community. 1.5 UCSA shall provide support for the continuation of Aboriginal and Torres Strait Islander culture. 1.6 UCSA believes in the need for Reconciliation and supports the Reconciliation process. 1.7 UCSA condemns the actions of past Australian Governments in relation to the Stolen Generations. 1.8 UCSA acknowledges the importance of the Aboriginal Tent Embassy and shall endeavour to liaise with the Aboriginal Tent Embassy on Indigenous issues. 1.9 UCSA shall provide public comment on issues affecting Indigenous students and culture. 1.10 UCSA shall endeavour to phase out usage of the ATSI acronym and use it either in extended form, or in its place, the term Indigenous.

Indigenous Policy

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UCSA Governing Documents - Policy

Media Policy

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1 Preamble.................................................................................................. 1 2 Outline ..................................................................................................... 1 3 General .................................................................................................... 1 4 Media Officer ............................................................................................ 2 5 CUrio ........................................................................................................ 2 6 Diary and Wallplanner ............................................................................. 3

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Preamble

1.1 Public statements by members of the UCSA, being those authorised to do so (President & Media Officer) consult with and gain authorisation from the full executive or their elected representatives before stating policy which is unclear. 2

Outline

2.1 These regulations are the media regulations of the University of Canberra (UC) Students’ Association (SA). 2.2 The Media Officer and all media production staff employed or contracted by the SA, including editors, are bound by this policy. 2.3 For the purpose of this policy:-‐ 2.3.1 the word editor will be understood to mean editor or editors; 2.3.2 the word media will be understood to mean publications, visual production, audio and audio visual productions; 2.3.3 the word editor and producer will mean the same thing and will be interchangeable; 2.3.4 any part of this policy may be amended by a majority decision of the UCSA Committee at a Committee meeting. 3

General

3.1 All media productions produced by the SA or by persons contracted or employed by the SA to produce Media productions for the SA shall conform with all the regulations set out in section 3 of this policy. 3.1.1 "Sexism" should be understood to cover, at least: o the denigration, trivialisation or objectification of women or men; o terms related to women, men, femininity or masculinity used in an abusive or o disparaging way; o the legitimisation of violence and discrimination against women or men; o the abuse, ridicule or sensationalisation of lesbianism or male homosexuality; o anything which discredits, or mitigates against the achievement of, women's or men's autonomy and self-‐respect. 3.1.2 "Racism" should be understood to cover, at least: o the denigration of any race, nationality or ethnic group, including the use of terms, descriptions or images likely to be considered offensive by those described; o characterisations of any race, nationality or ethnic group, in terms likely to inhibit the exercise of human rights and freedoms by members of such groups; o propagation of racial or ethnic hatred. 3.1.3 "Religious discrimination" should be understood to cover, at least: o •= the denigration of any religion, including the use of terms, descriptions or images likely to be considered offensive by those described; o •= the characteristics of any religion in terms likely to inhibit the exercise of human rights and freedoms by members of such groups; o •= the propagation of Religious hatred. 3.1.4 "Violence Provoking" should be understood to cover at least: o •= the incitement of people to take physical or violent action against any person or groups of people. 3.2 If any contribution submitted for publication is deemed non publishable by section of this policy the editor shall:-‐ 3.2.1 contact the contributor and ask them to amend the contribution so as to change or remove the offending section's). 3.2.2 If the contributor is unable to be contacted or is unwilling to amend the contribution then the editor shall rewrite the offending contribution in part or in whole so as to make it publishable in accordance with Section 3.1 of this policy; but only in such a way as to change the offensive language, not the meaning of the contribution, and place an explanatory note under the article stating that it was amended under section 3 of the SA publications policy. 3.3 The editor should promote the use of non-‐sexist, non-‐racist, non-‐violent language. 3.4 Student Media should present a fair, balanced, unbiased view of the Students’ Association, University of Canberra, and all other issues, reports, etc. Media Policy

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3.5 The editor may make minor corrections to correct issues of style and grammar in submitted articles provided that such corrections do not make any material change to the content and intended meaning of the article. 4

Media Officer

4.1 The editor of any SA publication shall take directives from the Media Officer. 4.2 The Media Officer, or his or her nominee, shall read all publications before they are printed, and approve the publication for printing. No material shall be printed without the approval of the Media Officer or his or her nominee. 4.2.1 The Media Officer shall withdraw or amend any material that is submitted for publication in accordance with section 3 of this policy. 4.2.2 The Media Officer may withdraw any other material from publication, provided that any such material is tabled (with justification of the withdrawal) at the next Committee meeting for ratification. 4.2.3 adequate provision is made for the Media Officer to view the page proofs, including advertising of CUrio before it is printed, so as to allow them to obtain legal advice on any matter which may involve the UCSA in civil or criminal liability, including defamation, contempt, obscenity, indecency, pornography and copyright, under which circumstances the Media Officer is empowered to delay publication or delete the offending portions. Similarly the Media Officer is given the authority to delete or remove any content believed to be discriminatory on the grounds of class, age, gender, sexuality, race, and ethnicity and disability. This viewing is to be indicated by their signature on the back of each page of layout; 4.2.4 The Media Officer shall be responsible for determining guidelines for advertising rates. 4.2.5 The Media Officer will be responsible to undertake, or to appoint someone else to undertake, regular updates of the UCSA Web Site and the CUrio archive. 4.3 All people contracted or employed to produce Student Media productions for the SA shall be recommended to the Committee by a panel comprising the President, the Media Officer and two other Committee members. 4.4 Any person contracted or employed to produce SA media productions can be: 4.4.1 removed from office by a 2/3 majority decision of Committee; 4.4.2 suspended from duties by agreement between the Media Officer and the President or their nominee, such a decision is to remain in force until the next Committee meeting unless revoked by the Media Officer and the President or their nominee. 5

CUrio

5.1 That the UCSA shall publish a tabloid sized journal to be known as CUrio with a minimum of 8 issues published each year. 5.1.1 The number of copies of CUrio published per issue will be determined from time to time by the Media Officer in consultation with the Executive of the UCSA according to enrolment numbers of students. 5.1.2 ninety percent (90%) of copies of CUrio must be made available to University of Canberra Students. 5.1.3 The edition immediately preceding "Blue Stocking Week", or other similar week, shall be a women’s edition which shall be edited by a group of interested women and shall be coordinated by the Women’s Officer of the UCSA, in consultation with the editor/s and the Media Officer. 5.2 The editor of CUrio shall publish all contributions to CUrio in CUrio provided that the editor considers the material legible and of interest to students. 5.3 The editor of CUrio shall be responsible for organising books reviews of books records and other reviewable material this includes:-‐ 5.3.1 ordering reviewable material from Publishers and distributors; 5.3.2 organising reviews of the material ordered; 5.3.3 ensuring the reviews are regularly published in CUrio. 5.4 The editor of CUrio must publish in each issue:-‐ 5.4.1 any official Students’ Association Committee material, if requested to; 5.4.2 material from candidates for Students’ Association elections if requested to; Media Policy

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5.4.3

free advertisements for University student support services that operate on a noncommercial basis, plus one free page per issue for CUeFM.; 5.4.4 an advertisement calling for contributions to the paper; 5.4.5 the deadline for contributions to CUrio for every edition for that semester and the deadline for the O-‐Week semester two edition should be published in the proceeding edition; 5.4.6 on the front cover, the volume and issue number and "The Journal of the UC. Students' Association"; 5.4.7 A list of contents for that edition and "Published by the Media Officer on behalf of the Students’ Association", and "All contributions/articles are subject to the regulations set out in the UCSA Student Media Policy". 5.4.8 The exam time table for that semesters exams shall be included in the edition of CUrio published in week 14 of that semester. 5.5 The Media Officer shall decide wages for contribution payments, unless directed otherwise by the Executive. These will be taken out of the amount allocated by the S.A Committee for each edition of CUrio. 5.6 The Media Officer can, at their discretion, offer free advertising in CUrio to those business houses who offer student discounts. 5.7 The commission on perpetual or on-‐going advertising be paid only for the calendar year in which they started appearing in CUrio. 5.8 The Media Officer is responsible for setting out the size of the paper and organizing printing so as to keep costs within the amount budgeted by the S.A Committee, for the printing of CUrio. 5.9 The objectives of CUrio shall be to: -‐ 5.9.1 In as far as is possible serve as an independent forum for student opinion; 5.9.2 serving as a vehicle for information on current student affairs and general University events, particularly S.A policy and actions and the activities of the various clubs, societies groups and other organisations on the University; 5.9.3 publishing news items of interest from Australian and overseas Universities and Colleges; 5.9.4 providing informed editorial comment on matters of concern to students; 5.9.5 publishing such other items of news and interest as consistent with the above; 5.9.6 act as an official publication of the UCSA and communicate policies and decisions of the UCSA to University of Canberra students; 5.9.7 publish the office bearer’s reports in the first of half of the journal in each issue; 5.9.8 publish electoral material relating to the UCSA elections when requested by the Returning Officer for the UCSA elections; 5.9.9 encourage and foster student contributions; 5.9.10 provide reasonable space for the reporting of other UCSA business; 5.9.11 provide a vehicle for features and news items on overseas and Australian events of interest to students which is independent of the usual constraints of commercial and mainstream media. 5.10 It is the responsibility of the editor and the Media Officer to ensure that CUrio is properly distributed to faculties, Ressies, and mailed out to other campuses. 5.11 The normal period of office for the editor shall start in time to produce the O-‐Week CUrio and shall end with the publishing of the week 14 CUrio in semester two of that year. 5.12 CUrio shall whenever possible be edited by a team of four editors: Chief Editor, Graphics & Layout Editor, News & Features Editor, Reviews Editor. 5.12.1 Each Editor shall be paid $200 for each edition completed, provided that a minimum of 25 hours is worked on each edition. 5.13 On dissatisfaction of performance of any CUrio staff, immediate counselling on dissatisfaction be instituted; and in the event of dismissal or reprimand by the Executive, that the relevant person be informed within 24 hours of such a decision. 6

Diary and Wallplanner

6.1 The Media Officer will be responsible for the production at the start of each year, either personally or by delegation, of a Student Diary, which provides information on the UCSA, and a wall planner calendar. Media Policy

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UCSA Governing Documents - Policy

Post-Graduate Policy

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1. General ................................................................................................... 1

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1. General 1.1. These policy statements are the Postgraduate Policy of the University of Canberra Students’ Association Incorporated and are made under section 11.3.2 of the Association’s Constitution. 1.2. The Association will take an active interest in postgraduate issues, recognising that: 1.2.1. the continual erosion of postgraduate students’ rights and conditions is often a good predicator of the policies that will be applied to undergraduates in future years; 1.2.2. It is in the best interests of undergraduates to support postgraduates rights and conditions so that they don’t create precedents that are harder to oppose in the future.

PG Policy

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UCSA Governing Documents - Policy

Representation Policy

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1. General ................................................................................................... 1

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1. General 1.1. That the UCSA work with the university to endeavour to implement a fair and equitable appeals and grievance procedure with adequate student representation on any and all panels. 1.2. That the Students’ Association promote and finance a Student Representatives Forum and directs the Education Vice-President to implement this as soon as possible. 1.3. That full-time Institution staff members who are also part-time students be regarded as staff for the purposes of representation and are therefore neither eligible to stand nor vote as part-time students on University Boards, Committees and Council. 1.4. That any nominee appointments to which the President of this Association is entitled, be allocated by the Committee meeting, voting and agreeing, by a simple majority. 1.5. That the Students’ Association support the concept of a Student Representative Body and support regular discussion sessions of this group. 1.6. That the student position on all University of Canberra Committees be filled by members of the Students’ Association Committee so that student representation is assured. If a student who is not on the S.A. committee wishes to stand on any of these committees, then the appropriate steps shall be taken in deciding who shall have the position.

Rep Policy

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UCSA Governing Documents - Policy

Trade Union Policy

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1 General .................................................................................................... 1 2 Policy ....................................................................................................... 1 3 Action ....................................................................................................... 1

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General

1.1 For some time now the numbers of workers in trade unions has steadily diminished. As people move into more qualified and specialty areas after university study many see no need to be a member of a union. However as a representative of students rights and an advocate, in much the way a union would conduct itself, we should stand with the unions in being concerned about this trend especially as more and more Australian companies like Ansett, One Tel and HIH go under the need for trade unions becomes more important especially when the protection of worker entitlements is at stake. 1.2 We should be encouraging students to get in contact with their relative trade unions if working on a casual or part time basis, and the trade union of their area of study. Only by doing this can the union movement hope to regain some of the membership that they have lost over the past couple of years. 2

Policy

2.1 The University of Canberra Students’ Association, although not a trade union itself embraces the principles of Trade Unionism. 2.2 As a larger number of students work on a part time or casual basis while they study, and it is often casual or part time workers who are exploited in the workforce, the Students' Association should actively encourage students to join their relative Trade Union. 2.3 The Students' Association supports trade unions especially the Shop Distributive and Allied Employee’s Association’s (SDA) opposition to youth wages which exploit workers under the age of 21, especially those in causal employment. 3

Action

3.1 The University of Canberra Students’ Association should encourage student membership in trade unions by: 3.1.1 Handing out information about appropriate trade unions when giving out employment information. 3.1.2 Conducting a “Youth in Unions” market day at least once a year, and invite relative trade unions for courses being studied (ANF, CPSU, AEU, and CFMEU), and trade unions for areas in which students typically work, such as retail and hospitality (SDA and LHMWU).

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UCSA Governing Documents - Policy

Welfare Policy

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1. Harassment............................................................................................. 1 2. Sexuality ................................................................................................. 1 3. Safety on Campus ................................................................................... 1

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1. Harassment

1.1 The Welfare officer or President will be the contact for any form of harassment or intimidation within the office environment. 2. Sexuality 2.1 UCSA recognises that lesbians are oppressed both as women in a sexist society and as homosexuals in a heterosexist society.

2.2 UCSA condemns the tactics of utilising negative social attitudes about lesbianism to silence women's groups and women activists for fear of losing credibility, and to discredit women orientated politics. Only when lesbianism becomes accepted in society will this abuse become meaningless. 2.3 UCSA recognises that the victimisation of and discrimination against lesbians and homosexual men with respect to their rights, such as employment, parenting, personal safety, education, etc, is a control mechanism used to deter lesbians and homosexual men from becoming visible in society. 2.4 In light of the above, UCSA supports the right of freedom of sexuality and lifestyle, and also supports and encourages the development of gay and lesbian groups on campus to work against the oppression they face. 2.5 UCSA recognises that sexuality is a social and political construct that cannot be confined to the personal sphere. Further, that women’s sexuality in particular has largely been defined in terms of male values, rather than by women according to their own values. 3. Safety on Campus

3.1 The Association recognises that all students have the right to feel safe on campus as one would expect in the general community. 3.2 The Association calls on the University of Canberra to take every step possible within its powers to ensure that the safety of all students is a priority at all times. 3.3 The Association recognises the differences in the needs of Residential Students. The safety of these students should also be a priority, to such a level that all students verbalise that they feel safe on campus

Welfare Policy

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UCSA Governing Documents - Policy

Womens Policy

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1 PREAMBLE ................................................................................................ 1 2 WOMEN AND EDUCATION ........................................................................ 1 3 TUITION TAX; HIGHER EDUCATION CONTRIBUTION SCHEME ................ 1 4 SELECTION AND ENTRY CRITERIA .......................................................... 2 5 AFFIRMATIVE ACTION FOR WOMEN STUDENTS IN HIGHER EDUCATION 2 6 AUSTUDY ................................................................................................. 3 7 WOMEN AND HIGHER DEGREES............................................................... 4 8 STUDENT SERVICES ................................................................................. 4 9 CHILDCARE POLICY ................................................................................. 5 10 WOMEN IN NON-TRADITIONAL COURSES ............................................. 5 11 WOMEN’S STUDIES COURSES ................................................................ 5 12 PART TIME AND MATURE AGED WOMEN STUDENTS ............................. 6 13 STUDENT UNIONISM POLICY ................................................................ 6 14 WOMEN’S ROOMS .................................................................................. 6 15 SECURITY ON CAMPUS AND SEXUAL HARASSMENT .............................. 7 16 RAPE ...................................................................................................... 8 17 SEXISM .................................................................................................. 8 18 SEXIST LANGUAGE................................................................................. 8 19 REPRODUCTIVE RIGHTS ........................................................................ 9 20 WOMEN'S HEALTH ................................................................................. 9 21 WOMEN AND RACISM .......................................................................... 10 22 WOMEN AND MEDIA ............................................................................ 10 23 NOWSA (Network Of Women Students in Australia) ........................... 10

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GUIDING PRINCIPLES OF THE WOMEN’S OFFICER PORTFOLIO OF THE UNIVERSITY OF CANBERRA STUDENTS’ ASSOCIATION 1

PREAMBLE

1.1 The University of Canberra Students’ Association (UCSA): 1.1.1 Recognises that the institutions of Australia operate in a context where discrimination on the basis of sex, race and class is an integral part of society, and that tertiary institutions reflect and reinforce such discrimination. Systematic and structural discrimination against women in our society has denied women the opportunity and an equitable share of social and economic advantages and benefits. 1.1.2 Recognises, therefore that UCSA should support programs for women which seek to ensure not only women’s full and equal participation in all social and economic activities, but also that the skills, values and activities associated with women is enhanced in the eyes of all people of both genders. 1.1.3 The most effective way to overcome discrimination against women is for women to work together to fight such oppression, in order to achieve an education system and a society where equality is a key ordering principle. Therefore, UCSA acknowledges the importance of women students working together and will support, via the Women’s Officer, the Women’s Group on campus. 1.1.4 Hence, UCSA upholds the importance of the Women’s Officer position on the Executive of the Students’ Association. 1.1.5 The UCSA Women’s Officer should recognise that her role is to take up issues of concern to women students, and that these issues cannot simply and narrowly be defined as “campus” issues. This is so to adequately address the needs of women students, and recognise that women’s lives are multi-‐faceted. Women students may also have family or work responsibilities which impinge directly upon their studies as do issues of health, sexuality and reproductive rights. These areas cannot be adequately addressed purely on the campus level. To this end, a local, national and global perspective needs to be developed. 2

WOMEN AND EDUCATION

2.1 The education system operates in a context of and as a dynamic part of Australian society and as such serves to perpetrate and reinforce the unequal power relations based on sex, race, class, differing ability, sexuality etc which operate in our society. 2.2 There is no doubt that women are disadvantaged under the Higher Education System. Women are under-‐represented in courses leading to relatively highly paid and potentially satisfying employment, such as economics and engineering. Whilst women on average achieve better results than men in secondary schools, this trend is not continued and in fact is reversed at the tertiary level. Women are dramatically under-‐represented among postgraduate students and women graduates have a higher level of unemployment and of employment in areas for which they are over qualified and lower rates of remuneration and personal income than male graduates. 2.3 Consequently, UCSA will work towards the establishment of a tertiary education system which: 2.3.1 is composed of students proportionately representative of the composition of the Australian population; 2.3.2 caters for the needs of women students by providing adequate services on campus, such as health services and childcare; 2.3.3 includes women’s perspective’s, history and priorities in course content and the range and type of courses affected; 2.3.4 is publicly funded, democratically run and freely available to all Australians. 3

TUITION TAX; HIGHER EDUCATION CONTRIBUTION SCHEME

3.1 UCSA condemns the introduction of user-‐pays funding of tertiary education in the form of the tuition tax as it provides a further barrier to education for women. Specifically, UCSA condemns the tuition tax because: 3.1.1 The tax will discourage women in the workforce from retraining and upgrading their skills and hence will act to further entrench the segmentation of the labour market based upon sex, which is an important fact on the maintenance of unequal pay. Womens Policy

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3.1.2

3.1.3

3.1.4

The tax will discriminate against women financially. Women will take a longer time to pay off the debt and will also end up paying more because the tax/fee is indexed, while wages are not. This will particularly affect women because women’s wages are more likely to constitute the majority at the lower end of the threshold and women are concentrated in industries where wage rises are slow and rare. The tax is not progressive and therefore represents a greater amount in real terms for those on lower wages, noting that women currently earn on average only two-‐thirds of male wages. The ‘up-‐front’ payment scheme will discriminate against those from lower socio-‐economic backgrounds who cannot afford to pay a lump sum up-‐front. Paying up-‐front is not an option for the majority of women, many of whom depend on others for funds to pursue higher education.

SELECTION AND ENTRY CRITERIA

4.1 UCSA believes that the current exam-‐score based selection procedures are inadequate. 4.2 UCSA endorses the selective use of Affirmative Action selection quotas, flexible and extensive mature-‐aged entry schemes and special admissions programs. 4.3 UCSA believes a greater emphasis on internal, school-‐based assessment and life and work would benefit women, particularly mature-‐aged women 4.4 The extra support and services needed by such students must be provided by the institution concerned, if the positive benefits of such measures are to be maximised. 5

AFFIRMATIVE ACTION FOR WOMEN STUDENTS IN HIGHER EDUCATION

5.1 Some higher education institutions have recognised that affirmative action strategies which neglect women students in higher education are inherently short-‐sighted, and lack a comprehensive approach to implementing affirmative action in employment. A legislative commitment to affirmative action and equal opportunity for women students in higher education would provide an effective mechanism for ensuring the success of such established programs, and would have significant benefits women students generally in the higher education sector. 5.2 That it be policy of the Students’ Association that the University of Canberra be required to adopt and implement an Affirmative Action for Women Students Plan. The legislative vehicle for such a proposal would either be the Affirmative Action (Equal Employment Opportunity for Women) Act (1986), or the Higher Education Funding Act (1988). The plan should have the following overall objectives: 5.2.1 to ensure the access of women to tertiary study, and, in particular, to promote their access to disciplines to which their access has traditionally been limited, and to enhance the status of disciplines where women predominate; 5.2.2 to facilitate the involvement of all women students in all aspects of the institution’s educational and associated activities by breaking down any organisational barriers, including barriers that may arise from educational processes, to their full and equal participation. 5.3 Such plans should have the following specific objectives: 5.3.1 Admissions: To provide institutional admissions procedures, course structures and selection criteria which will encourage women’s entrance into the full range of the institution’s courses, and especially to counsel women into discipline areas which will permit their full participation in as many areas of the workforce possible. 5.3.2 Curriculum: To ensure that the academic programs at the institution provide equal participation of women students, by eliminating direct and indirect discrimination in regard to course aims, course content, teaching methods, classroom interaction, assessment procedures, resource provision and attendance requirements. 5.3.3 Support: To provide women students from varying backgrounds with services that will ensure that they maximise their academic potential. Such services must recognise and accommodate the special social demands placed upon women. 5.3.4 Workforce Preparation: To maximise women’s participation across the full range of workforce areas by providing graduate development in disciplines where women predominate, confidence building programs and training for long-‐term career planning and short-‐term job search strategies. Womens Policy

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5.4 To these ends, the UCSA should have representation on any institutional committees with responsibility for implementing such plans. 5.5 The Federal Government should legislate to this effect in much the same way as it has legislated with regard to affirmative action for women staff at institutions of higher education. Such legislation should require institutions to develop and implement Affirmative Action programs for women students along the following prescribed lines: 5.5.1 Dissemination of policy statement; 5.5.2 Appointment of appropriate staff; 5.5.3 Consultation with student unions; 5.5.4 Consultation with trade unions, and academic unions, where their members are affected by Affirmative Action proposals; 5.5.5 Statistical analysis of the student population; 5.5.6 Review of admissions policy and procedure of course structures; 5.5.7 Review of curriculum 5.5.8 Review of student support services and workforce preparation provisions; 5.5.9 Setting objectives and forward estimates; and 5.5.10 Monitoring and evaluation. 5.6 Action 5.6.1 UCSA will: 5.6.1.1 Liaise with relevant organisations (eg Affirmative Action Agency’s Higher Education Advisory Committee, FCA, FAUSA, NUS etc) to discuss the proposal for the extension of existing legislation to cover women students in higher education. 5.6.1.2 Lobby the Federal Government to establish an Affirmative Action For Women Students Plan, in accordance with the principles and objectives detailed above. 5.6.1.3 Assist student representatives involved in Equal Opportunity Committees on campus to establish institutional Affirmative Action For Women Students Plans, in accordance with the principles and objectives detailed above. 6

AUSTUDY

6.1 UCSA maintains that many of the principles governing the provision of financial assistance to students under the Austudy scheme are inherently discriminatory to women. For example; 6.1.1 That young school leavers continuing on to tertiary study are targeted as the priority for government financial assistance. This results in discrimination within the Austudy system against mature-‐age students, the majority of whom are women, many of which are in need of financial assistance. 6.1.2 That spouses of students and parents of students under 25 are presumed to be prepared to support students financially if they are able to do so. This assumption discriminates against women because, in the words of the Government’s own report on the effects of the Administration Charge, ‘educating Rita is still not seen as a priority in many households’. 6.2 These assumptions have resulted in the following specific eligibility criteria that severely discriminate against women: 6.2.1 a rigorous spouse or parental income test being applied to the vast majority of female Austudy applicants; 6.2.2 the spouse income test being significantly harsher than the parental income test; 6.2.3 there being no equivalent to the deduction for the dependent children or the sibling concessions allowable under the parental income test with regard to the spouse income test; 6.2.4 the spouse income test being applied to all students who have been in a defacto relationship for two years or more, whereas a student under 25 may only apply for Austudy at the independent rate on the basis of being in a defacto relationship if there is a child from the relationship; 6.2.5 the low income based cut-‐off as it acts as a disincentive for women considering undertaking post-‐graduate study. 6.3 The UCSA Women’s Officer shall be able to lobby the Education Minister and women parliamentarians to conduct research into the effects of these measures on women’s participation and to identify changes that are necessary to eliminate discriminatory assumptions and criteria within the Austudy system. Womens Policy

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WOMEN AND HIGHER DEGREES

7.1 Women do not participate equally with men in higher education. Australian Academic women are a minority in numbers, and status, and this significantly impacts on the number of women undergraduates who seek to participate in Higher Degrees. Unless this imbalance is redressed the important ‘flow on’ into academic positions will not be realised. UCSA recognises that it is essential that women are not only encouraged to participate in these areas, but that adequate support must be provided to counter the isolation that many women experience. 7.2 UCSA recognises that the national low retention rate of women from Undergraduate Degrees to Honours, and then PHd is a-‐serious matter of concern, and further recognises that the following matters must be addressed if this situation is to change. 7.3 Women at the Higher Degree level face difficulties of isolation and alienation, largely due to the University culture which among other things results in few female Academics and Higher Degree students. 7.4 Women in this present social and academic environment have a tendency to underestimate and devalue their capabilities. Hence, they are less likely to apply for Scholarships, and thus are more likely to face financial difficulties and disincentives. The imposition of the HECS has played a role in recent times to further compound these difficulties. 7.5 Women tend to have family responsibilities of the kind that men do not. Academic conditions and structures do not recognise that women are traditionally less mobile, and that they are forced in, and out of the workforce due to family commitments. 7.6 In addition women have to contend with procedures that are geared along traditional methods of selecting and promoting staff, and these inevitably cater most to men not women. 7.7 Therefore, UCSA supports initiatives that aim to redress this situation. In particular, UCSA supports the breakdown of the largely male perceptions, images, and culture of tertiary institutions that effectively discriminate against women. 7.8 Action -‐ UCSA Women’s Officer shall in consultation with CAPA and NUS: 7.8.1 Research and compile information pertaining to the difficulties women in higher degrees face, and indicate the situation on different campuses and Disciplines. 7.8.2 Develop campaign material that will effectively: 7.8.2.1 highlight the issues and 7.8.2.2 encourage women students via articles in campus papers to participate 7.8.2.3 indicate how student organisations can work to initiate changes 7.8.2.4 Promote Scholarship awareness. 7.8.2.5 Distribute this information widely, and possibly work towards producing a Handbook aimed specifically at women in higher degrees. 8

STUDENT SERVICES

8.1 UCSA maintains that adequate student support services are of particular importance to women students because women’s participation in education is especially vulnerable to external social demands and pressures. It is vital that student services cater for the needs of women students on equity grounds. Adequate childcare facilities are of particular importance in this regard. In addition there is a need for the following services in particular to take account and cater for problems specific to or particularly common amongst women students; 8.1.1 health services (including abortion referrals and adequate advice on contraception and safe sex practices); 8.1.2 financial aid and counselling; 8.1.3 legal advice; 8.1.4 personal counselling; 8.1.5 casual employment services; 8.1.6 women’s only space such as a women’s room(s). 8.2 In order to promote the provision of services on campuses that cater for the needs of women students, UCSA will: 8.2.1 collect relevant data on the provision of childcare on this campuses and lobby the University Administration to ensure that adequate childcare facilities and programs are provided on their campus; Womens Policy

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8.2.2 8.2.3 8.2.4 8.2.5

lobby the Federal Government to ensure that funding for adequate on-‐campus childcare is available. Ensure that legal, financial and personal counselling/advice services and most importantly health services have a gender balanced staff if at all possible; Ensure maintainence of and support for the women’s room as an intergral part of the Associations services raise awareness of the extent of low rates of remuneration, under-‐award payments and unsatisfactory working conditions in female dominated areas of casual employment. Develop, in conjunction with student employment services means by which such services can assist in countering this trend.

CHILDCARE POLICY

9.1 UCSA opposes the belief that childcare is primarily a women’s responsibility. Rather, UCSA maintains that childcare is a community responsibility. Without adequate childcare facilities, and while childcare is seen primarily as the responsibility of women, women are largely confined to the domestic sphere. Thus, women’s access to education and the paid workforce remains severely limited. 9.2 Given that childcare is a necessary service, it should not be a business run for profit, but rather a government responsibility funded through an equitable and progressive taxation system 9.3 UCSA rejects any government moves towards the introduction of a voucher system for childcare provision, as any such system: 9.3.1 acts only as a subsidy for targeted groups and does not cover the real cost of childcare; 9.3.2 will use eligibility requirements for vouchers, which are notorious for not meeting the real demand for childcare places; 9.3.3 is a step towards the privatisation of childcare places. 9.4 In light of this, UCSA supports and will work towards the provision of universally available, government funded, quality childcare. 10 WOMEN IN NON-TRADITIONAL COURSES

10.1 UCSA recognises that women are currently under-‐represented in so-‐called non-‐traditional areas of study, which include many of the of the designated ‘national priority’ courses, which include engineering, applied science and technology, and related fields. 10.2 Initiatives designed to attract women into these fields are welcomed with caution for the following reasons: 10.2.1 many of the expressed proposals have been tried in the past and generally have not been successful -‐ to a great extent they are superficial solution to deeper problems; 10.2.2 it is not enough to simply attract women into courses where men predominate; support must be given to women within these fields to ensure that sexual harassment, trivialisation, victimisation and belittling, by both staff and fellow students, do not affect their academic chances; 10.2.3 women graduates in these fields tend to enter a hostile labour market which devalues their skills and aptitudes and limits their career prospects; 10.2.4 there appears to be an ethos that equity for women in higher education is reliant only upon establishing more equal numbers of women across faculties. The encouragement of women to enter non-‐traditional fields makes no recognition of the gendered knowledge, attitudes and assumptions within these fields, nor does it address questions of the devaluing of the humanities and associated areas where women predominate. 11 WOMEN’S STUDIES COURSES

11.1 UCSA believes that curriculum should be gender inclusive. That is, it should be structured to give equal weight to the experiences, achievements and values associated with women as to those of men throughout the duration of any course or subject. The very fact that such inclusiveness is difficult to achieve (because of the lack of well-‐known sources and resources written by or focusing on women) highlights the need for women’s studies courses to redress current gender bias in curriculum. Traditional courses have not legitimised or inquired into women’s experiences or history; women’s studies courses are a means of achieving this, and are essential in enabling women’s values, contributions, and experiences to be rediscovered, explored and built upon. A genuine integration of women’s perspectives into the mainstream Womens Policy

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curriculum will not be possible unless this process continues to occur in women’s studies courses. 11.2 Further, students from disciplines other than the humanities should have the opportunity to undertake appropriate units in women’s studies as a discipline, as well as related endeavours to make various curricula more gender inclusive. 11.3 UCSA will support debate and proposals around curricula review which aims to highlight or act upon the need for a gender inclusive curriculum. 12 PART TIME AND MATURE AGED WOMEN STUDENTS

12.1 Given that part-‐time and mature aged (over 25) students make up a significant proportion of tertiary students, and moreover, that the majority of mature-‐aged students are women, UCSA urges campus administration to acknowledge and address the particular needs of these students. 12.2 Further, UCSA recognises that a much higher proportion of mature aged amd part time students come from lower socio-‐economic backgrounds compared to the student population as a whole, and as such, that part time and mature aged entry are important in the facilitation of access for such groups. 12.3 UCSA recognises the special and difficult position in which women students in the above categories find themselves due to such factors as: 12.3.1 inadequate systems of student financing; 12.3.2 non-‐availablity of childcare; 12.3.3 ineligibilty for travel concessions; 12.3.4 limited and inappropriate library hours, and few library facilitites directed towards the needs of children; 12.3.5 lecture and tutorial times which are rigid and inconvenient or impossible for women with family responsiblities; 12.3.6 expectations by staff and other students that mature-‐age women study for pleasure only, with the subsequent trivialisation of their study 12.3.7 the relative invisibility of mature-‐age women in areas of research; 12.3.8 the lack of acknowledgment of domestic and employment related constraints on the time and availability of mature-‐age and part-‐time women students. (For example, the imposition of 9am to 5 pm time barriers for handing in essays). 12.4 Finally, UCSA notes the effects upon enrolments and participation of mature-‐age women and part-‐time students as a result of the introduction 12.5 UCSA condemns any proposal for the introduction of user-‐pays funding of the education system, as any such system will severely discriminate against these women students who already face many barriers to education. 13 STUDENT UNIONISM POLICY

13.1 UCSA recognises that many women remain excluded from full and active involvement in the Association and that without their involvement that student organisations cannot be truly representative of women students, nor properly serve their needs. Therefore, action needs to be taken to ensure that the Student Association: 13.1.1 reject any policies and practices which may otherwise lead to the exclusion of women from the Association; 13.1.2 take up a commitment to understanding and responding to the concerns and needs of women students; 13.1.3 are supportive of women organising around issues of concern. 13.2 Further, UCSA recognises the need for Women’s Officers as an integral part of student organisations, and commends to its members that: 13.2.1 the Association and its student office-‐bearers ensure that women’s officers are given administrative and other support, and are kept informed of the activities and projects that the organisation undertakes; 13.2.2 the position of women’s officer should be vigorously defended against any threat or attack; 13.2.3 women’s officers should be accorded the space and time to determine the priorities and projects that will best serve women members of that organisation. 14 WOMEN’S ROOMS Womens Policy

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14.1 UCSA recognises that tertiary campuses reflect to a large degree the society at large, and as such are male-‐dominated. Women require and should be accorded space in which to feel free from the overt sexism of this society’s masculine culture. 14.2 UCSA supports, actively works for and will maintain the women’s room on campus so that women may meet, exchange ideas and experiences and gain strength from the building of common bonds. 14.3 Specifically, UCSA will provide, or to lobby campus administration to provide, and maintain a women’s room of reasonable size and location; and further, to ensure that women’s rooms are maintained against possible threats arising from either the administration or political whims of governing student bodies. 15 SECURITY ON CAMPUS AND SEXUAL HARASSMENT

15.1 UCSA defines sexual harassment as any verbal or non-‐verbal activity of an explicitly or implicitly sexual or sexist nature which is unwelcome, unwanted, unreciprocated or which threatens a person’s prospects of participating in or benefiting from work, study or recreational activities; or creates a hostile, intimidating or offensive environment. 15.2 Sexual harassment is a form of discrimination. It is symptomatic of the unequal power relations that sexist between men and women in our society. Thus, sexual harassment is not an isolated act against an individual women, but affects all women because it perpetuates and reinforces that power relationship. 15.3 Sexual harassment discourages women from participating in education, the workforce and all areas of public life. It carries with it the message that women do not belong on campus except as objects of sexual desire or general derision. By always drawing attention to the gender and/or appearance of women, sexual harassment undervalues the real contribution that women can and do make to public life. 15.4 Sexual harassment is faced by women students and workers in situations where submission to such conduct is a condition of their continued employment or study. Such harassment also constitutes (and relies upon) the economic exploitation of women. 15.5 Further, UCSA recognises the fact that any judicial or quasi-‐legal mechanism to deal with sexual harassment can only act as an individual solution to individual cases, and thus commends the formation of sexual harassment committees, in consultation with students and staff, to promote the formation and implementation of policies and procedures to combat sexual harassment, but more importantly, to produce educational materials and run educational and awareness campaigns around these issues. 15.6 Finally, UCSA recognises the special situation of non-‐Angle women and the complicated way in which sexual harassment and racial oppression often interrelate and magnify each other, creating a different experience of such harassment for women of different backgrounds. 15.7 UCSA supports the right of women to take action on campus to identify and fight the existence of sexual harassment. 15.8 In order to combat sexual harassment, its causes and effects, UCSA will: 15.8.1 establish its own sexual harassment policy and grievance procedures to cover its own staff, activities and functions; 15.8.2 liase with the University Equity Officer in the formulation of the University Sexual Harassment policy to ensure that the policy adequately covers the needs of the student body on campus. as well as information on security provisions, skills for women programs and other measures relevant to sexual harassment on campus. 15.8.3 lobby the University to regularly review the usage / effectiveness of sexual harassment policies, grievance procedures and awareness/ education campaigns, and to insist that the Women’s Officer and other interested Committee members participate in all decision making of the above procedures 15.8.4 ensure that appropriate complementary measures are taken by in the University, such as security bus and escort services, adequate lighting and security staff on campus, basic training for security staff and other staff on duty after hours in dealing with sexual harassment complaints;

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15.8.5 conduct a sexual harassment awareness campaign / weeks on campus and provide opportunities for women to acquire skills to combat sexual harassment and to form support groups for those affected or concerned by sexual harassment; 16 RAPE

16.1 UCSA recognises that: 16.1.1 rape is one manifestation of the power that men have over women in this society. Thus, rape is not only an act of violence against one woman, but directly affects all women by perpetuating and reinforcing that power inequality; 16.1.2 rape is not a natural or normal response, nor is it uncontrollable. Rather, rape is a conscious behaviour which cannot be justified in any circumstances. Far from being ‘natural’, rape is a product of a socialisation process where men learn that qualities of aggression and domination are intrinsic to the socially acceptable definition of masculinity; 16.1.3 rape is never the result of actions of women; how women dress, what women say, where women go, and how women behave are all irrelevancies with regard to the causes of rape. Women do not provoke rape, and no woman ever asks to be raped; 16.1.4 women of all classes, ages, races and appearances can be victims of rape; 16.1.5 rape is not only perpetuated by strange men, but also, and most frequently, by men who are known to the victim: potentially friends, lovers or relatives. Furthermore, rape not only occurs in dark streets at night, but also occurs at home, in public places, at work, on campus, and in broad daylight: 16.1.6 rape acts to resist women’s movement, behaviour and lifestyle. Women are told to try to avoid rape, but are given contradictory messages to seek the protection of men from ‘rapists’ and simultaneously to fear all men as potential rapists. Tackling this dependence and fear is a crucial step towards eradicating rape and male power over women; 16.1.7 rape goes largely unreported to police and hence official statistics on rape are often misleading and understate the real frequency of the occurrence of rape. 16.2 Given the above points, UCSA will: 16.2.1 support women on campus working to educate students and staff alike about the reality of rape; 16.2.2 demand that the University Administration take all steps possible to provide a campus environment in which women can work, study, socialise and move freely, recognising, however, that the provision of campus lighting, self defence classes, women security guards, bus services and the like, while important, does not address the fundamental causes of rape and thus these measures alone cannot be seen as solutions; 17 SEXISM

17.1 UCSA recognises that our society is not characterised by equality and that women in particular are affected by discrimination due to their sec. However, sexism does not only mean ‘discrimination of one sex by another’; sexism is about power of male privilege as it is deployed through social, economic and political institutions. Society, as it is presently constructed, gives men, as a group, power over women as a group. 17.2 Women, organising together to fight this situation, is not sexist; women, as a group, do not have power over men. Only women have the experience, knowledge and insights to know how to best change their position. Therefore, to exclude men from women’s groups, meetings, rooms, or activities, is not sexist, but rather a constructive way of dealing with a power imbalance. 18 SEXIST LANGUAGE

18.1 UCSA recognises that: ‘Language is a great deal more than a means of communication. It has a political significance that cannot be ignored. A male dominated language serves the interests of a male dominated society... sexist language is political in the sense that ‘male’ is normal, ‘female’ is a derivative of male. When we say ‘man’ means everyone we are assuming that women don’t exist or are lesser beings’. 18.2 Further, UCSA believes that sexist language: 18.2.1 acts to perpetuate and reinforce negative images of women; 18.2.2 minimises or ignores women’s existence in, and contribution to, society; 18.2.3 can be used as a form of harassment or a display of power, Womens Policy

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18.2.4 is exemplified not only by an abundance of sexist terms and expressions, but also by the lack of positive words in many areas which relate to women. 18.3 Consequently, UCSA promotes the use of ‘gender inclusive’ language, that is, language which not only attempts to be non-‐sexist, but also seeks to be inclusive of women’s experiences and perceptions. 18.4 In view of the above, UCSA will 18.4.1 use gender inclusive language in all material produced by the Association; 18.4.2 ensure this by giving the UCSA Women’s Officer, power of veto over UCSA publications on the basis of their use of sexist language; 18.4.3 encourage the use of gender inclusive language throughout the University via the activities of the Women’s Officer and the Women’s Group. 19 REPRODUCTIVE RIGHTS

19.1 UCSA recognises that free, safe abortion on demand is a basic right for all women to control their own fertility and their own bodies. 19.2 Further, UCSA supports: 19.2.1 Women organising on campus to promote free, safe abortion on demand; 19.2.2 the provision of free, unbiased counselling before and after abortion; 19.2.3 the provision of unbiased information about abortion to women on campus by student organisations. 19.3 UCSA Women’s Committee condemns any moves initiated by either state, or Federal Governments to reduce or restrict a woman’s right to choose abortion when facing an unwanted pregnancy. 19.4 UCSA condemns any proposal that would limit Medicare rebates for abortion. Such proposals would limit access to safe abortions and would force low-‐income women, and particularly students, the majority of whom are low-‐income earners, with unwanted pregnancies to have cheaper, illegal and unsafe abortions. 19.5 UCSA urges the Commonwealth and State Governments to fund more research into the development of safe, effective and inexpensive methods of contraception which are not a threat to women’s physical or emotional well-‐being. 19.6 UCSA believes that unbiased information about contraception, pregnancy, birth and childrearing should be available freely to all people. 19.7 UCSA believes contraception to be the responsibility of both men and women, and encourages its member organisations to provide information and free, unbiased counseling on the use of different methods of contraception, stressing the fact that contraception is not just a women’s issue. 19.8 UCSA Women’s Committee recognises the important role that Feminist free-‐standing, nonprofit, pregnancy advisory clinics play in providing women high quality advice and services not always available in public hospitals. 20 WOMEN'S HEALTH

20.1 UCSA contends that the health and well-‐being of women is directly related to the social context in which women live their lives. Women’s position within the health care system is inextricably linked with women’s position within society. 20.2 UCSA believes that women’s unfavourable health status is partially attributable to their continuing responsibility for family duties, including various health hazards, fatigue, stress, depression and isolation. In order to ensure that women students maximise their academic potential, health services on campus should accommodate the special social demands placed upon women. 20.3 UCSA affirms the need for appropriate student health facilities on campus, and emphasise the necessity for adequate, bias-‐free, information and services which specifically cater for women students needs. UCSA recognises the need for equal access to adequate student health services. 20.4 UCSA recognises that mainstream medicine does not always cater effectively for women, and therefore supports the principles behind Women’s Community Health Centres, which include the demystification of medicine, recognising the importance of prevention, consumer control through collective decision making, and free, accessible health care. UCSA also recognises the Womens Policy

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need for all women students to have access to supportive women doctors and counsellors on campus. 20.5 The UCSA Women’s Officer will highlight and lobby for the establishment of appropriate student health facilities to be provided on campus. 21 WOMEN AND RACISM

21.1 UCSA recognises that all women face sexism, however, that women from non-‐English Speaking backgrounds and migrant women experience seism differently, and therefore may have different priorities and ways of combating sexism. These priorities may conflict with or diverge from the priorities of the mainstream feminist movement. Accordingly, all Women’s Department activities and projects should take into account these differences and attempt to address the diverse priorities represented in the broad women’s movement. 21.2 Further, UCSA recognises that the education system serves to perpetuate and reinforce racism and sexism by: 21.2.1 excluding the history and experiences of women from non-‐English speaking backgrounds in curriculum and course content; 21.2.2 providing inadequate and/or inappropriate facilities on campus to redress the discrimination against these women; 21.2.3 failing to account for the different preferences, priorities and lifestyles of women from non-‐ English speaking backgrounds in the on-‐campus environment, and instead of expecting and encouraging all students to conform to white, masculine Australian Culture. 21.3 UCSA encourages members of the Women’s group, indeed all members of the Association, to develop an understanding of these issues through student organisations and campus women’s group activities, publications et cetera. To ensure the appropriateness and effectiveness of the above efforts, meaningful consultation with relevant groups must occur. 21.4 UCSA recognises that women from non -‐ English speaking backgrounds, Aboriginal women, women from the Torres Strait Islands and migrant women have been organizing effectively to challenge the racism and sexism they face and that any campaign take up by the union on these issues should both acknowledge and support these efforts. 22 WOMEN AND MEDIA

22.1 UCSA recognises that the commercial media, and to a lesser extent, the publicity owned media, are major forces in perpetuating and reinforcing negative and stereotypical images of women. 22.2 Further, UCSA recognises that such portrayals of women in the media affect all women by: 22.2.1 creating unreasonable and false standards which women cannot, and should not, be expected to emulate; 22.2.2 degrading and trivialising women and their pursuits; 22.2.3 choosing to ignore and falsely portray large areas of women’s lives; 22.2.4 largely ignoring and hence making invisible the diversity and activities of women within the community; 22.3 UCSA rejects the media’s presentation of women as fitting into only a very limited range of categories, such as ‘housewife’, ‘sex object’, ‘career woman / supermum’, ‘helpless female’ etc. 22.4 In a conscious effort to fight this sexism, UCSA will: 22.4.1 not publish sexist or racist material, including advertising; 22.4.2 give support to women's groups on campus attempting to redress sexism in the media. 23 NOWSA (Network Of Women Students in Australia)

23.1 UCSA welcomes the establishment and growth of the Network of Women Students in Australia (NOWSA) as an important avenue for communication and discussion among women students. 23.2 The UCSA Women’s Officer shall endeavour to maintain regular contact with NOWSA. 23.3 UCSA recognises the importance of on-‐going contact with NOWSA.

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UCSA Governing Documents - Semi-Autonomous Organisations Post Graduate Studentsâ&#x20AC;&#x2122; Association Constitution

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UNIVERSITY OF CANBERRA POSTGRADUATE STUDENTS’ ORGANISATION CONSTITUTION 1. Name 1.1 The name of the organisation shall be the “University of Canberra Postgraduate Students’ Organisation.” (UCPSO). 2. Definition In the constitution: 2.1 “Organisation” means the University of Canberra Postgraduate Students’ Organisation. 2.2 “Postgraduate student” means a person regarded by the University as a postgraduate student; 2.3 “Committee” means the Committee as elected by the members of the Organisation at an annual election. 2.4 “Students’ Association” means the University of Canberra Students’ Association. 3. Objectives 3.1 To represent and further the interests of postgraduate students at the University of Canberra; 3.2 To co-‐ordinate and assist with activities in support of postgraduate students within the University; 3.3 To maintain and improve the quality of education available to postgraduate students within the University; 3.4 To associate and or co-‐operate with any on-‐campus organisation or body having aims and objectives consistent with these aims and objectives. 4. General Meetings 4.1 The General Meeting shall be the ultimate decision making body of the Organisation. 4.2 The Annual General Meeting shall be held following the Students' Association annual General Meeting. 4.3 General Meetings shall be convened by the Committee at its discretion or within fourteen days of the receipt by the General Secretary of a written request signed by not fewer than 15 members, and given notice of any motions to be included in the agenda. 4.4 Seven clear days notice including the agenda shall be given by the General Secretary. 4.5 The quorum at a general meeting shall be 15 members. 4.6 The Chair of a General Meeting shall be the Postgraduate Students’ Officer or in their absence, the General Secretary. In the event of both being absent, members present at the meeting shall elect one of their number to act as Chair. The Chair shall have a casting vote in the event of an equal division of votes. 4.7 All accounts of the Organisation shall be audited through the Students’ Association Auditor, with the Students’ Association paying all costs thereof. 5. Committee

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5.1 Executive powers of the Organisation shall be vested in the Committee. 5.2 The Committee shall: (i) promote the aims and objectives of the Organisation; (ii) provide direction to the office bearers for the implementation of the Organisation’s policies; (iii) not act contrary to any motion passed by the Organisation. 5.3 The Committee shall consist of: (i) Postgraduate Students’ Officer (ii) General Secretary (iii) Three general committee members 5.4 Committee members shall hold office from their election until the next Annual General Meeting. 5.5 Quorum of the committee shall be 3 members of the committee. 5.6 The Postgraduate Students’ Officer shall be elected at the time of the annual Students’ Association elections under the Students’ Association’s Electoral Regulations. 5.7 A member of the Committee shall vacate their office if: (i) they have their resignation accepted by the Committee; (ii) they are voted unfit to hold office by two-‐thirds of the members present and voting at a General Meeting convened for that purpose; (iii) they cease to be eligible for membership of the Organisation. 5.8 a General Meeting shall conduct a by-‐election to fill any vacancies on Committee. 6. Powers and Duties of the Committee 6.1 Within the provisions of this Constitution the Committee shall have the power to manage the business and affairs of the Organisation, subject to dissension of a General Meeting of the Organisation or the Students’ Association. 6.2 All money belonging to the Organisation shall be paid into a bank account in the name of the Students’ Association. No Organisation money shall be drawn from this account without the approval of the Committee. 6.3 The Committee shall authorise in advance all expenditure from Organisation funds or any expenditure incurred on behalf of the Organisation to be reimbursed from Organisation funds. 6.4 The Committee shall furnish an annual budget to the Students' Association for incorporation into the Students' Association budget prior to the start of the financial year. 7. Office Bearers 7.1 The Postgraduate Students’ Officer shall -‐ (i) be responsible for promoting the concerns of postgraduate members within the University and represent these members on the Committee. (ii) coordinate the activities of the University of Canberra Postgraduate Students’ Organisation; (iii) maintain liaison and contact with University bodies concerned with academic matters, including the co-ordination of postgraduate student representatives on university academic bodies; (iv) act in accordance with the directives of Committee.

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7.2 The General Secretary shall -‐ (i) give notice and keep minutes of all meetings; (ii) handle the correspondence of the Organisation; (iii) maintain proper files and accounts of the Organisation; (iv) when so required, present to Committee meetings statements of receipts and payments and financial position of the Organisation; 8. Constitution 8.1 This Constitution may only be amended by a resolution, of which at least seven days notice has been given, passed by a two-‐thirds majority of the members present and voting at a General Meeting convened for that purpose, subject to the approval of the Students’ Association. 8.2 In the case of any dispute as to the interpretation of this Constitution, the interpretation of the Students' Association President shall be final. 8.3 Copies of this Constitution shall be available on request from the General Secretary. 8.4 The Organisation is an autonomous body within the Students’ Association, and as such, may not act contrary to the Constitution, Rules and Regulations, Standing Orders and Policy of the Students’ Association. 9. Dissolution 9.1 The Organisation may only be dissolved at a general meeting of the Organisation of which 14 days notice is given, and the notice for the meeting must specify that the meeting is being called to dissolve the Organisation. 9.2 A two-‐thirds majority of the members present and voting at the General Meeting is required to dissolve the Organisation. 9.3 The dissolution of the Organisation is subject to the approval of the Students’ Association.

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UCSA Governing Documents - Semi-Autonomous Organisations Residential Studentsâ&#x20AC;&#x2122; Organisation Constitution

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University of Canberra Residential Students’ Organisation Constitution

UNIVERSITY OF CANBERRA RESIDENTIAL STUDENTS’ ORGANISATION CONSTITUTION 1. 1.1

Name The name of the Association shall be the “University of Canberra Residential Students’ Organisation” (RSO).

Definition In the constitution:

2.1

“Organisation” means the Univ ersity of Canberra Residential Students’ Organisation. “Member” means a member of the Organisation. “Committee” means the Committee as elected by the members of the Organisation at elections. “Residences” means the University of Canberra Student Residences. “University” means the University of Canberra. “Students’ Association” means the University of Canberra Students’ Association. “Area” means a specific section of the University of Canberra Student Residences as laid down in section 6 of this constitution.

2.2 2.3 2.4 2.5 2.6 2.7

3.1

Objectives The objectives of the Organisation shall be to promote the interests of the Organisation’s members within the wider University community, with a particular focus on: Promoting the safety, security and general wellbeing of its members by creating and sustaining a culture and environment appropriate to a higher education institution;

3.2

Promoting the academic and leisure pursuits of the members;

3.3

Representing its members and acting as an advocate on their behalf, particularly in matters concerning action taken by Residential Services;

3.4

Responsibly managing social functions and events for its members, in order to provide entertainment and a relaxing outlet from study;

3.5

Convening meetings of the Organisation members;

3.6

Providing an effective channel of communication between the Organisation members and all appropriate areas of the University;

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3.7

Advising the Director, University Residences and the Students’ Association on any matters concerning the welfare and interests of the Organisation’s members.

Membership

4.1

All students living in Residences during a semester shall be members of the Organisation, provided that they have paid the appropriate fee, as laid down in section 5 of this constitution. Only students who live in residences are eligible to be or remain a member of the organisation.

4.2

A student shall no longer be a member of the Organisation if they cease to live in University Residences or have not paid the appropriate membership fee.

Fee

5.1

All members will pay a membership fee, to be paid to the University in conjunction with residential accommodation fees, for the use of the Organisation in achieving its objectives.

5.2

The level of membership fee for any semester shall be determined by the Students’ Association on the advice of the RSO and the Director, University Residences in the previous semester.

Committee

6.1

Executive powers of the Organisation shall be vested in the Committee.

6.2 6.2.1 6.2.2 6.2.3

The Committee shall: Be the controlling body of the Organisation; Promote the aims and objectives of the organisation; Not act contrary to any motion passed by the Organisation.

6.3

The Committee consisting of the Executive members and Area Representatives shall be ordered in the following manner: 6.3.1 The Executive members comprising the President, Vice-President, Secretary, two Social Officers and International Officer. 6.3.2 Area Representatives comprising: Blocks A – D 1 person Blocks E – H 1 person Blocks I – N 1 person Blocks P, Q & R 1 person International House 1 person University Village 1 – 3 1 person University Village 4 – 5 1 person College House 1 person

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University of Canberra Residential Students’ Organisation Constitution

6.4

Executive members shall hold office from their election until the next annual election of the Executive Committee.

6.5

The executive committee shall elect from within them members to fill the office bearer positions, as laid down in section 6.3.1 of this constitution. 6.5.1 A simply majority is required to ratify the election of office bearers. 6.6

The President shall have the power to rotate positions of the Executive Committee as they see fit. However, this must be endorsed by a twothirds vote of the Committee to be valid, otherwise existing positions shall remain.

6.7

Area Representatives shall hold office for the academic year in which they are elected.

6.8

An Executive member of the Committee shall vacate their office if: a) Their resignation is accepted by the committee; b) They are voted unfit to hold office by a two-thirds majority of a Committee or General Meeting; c) They cease to be eligible for membership of the Organisation. 6.8.1 The President may only be removed from office by the means laid down in section 14.3.5 of the Students’ Association Constitution 6.9

An Area Representative of the committee shall vacate their position if: a) Their resignation is accepted by the committee; b) They are voted unfit to hold office by a two-thirds majority of a General Meeting of residents from the area that elected them; c) They are voted unfit to hold office by a two-thirds majority of a Committee Meeting; d) They cease to be eligible for membership of the Organisation; e) They cease to reside in the area from which they were elected.

6.10

The Committee shall have the power to co-opt members to fill casual vacancies on the Committee, to hold their position until the next general election.

Powers and Duties of the Committee

7.1

The quorum for a Committee Meeting shall be six committee members, of which at least one is an executive member.

7.2

The committee shall have the power to manage the business and affairs of the Organisation, subject to dissension of a General Meeting of the Organisation or the Students’ Association.

7.3

The Committee may act in appeal for any student excluded from Residences or issued with a formal warning.

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University of Canberra Residential Students’ Organisation Constitution

7.4

All money belonging to the Organisation shall be paid into a bank account in the name of the Students’ Association. Money can only be drawn from this account by the President, with the approval of the Committee.

8. 8.1

Office Bearers The President shall: a) Preside at Committee Meetings of the Organisation; b) Be the spokesperson for the Organisation; c) Sit on committees as deemed appropriate to represent the Organisation; d) Represent the Organisation at the Students’ Association and sit on its committee[s]; e) Handle the correspondence of the Organisation; f) Maintain proper files and accounts of the Organisation; g) Pay into the Students’ Association bank account all money received for the Organisation; h) Present financial reports to a General Meeting.

8.2

The Vice-President shall deputise for the President in their absence or at their request.

8.3

The Secretary shall give notice and keep minutes of all meetings.

8.4

The two Social Officers shall: a) Organise regular social functions and events for members, as approved by the committee; b) Form sub-committees as deemed appropriate by the committee to assist them.

8.5

The International Officer shall: a) Represent the interests and welfare of international students living in Residences; b) Liaise closely between international residents and appropriate people within the wider University.

General Meetings

9.1

General Meetings are open to all members of the Organisation.

9.2

There shall be at least one General Meeting per semester.

9.3

General Meetings shall be convened by the Committee at its discretion, or within fourteen days of receipt by the President, Vice-President, or Director, University Residences of a written request for a General Meeting signed by not fewer than twenty members of the Organisation with notice given of any agenda items to be raised and motions to be put.

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University of Canberra Residential Students’ Organisation Constitution

9.4

Seven days notice of a General Meeting shall be given be given by the Secretary by a voicemail message to all members of the Organisation and any other means deemed necessary by the Committee.

9.5

The quorum at a General Meeting shall be twenty members of the Organisation.

9.6

The Chair of a General Meeting shall be the President or in their absence, the Vice-President. In the even that both are absent, members present shall elect a chair from within them. If a motion is tied, the Chair shall have a casting vote.

10.

Elections

10.1

The election of executive positions shall take place no later than Week 15 of Semester 2, with those elected holding their position until the next annual election of executive members. The election of Area Representatives shall take place no later than Week 4 of Semester 1, with those elected holding their position until the next annual election of Area Representatives. All elections of the Organisation shall be conducted in accordance with the Electoral Regulations of the Students’ Association.

10.2 10.3

11.

Constitution

11.1

This Constitution shall come into effect on the date of its approval by the Students’ Association following its approval and adoption by the Organisation at a General Meeting.

11.2

This Constitution may be amended by a two-thirds majority vote at a General Meeting of the Organisation, subject to its approval by the Students’ Association.

11.3

In the event that a dispute arises as to the interpretation of this Constitution, a two-thirds majority vote of a General Meeting shall be final.

11.4

The Organisation is an autonomous body within the Students’ Association and as such may not act contrary to the Constitution, Rules and Regulations and Policy of the Students’ Association.

11.5

Copies of this Constitution shall be available upon request from any Committee member of the Organisation.

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University of Canberra Residential Studentsâ&#x20AC;&#x2122; Organisation Constitution

12.

Dissolution

12.1

The Organisation may only be dissolved at a General Meeting of the Organisation, of which at least fourteen days notice has been given, with the specific purpose of dissolving the Organisation.

12.2

At least ten per cent of the Organisationsâ&#x20AC;&#x2122; members must be present at the General Meeting, with a two-thirds majority vote needed for dissolution to be effected.

Adopted 26th May 1997 Last Amended 8th April 2002

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UCSA Governing Documents - Semi-Autonomous Organisations Overseas Studentsâ&#x20AC;&#x2122; Organisation Constitution

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UNIVERSITY OF CANBERRA OVERSEAS STUDENTS’ ORGANISATION CONSTITUTION

1. 1.1

Name The name of the organisation shall be the “University of Canberra Overseas Students’ Organisation.” (UCOSO).

Definition In the constitution:

2.1

“Organisation” means the University of Canberra Overseas Students’ Organisation.

2.2

“Member” means any person who entered Australia with a student visa who is currently enrolled at the University of Canberra or University of Canberra College;

2.3

“Committee” means the Committee as elected by the members of the Organisation at an annual election.

2.4

“Students’ Association” means the University of Canberra Students’ Association.

Objectives

3.1

To represent and further the interests of international students at the University of Canberra;

3.2

To co-ordinate and assist with activities in support of international students within the University;

3.3

To maintain and improve the quality of education available to international students within the University;

3.4

To promote international students’ understanding as well as the principle of multiculturalism within the University;

3.5

To oppose any discrimination, injustice, inequality or intolerance which obstructs the achievement of these aims and objectives;

3.6

To associate and or co-operate with any on-campus organisation or body having aims and objectives consistent with these aims and objectives.

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General Meetings

4.1

The General Meeting shall be the controlling body of the Organisation.

4.2

The Annual General Meeting shall be held on or about week 14 of semester two.

4.3

There shall be at least one General Meeting held in each semester.

4.4

General Meetings shall be convened by the Committee at its discretion or within fourteen days of the receipt by the General Secretary of a written request signed by not fewer than 15 members, and given notice of any motions to be included in the agenda.

4.5

Seven clear days notice including the agenda shall be given by the General Secretary.

4.6

The quorum at a general meeting shall be 15 members.

4.7

No General Meeting shall consider any resolution involving expenditure or income unless notice of such resolution has been given on previously circulated agenda.

4.8

The Chair of a General Meeting shall be the Overseas Students’ Officer or in their absence, the General Secretary. In the event of both being absent, members present at the meeting shall elect one of their number to act as Chair. The Chair shall have a casting vote in the event of an equal division of votes.

4.9

All accounts of the Organisation shall be audited through the Students’ Association Auditor, with the Students’ Association paying all costs thereof. The Students’ Association shall take to Council any information from the Organisation that Council requires.

Committee

5.1

Executive powers of the Organisation shall be vested in the Committee.

5.2

The Committee shall: (i) promote the aims and objectives of the Organisation; (ii) provide direction to the office bearers for the implementation of the Organisation’s policies; (iii) not act contrary to any motion passed by the Organisation.

5.3

The Committee shall consist of: (i) Overseas Students’ Officer (ii) General Secretary (iii) Media Officer (iv) Social Officer (v) Three general committee members

5.4

Committee members shall hold office from their election until the next Annual General Meeting.

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5.5

Quorum of the committee shall be 4 members of the committee.

5.6

The Overseas Students’ Officer shall be elected at the time of the annual Students’ Association elections under the Students’ Association’s Electoral Regulations.

5.7

All other members of the Committee shall be elected at the Annual General Meeting.

5.8

A member of the Committee shall vacate their office if: (i) they have their resignation accepted by the Committee; (ii) they are voted unfit to hold office by two-thirds of the members present and voting at a General Meeting convened for that purpose; (iii) they cease to be eligible for membership of the Organisation.

5.9

(i) (ii)

The Committee shall have the power to co-opt members to fill casual vacancies that occur in positions on the Committee to hold office until the next Annual General Meeting. In the event of the Committee being unable to exercise its powers to co-opt members, for any reason, a General Meeting shall conduct elections to fill the vacancies.

Powers and Duties of the Committee

6.1

Within the provisions of this Constitution the Committee shall have the power to manage the business and affairs of the Organisation , subject to dissension of a General Meeting of the Organisation or the Students’ Association.

6.2

All money belonging to the Organisation shall be paid into a bank account in the name of the Students’ Association. No Organisation money shall be drawn from this account without the approval of the Committee or its delegated officer.

6.3

The Committee shall authorise in advance all expenditure from Organisation funds or any expenditure incurred on behalf of the Organisation to be reimbursed from Organisation funds.

Office Bearers

7.1

The Overseas Students’ Officer shall (i) be responsible for promoting the concerns of overseas students within the University and represent these students on Committee; (ii) co-ordinate and provide support to overseas student groups on campus; (iii) co-ordinate communications between campuses, overseas student groups and other overseas student officers; (iv) compile and disseminate information on education, immigration and welfare and a wide variety of other issues relating to overseas students; (v) co-ordinate campaigns and conferences on matters of concern to overseas students.

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7.2

The General Secretary shall (i) give notice and keep minutes of all meetings; (ii) handle the correspondence of the Organisation; (iii) maintain proper files and accounts of the Organisation; (iv) when so required, present to Committee meetings statements of receipts and payments and financial position of the Organisation;

7.3

The Media Officer shall – (i) Edit, publish and distribute the overseas student magazine, which will cater for all overseas students on and around campus; (ii) Update and inform the members of the Organisation regularly in between the magazine publications on activities and other important issues by ‘newsletter’ or any other media, in liaison and consultation with the Overseas Students’ Officer.

7.4

The Social Officer shall formulate and organise a regular program of leisure activities, subject to approval by the Committee.

Constitution

8.1

This Constitution may only be amended by a resolution, of which at least seven days notice has been given, passed by a two-thirds majority of the members present and voting at a General Meeting convened for that purpose, subject to the approval of the Students’ Association.

8.2

In the case of any dispute as to the interpretation of this Constitution, a two-thirds majority decision of a General Meeting shall be final.

8.3

Copies of this Constitution shall be available on request from the General Secretary.

8.4

The Organisation is an autonomous body within the Students’ Association, and as such, may not act contrary to the Constitution, Rules and Regulations, Standing Orders and Policy of the Students’ Association.

Dissolution

9.1

The Organisation may only be dissolved at a general meeting of the Organisation of which 14 days notice is given, and the notice for the meeting must specify that the meeting is being called to dissolve the Organisation.

9.2

A two-thirds majority of the members present and voting at the General Meeting is required to dissolve the Organisation.

9.3

The dissolution of the Organisation is subject to the approval of the Students’ Association.

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UCSA Governing Documents - Other Documents

Certified Agreement

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UC Students' Association Certified Agreement 1999-2002

University of Canberra Studentsâ&#x20AC;&#x2122; Association Certified Agreement 1999-2002

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UC Students' Association Certified Agreement 1999-2002

TABLE OF CONTENTS PART 1 - GENERAL PROVISIONS ........................................................................................ 1 1.1 COMMENCEMENT DATE AND PERIOD OF OPERATION ........................................... 1 1.2 OBJECTIVES...................................................................................................................... 1 1.3 APPLICATION AND INCIDENCE ..................................................................................... 2 1.4 INCONSISTENCIES WITH AWARD ................................................................................. 2 1.5 PRESERVATION OF EXISTING CONDITIONS AND SUPERSESSION .......................... 2 1.6 DEFINITIONS..................................................................................................................... 2 1.7 DISPUTE RESOLUTION PROCEDURES.......................................................................... 3 PART 2 - EMPLOYMENT RELATIONSHIP AND RELATED MATTERS ...................... 4 2.1 LETTER OF APPOINTMENT............................................................................................ 4 2.2 MODES OF EMPLOYMENT ............................................................................................. 4 2.2.1 CONTINUING APPOINTMENTS ................................................................................. 4 2.2.2 FIXED-TERM EMPLOYMENT ..................................................................................... 4 2.2.3 PART-TIME EMPLOYEES ........................................................................................... 6 2.2.4 CASUAL EMPLOYMENT ............................................................................................ 7 2.3 NEW OR VACANT POSITIONS......................................................................................... 7 2.3.1 APPOINTMENTS COMMITTEE............................................................................... 8 2.3.2 EXPRESSIONS OF INTEREST BY EXISTING STAFF .............................................. 8 2.4 TERMINATION OF EMPLOYMENT ................................................................................ 8 2.4.1 DEFINED CIRCUMSTANCES ...................................................................................... 8 2.4.2 ENTITLEMENTS ON TERMINATION OF EMPLOYMENT .......................................... 9 2.5 REDUNDANCY................................................................................................................. 10 2.5.1 DEFINITIONS............................................................................................................. 10 2.5.2 CONSULTATION PROCESS....................................................................................... 10 2.5.3 PERIOD OF NOTICE .................................................................................................. 11 2.5.4 REDEPLOYMENT ...................................................................................................... 11 2.5.5 ENTITLEMENTS ........................................................................................................ 11 2.5.6 DISPUTES .................................................................................................................. 12 2.6 STAFF GRIEVANCE PROCEDURES .............................................................................. 12 2.6.1 STAFF GRIEVANCES ................................................................................................ 12 2.6.2 THE STAFF APPEALS COMMITTEE ........................................................................ 12 2.6.3 STAFF APPEALS COMMITTEE PROCESS ................................................................ 13 2.6.4 ALTERNATIVE REMEDIES ....................................................................................... 13 2.6.5 SUSPENSION OF DISCIPLINARY ACTION DURING AN APPEAL............................ 13 2.6.6 DECISIONS ................................................................................................................ 14 2.6.7 WHERE AN APPEAL IS UPHELD .............................................................................. 14 2.6.8 WHERE AN APPEAL IS LOST OR PARTLY UPHELD ............................................... 15 2.6.9 DISMISSAL ................................................................................................................ 15 2.7 DISCIPLINE PROCEDURES ........................................................................................... 15 2.7.1 CONCERN OVER WORK PERFORMANCE ............................................................... 15 2.7.2 MISCONDUCT ........................................................................................................... 16 2.7.3 DISCIPLINARY ACTION OF STAFF .......................................................................... 16 2.7.4 ENTITLEMENTS ON DISMISSAL .............................................................................. 18 2.8 REQUIREMENT TO CONSULT ...................................................................................... 18 2.9 PROBATIONARY APPOINTMENT ................................................................................ 18 2.10 OUTSOURCING ............................................................................................................. 19 2.11 STAFF MEETINGS ........................................................................................................ 20

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UC Students' Association Certified Agreement 1999-2002 STAFF MEETINGS ARE NOT A REPLACEMENT FOR USE OF THE DISPUTE PROCEDURES, HOWEVER IT IS ANTICIPATED THAT THE PROPER UTILISATION OF STAFF MEETINGS WILL MINIMISE THE NEED TO USE DISPUTE PROCEDURES.PART 3 - WAGES AND RELATED MATTERS .............................................................................. 20

PART 3 - WAGES AND RELATED MATTERS .................................................................. 21 3.1 PAYMENT OF SALARY .................................................................................................. 21 3.2 HIGHER DUTIES ALLOWANCE .................................................................................... 21 3.3 ALLOWANCES ................................................................................................................ 22 3.3.1 GENERAL .................................................................................................................. 22 3.3.2 REIMBURSEMENT OF FARES .................................................................................. 22 3.3.3 VEHICLE ALLOWANCE ............................................................................................ 22 3.3.4 REFUND OF TRAVEL AND REMOVAL EXPENSES ................................................. 23 3.4 COMPENSATION FOR LOSS OR DAMAGE TO PERSONAL PROPERTY.................. 23 3.5 SUPERANNUATION AND RETIREMENT BENEFITS ................................................... 23 3.6 INCREMENTAL ADVANCEMENT ................................................................................. 23 3.7 CLASSIFICATIONS ......................................................................................................... 24 PART 4- HOURS OF WORK AND OVERTIME ................................................................. 24 4.1 HOURS OF DUTY ............................................................................................................ 24 4.2 MEAL BREAKS ............................................................................................................... 24 4.3 OVERTIME ...................................................................................................................... 24 4.4 TEA BREAK ..................................................................................................................... 26 4.5 MEAL ALLOWANCE ...................................................................................................... 26 4.6 FLEXTIME ....................................................................................................................... 26 PART 5 - LEAVE AND PUBLIC HOLIDAYS ...................................................................... 26 5.1 PUBLIC HOLIDAYS AND CLOSEDOWN....................................................................... 26 5.2 RECREATION LEAVE .................................................................................................... 27 5.3 ANNUAL LEAVE LOADING ........................................................................................... 28 5.4 SICK LEAVE .................................................................................................................... 28 5.5 WORKERS COMPENSATION LEAVE AND MAKE-UP PAY ...................................... 29 5.6 PARENTAL LEAVE ......................................................................................................... 29 5.6.1 GENERAL .................................................................................................................. 30 5.6.2 MATERNITY LEAVE ............................................................................................. 32 5.6.3 SUPPORTING PARTNER LEAVE ........................................................................... 33 5.6.4 ADOPTION LEAVE .................................................................................................. 34 5.7 RECREATION LEAVE ENHANCEMENT ...................................................................... 35 5.8 ROSTERED DAYS OFF (RDOS)..................................................................................... 35 5.9 LONG SERVICE LEAVE........................................................................................... 36 5.9.10 PAYMENTS IN LIEU OF LONG SERVICE LEAVE .................................................. 37 5.10 JURY SERVICE .............................................................................................................. 38 5.11 LEAVE FOR RELIGIOUS PURPOSES .......................................................................... 38 5.12 COMPASSIONATE LEAVE ........................................................................................... 38 5.13 PART-TIME LEAVE ...................................................................................................... 39 5.14 LEAVE TO COUNT AS SERVICE.................................................................................. 39 5.15 SPECIAL LEAVE............................................................................................................ 40 5.16 NOTIFICATION OF ABSENCE AND APPLICATION FOR LEAVE ............................ 40 5.17 LEAVE WITHOUT PAY ................................................................................................. 40 5.18 STUDY LEAVE ............................................................................................................... 40 - 149 -

UC Students' Association Certified Agreement 1999-2002 5.19 EMPLOYEES CALLED AS WITNESSES....................................................................... 41 5.20 FAMILY LEAVE ............................................................................................................ 41 5.21 BLOOD DONORS ........................................................................................................... 42 6- OTHER MATTERS.............................................................................................................. 42 6.1 FIRST AID ........................................................................................................................ 42 6.2 ACCESS TO PERSONNEL FILES ................................................................................... 42 6.3 STAFF TRAINING FUND ................................................................................................ 42 6.4 INTELLECTUAL AND MORAL PROPERTY RIGHTS .................................................. 43 6.5 PRIVACY OF STAFF ....................................................................................................... 43 6.6 ACCESS TO FACILITIES ................................................................................................ 43 6.7 MINIMUM STAFFING LEVELS ...................................................................................... 44 6.8 WORK FOR THE DOLE .................................................................................................. 44 6.9 INDUSTRIAL RELATIONS.............................................................................................. 44 6.10 INSURANCE ................................................................................................................... 44 6.10.1 WORKERS COMPENSATION........................................................................... 45 6.10.2 PROFESSIONAL INDEMNITY INSURANCE .................................................... 45 6.10.3 TRAVEL/WORK INSURANCE .......................................................................... 45 7– SIGNATURES ...................................................................................................................... 46

SCHEDULE A — SALARIES ................................................................................................. 47

SCHEDULE B — PROBATION ASSESSMENT FORM..................................................... 48

SCHEDULE C — RECREATION LEAVE ENHANCEMENT........................................... 51 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13.

INTRODUCTION ........................................................................................................... 51 DETAILS ........................................................................................................................ 51 LEAVE AND OVERTIME ............................................................................................. 51 WORKERS' COMPENSATION .................................................................................... 52 SUPERANNUATION ...................................................................................................... 52 APPLICATIONS ............................................................................................................ 52 OTHER RECREATION LEAVE ENHANCEMENT OPTIONS .................................... 53 OPTING OUT ................................................................................................................ 53 TERMINATION OF EMPLOYMENT ........................................................................... 53 FLEXTIME ................................................................................................................ 53 PART-YEAR APPOINTMENTS ............................................................................... 54 RECOMMENDATION TO STAFF ............................................................................ 54 APPEAL ..................................................................................................................... 54

SCHEDULE D — OUTSIDE EMPLOYMENT POLICY .................................................... 55 1. PREAMBLE ........................................................................................................................ 55 2. OUTSIDE EMPLOYMENT REQUIRING APPROVAL ..................................................... 55 3. OUTSIDE EMPLOYMENT WHICH WILL NOT BE APPROVED .................................... 55 4. OUTSIDE EMPLOYMENT NOT REQUIRING APPROVAL ............................................. 56

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UC Students' Association Certified Agreement 1999-2002 5. PROCEDURE FOR SEEKING APPROVAL ....................................................................... 56 6. BREACH OF APPROVAL REQUIREMENTS ................................................................... 56 7. APPEAL .............................................................................................................................. 57 SCHEDULE E — UCSA FLEXTIME POLICY.................................................................... 58 1. PREAMBLE ........................................................................................................................ 58 2. COVERAGE AND PRINCIPLES OF FLEXTIME ............................................................. 58 3. NORMAL HOURS .............................................................................................................. 58 4. THE FLEXTIME PERIODS ............................................................................................... 58 5. DEFINITIONS AND RULES ............................................................................................... 59 6. OVERTIME ........................................................................................................................ 60 7. ATTENDANCE RECORD .................................................................................................. 61 SCHEDULE F — STUDENT UNION EMPLOYEES CORE CONDITIONS AWARD 1997 ..................................................................................................................................................... 62

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UC Students' Association Certified Agreement 1999-2002

Part 1 - General Provisions 1.1 Commencement Date and Period of Operation This Agreement, known as the “University of Canberra Students’ Association Certified Agreement 1999-2002”, shall come into operation from the beginning of the first pay period following certification and shall remain in force for a period of 36 months. 1.2 Objectives This Agreement recognises: • The recent availability of the Student Union Employee Core Conditions Award 1997. • That employees of the UC Students Association have traditionally been linked to the salary and conditions of the general staff of the University of Canberra. • That the objectives of the Association are likely to be best served by ensuring its employees are employed on conditions the same as those in the immediate environment in which they work. For this purpose general staff of the UC are considered to be the traditional comparator. • In the interests of the ongoing stability and viability of the Association, that employment in the UCSA office ought be on a continuing basis wherever possible to provide support of a continuing nature which is independent of the political process. • That, in general, the political process does not ensure that industrial relations skills of the necessary level required of a long term employer are catered for from year to year. • That it is a productivity gain for the Association to not be obliged to enter into continuous rounds of Enterprise Bargaining. On that basis, it is agreed it is in the interest of all parties to formally recognise the historical link of the salaries and current conditions of UCSA employees to those of UC general staff, to codify those conditions as they have applied in the UCSA, and to rationalise and interpret any inconsistencies with the conditions in the base Student Union Employees Core Conditions Award 1997. Therefore, the intention of this Agreement is to formally link salaries, pay rises and current conditions of the UC Students’ Association to those of UC General Staff. Specifically contemplated is the intention to automatically flow on changes in salaries in the University of Canberra to the UC Students Association employees with this Agreement as the appropriate instrument. The flow on of changes in working conditions from UC general staff to UCSA staff is a matter for negotiation to take account of their applicability in the UCSA environment, but it is the intention of the Parties to flow on any productivity savings that may be achieved at the University and which are feasible at the UCSA. Therefore, this Agreement codifies all current existing Award and Certified Agreement conditions that were deemed by the Parties

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UC Students' Association Certified Agreement 1999-2002 to have applied to the UCSA employees’ at certification. The Agreement recognises that UC Students’ Association is the sole employer. 1.3 Application and incidence 1.3.1 This Agreement shall apply to the University of Canberra Students’ Association. 1.3.2 The Parties to this Agreement are: • The University of Canberra Students’ Association (UCSA or the "Association"); and •

The National Tertiary Education Industry Union (NTEU or the "Union")

• All staff members of UCSA, who are members (or eligible to become members) of the NTEU. 1.4 Inconsistencies with Award 1.4.1 The terms of the Student Union Employees Core Conditions Award 1997 (Schedule F) shall be incorporated into this Agreement, except that where that Award is inconsistent with this Agreement, the latter shall prevail to the extent of the inconsistency. 1.4.2 Notwithstanding the above, where during the operation of this Agreement there comes into existence an award or award provision that would extend to employees an entitlement superior to that conferred by this Agreement, that award entitlement shall prevail to the extent of its inconsistency with that conferred by this Agreement. 1.5 Preservation of Existing Conditions and Supersession 1.5.1 No employee shall as a result of this Agreement suffer any loss of sick leave, recreation leave or long service leave credits accrued or recognised at the date of the making of this Agreement. 1.5.2 An employee shall not as a result of this Agreement suffer any loss of advantages hitherto enjoyed in relation to long service leave where the employee at the date of this Agreement is entitled to have service with previous employers of the employee other than those specified in sub-clause 1.2 of the Student Union Employees Core Conditions Award 1997 (as amended from time to time) recognised by an employer. 1.5.3 An employee who at the date of the making of this Agreement is in receipt of a superior condition of employment shall not, as a result of this Agreement, suffer any loss of the advantages hitherto enjoyed. 1.6 Definitions For the purposes of this Agreement "Committee" means the body of committee of the Association, referred to in Section 11.1 of the University of Canberra Students' Association Constitution Page 2 of 67 - 153 -

UC Students' Association Certified Agreement 1999-2002 “Employer” means the University of Canberra Students Association (or any successor at law), hereafter also referred to as “UCSA” “Executive” means the body comprised of a sub-set of the Office Bearers of the Association, referred to in Section 11.5 of the University of Canberra Students' Association Constitution. "President" means such persons who are delegated authority with respect to any or all of the matters covered by this Agreement by the Executive of the University of Canberra Students Association. 1.7 Dispute Resolution Procedures 1.7.1 It is anticipated that most grievances will be able to settled internally using the Staff Grievance procedures at Clause 2.6. Nevertheless the parties recognise that an alternative path may be necessary in some situations, for example in enabling the employer's right or the union's right to enforce the Agreement and to settle serious disputes regarding implementation. Therefore, where any dispute arises as to matters dealt with by this Agreement, whether or not it might have been referred to the Staff Grievance procedures: 1.7.1.1 In the first instance an accredited representative(s) of the Union and appropriate representative(s) nominated by the UCSA shall discuss the dispute and attempt to reach written agreement, subject to ratification by each party. 1.7.1.2 Where a dispute is not resolved under sub-clause 1.7.1.1 above, at the request of either party a Disputes Committee shall be convened within one working week, unless otherwise agreed. The Disputes Committee shall consist of up to two nominees of the union and up to two nominees of the UCSA. 1.7.1.3 The Disputes Committee shall attempt to resolve the matter within one working week of its first meeting. Any resolution shall be in the form of a written agreement, subject to ratification by each party. 1.7.1.4 A dispute need not relate to specific employees. 1.7.2 Until the procedures described in clauses 1.7.1.1 and 1.7.1.2 have been completed the UCSA shall not change work, staffing or the organisation of work if such is the subject of the dispute, or take other action likely to exacerbate the dispute. 1.7.3 Should the dispute not be resolved by the processes referred to in clauses 1.7.1.1 and 1.7.1.2 or if either party refuses to engage in the processes referred to in clauses 1.7.1.1 and 1.7.1.2, the matter may be referred to the Australian Industrial Relations Commission by either party. 1.7.4 Where the Commission determines that it has jurisdiction to arbitrate, the Commission may resolve the dispute by the processes of conciliation and/or arbitration. The parties agree to be bound by the Commission's resolution of the dispute. 1.7.5 Where the Commission determines that it does not have the jurisdiction to arbitrate, the parties agree to be bound by any recommendation made by the Commission, during conciliation, to resolve the dispute.

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UC Students' Association Certified Agreement 1999-2002 1.7.6 Nothing in this clause prevents the parties from agreeing to refer an unresolved dispute to a person or body other than the Australian Industrial Relations Commission for resolution, in which case the parties agree to be bound by any recommendation to resolve the dispute, made by the agreed person or body. 1.7.7 It is agreed that if the dispute relates to an alleged ambiguity or uncertainty in this agreement, any party may at any time apply for variation of the agreement to eliminate the alleged ambiguity or uncertainty or the Commission may act of its own motion to take steps to vary the agreement.

Part 2 - Employment Relationship and Related Matters 2.1 Letter of Appointment Each new employee, prior to the commencement of their employment shall be given a Letter of Appointment which shall state: the position to which the employee is appointed; commencing salary; commencement date; hours of work; the duties of the position and the conditions of employment. For persons employed on a fixed-term contract or as a casual employee, the letter of appointment shall also specify the period of appointment. In the absence of a specified period of appointment, appointments are continuing. Note also the provisions of Clause 6.9.2. 2.2 Modes of Employment The full range of possible methods of engaging employees is codified in this clause. Consequently, the Association will not enter into any Australian Workplace Agreements. 2.2.1 Continuing Appointments “Continuing employment” means all employment other than “fixed-term” or “casual”. Continuing appointments are those made for an indefinite period and which are subject to the termination provisions of this Agreement (Clause 2.4). Continuing employment may entail a reasonable probationary period, subject to Clause 2.9, that is directly related to the nature of the work to be carried out under the contract. 2.2.2 Fixed-Term Employment “Fixed-term employment” means employment for a specified term or ascertainable period, for which the instrument of engagement will specify the starting and finishing dates of that employment, or in lieu of a finishing date, will specify the circumstance(s) or contingency relating to a specific task or project, upon the occurrence of which the term of the employment shall expire. During the term of the contract, employment is not terminable by the employer, except during or at the end of a probationary period, or for cause based upon serious misconduct.

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UC Students' Association Certified Agreement 1999-2002 Fixed-term employment may entail a reasonable probationary period, subject to Clause 2.9, that is directly related to the nature of the work to be carried out under the contract. Any second or subsequent fixed-term contract with the same employer shall not entail a probationary period. Fixed-term appointments shall be for a minimum of three months and for a maximum of three years, except in the case of a pre-retirement contract which may be up to five years in length. Fixed-term appointments of twelve months duration or less (other than those of Student Assistant Officers) may be offered without advertisement provided that where the term is for longer than three months the UCSA shall seek expressions of interest from existing staff members who may wish to apply for secondment in order to increase their skills or broaden their experience and to enhance their future career opportunities. Student Assistance Officer positions must be advertised among eligible students through the student newspaper and filled competitively, irrespective of the length of contract, except where a Student Assistance Officer is reappointed who has held a fixed-term Student Assistance Officer position within the previous 12 months. The use of “fixed-term employment” shall be limited to the employment of an employee engaged on work activity that comes within the description of one or more of the following circumstances: Specific task or project “Specific task or project” shall mean a definable work activity which has a starting time and which is expected to be completed within an anticipated time frame. Without limiting the generality of that circumstance, it shall also include a period of employment provided for from identifiable funding external to the UCSA. Replacement employee “Replacement Employee” means an employee undertaking work activity replacing a full-time or part-time employee for a definable period for which the latter employee is on authorised leave of absence. Pre-retirement contract Where a full-time or a part-time employee declares that it is his or her intention to retire, a fixed term contract (with any loading that may be negotiated) expiring on or around the relevant retirement date may be adopted as the appropriate type of employment for a period of up to five years. Student Assistance Officers

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UC Students' Association Certified Agreement 1999-2002 With the exclusion of duties performed under the Student Assistance Officer Scheme, where a currently enrolled undergraduate student of the university of Canberra is employed for more than 10 hours per fortnight under the "Student Assistance Officer Scheme", whereby the contract of employment must end no later than three months after the student ceases to be an enrolled University of Canberra student. Duties are restricted to basic reception and office support duties to be eligible for this form of employment. Fixed term contract conversion Where the duties of a (formerly) fixed-term position are to continue without substantial change, the fixed-term employee shall be converted to a continuing position, in which case the period of the fixed-term shall be counted as service for all purposes. Fixed term contract non-renewal separation payment Where a fixed-term employee who has held more than one contract is neither renewed nor appointed to a continuing post, the employee shall be paid a retrospective separation payment based on 5% of their gross wages received over the period of the contract and any contracts with the same employer. The loading is cumulative where a contract is renewed. It is expiated only through a separation payment at the termination of the employment relationship or conversion to a continuing post. The fixed term non-renewal loading does not apply for: • once-only fixed-term contracts with the UCSA which expire and are not renewed, and where no other person is appointed to the same or a similar post and where no other person is appointed to the same or similar post and where the incumbent would have been available for further employment; or • where all the employee’s fixed-term appointments were as a “replacement” employee: or • a “pre-retirement contract”; or • where there have been breaks in service between contracts of more than sixteen weeks (excluding periods of approved unpaid leave). 2.2.3 Part-time Employees 2.2.3.1 “Part-time employment” means employment for less than the normal weekly ordinary hours specified for a full-time employee, for which all entitlements are paid on a pro-rata basis calculated by reference to the time worked. Part-time employment may be “continuing” or “fixed-term”. 2.2.3.2 Staff members employed part-time are entitled to the same employment conditions as those with full-time appointments on a pro rata basis with the possible exception of Flextime.

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UC Students' Association Certified Agreement 1999-2002 2.2.4 Casual Employment 2.2.4.1 “Casual employment” shall mean a person engaged by the hour and paid on an hourly basis that includes a 20% loading related to employment benefits for which a casual employee is not eligible, including all leave entitlements. The hourly rate shall be derived from the annual salary applicable to the appropriate UCSA Grade. Circumstances of appointment shall be according to Clause 2.3. 2.2.4.2 Casual appointments are those where employees are: (a) not appointed on a continuing or fixed-term basis and are normally required to work an irregular pattern of hours on an intermittent or irregular basis: or, (b) required to work on a regular basis or a regular or predictable pattern of hours and: • the appointment is to replace a continuing or fixed-term employee who is absent from work in which case the duration of appointment shall not exceed the period of such absence and in any case shall not exceed two months, or • the appointment is to fill a vacancy during the selection process, or • the appointment requires the employee to work a regular pattern of hours, but the duration of the appointment is for less than three months, or • the number of regular hours per fortnight are less than ten. 2.2.4.3 Notwithstanding anything in Clause 2.2.4.1 and Clause 2.2.4.2, where, but for the payment of a casual loading or lack of benefits, the nature of employment is alternatively and reasonably definable as “continuing” or “fixed-term”, the employment contract shall immediately be reviewed by the employer. In such circumstances an employee may be eligible for backdated benefits to the point at which the employment contract became other than “casual” in practice. 2.2.4.4 A casual employee of one of the types referred to in 2.2.4.2(b) shall be paid for a minimum of 3 hours for each attendance whether or not the time for which the person is hired is less than 3 hours. 2.2.4.5 A casual employee shall not be entitled to payment for any of the holidays prescribed by Clause 5.1 unless the employee is required to work on such a day, and shall not be entitled to paid leave of any kind. 2.3 New or vacant positions Before a new or vacant position is advertised, existing staff shall be invited to express interest in the position in accordance with sub-clause 2.3.2. Where the position attracts an expression of interest from one person only, the Executive may exercise its discretion to appoint that person to the position without proceeding to advertisement. Where two or more current employees express interest in the position, the Executive must establish an Appointments Committee as set out below (Clause 2.3.1) to interview the applicants.

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UC Students' Association Certified Agreement 1999-2002 Where no expressions of interest are received, or none of the staff members expressing interest meets the selection criteria to a degree where he/she could effectively carry out the duties with minimal training, the Executive may choose to advertise the position externally. The Executive retains the right to advertise any new or vacant position after expressions of interest by existing staff have been called for. Where a position is to be advertised, the Executive must establish an Appointments Committee as set out below (Clause 2.3.1) to interview the applicants. This clause shall not apply to casual staff appointments. 2.3.1 Appointments Committee All appointments shall be made by an Appointments Committee. The Appointment Committee shall be appointed by the UCSA Executive and shall include at least one member of the Executive and one person elected by the staff; and must include at least one male and one female. The Appointment Committee shall approve any advertisement, short-list candidates, interview candidates and report to the Executive which candidate it recommends for appointment and on what salary within the salary range advertised. The Appointments Committee shall select the candidate whom, on the written evidence and oral information provided by the referees, best meets the selection criteria. Notwithstanding this, the Appointments Committee retains the right to recommend that an appointment not be made. 2.3.2 Expressions of interest by existing staff Where expressions of interest are called for, the following guidelines shall apply: (a) staff shall be given one week to respond to any call for expressions of interest; (b) expressions of interest shall be in writing and shall address the selection criteria and nominate two referees, and shall be forwarded direct to the nominated contact officer; (c) a staff member accepting secondment to a fixed-term position shall return to her/his former job on the expiry of the fixed-term. 2.4 Termination of employment 2.4.1 Defined circumstances The employment of a fixed-term or continuing staff member may be terminated in the following circumstances: • expiry of a fixed-term contract (Clause 2.2.2); or • redundancy (Clause 2.5); or • dismissal as a result of unsatisfactory performance, misconduct or serious misconduct (Clause 2.7); or Page 8 of 67 - 159 -

UC Students' Association Certified Agreement 1999-2002 • resignation. In the case of resignation, a staff member in a full-time or part-time continuing or fixed-term contract position shall give the UCSA at least two (2) weeks written notice of his or her intention to resign. 2.4.2 Entitlements on termination of employment In the event of any staff member being dismissed, not having probation confirmed or resigning (as applicable), he/she will be entitled to: • pay in lieu of accrued annual leave entitlements; • payment for long service as entitled under this Agreement; • unused recreation leave loading entitlements; • any unexpired notice period or payment in lieu of any unexpired notice period under Clause 2.5.3 or, with the agreement of the President, Clause 2.7.3; •

any fixed-term contract non-renewal separation payment under Clause 2.2.2.; and,

• in the case of resignation after having received notice of dismissal, a severance payment of up to four (4) weeks as approved by the President under Clause 2.7.3.

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UC Students' Association Certified Agreement 1999-2002

2.5 Redundancy The redundancy or potential redundancy of non-casual employees may only occur following a specific resolution of the UCSA Committee to invoke these procedures in a particular case, after which the Executive and President shall implement the resolution according to these procedures starting at Clause 2.5.2. The resolution must be put at a meeting convened for the purpose (or coincident with a scheduled meeting) and for which sufficient notice has been given of the special resolution and the motion is prominently listed on agenda papers. 2.5.1 Definitions ‘Redundant position’ means a continuing position which is identified as surplus to the needs of the employer as a result of the termination of the function/s formerly performed. Such redundancy would be consequent upon: • financial and staffing constraints leading to re-arrangement of functions and classifications; • duties usually performed by the employee not being required to be performed by paid staff either in current position or elsewhere in the UCSA; • technological change and development, restructuring and/or permanent organisational change; • reduced demand or other workload factors. ‘Redeployment’ means the relocation of an employee whose position has been declared to be redundant into a suitable vacant position. ‘Retrenchment’ means the termination of employment of an employee whose position has been declared to be redundant and who is unable to be redeployed into an appropriate position. 2.5.2 Consultation process Where the employer considers that an employee’s position could become redundant, it shall, over a minimum one-month period, consult with the employee and the NTEU. The employer shall provide all relevant details to the employee and the NTEU including reasons for the proposed redundancy and measures to mitigate any adverse effects on the employee concerned. In these consultations the employer shall consider the following options: • redeployment; • retraining for alternative employment; • relocation.

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UC Students' Association Certified Agreement 1999-2002 2.5.3 Period of notice Where the employer has, after consultation as above, made a definite decision that an employee’s position is redundant, it shall give the employee eight weeks’ notice which shall be used as a redeployment period or notice period. In the event that the employer decides that redeployment beyond eight weeks is not feasible, the employee shall be retrenched at the end of the period of notice stated in the employer’s notification of redundancy. In the event that the employer wishes to terminate employment during the period of notice then the employee is entitled to have the notice period paid out in addition to any other entitlements accruing on redundancy. 2.5.4 Redeployment When an employee whose position has been declared redundant does not wish to be retrenched, the employer will take all available steps and make every effort to redeploy the employee into a suitable position during the period of notice. Such redeployment may involve retraining. The employee shall be kept fully informed of all the steps being taken by the employer for the employee’s redeployment. During the redeployment period the employee is entitled to reasonable paid leave and/or other assistance to attend job interviews. Should the staff member accept redeployment to a position on a lower salary or smaller fraction of employment on a continuing basis, the employer shall provide classification maintenance equal to the difference between the appropriate earnings of the classification salary of the staff member prior to the redeployment and his/her revised salary for a period of 6 months, which may include unexpired part of the original notice/redeployment period. Following the expiry of the classification maintenance period referred to above, the staff member shall then be paid at the salary level appropriate to the position to which she/he has been redeployed. Employer superannuation contributions shall be maintained at the classification level and fraction that would have been paid if the redeployment had not occurred. Notwithstanding clause 2.5.5, should the staff member be declared redundant a second time within 5 years, the appropriate basis for calculating any pay-out shall be the higher of: • the salary (dollar) rate paid to the staff member immediately prior to first redeployment and at the previous fraction; or • the salary applicable to the classification and fraction at the time of second redundancy. 2.5.5 Entitlements An employee who has not accepted a redeployment offer or who has been retrenched shall be entitled to all: • payment of all outstanding recreation leave, • pro-rata long service leave (where minimum service conditions have been met), Page 11 of 67 - 162 -

UC Students' Association Certified Agreement 1999-2002 • any unexpired notice period, • 5 weeks pay at the ordinary rate for every 12 months of completed service or pro rata for part years or fractional service, with a minimum payment of 10 weeks’ pay. 2.5.6 Disputes The Disputes Procedure of this Agreement is the appropriate mechanism to invoke a review of decision regarding redundancy. 2.6 Staff Grievance Procedures 2.6.1 Staff Grievances If a staff member(s) wishes to register a grievance on a matter(s) contained either within or outside of the Agreement then it shall be dealt with as follows: (a) The aggrieved person shall, in the first instance, raise the issue with the President. (b) Where the grievance involves the President, at the request of the employee an alternative member of the UCSA Executive shall be delegated to deal with the issue and report to the President. (c) Any party may request an NTEU representative to be present at any meeting to assist the resolution of the grievance. (d) If the grievance is still not settled, then it shall be referred to the Staff Appeal Committee (Clause 2.6.2). Notwithstanding any other provision, staff members and, at the initiation of the a staff member, the NTEU, have the right to address the UCSA Executive on their grievance, but where the issue is in the hands of the Staff Appeals Committee, such an address would not normally occur until the appeal process has been completed. 2.6.2 The Staff Appeals Committee The Staff Appeals Committee shall consist of: •

one member of UCSA Executive (elected as needed by the UCSA Executive);

• one member of the staff or a nominee of the staff (elected as needed by the staff member concerned); • one Independent Chair (to be a person agreed upon by both the UCSA Executive and the staff member concerned) None of the members of the Staff Appeals Committee shall have been involved in the grievance or in earlier consideration of the matter. Given the small size of the Office, it is envisaged that any party may, with the agreement of the other party, elect an officer or member of the Committee or external person to be a member of the Staff Appeals Committee.

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UC Students' Association Certified Agreement 1999-2002 2.6.3 Staff Appeals Committee Process The Staff Appeals Committee shall: • deal with unresolved grievances raised by a staff member(s) and with appeals against disciplinary decisions of the President. • hear the grievance or appeal within ten working days of its lodgement. • as a first item of business, consider the continuation, revocation or deferral of suspension without pay (where this is at issue). Refer to sub-clause 2.6.5 below. • interview the aggrieved staff member to ensure that he/she has adequate opportunity to (as appropriate) either: • answer allegations of unsatisfactory performance, or allegations of misconduct or serious misconduct; or • address the issues on which the grievance has been brought on by the staff member. • consider such written submissions, materials and evidence from the staff member and the President as are relevant. On the basis of these submissions, materials and evidence, the Committee shall decide from which witnesses, if any, it wishes to receive oral and/or written evidence with a view to substantiating or otherwise the facts in dispute or the merits of the particular case. • concern itself both with merit and procedural issues. • allow assistance or representation by advocates (but not if such a person is a currently practicing solicitor or barrister) and conduct all interviews in the presence of the staff member or the staff member’s advocate and the President or the President’s advocate. • conduct proceedings as expeditiously as possible consistent with the need for fairness. • conduct proceedings in camera. • take into account such further material as it believes appropriate to the case. • ensure that the staff member and his/her representative and the President and his/her representative have the right to ask questions of the interviewees, and to make submissions. They also shall have the right to present and challenge evidence. 2.6.4 Alternative remedies Genuine attempts should be made to resolve grievances using the Staff Grievance Procedure. Nevertheless, nothing prevents any party referring the issue to the Dispute Resolution procedures at Clause 1.7 of this Agreement. 2.6.5 Suspension of disciplinary action during an appeal While an appeal process against disciplinary action is being followed and where the initial decision of the President has been for dismissal, the President may suspend Page 13 of 67 - 164 -

UC Students' Association Certified Agreement 1999-2002 the staff member. This suspension may be with or without pay at the discretion of the President. In all other situations where an appeal has been lodged, the disciplinary action notified by the President shall be postponed pending the outcome of the appeal process. Where suspension without pay occurs at a time when the staff member is on leave the staff member shall continue to receive a salary for that period of leave. The staff member may engage in paid employment or draw on any leave credits for the duration of the suspension without pay. The President at any time may direct that salary be paid on the grounds of hardship. During any period of suspension the staff member may be excluded from the UCSA premises, provided that he or she shall be permitted reasonable access for the preparation of his or her case and to collect personal property. Nothing in this Agreement implies an inability to deny pay where a staff member is not ready, willing and able to carry out duties. Where a suspension without pay has been imposed and the matter is appealed, the Staff Appeals Committee shall have the power to revoke or defer such a suspension from its date of effect. Such a matter should be the first item of consideration of the Staff Appeals Committee. In exercising its discretion to maintain, revoke or defer the suspension without pay, the Staff Appeals Committee shall not be construed as preempting or prejudicing the appeal outcome. 2.6.6 Decisions The Staff Appeals Committee shall furnish, on a confidential basis, a written copy of its findings to the President and to the staff member concerned and the NTEU within ten working days of the completion of the hearing. Notwithstanding this, where dismissal is recommended by the Staff Appeals Committee, the report must be made available to UCSA Executive on a confidential basis for the singular purpose of making an informed decision. The Staff Appeals Committee report shall also include a decision on what written material, submission or evidence shall be retained on file, destroyed or qualified by attachment. Except as provided for under sub-clause 2.6.9 of this Agreement relating to dismissal, UCSA Executive shall see to the implementation of the decision(s) of the Staff Appeals Committee (without modification of the intent) at a meeting specifically convened to consider the issue. Such a meeting may be held concurrently with a normal meeting of the UCSA Executive, but notice of the discussion must be given. Nothing in this process prevents a mutually satisfactory resolution being negotiated between the staff member and the Executive at anytime. 2.6.7 Where an appeal is upheld If the decision of the Staff Appeals Committee is to overturn a notification of disciplinary action (including dismissal), then the staff member shall have his/her status fully restored. The staff member shall be reimbursed for any loss of pay arising from suspension without pay during the appeal process. Page 14 of 67 - 165 -

UC Students' Association Certified Agreement 1999-2002 Part or all reasonable costs incurred in the staff member’s defence shall be paid by the UCSA. 2.6.8 Where an appeal is lost or partly upheld Nothing prevents the Staff Appeals Committee from determining disciplinary action different to that identified in the President’s original notice. Where the decision of the Staff Appeals Committee is for other than dismissal, the decision of the Staff Appeals Committee shall be final. Where the recommendation of the Staff Appeals Committee is for dismissal, the procedures in Clause 2.6.9 shall be followed. If a staff member is dismissed or disciplined under this clause, application may be made to have part or all reasonable costs incurred in his/her defence paid by the UCSA. 2.6.9 Dismissal Where the decision of the Staff Appeals Committee is to dismiss the staff member then the decision shall be referred to an urgent meeting of the UCSA Committee where notice is given of a resolution to dismiss. The resolution to confirm the dismissal of the staff member must be carried by not less than two-thirds of the votes exercisable at the meeting. If the resolution is so carried, the dismissal shall be effective from the date of the Committee meeting, or from the date of the expiry of the original notice period, whichever is the later. If the resolution to dismiss is lost, by corollary, employment is confirmed. Such an outcome shall not be construed as an admission that there was no conduct justifying investigation in the first instance. The Committee, by a simple majority of votes, may specify alternative disciplinary action, as defined. 2.7 Discipline Procedures 2.7.1 Concern Over Work Performance Should the President feel concerned over a staff member’s work performance, the President should make sincere endeavours to effect improvement in performance of the staff member, making clear the nature of the improvement required and the time within which reasonable improvement can be expected. In the first instance, the matter will be raised informally with the individual. Should the President continue to believe that there are grounds for thinking that a staff member’s work performance is unsatisfactory, the President shall inform the staff member of any such criticism or complaint in writing. The staff member shall then be given an opportunity to answer the criticism or complaints raised by the President. If, after consideration of any response from the staff member, the President believes the criticism or complaints have foundation, she/he shall consult again with the staff member and, at the request of the staff member, the NTEU.

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UC Students' Association Certified Agreement 1999-2002 Unless the President considers it unnecessary, an appropriately structured support group should be established with one nomination by the staff member and such other members as agreed to between the staff member or, at the request of the staff member, the NTEU and the President. The function of this group is to provide support and advice for the staff member for four weeks or a longer period agreed to by the President and the staff member. Where counselling, staff development or a structured support group has not produced the desired improvements in performance and a reasonable opportunity has been given to remedy unsatisfactory performance, the President shall take action under Clause 2.7.3. 2.7.2 Misconduct “Misconduct” shall mean conduct which is not serious misconduct but which is nonetheless conduct which is unsatisfactory. “Serious Misconduct” shall mean: • Serious misbehaviour of a kind which constitutes a serious impediment to the carrying out of a staff member’s duties or to a staff member’s colleagues carrying out their duties or to the work of the UCSA. •

Serious dereliction of the duties required of the staff member’s office.

• Conviction by a court of an offence which constitutes a serious impediment to the carrying out of a staff member’s duties or to a staff member’s colleagues carrying out their duties or to the work of the UCSA. 2.7.3 Disciplinary Action of Staff These procedures apply only to fixed-term and continuing staff members who are not on probation. “Disciplinary Action” means action by the UCSA to discipline a member of staff. In the case of unsatisfactory performance and serious misconduct, “disciplinary action shall be limited to (i) to (iv) below. In the case of misconduct, disciplinary action shall be limited to (i) to (iii) below. (i) Formal censure or counselling (which may include a formal warning); (ii) Withholding of an increment; (iii) Suspension with or without pay; (iv) Dismissal If, • in the case of concern over a staff member’s work performance, the unsatisfactory nature of performance has been brought to the attention of the staff member and any support period previously agreed upon has been completed and where fair and reasonable opportunities have been given to remedy the substantive concerns of the employer, a decision is made by the President to dismiss or discipline a staff member; or, Page 16 of 67 - 167 -

UC Students' Association Certified Agreement 1999-2002 • in the case of unsatisfactory performance or serious misconduct, allegations are made by the UCSA and a decision is made by the President to dismiss or discipline a staff member; or, • in the case of misconduct, allegations are made by the UCSA and a decision is made by the President to discipline a staff member the staff member shall be provided in writing with: • a statement of the disciplinary action to be imposed; and, • details of any allegations and the reasons for dismissal or disciplinary action; and, • date of effect of any disciplinary action or advice of any notice period to be given prior to implementation of the disciplinary action (as determined by the President according to the circumstances). In the case of dismissal, the minimum requirements for periods of notice (or payment in lieu of notice at the discretion of the UCSA President) are set out below. Employee’s period of continuous service with the employer

Minimum period of notice

Not more than 1 year

At least one week*

1 year of more, but less than 3 years

At least 2 weeks*

3 years or more, but less than 5 years

At least 3 weeks*

5 years or more

At least 4 weeks*

*increase the minimum period of notice by one week if the staff member has completed at least 2 years of continuous service with the UCSA and is over 45 years old. Concurrently, the staff member shall be advised that should he/she wish to appeal against the decision, written notification of an intention to appeal to the Staff Appeals Committee must be lodged with the President within one week of receiving the formal notice of action to be taken. The staff member shall also be advised that should an appeal not be successful any notice period may be concurrent with the appeal process. Notwithstanding Clause 2.3.1 regarding notice of intention to resign, the staff member shall have the right to resign with immediate effect, in writing, within one week of the notice of dismissal. In addition to any other entitlements payable on termination by resignation under this Agreement, the President may approve a severance payment of up to four (4) weeks pay. A resignation shall in no way be construed as an admission of guilt, nor receipt of a severance payment as exoneration. If within one week of the notice, no appeal has been lodged or no notice of resignation received with a date of effect acceptable to the President, then the dismissal or other disciplinary action shall stand and be effective forthwith. In the case of dismissal the person shall then receive payment for the remainder of the formal period of notice previously notified by the President, in addition to any other

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UC Students' Association Certified Agreement 1999-2002 entitlements payable on termination under this Agreement in the circumstances of dismissal. If an appeal is lodged it shall be heard by the Staff Appeals Committee (Clause 2.6.3 of the Agreement). 2.7.4 Entitlements on dismissal See entitlements on termination of employment under Clause 2.4.2. 2.8 Requirement to consult It is recognised by both parties that elected officers and paid UCSA staff have a more complicated relationship than under normal employment relationships, and that both parties are dependent on each other for advice and direction. It is a requirement therefore that any decisions of any relevant committee of the UCSA or UCSA office bearer that materially affects the well-being of staff and the performance of staff responsibilities be subject to consultation with the relevant staff member(s) before implementation. Disputes arising from this process shall be settled using Clause 2.6 (Staff Grievance Procedure) or Clause 1.7 (Dispute Resolution Procedures) of this Agreement. 2.9 Probationary Appointment 2.9.1 The initial appointment of a person to a fixed term or continuing post shall be, in the first instance, an appointment on probation for a reasonable period directly related to the nature of the work to be carried out under the contract and not exceeding two months. The UCSA Executive reserves the right to waive the use of a probationary period. 2.9.2 A person employed as a fixed term employee who accepts a continuing position to perform work of the same nature may be required to serve a further period of probation which together with the period of service as a fixed term employee shall not exceed a total of four months. 2.9.3 A probationary period is the time when a new employee is given a reasonable chance to learn what is required of him/her in the job and for the UCSA to assess whether the person can learn and perform as a satisfactory employee. It is also a time for both parties to assess training needs. 2.9.4 A Probationary Review Committee (PRC) shall be established on the appointment of a new employee. The PRC shall comprise: (i) the President or his/her nominee; and, (ii) one other member of the UCSA Executive In setting up the PRC, the President shall have genuine regard to the representation of gender balance on the PRC, and shall have the power to co-opt one extra member to ensure at least one man and one woman are included. Members of the PRC should have had some supervisory relationship with the probationer in order to adequately complete the probation review.

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UC Students' Association Certified Agreement 1999-2002 2.9.5 No later than three weeks prior to the end of the probationary period the Committee shall complete the Probationary Review Form document at Schedule Two. The probationary employee shall be informed of the meeting and will be shown the completed Probationary Review Form. If the probationary employee so desires, he/she is permitted three working days to make a submission, which shall be taken into account by the PRC. The PRC shall, if necessary, meet again to make a recommendation to the Executive to : (1) confirm the probationers employment; (2) extend (once only) the probationary period by up to two months to attempt to effect specific performance improvements; (3) terminate the probationer’s employment 2.9.6 The Executive shall, in the event of a recommendation to terminate the probationary employee's services, provide two weeks of notice of termination from the date of the Executive’s decision and /or payment in lieu thereof. 2.9.7 The procedure of notifying staff of unsatisfactory performance during the probationary period is understood to be integral to the probationary process. Regular informal meetings to assess progress and provide feedback should be held between the President, the formal supervisor and the staff member on probation. 2.9.8 The UCSA Executive shall not: •

annul the appointment of a probationer; or

•

direct that the probationer continue on probation;

unless it has received a written report and recommendation from the PRC, a copy of which has been made available to the probationer and he or she is given the opportunity to respond, prior to a decision being made. 2.10 Outsourcing 2.10.1 "Outsourcing" is defined as a change in the UCSA's organisation whereby work performed for the benefit of the UCSA is performed on a sustained, long-term or permanent basis (as distinct from that of a intermittent nature) by persons other than UCSA staff members. Where outsourcing is being considered by UCSA, the following criteria shall be taken into account, noting that such criteria are not exhaustive: •

value for money; and

•

the quality and standard of the service required.

2.10.2 Where outsourcing, as defined in this Clause, is being considered or is likely to occur, the consultative processes provided for in Clause 2.8 shall apply and the NTEU notified and invited to consult. 2.10.3 UCSA shall only contract out work where the contract provides that the contractor will employ (and continue to employ during the term of the contract) its employees on terms and conditions no less than the existing terms and conditions applicable to the employees last performing the work. Page 19 of 67 - 170 -

UC Students' Association Certified Agreement 1999-2002 2.11 Staff Meetings Regular meetings of staff and management will be held in order to: â&#x20AC;˘

discuss OH&S matters;

â&#x20AC;˘

seek staff views and informed comment on all matters pertaining to staffing, including leave and training proposals and jointly setting work priorities;

â&#x20AC;˘

seek staff views and informed comment on the current goals and priorities of the Committee, Executive and President and the implementation and/or modification thereof.

Matters of more specific staff performance raised by supervisors will be discussed with individual staff (and where requested, their union), but it is the intention of the Parties in making this Agreement that regular and informal meetings of supervisors with staff is the most effective method of performance review.

Staff meetings are not a replacement for use of the dispute procedures, however it is anticipated that the proper utilisation of staff meetings will minimise the need to use dispute procedures.

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UC Students' Association Certified Agreement 1999-2002

Part 3 - Wages and Related Matters 3.1 Payment of Salary 3.1.1 Employees shall be paid a salary within the salary range assigned to that classification or position as outlined in Schedule A. (See Clause 3.7 for Classifications.) Notwithstanding Schedule A, during the period of operation of this agreement an employee shall not be paid less than an employee in the same or corresponding classification as persons employed by the University of Canberra. 3.1.2 The salary payable to an employee shall be payable fortnightly. 3.1.3 On the day salary payment is due, each employee shall receive a document in writing setting out particulars of the payments made and of any deductions made therefrom. 3.1.4 Payment for overtime worked by an employee shall be made to the employee no later than the pay day of the pay period immediately following the work cycle in which the overtime was worked. 3.1.5 An underpayment to an employee shall be corrected and full payment made to the employee within two working days except by mutual agreement. 3.1.6 A lost or damaged salary cheque shall be re-issued by the UCSA where possible within two working days of notification to the UCSA by the employee concerned. 3.1.7 Where the normal day for payment of salaries falls on a day prescribed as a holiday by clause 5.1, salaries shall be paid not later than the day on which the UCSA is open for business immediately preceding that holiday. 3.1.8 Payment of salary or wage of an employee to another person will be made only on the written authority of the employee. 3.1.9

Junior rates and youth wages shall not apply.

3.2 Higher Duties Allowance 3.2.1 An employee who is required to act in a position of higher classification than that which the employee occupies shall be paid an allowance computed in accordance with this clause. 3.2.2 An employee shall be eligible for payment of a Higher Duties Allowance where the period of acting service in the higher position is continuous for a period of more than three consecutive working days. 3.2.3 For the purpose of this clause a holiday shall count as part of the qualifying period. 3.2.4 Higher Duties Allowance shall be payable from the date the employee commenced the higher duties. 3.2.5 Where an employee performs the full duties of a higher office the employee shall be paid an allowance equal to the difference between the salary of the employee and the salary payable had the employee been promoted to the higher office.

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UC Students' Association Certified Agreement 1999-2002 3.2.6 Where an employee who is performing the duties of a higher office is permanently promoted to that office the employee shall not suffer any reduction in remuneration and shall receive the same increments as if the employee had during the period of temporary service in the higher office been the permanent occupant of that office. 3.2.7 An employee who at the time of proceeding on approved leave with pay (other than long service leave) was in receipt of an allowance under this clause shall continue to be paid such an allowance for the leave period. 3.2.8 An allowance payable to an employee under this clause shall be regarded as salary for the purposes of calculating all other types of allowance including overtime. 3.2.9 An employee shall not be penalised in any way for a refusal to perform higher duties. 3.2.10 Where it becomes apparent that reclassification is more appropriate than continued payment of higher duties allowance, action must be taken to fill the position substantively. Where a new position is created or becomes vacant at the higher level, the UCSA may choose to advertise the position rather than simply reclassify the staff member who has been acting in the higher position, except where the staff member has acted up in excess of 12 continuous months in which case the staff member who acted up will be appointed. 3.3 Allowances 3.3.1 General Meal Allowances, Car Mileage Allowance and St Johnâ&#x20AC;&#x2122;s First Aid Allowance shall be paid in accordance with the Commonwealth Public Service standards. 3.3.2 Reimbursement of Fares 3.3.2.1 Unless otherwise authorised an employee required by the UCSA to travel on UCSA business shall travel by an UCSA supplied vehicle or taxi. 3.3.2.2 If costs are incurred by an employee in travelling the employee shall upon production to the UCSA of receipts for such travel be reimbursed by the UCSA for the cost thereof. 3.3.2.3 Where a staff member who is eligible for overtime payment has completed the ordinary dayâ&#x20AC;&#x2122;s work and is then given notice to return to duty on that day, payment at overtime rates shall be made provided that the staff member shall receive a minimum payment as for three hours work at ordinary rates. 3.3.3 Vehicle Allowance 3.3.3.1 Where an employee is authorised by UCSA President to use the employee's privately owned or hired vehicle for official purposes, he/she shall be paid an allowance in accordance with clause 3.3.1. 3.3.3.2 If the President is satisfied that the rates set out in clause 3.3.1 are inadequate having regard to the nature of the travel or that additional expenses have been Page 22 of 67 - 173 -

UC Students' Association Certified Agreement 1999-2002 necessarily and reasonably incurred by an employee in the course of the duties of the employee, the President may approve of payment to the employee of the additional expenses so incurred. 3.3.4 Refund of Travel and Removal Expenses Payment of a contribution to the relocation expenses of a new employee is solely at the discretion of the UCSA. Where an employee resigns (other than at the UCSA’s initiative) before completing three years service, a refund on a pro-rata basis, based on completed months of service, shall be required of the cost of travel and removal expenses, save that where an employee is appointed for a term of less than three years and resigns before the expiration of the appointed term, a corresponding prorata refund based on completed months of service shall be required. 3.4 Compensation for Loss or Damage to Personal Property 3.4.1 The UCSA is not responsible for loss or damage to personal property kept by an employee on UCSA premises unless the loss or damage results from lack of reasonable care by the UCSA or by an employee of the UCSA in the course of performance of his or her work. 3.4.2 Compensation will be paid by the UCSA to an employee where the loss or damage: (a) is caused by a defect in the UCSA’s material or equipment; or (b) is suffered by the employee in protecting the UCSA’s property from loss or damage; or (c) is caused by circumstances in subclause 3.4.1 above. The UCSA may take into account the age and serviceability of the item or garment when determining the amount of compensation payable. 3.5 Superannuation and Retirement Benefits The combined total of employer contributions to the nominated superannuation fund of each continuing or fixed-term employee and for any new continuing or fixed-term employees shall be 14% and not be conditional upon employee contribution rates. 3.6 Incremental Advancement 3.6.1 Incremental advancement within the salary grades shall be annual and on the anniversary of appointment or reclassification. 3.6.2 Notwithstanding the provisions of subclause 3.6.1 of this clause, the UCSA Executive may, where appropriate and on the recommendation of the President, approve of accelerated increments being granted to an employee. 3.6.3 Salary on appointment need not necessarily be at the base rate of the relevant grade.

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UC Students' Association Certified Agreement 1999-2002 3.7 Classifications Positions in the UCSA shall be classified according to the â&#x20AC;&#x153;work valueâ&#x20AC;? principle with reference to positions at the University of Canberra as direct comparators and the DWM primary descriptors (adopted at the UC) as a classification framework.

Part 4- Hours of Work and Overtime 4.1 Hours of Duty The ordinary hours of working (exclusive of meal times) shall be 35 hours a week to be worked between the hours of 8 a.m. and 7:30 p.m. Monday to Friday inclusive. Actual hours to be worked shall be by agreement of each staff member and the President. No staff member will be required to work in excess of 8 hours in any one 24 hour period. Split shifts will be worked on a purely voluntary basis and each split shift must be for no less than 3 hours. 4.2 Meal Breaks 4.2.1 An employee shall be allowed between the hours of 12 noon and 2 p.m. on any day a meal break of not less than 30 minutes and not more than one hour. 4.2.2 A meal break may, by mutual agreement between the employee and the President, be deferred. 4.2.3 Subject to the next succeeding subclauses a meal break allowed under this clause shall not be counted as time worked for the purpose of this Agreement. 4.2.4 Where an employee agrees to work during any part of a meal break but will not thereby work continuously in excess of five hours the time so worked shall be taken as ordinary work and the employee shall be allowed, in lieu of a meal break, an equivalent time off duty. 4.3 Overtime 4.3.1 All authorised time worked in excess of or outside of the ordinary hours of duty prescribed by clause 4.1 (ie 8 hours per day, 35 hours per week or beyond the span of hours) shall be overtime and shall be paid for in accordance with this clause, unless it voluntary work arrangements performed is under the provisions of the Flextime Policy at Schedule E of this Agreement. 4.3.2 Where the ordinary hours of duty are fixed, each day's work shall stand alone in computing overtime and overtime rates shall apply to all time worked in excess of or outside of the fixed hours. 4.3.3 Where daily ordinary hours of duty are flexible the total hours worked in a work cycle as defined in clause 4.1 shall be computed and overtime rates shall apply to all time worked in excess of the ordinary hours of duty prescribed for the work cycle. 4.3.4 Any period of overtime which is continuous with ordinary duty and which extends beyond midnight shall be deemed to have been performed on the day the overtime commenced. Page 24 of 67 - 175 -

UC Students' Association Certified Agreement 1999-2002 4.3.5 Where overtime is not continuous with ordinary duty and involves duty before and after midnight, the overtime shall be deemed to have been worked on the day for which the higher rate is payable. 4.3.6 Overtime shall be calculated to the nearest quarter of an hour of the total amount of overtime worked in a work cycle. 4.3.7 An employee in receipt of a salary in excess of that prescribed for the top increment of UCSAO Grade 7 shall not be eligible to receive payment for overtime but shall be allowed time off equivalent to the period of overtime worked. 4.3.8 The salary of an employee for the purposes of computation of overtime shall not include shift work allowances or the casual loading prescribed by clause 2.3 but shall include higher duties allowance and any other allowance in the nature of salary. 4.3.9 Subject to clause 4.3.11, the following rates shall apply in respect of overtime: (a) for overtime worked Monday to Saturday inclusive - ordinary rate plus 50% for the first 3 hours and ordinary rate plus 100% thereafter; (b) for overtime worked on Sunday - ordinary rate plus 100%. 4.3.10 An employee in receipt of a salary not exceeding that prescribed for the top increment of UCSAO Grade 7 may, by mutual agreement reached prior to overtime being worked, take time off in lieu of overtime payment such time off being calculated in the same manner as is prescribed in clause 4.3.9 for payment for overtime worked. 4.3.11 An employee required to work overtime which is not continuous with ordinary duty shall receive a minimum of 3 hours payment in respect of that overtime notwithstanding the period of duty may be less than 3 hours. 4.3.12 Where more than one overtime attendance is involved the minimum payment provision shall not operate to increase the overtime payment beyond that which would have been payable had the employee remained on duty from the time of commencing one attendance to the time of ceasing a subsequent attendance. 4.3.13 Rest Relief After Overtime (a) An employee required to work so much overtime that there is not break of at least 10 consecutive hours plus reasonable travelling time between the cessation of one period of duty and the commencement of the next ordinary period of duty shall be released after completion of the overtime duty for a period of not less than 10 consecutive hours plus reasonable travelling time and such release shall be without any loss of pay for scheduled ordinary duty occurring during such absence. (b) An employee required to resume or continue work without having had at least 10 consecutive hours plus reasonable travelling time off duty shall be paid at ordinary rate plus 100% until released from duty for not less than 10 consecutive hours plus reasonable travelling time off duty and such release shall be without loss of pay for any scheduled ordinary duty occurring during such absence.

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UC Students' Association Certified Agreement 1999-2002 (c) For the purpose of this clause "reasonable travelling time" shall mean the period of time normally required to travel from the place of residence of the employee to the normal place of work and back. 4.4 Tea Break A ten minute “tea break” shall be allowed each morning and afternoon and these periods shall be regarded as ordinary hours of work. 4.5 Meal Allowance 4.5.1 A meal allowance (known as “tea money”) at the rate in force in the Australian Public Service at the relevant time shall be paid to an employee where a minimum of two hours’ overtime whether paid for or not is worked by the employee after the completion of his ordinary hours of duty. 4.5.2 The requirement of a minimum of two hours overtime shall not apply to an employee who is resident in a boarding establishment, where the employee’s supervisor is satisfied that, because of the requirement to work overtime, the employee would not be able to obtain his regular meal at that establishment. 4.6 Flextime Staff may have access to Flextime in accordance with the provisions of Schedule E of this Agreement.

Part 5 - Leave and Public Holidays 5.1 Public Holidays and Closedown 5.1.1 Any day gazetted or proclaimed as a public holiday in the Australian Capital Territory shall be allowed to an employee on full pay. 5.1.2 There shall be an annual office closedown, deducted from annual recreation leave entitlements, of 5 working days beginning from and including 24th December and is exclusive of public holidays or days in lieu of public holidays. The UCSA Executive, in consultation with staff, may determine to close the entire office for a longer period of time (not longer than two additional weeks) but any such closedown will not be deducted from leave balances without the prior agreement of staff. 5.1.3 If a holiday is worked, otherwise than as overtime then: (a) one and one half extra day’s pay shall be paid within two weeks following the day when the holiday was observed; or (b) one half day’s pay shall be paid as provided in paragraph 5.1.3(a) of this clause and in addition one day of recreation leave for each holiday worked shall be credited to the employee’s recreation leave. 5.1.4 Where a public holiday falls during recreation, sick or long service leave, an equivalent day(s) shall be added to the employee’s recreation, sick or long service leave credit. Page 26 of 67 - 177 -

UC Students' Association Certified Agreement 1999-2002 5.1.5 The provisions of subclauses 5.1.1 to 5.1.4 shall not apply to a casual employee who is not required to work on a public holiday and a casual employee shall not be entitled to payment for that day. 5.2 Recreation Leave 5.2.1 A full time member of staff shall be entitled to recreation leave of 25 days per year, accrued pro rata on a daily basis from the date of employment. Part time staff are entitled to a pro-rata entitlement. Recreation leave is seen as an essential break from work and generally should not be allowed to accumulate excessively. 5.2.2 The time of taking Recreation Leave shall be by mutual agreement between the member of staff and the President provided that: • In the fixing of the time for the taking of leave the operation of the UCSA and the preferences of the staff member shall be taken into account; • The President shall ensure that consultation with affected staff has occurred prior to a final decision being made; • Where the requisite notice (Clause 5.16) is given by the employee, no request for leave will unreasonably be denied; • The employee shall be entitled to take at least twenty five working days recreation leave as a single continuous period; • If the employee and the President are unable to agree upon the time of taking of leave the matter shall be referred to the dispute resolution procedure; • Where the Recreation Leave is in connection with the Sydney Olympics, other than as a spectator, the leave will be approved, provided that the leave approval is for no more than six weeks. 5.2.3 An employee shall be informed in writing when their recreation leave balance exceeds 40 days. 5.2.4 Where a member of staff accumulates a recreation leave balance in excess of 50 days, the President may direct the staff member in writing to take leave to reduce the balance to below 30 days within three months from the date of notice. 5.2.5 Notwithstanding the above, where the operational requirements of the UCSA have prevented the giving of approval for leave requested that would have otherwise been likely to keep the leave balance below 50 days, either the notice in the preceding subclause shall be increased to six months, or any leave balance in excess of 25 days may be paid out at the employee’s request. 5.2.6 Where a member of staff resigns or retires or is dismissed or is otherwise terminated from employment she/he shall receive payment in lieu of Recreation Leave accrued but not taken provided that in the event of termination of employment due to her/his death such payment shall be made to her/his estate. 5.2.7 Other terms of this clause notwithstanding, fixed-term employees will normally be expected to expend all recreation leave credits during the period of their employment. The UCSA may direct a fixed-term employee to take accrued recreation leave immediately prior to the expiry of their current contract, provided that notice Page 27 of 67 - 178 -

UC Students' Association Certified Agreement 1999-2002 of at least two months is given of such direction. The foregoing notwithstanding, on termination of employment the UCSA shall make payment to the employee in lieu of outstanding recreation leave credits and recreation leave loadings. 5.2.8 The President may approve a request from an employee to take recreation leave in advance, subject to the deduction of the leave granted from future recreation leave credits as they accumulate. A maximum of 10 days leave may be anticipated. 5.2.9 Where a staff member ceases employment with a Recreation Leave debit, the staff member shall pay back or have deducted from final payments a cash equivalent to the debit based on the salary rate at the date employment ceased. 5.2.10 Where a Public Holiday occurs during a period when a member of staff is absent on Recreation Leave no deduction shall be made from recreation leave credits for that day. 5.2.11 Where a member of staff with accrued Sick Leave credits is ill for two or more consecutive days whilst absent on recreation leave she/he shall, provided that a medical certificate or a statutory declaration by the member of staff is submitted for the period of illness, be placed on Sick Leave and no deductions shall be made from Recreation Leave for the days in question. 5.3 Annual leave Loading 5.3.1 Notwithstanding anything elsewhere contained in any Act, award, regulation, agreement, order or the like, an employee shall be entitled to an annual leave (bonus) payment equal to 17.5% of four weeks salary on the first pay in December of each year, subject to a maximum payment of the equivalent of the Commonwealth Statistician's average weekly total earnings of all males (Australia) for the September quarter preceding the date of accrual; 5.3.2 An employee whose employment commenced after 1st January in any year shall, in respect of recreation leave for the period of employment up to the following 1st December, be entitled on the first pay day in December to pro-rata payment of the amount payable under sub-clause 5.3.1 thereof. 5.3.3 An employee whose employment is terminated prior to the first pay period in December in any year shall in respect of recreation leave for the period up to the date of termination of employment be entitled to pro-rata payment of the amount payable under sub-clause 5.3.1. 5.4 Sick leave 5.4.1 An employee shall be entitled to sick leave on full pay at the rate of 15 days for each completed year of service for the first 3 years from the date of appointment, and 20 days per year thereafter. Such leave shall be credited twelve months in advance provided that, in the first year of employment (a) an employee appointed on a permanent basis or a contract basis for a period of twenty-four months or more shall be credited on appointment with 30 days sick leave for the first two years of service;

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UC Students' Association Certified Agreement 1999-2002 (b) an employee appointed on a contract basis for a period less than twenty-four months shall be credited on appointment with the amount of leave that would accrue during the period of the contract. 5.4.2 Sick leave shall accumulate if not taken. 5.4.3 Sick leave credits shall be transferable between student organisations and shall be transferable from other employers approved for the purpose of determining long service leave entitlements as per clause 5.9 provided that such credits shall only be recognised where any break in service between the cessation of duty with an approved employer and commencement of duty with the UCSA does not exceed twelve months. 5.4.4 Where a public holiday falls during a period when an employee is absent on sick leave and such holiday is observed by the UCSA, no deduction shall be made for that day from the sick leave credits of the employee. 5.4.5 All sick leave credits and debits shall be expressed in terms of full hours. 5.4.6 For any day of sick leave which forms part of period in excess of three days during which the employee is absent from work (including weekends and public holidays) or any period of absence in excess of six aggregate working days in any year of service, the employee shall furnish proof of illness to the UCSA. A certificate from a registered physiotherapist, registered medical practitioner, registered chiropractor, registered dentist, registered osteopath, registered optometrist, registered naturopath, registered clinical or counselling psychologist or a statutory declaration by the employee shall be accepted as proof of illness. In the absence of such proof, the period of absence from duty shall be without pay or, at the request of the employee, shall be deducted from the recreation leave credits of the employee. 5.4.7 An employee who contracts an infectious disease classified as notifiable to the ACT Health Commission, or who is required by a medical practitioner to remain in isolation by reason of contact with a person suffering from a notifiable infectious disease, shall be granted isolation leave on full pay for the period that the employee is required to be absent and shall not have such leave deducted from sick leave credits. 5.5 Workers Compensation Leave and Make-Up Pay An employee shall be entitle to “make-up” payments for any absence for which (s)he is entitled to workers compensation, up to a maximum period of 6 months. Such make-up payments shall be the difference between the employee’s ordinary weekly salary and the workers compensation payments for the period of the absence. The employer shall provide insurance against accidents to members of staff travelling to and from work and while at work. 5.6 Parental leave

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UC Students' Association Certified Agreement 1999-2002 5.6.1 General Fixed-term staff Fixed-term appointments are not extended by any amount of paid or unpaid leave. All entitlements to leave cease with the expiry of the contract. Pay rate and increments The employee shall receive the same salary for the period of paid parental leave as they would have received if they had not taken parental leave. Continuity of Service Any period of paid parental leave shall count as continuous service for all purposes. The period of unpaid parental leave shall count as service for all purposes, including for incremental advancement, with the qualification that the period to count as service for recreational leave and long service leave is limited to twenty-six (26) weeks. Parental leave, whether paid or unpaid, does not constitute a break in service for any purpose. Superannuation During any period of paid parental leave, the employer will continue to meet the cost of its contribution to the employeeâ&#x20AC;&#x2122;s superannuation benefits. Return on part-time employment Negotiations between the employer and the employee may take place for the employee to return to work on a part-time basis. Such terms and any variation thereto shall be stated in writing and a copy provided to the staff member. Approval is at the discretion of the President. Part-time employment granted under this clause shall be in accordance with Clause 2.3 of this Agreement. A staff member working on a part-time basis under this clause may be requested, but not required, to work additional hours. A staff member will confirm her/his return to full-time work four weeks prior to the conclusion of the agreed period of part-time employment. An earlier return to full-time service may be negotiated with the President.

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UC Students' Association Certified Agreement 1999-2002 Rostered days off Employees shall not be entitled to accumulate rostered days off during periods of parental leave, whether paid or unpaid. Special parental leave In the event of a termination of pregnancy within twenty (20) weeks of the expected date of birth, or the death of a child in early infancy, an employee shall be considered to have met the requirements for access to parental leave entitlements. In the circumstance where leave has already begun or been approved at the time of death of the child or termination of the pregnancy, an employee may apply to the President to return early from leave which has already been approved. In determining the issue, the President will have regard to whether a relief employee has already been engaged. Employment not to terminate A staff memberâ&#x20AC;&#x2122;s employment shall not be terminated on the grounds of pregnancy or absence on, or likely absence on or application for, parental leave or because a staff member exercises or proposes to exercise options for return to work on a part-time basis. Job redesign when absent Where it is practicable, a staff member on parental leave must be consulted concerning any significant re-design of the position she/he held immediately before proceeding on parental leave. Should the staff member participate in such consultation during absence on leave, that participation will not cause the employer to incur any liability for salary payments or other costs. Not to engage in other work A staff member on parental leave shall not engage in other regular paid work without the prior approval of the President. Notification processes A member of staff with entitlements under this clause shall provide written notice to the President not less than four weeks preceding the date upon which she/he proposes to commence parental leave stating the period of leave to be taken. The President may waive the requirement for notice in special circumstances. A member of staff shall be entitled to extend the period of parental leave provided that she/he provides written notice of 6 weeks to the President and

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UC Students' Association Certified Agreement 1999-2002 the total period of leave is not in excess of the maximum entitlement for parental leave A request to reduce the period of leave originally specified, including in the case of special parental leave, shall be subject to approval of the President. A member of staff who has proposed to take more than five weeks’ parental leave shall confirm her/his intention to return to work by providing written notice to the President of not less than four weeks prior to the expiration of the period of parental leave. Upon the expiration of the period of leave the member of staff shall be entitled to resume work on her/his substantive classification and salary with duties commensurate with her/his qualifications and experience and as far as practicable similar to those performed by her/him prior to the taking of parental leave. Additional Unpaid Leave Periods of unpaid leave which are in addition to unpaid Parental Leave entitlements are subject to the conditions of Special Leave. Sick leave The total period of approved absence shall not be extended by sick leave taken. Leave not reduced Except where both parents are staff members, parental leave entitlements shall not be reduced or limited by parental leave taken by a spouse or supporting partner. Where both parents are staff members, they shall not take unpaid parental leave at the same time without the express permission of the President. 5.6.2 Maternity Leave Any other clause notwithstanding, maternity leave shall not extend beyond the child’s second birthday. Paid maternity leave entitlement A pregnant staff member who has completed twelve months’ service with the UCSA at the time of the commencement of maternity leave will be entitled to up to twelve (12) weeks’ paid maternity leave. The period of paid leave may be commenced up to twenty (20) weeks before the expected date of birth. With the agreement of the President, all or part of the twelve weeks may be extended by taking pro-rata paid leave on a part-time basis. Page 32 of 67 - 183 -

UC Students' Association Certified Agreement 1999-2002 Staff with less than twelve months’ service shall be eligible for paid maternity leave for a period less than 12 weeks in proportion to their period of service. Sick leave may be substituted for paid maternity leave subject to the conditions applying to sick leave. Unpaid maternity leave entitlement In addition to the twelve weeks’ paid leave, a staff member eligible for paid maternity leave may take up to forty (40) weeks leave without pay for each confinement. An employee who has not had twelve months’ continuous service shall be entitled to a maximum of twenty-six (26) weeks maternity leave without pay in addition to any period of paid leave. The period of unpaid leave may be commenced up to twenty (20) weeks before the expected date of birth. A staff member on maternity leave may use all or part of accrued recreation leave and long service leave credits, and accrued time in lieu to cover any of the period of leave without pay. 5.6.3 Supporting partner leave Any other clause notwithstanding, supporting partner leave shall not extend beyond the child’s second birthday. Paid supporting partner leave entitlement A male or female staff member who has twelve months’ service with the UCSA at the time of commencement of supporting partner leave and whose partner is pregnant will be entitled to up to ten (10) days’ paid supporting partner leave within four weeks prior to the expected date of confinement or four weeks after actual confinement. With the agreement of the President, all or part of the ten days may be extended by taking pro-rata paid leave on a part-time basis. Staff with less than twelve months’ service shall be eligible for paid supporting partner leave for a period less than 10 days in proportion to their period of service. Sick leave may be substituted for paid supporting partner leave subject to the conditions applying to sick leave.

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UC Students' Association Certified Agreement 1999-2002 Unpaid supporting partner leave entitlement In addition to the ten days’ paid leave, a staff member eligible for paid supporting partner leave may take up to fifty (50) weeks leave without pay for each confinement. A staff member who has not had twelve months’ continuous service shall be entitled to a maximum of twenty-six (26) weeks supporting partner leave without pay in addition to any period of paid leave. The period of unpaid leave may be commenced up to twenty (20) weeks before the expected date of birth. There is no other specification as to the timing of unpaid leave, except that supporting partner leave shall not extend beyond the child’s second birthday. A staff member on supporting partner leave may use all or part of accrued recreation leave and long service leave credits, accrued time in lieu, and accrued roster days off to cover any of the period of leave without pay. 5.6.4 Adoption Leave Any other clause notwithstanding, adoption leave shall not extend beyond 24 months after the child’s placement. Paid adoption leave entitlement A staff member who has completed a period of at least 12 months’ continuous service and who is adopting a child shall be entitled to paid leave: • on the same conditions as for natural birth where the child is at the date of placement for adoption less than 12 months old; or • at half the rate of that provided for adoption of children less than 12 months old where the child is at the date of placement for adoption 12 months old or older. Staff with less than 12 months’ service shall receive paid leave on a pro-rata basis. Where a staff member has been awarded the day-to-day care of and responsibility for a child who is not his/her natural child, or has been appointed the legal guardian of a child, he/she may be granted leave on the same basis as for adoptive parents. In a case of emergency, a statutory declaration setting out the circumstances in which a staff member requires leave pending formal guardianship arrangements would be required. The period of leave granted in circumstances of emergency shall count towards any adoption leave entitlement.

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UC Students' Association Certified Agreement 1999-2002 Unpaid adoption leave entitlement Unpaid adoption leave may be taken provided that it is continuous with any period of paid leave and the total of paid and unpaid leave does not exceed 52 weeks or 26 weeks where the staff member has less than 12 months’ service. 5.7 Recreation Leave Enhancement The provisions in Schedule C shall apply. 5.8 Rostered Days Off (RDOs) Beginning January 1, 2000, employees for whom approval has been given by the President, are entitled to one rostered day for each four-week cycle in exchange for working 7 hours and 21 minutes per day for the agreed period of approval (140 hours averaged over 19 days). In making a decision to approve access to the rostered-days-off system for other staff, the President shall have regard to : •

the benefits, if any, accruing to the UCSA;

• the anticipated requirement for staff to work overtime that could not be accommodated by flex leave, overtime payments or time of in lieu; • the desirability that the rostered days off system would not normally be available to part-time employees, except where the employee works full time hours but accesses the Recreation Leave Enhancement option at Schedule C of this Agreement. (There shall be no accumulation of Rostered Days Off during a period of Leave Enhancement.) • the suitability of the Flextime procedures in preference or as an alternative to RDOs. Approval should normally be reviewed towards the end of the agreed approval period, but exceptional circumstances may require reviews at other times. Disciplinary action shall not be a reason for a review unless it is as part of disciplinary action under Clause 2.7. A roster shall be maintained for rostered days off taken by staff to ensure that these are spread evenly over each three-month period. The roster shall be completed at the beginning of each three-month period in consultation with the President and the staff. Notwithstanding this, provided that work requirements are covered, rostered days off may be moved and swapped to suit the convenience of individual staff members, provided that the President is in agreement with any such changes to the roster. Staff shall consult the President before taking a rostered day off at a time when there is a heavy work load or at times when their absence could make the functioning of the UCSA more difficult. Where rostered days off cannot be taken they shall be added to recreation leave.

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UC Students' Association Certified Agreement 1999-2002 Rostered days may not be accumulated beyond a maximum of five. Accrued rostered days off will normally be taken at the rate of no more than one per week, however blocks of up to 5 days may be taken with the approval of the President. Staff shall not be entitled to accumulate rostered days off during any period of paid or unpaid leave. To ease administration and make the system run fairly it has been determined that each staff member is entitled to twelve rostered days off per annum - as the thirteenth day (52/4+13) represents the day falling within the time when the staff member would be on annual leave if such leave fell in a regular pattern. As it does not, and as it is difficult otherwise to treat all staff fairly, this system has been adopted. As each rostered day off is taken it is recorded by its number (eg. 1/99, 2/99). 5.9 Long service leave 5.9.1 An employee shall be entitled to long service leave of thirteen weeks after ten years service and at the rate of 1.3 weeks for every additional year of service thereafter. Such leave shall be on full pay provided that the employee may elect to convert all or part of the period of entitlement to double the period by taking leave on half pay. 5.9.2 Service credits for long service leave are transferable between: â&#x20AC;˘ organisations that are listed in Clause 1.2 of the Student Union Employees Core Conditions Award 1997 (as amended from time to time); and, â&#x20AC;˘ Australian universities. 5.9.3 An employee shall be entitled to have service with previous employers of the employee as listed in sub-clause 5.9.2 recognised for the purpose of determining the long service entitlement of the employee provided that (a) except as otherwise provided in sub-clause (b) following, any break in service with authorities specified in sub-clause 5.9.2 does not exceed twelve months; (b) an employee on or after the date of this Agreement shall make any claim for recognition of service within six months of the date of appointment. The President shall, as soon as possible after the date of the employee's appointment but no later than twelve months from that date, notify the employee in writing as to the amount of service with previous employers recognised for long service leave purposes. A notice giving full details of the provisions for transfer of long service leave credits shall be provided to the employee with the letter of appointment. (c) A claim for recognition of service shall only be approved upon the production of evidence satisfactory to the UCSA. (d) In the case of an employee employed on or after the date of this Agreement the amount of service with previous employers recognised for long service leave purposes shall not exceed ten years. 5.9.4 Where service with another employer is recognised for long service leave credit, the President may require that a period of service with the UCSA not greater Page 36 of 67 - 187 -

UC Students' Association Certified Agreement 1999-2002 than three years be completed before an employee is eligible to take long service leave. 5.9.5 Subject to clause 5.9.7 an employee with ten years or more service shall be entitled to take long service leave at a time of his or her choosing provided that at least six months written notice is given by the employee of intention to take such leave or, in the absence of such notice, the President is satisfied that alternative arrangements can be made to cover the workload of the employee. 5.9.6 Subject to clause 5.9.7 an employee may take all or portion of the long service leave entitlement of the employee on a continuous basis provided that a minimum continuous period of one month on full pay or two months on half pay shall be taken at any one time. 5.9.7 Where an employee has had a leave balance of thirteen weeks or more for three years, the President may by notice in writing to the member of staff, direct that member of staff to take that leave or such minimum number of weeks as may be required. Such leave shall be commenced within a period of two years from the date of the issue of such written notice. 5.9.8 If an employee is ill during long service leave and sends immediately on recovery a medical certificate certifying the nature and period of illness, it will be debited against sick leave credits and, unless the leave of absence on long service leave is extended, the period of illness shall be recredited to the employeeâ&#x20AC;&#x2122;s long service leave entitlement. 5.9.9 Subject to the conditions governing recreation leave, employees may add to the period of absence on long service leave: (i) not more than two years entitlement of recreation leave; and (ii) any gazetted public holidays and university holidays which fall within or adjoin the long service leave period and payment for such holiday shall be at full pay. 5.9.10 Payments in Lieu of Long Service Leave In the circumstances listed below, and provided the minimum qualifying periods shown have been served, payment shall be made to the employee (or in the event of death to the executor or administrator of the deceasedâ&#x20AC;&#x2122;s estate) of a sum calculated at the rate of one and three tenths weeks salary for each full twelve months service remaining after deduction of service for which long service leave (or salary in lieu) has been taken, and one-twelfth of the annual entitlement for each completed month in respect of a partly completed year of service: Circumstances

Minimum qualifying period

Retirement/Contract non-renewal

4 years

Retrenchment

0 years

Death in service

4 years

Resignation through ill health (certified to be permanent)

4 years

Page 37 of 67 - 188 -

UC Students' Association Certified Agreement 1999-2002 Resignation under other circumstances

7 years

Dismissal

7 years

5.9.11 Calculation of Payment in Lieu of Long Service Leave on Termination of Employment Where the employment of an employee who is entitled to long service leave is terminated, payment in lieu of long service leave shall be calculated on the basis of: (a) salary at the date of resignation, retirement, death, retrenchment or dismissal; (b) higher duties allowance at the rate in force at the date of resignation, retirement, death, or retrenchment provided the employee had, at that date, performed the higher duties for at least twelve months; 5.9.12 Where an employee in accordance with clause 5.9.8 uses all or part of the long service leave entitlements of the employee no notice of intention to use long service leave credits shall be required from the employee and the requirement for a minimum period of long service leave to be taken as per clause 5.9.6 shall not apply. 5.9.13 Rate of salary whilst on long service leave If an employee is granted long service leave and will be returning to duty at the expiration of such leave, he may receive payment in advance of: (a) salary together with any increments which will fall due in the course of the leave; (b) higher duties allowance at the rate in force at the date of commencement of leave, provided the employee has performed the higher duties for at least twelve months at the date of commencement of leave. 5.10 Jury service 5.10.1 An employee who is required to attend a Court for the purpose of jury service shall be entitled to leave on full pay for the duration of such attendance. 5.10.2 Where an employee who is on long service leave or recreation leave is required to attend a Court for the purpose of jury service the employee shall be placed on leave as per sub-clause 5.10.1 and no deduction shall be made from the long service leave or recreation leave credits of the employee for the day or days of attendance for jury service. 5.10.3 Any fees paid to an employee by reason of jury service shall not be deducted from the employee's salary. 5.11 Leave for religious purposes An employee shall be entitled to leave without pay of up to three working days in any calendar year for the purpose of observance of religious occasions provided that satisfactory evidence, such as a statutory declaration, is submitted to the President in support of a claim for such leave. 5.12 Compassionate leave Page 38 of 67 - 189 -

UC Students' Association Certified Agreement 1999-2002 5.12.1 Leave on full pay of up to three working days shall be granted to an employee on account of: • Death or serious illness of a spouse, child, parent, legal guardian, grandparent, brother or sister of the employee. • Death or serious illness of a child, parent, legal guardian, grandparent, brother or sister of the spouse of the employee. • Death or serious illness of a relative who has taken the place of a parent, or of a relative residing with the employee at the time of such illness or death. 5.12.2 For the purpose of sub-clause 5.16.1, leave shall only be granted in the case of a serious illness where the employee furnishes a medical certificate stating the nature and seriousness of the illness. 5.12.3 For the purposes of sub-clause 5.16.1 (a) and (b) a person with whom the employee has an established defacto relationship as per clause 5.20.5 shall be regarded as the spouse of the employee. 5.12.4 Where the period of leave granted as per sub-clause 5.16.1 is inadequate due to special circumstances, such as a delayed funeral or the necessity of the employee undertaking extensive travel, the President may grant further paid leave. 5.12.5 Bereavement leave is in addition to Family leave (Clause 5.21) and Special Leave of up to three days per annum which the President may approve under clause 5.15 of this agreement. 5.13 Part-time leave Where an employee is entitled to paid leave in accordance with this Agreement and the employee is employed on a part-time basis, the employee shall not by reason of being a part-time employee be required to serve a longer period of service to qualify for any leave entitlements or be granted any lesser period of leave but shall be paid pro-rata for any such leave. 5.14 Leave to count as service Without detracting from what may be specified elsewhere in this agreement the following shall count as service in determining the entitlement of an employee to leave and for all other purposes: • Any period of paid leave with long service leave taken on half pay counting as normal service. • Any continuous period of sick leave without pay not exceeding twenty working days. • Any period of sick leave without pay not exceeding in the aggregate twenty working days in any year of service. • Any period of maternity leave as per clause 5.6 not exceeding twenty-six weeks. • Any period of adoption leave not exceeding twenty-six weeks.

Page 39 of 67 - 190 -

UC Students' Association Certified Agreement 1999-2002 • Any other period of unpaid leave, whether continuous or aggregate, not exceeding twenty working days in any year of service. 5.15 Special leave Special leave with pay on compassionate or other appropriate grounds may be granted by the President where supported by a statement of the circumstances, for a period normally not exceeding three working days in each leave year. 5.16 Notification of absence and application for leave (a) Where an employee is absent from duty without prior approval, the employee shall, if practicable, cause the responsible officer of the UCSA to be informed not later than three hours after the commencement of that absence. (b) Application for leave shall normally be made: (i) in the case of recreation leave - not less than three weeks before the commencement of the proposed absence; (ii) in the case of long service leave - not less than three months before commencement of the proposed absence; (iii) in the case of sick leave - not later than one day after the employee’s return to duty or where possible, as early as possible before the leave is taken; (iv) in the case of special leave - as early as possible before the leave is taken or if the leave is taken in an emergency, not later than one day after the employee’s return to duty; and (v) in the case of leave without pay - not less than four weeks before the commencement of the proposed absence except in an emergency when a shorter period of notice may be given. Each case is to be considered on its merits. (c) Where prescribed, application for leave shall be made on an approved form except that in the event of an unforeseeable absence, interim information may be conveyed to the UCSA by another person on behalf of the employee either by telephone, letter or other means. 5.17 Leave without pay The President may grant applications for leave without pay (in the case of certified illness clause 5.4 of this Agreement applies) where these are supported by a statement of the circumstances. 5.18 Study Leave 5.18.1 Subject to written notices being given in advance to the President, the succeeding provisions of this clause apply to a full time employee who is undertaking a course of study that is, in relation to that employee, approved by the UCSA President.

Page 40 of 67 - 191 -

UC Students' Association Certified Agreement 1999-2002 5.18.2 For attendance at approved courses, up to eight hours per week is allowed without loss of pay unless appropriate lectures outside working hours are available, but three hours of this may have to be made up by the employee. 5.18.3 For those privately undertaking approved courses of study appropriate to their duties, tuition fees shall be reimbursed upon successful completion of each stage at rates not less than the current fees charged at recognised technical or other appropriate public educational institutions. The rate of reimbursement of fees for correspondence courses will be determined by the UCSA Executive. 5.18.4 Where an employee is undertaking an approved correspondence course for which leave to attend classes during working hours is not needed but for which there is a requirement to live in at a college or university, up to two weeks paid leave will be allowed in any one calendar year. In addition the employee will be allowed two days pre-examination leave in addition to the time of the examination for one calendar year. 5.18.5 For those employees who have been granted leave to attend classes during the year, pre-examination leave of one half day for each final examination, in addition to the actual time of the examination, will be allowed. 5.18.6 For the purposes of subclauses 5.18.4 and 5.18.5, where there is more than one paper in respect of any examination, each paper will be regarded as a final examination. 5.19 Employees called as witnesses 5.19.1 An employee subpoenaed or called as a witness shall submit an appropriate leave application through the appropriate responsible officer. 5.19.2 An employee required as a witness on behalf of the UCSA, the Commonwealth or a State or an organisation in arbitration proceedings shall not be eligible to receive any witness fee but shall be granted leave with pay for the period of necessary absence. 5.20 Family leave 5.20.1 In addition to Special Leave (Clause 5.15) and Compassionate Leave (Clause 5.12), a staff member with responsibilities in relation to either members of their immediate family or members of their household who need their care and support shall be entitled to use any sick leave for absences to provide care and support for such persons when they are ill. 5.20.2 To be eligible for leave under this clause, the staff member must have responsibility for the care of the family member concerned. The "family member" must be either a member of the staff member's immediate family which includes spouse, de facto spouse, former spouse, same sex partner, children, adult children, parents, grandparents, grandchildren, or siblings of the staff member or the spouse, de facto spouse, and former spouse.

Page 41 of 67 - 192 -

UC Students' Association Certified Agreement 1999-2002 5.20.3 With the approval of the President, these provisions may be extended to staff members who are in dependent relationships other than as defined in sub-clause 5.20.2 above. 5.21 Blood Donors Employees attending for blood donations shall be considered to be on duty. Permission for such attendance will not be unreasonably refused.

6- OTHER MATTERS 6.1 First Aid 6.1.1 A first aid kit of a standard consistent with good OH&S practice shall be conveniently placed in the UCSA Office. 6.1.2 The UCSA will ensure that at least one member of continuing staff holds a current Level 2 First Aid Certificate. Where this is not the case the Association will pay for a staff member to undergo appropriate training. See clause 3.1.1 regarding First Aid Allowance. 6.2 Access to Personnel Files 6.2.1 Staff members or their union representatives where authorised in writing by the staff member concerned are permitted to have access to their personnel file in the presence of the President or their nominee. 6.2.2 Staff members or their union representatives are permitted to make notes or request photocopying (to be provided free of charge) of material appearing on their personnel files. 6.2.3 Correspondence between the Association and its solicitors relating to litigation pending, in progress or completed between the Association and the staff member concerned will not be available to the staff member concerned without the written permission of the President. 6.2.4 Access to a personnel file is limited to: the staff member concerned or their union representative under clause 1 above; that staff memberâ&#x20AC;&#x2122;s supervisor and the President; those staff members of the Association whose duties require them to have access to a particular file. 6.2.5 Staff members may, after reading their file, have placed on it notes or comments or explanations in relation to any document which they have read. The placement is to be supervised by the President. No document may be removed from a personnel file without the written approval of the President. 6.2.6 Reference to staff members in this document also means past members of staff whose personnel records are maintained by the Association. 6.3 Staff Training Fund Without limiting the categories of staff who may apply, ten per cent of the Association's total annual salaries bill for continuing and fixed-term staff (exclusive Page 42 of 67 - 193 -

UC Students' Association Certified Agreement 1999-2002 of on-costs) shall be allocated to a Staff Training Fund. Approval of the use of such funds shall be sought from the President in all instances and shall be used for training courses and professional development. Unused funds from year to year (including interest) shall be maintained in the Staff Training Fund to accumulate for allocation in future years. Accumulated funds cannot be transferred other than for training grants without the express agreement of the parties to this Agreement. The parties recognise that it is in the best interests of the UCSA to ensure that staff skills are kept updated as much as possible. To facilitate this, it is envisaged that the Training Fund will be regularly accessed, and that fairness will be excercised in the approval of expenditure across staff members, taking into account differences in duties and the current and future needs of the UCSA. Approval for expenditure consistent with the aims and objectives of the UCSA will not unreasonably be withheld. 6.4 Intellectual and Moral Property Rights 6.4.1 The goal of this clause is to encourage an environment in which the free exchange of information and ideas between the Association, its members and university community and the community at large, is able to flourish. A secondary goal is to delineate the rights and responsibilities of originators and managers of intellectual property. 6.4.2 Ownership and control of intellectual property (IP) should lie in the hands of its originators, unless ownership rights are varied by agreement. Such agreement will be based upon considerations such as whether intellectual property is produced in the course of employment and whether significant Association resources have been allocated to its development. 6.4.3 The moral rights of an originator are agreed to comprise the right of attribution (the right to be named as author) and the right of integrity (the right to object to any distortion or modification of IP which has a detrimental effect on the originator's honour and reputation). These rights are inalienable, and are separate from economic rights, including ownership. Therefore, they should not be subject to assignment or waiver. 6.5 Privacy of staff The Association, its Committee or Executive, nor any employees, nor the President will disclose to any third party (other than a union party to this Agreement) details of the salaries and conditions of UCSA employees without the permission of the staff members involved, except where inconsistent with an Act, or order consistent with an Act, to the contrary. Specifically contemplated is the prohibition of disclosing salary information which might be used in election campaigns. Nothing in this clause prevents any part of this Agreement being accessible in the public domain. 6.6 Access to facilities

Page 43 of 67 - 194 -

UC Students' Association Certified Agreement 1999-2002 To facilitate the performance of duties after hours, where consistent with the "flexible hours" provisions of this Agreement, eligible staff will be provided with access to facilities required to perform the duties expected of them. Where a staff member is required to have remote computer access, the Association will bear the cost of providing such remote access. 6.7 Minimum staffing levels At all times that the Associations' offices are open to members and the general public, the minimum staffing requirement will normally be two staff members or officers of the Association. 6.8 Work for the Dole The Association will not participate in a "Work for the Dole" Scheme, howsoever called. 6.9 Industrial Relations 6.9.1 The parties acknowledge that structured, collective industrial relations will continue as a fundamental principle of the workplace. The principle recognises the important role that employees' membership of a Union has in maintaining a stable, safe and efficient working environment. An open, structured and accountable approach to Industrial Relations has traditionally been implemented by employees being members of the Union party to this agreement. The parties agree to promote this approach to union membership into the future. 6.9.2 All prospective and current employees will be strongly encouraged to join and maintain financial membership of the Union party to this agreement. An application for Union membership, and information on the Union shall be included with all official paperwork to be given to the job applicants, prospective employees and new starters. An introduction to the Union representative shall form part of the official induction program and adequate time shall be allowed to ensure Union membership can be discussed. 6.9.3 All employees will be encouraged to participate in union meetings and exercise their voting rights. 6.9.4 The UCSA shall allow full access to its employees during normal working hours to accredited Officials of the Union party to this agreement. 6.9.5 The UCSA shall allow workplace union delegates adequate time and facilities, during normal working hours to attend to Union duties. 6.9.6 The UCSA will provide payroll deduction facilities for Union dues payable to the Industrial Organisation party to this agreement. An employee may authorise the employer in writing to deduct from any remuneration payable, subscriptions to an Industrial Organisation which is party to this Agreement. The UCSA will remit such subscriptions to the Industrial Organisation. 6.10 Insurance Page 44 of 67 - 195 -

UC Students' Association Certified Agreement 1999-2002 6.10.1 Workers Compensation The Association shall arrange workers’ compensation insurance cover for all members of staff, and accident make-up pay shall be provided to staff. Make-up pay means a payment of the difference between the amount of workers’ compensation paid to the Association and the staff member’s ordinary rate of pay, excluding overtime. Where a workers’ compensation claim has been accepted by the Association's insurers, the Association shall pay, or cause to be paid, make-up pay during the incapacity of the staff member until such incapacity ceases or until the expiry of a period of 52 weeks from the date of the injury, whichever event shall occur first. If a staff member is in receipt of workers’ compensation payments and returns to work on at least a part-time basis during the 52-week period of accepted incapacity, then that time which is worked is to be added to the 52 weeks. The liability of the Association to pay make-up pay shall arise on the date of the injury or accident, and the termination of the staff member’s employment during the period of any incapacity shall in no way affect the liability of the Association to pay make-up pay as provided in this clause. If there is a delay in acceptance of liability by the workers’ compensation insurer, then make-up pay will be granted retrospectively for the period for which liability has been accepted. 6.10.2 Professional indemnity insurance The UCSA undertakes to provide professional liability insurance to cover staff members carrying out their duties, and to disclose the insurance contract to staff on request. 6.10.3 Travel/work insurance The UCSA shall provide workers’ compensation insurance against accidents to members of staff travelling to and from work, and while travelling or working on official duty, including outside of the ACT.

Page 45 of 67 - 196 -

UC Students' Association Certified Agreement 1999-2002

7– SIGNATURES

(signature) --------------------------------------

(date)--------------------------------------------

(name)-------------------------------------------for the UC STUDENTS’ ASSOCIATION (Witness Sig.) ----------------------------------

(Name) ----------------------------------------

---------------------------------------------------

(date)--------------------------------------------

Barry Howarth, NTEU ACT Division Secretary (Witness Sig.) ----------------------------------

(Name) ----------------------------------------

(signature) --------------------------------------

(date)--------------------------------------------

(name)-------------------------------------------for NTEU National Office (Witness Sig.) ----------------------------------

(Name) ----------------------------------------

Page 46 of 67 - 197 -

UC Students' Association Certified Agreement 1999-2002

Schedule A â&#x20AC;&#x201D; Salaries Classification Level UCSAO1

UCSAO2

UCSAO3

UCSAO4

UCSAO5

UCSAO6

UCSAO7

UCSAO8

UCSAO9

UCSAO10+

salary rates $23,674 $24,200 $24,726 $25,513 $26,173 $26,775 $26,828 $27,881 $28,933 $29,985 $31,102 $31,300 $32,418 $33,535 $33,799 $34,914 $36,032 $37,217 $38,401 $38,663 $39,650 $40,637 $41,621 $42,607 $43,792 $44,976 $46,157 $47,866 $49,708 $51,550 $53,390 $55,756 $57,070 $58,387 $59,964+

Page 47 of 67 - 198 -

UC Students' Association Certified Agreement 1999-2002

Schedule B — Probation Assessment Form Probation Assessment Form (pursuant to Clause 2.9.5) Name of Probationer _______________________________________________ Position title ______________________________________________________ Appointment date _________________________________________________ Date of assessment _________________________________________________ A. INTRODUCTION TO THE JOB The staff member has been given: • an explanation of the requirements of the position • copy of the ‘UCSA Certified Agreement’ • information on routine procedures in the workplace • information on the responsibilities of the other staff Additional comments _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________

B. PERFORMANCE ON THE JOB 1

(a) attendance

❑ ❑

satisfactory less than satisfactory in that

(b) punctuality

❑ ❑

satisfactory less than satisfactory in that

_____________________

______________________

_____________________

______________________

Additional comments ____________________________________________________________________ ____________________________________________________________________ ____________________________________________________________________ ____________________________________________________________________ Page 48 of 67 - 199 -

UC Students' Association Certified Agreement 1999-2002

(a) Commitment to work

❑ ❑

satisfactory less than satisfactory in that

(b) Relationships with coworkers

❑ ❑

satisfactory less than satisfactory in that

_____________________

______________________

_____________________

______________________

(a) Competence/quality of work

❑ ❑

satisfactory less than satisfactory in that

(b) Productivity/rate of work

❑ ❑

satisfactory less than satisfactory in that

_____________________

_______________________

_____________________

_______________________

Additional comments ____________________________________________________________________ ____________________________________________________________________ ____________________________________________________________________ 4 Any additional information or unusual circumstances relevant to the staff member’s work performance or the assessment of it: ____________________________________________________________________ ____________________________________________________________________ ____________________________________________________________________ ____________________________________________________________________ 5 Training needs identified are ____________________________________________________________________ ____________________________________________________________________ Page 49 of 67 - 200 -

UC Students' Association Certified Agreement 1999-2002 ____________________________________________________________________ ____________________________________________________________________ 6 I recommend to the UCSA Executive that

❑ ❑ ❑

employment be confirmed probation be extended for

(length of time)

and reassessed on

(date)

employment be terminated

______________________________________ for the Probation Review Committee (date)____________________

Page 50 of 67 - 201 -

UC Students' Association Certified Agreement 1999-2002

Schedule C — Recreation Leave Enhancement 1. Introduction This policy is designed to assist staff who may wish to take more leave each year. Under this Agreement, a continuing member of staff may attend work, for example, for 44 weeks of a negotiated twelve month period. Within that 12 month period they are entitled to have four weeks of paid leave in addition to the normal five weeks of recreation leave, with a commensurate reduction in salary (a staff member taking an additional four weeks of paid leave would receive 48/52 of their normal salary during the period of approval). Approval of participation by any member of staff is at the sole discretion of the UCSA Executive. 2. Details In this Schedule, the following definitions shall apply: “Adjusted Rate” shall refer to the reduced salary to be paid to an employee for whom approval has been given to participate in the Recreation Leave Enhancement scheme and is derived from the reduced number of working weeks expressed as a fraction of the normal number of weeks on which the notional rate is based (eg 48/52). “Notional Rate” shall refer to the annual salary of the employee on which their contract of employment is based (ie for 52 weeks), prior to any reduction in salary or working weeks due to participation in the Recreation Leave Enhancement scheme. All full time staff members are eligible to apply to the President for Recreation Leave Enhancement and to obtain, for example, 4 weeks of paid leave in addition to the normal 5 weeks recreation leave entitlement. Participation is for a period of approval of one year (normally 1 January to 31 December) and is re-negotiated annually (normally by 30 November of the preceding year). In exceptional circumstances other commencement dates for the one year period will also be considered. When a staff member is granted Recreation Leave Enhancement they will be treated for all purposes as a fractional staff member during the period of approval, and their salary will be paid at the Adjusted Rate for that period. The Adjusted Rate will apply to salary movements such as increments, higher duties, promotions, and increases related to agreements. 3. Leave and Overtime During the period of approval, long service leave, recreation leave and sick leave will continue to accrue at the staff member’s normal full-time daily accrual rate, however any leave accrued during the Recreation Leave Enhancement period will be paid at the Adjusted Rate, irrespective of when it is taken. For convenience, the UCSA may convert leave accrued at the Adjusted Rate to an equivalent value of less days but at the (higher) Nominal Rate at the cessation of any period of approval. Page 51 of 67 - 202 -

UC Students' Association Certified Agreement 1999-2002 Overtime rates will be based on a full time hourly rate derived from the Nominal Rate. All enhanced recreation leave which is arranged under this policy must be taken at a mutually agreed time and during the period of approval. Such leave will be paid at the Adjusted Rate. This policy shall not operate to restrict access to any other leave entitlement of the staff member. Payment will be made at the staff member’s Nominal Rate for the following types of circumstance: • irrespective of when it is taken, recreation leave which was (or will be) accrued at the Nominal rate (ie anticipated leave, or leave credits accrued prior to participation in the Recreation Leave Enhancement scheme); • any sick leave which exceeds the normal annual entitlement; • any overtime; • any long service leave, subject to an adjustment to the number of days accumulated during the approved period under the recreation leave enhancement scheme, being the normal entitlement reduced by the fraction applying to the Nominal Rate to derive the Adjusted Rate. (Long service leave may also be taken at half pay.) The period of approval will be extended by the length of any leave which has been paid at the Nominal Rate. Payment for any other form of leave taken during the period of agreement will be made at the Adjusted Rate. This policy does not affect normal entitlements to public holidays and the recrediting of Sick Leave taken during Recreation Leave. 4. Workers' Compensation Where a staff member who is participating in a Recreation Leave Enhancement period then takes long term Workers’ Compensation leave, payment will revert to the nominal full time rate. 5. Superannuation During the agreed period superannuation contributions by the employer will be based on the Actual Rate. 6. Applications Applications for Recreation Leave Enhancement must be made in writing to the President. Applications must contain the following information: Page 52 of 67 - 203 -

UC Students' Association Certified Agreement 1999-2002 •

the proposed dates of all normal recreation leave to be taken during the year;

•

the proposed dates of the additional paid leave to be taken during the year under this policy; and

•

an indication of the staff member’s preference regarding the level of superannuation contributions during the proposed period.

The UCSA will give serious consideration to all applications, and will make all reasonable efforts to meet the applicant’s needs, consistent with meeting UCSA’s needs as the first priority. When an application has been approved, a copy of the application together with the approval of the President will be sent to the NTEU. 7. Other Recreation Leave Enhancement Options The UCSA will consider expressions of interest in Recreation Leave Enhancement arrangements of greater or less than an additional four weeks’ leave from staff members on a case by case basis. Such expressions of interest should be forwarded to the President. A staff member cannot be coerced or forced to take additional leave, nor punished for not taking additional leave. 8. Opting Out Once approval for a period of Recreation Leave Enhancement has been given (normally for 12 months), the staff member is obliged to take all leave under this policy at the mutually agreed time. If subsequent changed circumstances render the arrangement unworkable for the staff member, the UCSA will consider an application to revert to the leave arrangements that applied before the Recreation Leave Enhancement period commenced, and the UCSA will not unreasonably withhold approval. It shall be a condition of any such approval that pro rata adjustments be made to leave balances, superannuation and salary, using the salary rate from which the original salary reduction was derived, ie the Nominal Rate. 9. Termination of employment If a staff member’s employment with the UCSA is terminated for any reason, pro rata adjustments will be made to leave balances and salary using the salary rate from which the original salary reduction was derived, ie the Nominal Rate. 10. Flextime This policy has no effect on the marking of any flextime attendance record, provided the Recreation Leave Enhancement period finishes with a flextime credit of zero. Any overtime must be paid at an hourly rate based on the Nominal Rate. If currently using flextime, the staff member should continue to calculate flex credits and debits against normal full time hours. Page 53 of 67 - 204 -

UC Students' Association Certified Agreement 1999-2002 11. Part-Year Appointments Staff cannot be employed on a part year appointment basis, or on a contract of employment which includes a compulsory stand-down or leave without pay provision, without the express agreement of the NTEU. 12. Recommendation to staff The UCSA recommends that any staff member considering Recreation Leave Enhancement seek independent financial advice before applying. 13. Appeal A staff member who claims to have been disadvantaged by a decision under this policy may refer the matter to the Staff Grievance Procedures of this Agreement at Clause 2.6.

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UC Students' Association Certified Agreement 1999-2002

Schedule D — Outside Employment Policy 1. Preamble Staff employed on a full time or part time basis are required to fulfil their contractual obligations to the Association in terms of their availability for work required by the Association. The Association does not wish to interfere in arrangements made by staff who engage in outside employment provided that such employment: •

does not represent a conflict of interest with the staff member's duties, role or obligations to the Association;

•

does not bring the Association into disrepute; and

•

does not adversely affect the staff member's efficiency or availability to perform duties required by the Association.

Outside employment is defined as any paid work undertaken by staff members in a private capacity beyond their duties with the Association under their contracts of employment. 2. Outside employment requiring approval Members of staff must seek approval before undertaking the following categories of outside employment: •

consultancies on behalf of the Association or arising from the official responsibilities of the staff member;

•

professional practice similar to the official responsibilities of the staff member, where this is not a requirement of the Association (permission will not be given for the establishment of private practice using the Association's name, address or facilities unless expressly agreed by the Association’s Committee, following an assessment of the direct and tangible benefits to the Association);

•

consumer selling on campus (where approval is given for consumer selling on campus, such activity must only be undertaken during lunch breaks and must not disturb or interrupt staff undertaking normal work responsibilities nor use Association resources for related activities such as promotion, advertising, storage, sales transactions or deliveries);

•

other outside employment where a variation to an existing contract of employment with the Association would be required, such as temporary or permanent transfer to part-time employment.

3. Outside employment which will not be approved Approval will not be given for work activities contrary to the interests of the Association. Other provisions of this policy notwithstanding, a staff member will not be given approval to engage in outside employment which the Association’s Committee believes to be contrary to the interests of the Association.

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UC Students' Association Certified Agreement 1999-2002 The provision under Clause 3 applies in all circumstances, including when a staff member is on any form of paid or unpaid approved leave. 4. Outside employment not requiring approval Provided that the conditions set out in Clause 1 of this policy are fulfilled, formal approval will not be required for staff members undertaking the following activities: •

paid work activities that have no connection with the Association, are undertaken in a private capacity and are outside normal work commitments for the Association; or

•

community service and/or honorary work.

Nevertheless, staff engaged in such activities are required to advise the President of their outside commitments to ensure that potential future conflicts are avoided. 5. Procedure for seeking approval A staff member seeking approval to undertake outside employment under Clause 2 of this policy must prepare a written proposal and forward it to the President. The proposal should outline the nature and duration of the work to be undertaken. The staff member must satisfy the President that the following obligations will be met: •

the hours of outside employment do not conflict with the staff member's normal duties at the Association;

•

the outside employment does not represent a conflict of interest between the Association and the outside employer in terms of the staff member's duties, role, or obligations to the Association;

•

the outside employment will not have an adverse effect on the efficiency or availability of the staff member;

•

the outside employment is not of a nature to bring the Association into disrepute; and

•

the staff member will in all cases give the Association first priority where there is a conflict between the working time required by the outside employment and the requirements of the Association.

At all times throughout the approval process, the President will protect the confidentiality of proposals submitted. Where the President considers the proposal for outside employment to be in conflict with the obligations set out in this policy, the President will advise the staff member accordingly. Where the President is satisfied that there is no conflict with the obligations set out in this policy, the President will formally notify the staff member directly, and advise the staff member’s supervisor for noting and placement on the staff member's file. 6. Breach of approval requirements

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UC Students' Association Certified Agreement 1999-2002 The intention of this policy is to ensure that both the Association and staff are fully informed of mutual obligations under the contract of employment. Where a staff member fails to seek approval to undertake outside employment as set out in Clause 2, or undertake outside employment which will not be granted approval, or undertakes outside employment which breaches the obligations set out in Clause 1, the Association may commence disciplinary proceedings. 7. Appeal Decisions made under this policy are subject to review under the Staff Grievance Procedure detailed in the UC Studentsâ&#x20AC;&#x2122; Association Certified Agreement at clause 2.6.

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UC Students' Association Certified Agreement 1999-2002

Schedule E â&#x20AC;&#x201D; UCSA Flextime Policy 1. Preamble The Studentsâ&#x20AC;&#x2122; Association is committed to providing conditions of employment that enhance the quality of work life. In keeping with this commitment, the Association has implemented a system of flexible working hours for staff known as Flextime. The Flextime system is subject to the observation of a number of basic principles that safeguard efficiency and services provided by the staff. Feasibility of flexible working hours is based on ongoing cooperation and trust among staff, supervisors and management. 2. Coverage and Principles of Flextime The Association requires the recording of attendance at work for all staff members whose classification is below UC Level 8. Although circumstances may exist where attendance at fixed times or for fixed hours may be essential, it is intended that Flextime be made as widely available as possible. Staff may retain the option to continue working to the Standard Day. There may also be cases where the supervisor determines that only limited flexibility can be provided, the Standard Day may need to be worked, or shift work is a requirement. The system offers freedom to staff and supervisors jointly to arrange, on a daily basis or as a continuing pattern, the hours of duty best suited to the needs of the Association and the wishes of the staff member. Staff levels must be adequate at all times to ensure quality client service, effective communication and the proper discharge of day-to-day functions and responsibilities. Decisions on commencing and ceasing times and absences can only be made after consultation with supervisors. Supervisors need to balance the wishes of individual staff members against the work demands in their areas, while staff members need to plan their working times to maintain effective service and cater for work fluctuations. Because of varying staffing requirements across the course of each year it is not practicable to specify operating rules under Flextime any further than those outlined. It is considered appropriate to leave these matters to the discretion of supervisors. 3. Normal Hours All staff share a common classification structure and a common 35 hour week. Normal hours for the purposes of the Flextime system are: Normal Day

7 Hours (plus lunch break)

Normal Week

35 Hours

Normal Fortnight

70 Hours

4. The Flextime Periods Page 58 of 67 - 209 -

UC Students' Association Certified Agreement 1999-2002 The following table summarises choices for Bandwidth, Flex Time and Core Time currently in practice within the Association. (These terms are all defined under `Definitions and Rules'.) Bandwidth

8.00 am - 9.00 pm

AM Flex Time

8.00 am - 10.00 am

AM Core Time

10.00 am - 12.00 noon

Lunch Flex Time

12.00 noon - 2.00 pm (less lunch break)

PM Core Time

2.00 pm - 3.00 pm

PM Flex Time

3.00 pm - 9.00 pm

Work outside bandwidth hours is always overtime. It may only be performed with the approval of the delegated officer. 5. Definitions and Rules 5.1 Absence: Staff members who for any reason will not be attending for duty on any working day and who have not received prior approval, must notify their supervisor by 10.00 am on that day, where practical. 5.2 obsolete 5.3 Bandwidth: This is the period during which duty will normally be performed. It consists of core time plus flex time. 5.4 Carry Over: This is the amount of flex debit or flex credit that may be carried over into the next settlement period. Up to 90 hours may be carried over into the next settlement period as a flex debit or flex credit. (see Maximum Allowed below). 5.5 Core Time: These are the periods during the day when all staff members are required to be present at work, unless absence has been approved by the supervisor. 5.6 Delegated Officer: This is a person who carries the delegation for the approval of transactions under this policy, e.g. overtime. 5.7 Flex Credit: A Flex Credit is an allowable amount above normal hours that you may accumulate, e.g. a staff member who has worked 75 hours during a fortnight has a Flex Credit of 5 hours for that fortnight. Flex Credits may be shown as "CR" or "(+)". Flex credits shall not be permitted to accumulate beyond 90 hours. 5.8 Flex Debit: A Flex Debit is an allowable amount below normal hours that you may accumulate, e.g. a staff member who has worked 67 hours during a fortnight has a Flex Debit of 3 hours for that fortnight. Flex Debits may be shown as "DR" or "()". Flex debits greater than 35 hours must be cleared at the end of the settlement period by either an application for recreation leave or an application for leave without pay.

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UC Students' Association Certified Agreement 1999-2002 5.9 Flex Time: These are the periods during which a staff member, by mutual agreement with the supervisor, is free to be in attendance at work or absent from duty. 5.10 Leave: A staff member intending to take leave (e.g. recreation leave) must submit a normal leave application. The period of leave taken will be credited as time worked in the Attendance Record. For a full day's absence on leave, 7 hours will be credited. 5.11 Lunch Break: Lunch may be taken at any time between 12 noon and 2.00 pm and a minimum of 30 minutes must be taken. 5.12 Maximum Allowed Flex Credit or Flex Debit: No more than 90 hours flex credit or 35 hours flex debit may be built up within a settlement period including any carry over from a previous settlement period. 5.13 Normal Hours: These are defined as 7 hours in any day, worked within the bandwidth. 5.14 Public and University Holidays: Where a public holiday or office closedown occurs, a 7 hour day is deemed to apply, and may in the event of a half-day holiday, be divided into two parts. 5.15 Settlement Period: The settlement period for the scheme is three months: •

1 January to 31 March

•

1 April to 30 June

•

1 July to 30 September

•

1 October to 31 December

It is the period over which calculations are performed in order to compare hours worked under flexible working hours with normal hours for the same period and to calculate flex credits/debits as defined. 5.16 Sick Leave During Flextime Day Off: Should a staff member fall ill during a flextime day off, the staff member may elect either to apply for sick leave by submitting a normal leave application or take the day off as flextime. If a staff member takes a full day as approved sick leave, the Attendance Record is credited with 7 hours. 5.17 Standard Day: a 7 hour working day (plus meal break) worked within the daily span of hours, ie 8:00am to 7:30pm. 5.18 Time Off: Time off using Flextime may be taken only by prior arrangement and with the approval of the supervisor. 5.19 Work Breaks: The maximum period of work permitted without a break is five hours. The minimum break permitted between work periods is half an hour. 6. Overtime 6.1 Work outside bandwidth hours is always overtime. It may only be performed with the approval of the delegated officer. Page 60 of 67 - 211 -

UC Students' Association Certified Agreement 1999-2002 6.2 Work exceeding normal hours within bandwidth hours: â&#x20AC;˘

If work has been specifically directed by the delegated officer this work must be recorded as overtime certified by the supervisor, and not regarded as Flextime.

â&#x20AC;˘

If work is undertaken voluntarily, it is entered as Flextime and recorded in the normal manner.

7. Attendance Record 7.1 The Association requires the recording of attendance at work for all staff members whose classification is below UC Level 8. 7.2 The Staff Member's Responsibility 7.2.1 It is necessary for staff to record actual times of commencement of work and not the times of arrival. The times of ceasing duty for lunch, recommencement after lunch and ceasing duty for the day together with details of absences for short periods during the day and approved leave must be recorded. Staff are entrusted to record attendance times accurately and truthfully. 7.2.2 Recording Hours: The time sheet must be filled out daily and all appropriate columns completed, so that an accurate and up to date record of attendance is available at all times. 7.3 The Supervisor's Responsibility 7.3.1 The supervisor is responsible for ensuring that staff fill in time sheets daily. The supervisor should sign the time sheet each fortnight if satisfied the details shown are correct. 7.3.2 As well as ensuring their areaâ&#x20AC;&#x2122;s obligations are met in full, supervisors should encourage their staff to use Flextime in a responsible manner. Supervisors who consider that a staff members' attendance patterns are unsatisfactory should immediately counsel the staff member concerned.

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UC Students' Association Certified Agreement 1999-2002

Schedule F â&#x20AC;&#x201D; Student Union Employees Core Conditions Award 1997

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