The University of Queensland is committed to creating a work environment that values and respects work-life balance for its staff. UQ offers a number of flexible work options to help staff balance their responsibilities at work and at home. UQ also provides a number of services and facilities on campus to help staff manage their family and work responsibilities.

This includes:


Image of the UQ Lakes on St Lucia campus

Work and Family section

Breastfeeding Network

Breastfeeding Network

Are you a breastfeeding mother? Would you like to learn more about the services and support available to you on campus? Would you like to meet and connect with other breastfeeding mothers on campus?

Then the UQ Breastfeeding Network is for you!

The purpose of the UQ Breastfeeding Network is to provide a support network for parents on campus who are breastfeeding, and is open to staff and students. The UQ Breastfeeding Network aims to provide an opportunity for women who are breastfeeding, who have breastfed or have an interest in breastfeeding, to meet other women in the same position. The program aims to provide a network that will support to each other, provide advice and information about breastfeeding and provide feedback on the quality of the services and facilities available for parents who breastfeed on campus. 

Deatils for the next meeting will can be found on the events page.

Please contact Workplace Diversity and Inclusion if you would like more information or have any ideas about this network you would like to share.

Childcare Facilities

Childcare Facilities

There are five childcare centres operating on or in the vicinity of UQ campuses. These are independent organisations and are outlined below:

Subject to the Australian Government Priority of Access Guidelines, UQ staff and students are given preference on wait lists and openings at these childcare centres. For more information and to discuss the application process, please contact the childcare centres directly.

Childcare centres in your area can also be found through the MyChild website: http://ifp.mychild.gov.au/mvc/Search/Advanced.

Image of a child at the Munro childcare centre opening

Flexible Work Arrangements

Flexible Work Arrangements

What are flexible work arrangements?

Flexible work arrangements allow a staff member to vary their work arrangements to provide greater flexibility to balance their personal and professional lives. Flexible working provides great benefit to the organisation and it's staff. When flexible work arrangements are valued and implemented appropriately, they will lead to:

  • Increased productivity of staff;
  • Improved recruitment and retention of staff;
  • Equal opportunities and dismantling potential barriers to the workplace;
  • Improved staff well-being;
  • Improved ability to serve clients and stakeholders;
  • Improved team work;
  • Increased job satisfaction;
  • Improved output and effectiveness in role;
  • Meeting legislative requirements.

When considering a staff members request for flexible work arrangements, think about the potential benefits this arrangement can bring to the staff member and the organisation and ask yourself - if not, why not?

The University of Queensland provides a number of different options to cater for the individual needs of staff members. Staff can discuss with their supervisor the flexible working arrangements available, and make a request as per the Flexible Working Arrangements policy and associated Procedures. Flexibility makes it easier for staff to accept and meet personal, family or carer obligations while maintaining career progress and workplace satisfaction.

Types of Flexible Work Arrangements at UQ

The University provides a number of different flexible work arrangements for staff to enable staff to meet their individual needs. Staff wishing to work in a flexible working arrangement should discuss this with their supervisor and their local HR staff. Workplace Diversity and Inclusion can also provide information on the benefits and importance of flexible work arrangements to supervisors.

The Flexible Working Arrangement Policy, and associated procedures outlines the different flexible working arrangements available to UQ staff. These include:

When staff are considering whether the purchased leave or the annualised salary program is better suited to their needs, it is important that staff consider the impact the annualised salary program has on their service fraction, which may effect their superannuation.

Staff members with family and carer responsibilities are eligible for a number of different types of leave. The different types of leave available to UQ staff members are outlined below.

Requesting Flexible Work Arrangements

The National Employment Standards (NES) in the Fair Work Act 2009 form the legal framework which provides for the rights of employees to request flexible work arrangements.

Staff can apply for flexible work arrangements in circumstances where they:

  • Are the parent, or have responsibility for the care, of a child who is of school age or younger.
  • Are a carer (within the meaning of the Carer Recognition Act 2010).
  • Have a disability.
  • Are 55 years or older.
  • Are experiencing violence from a member of their family.
  • Provide care or support to a member of their immediate family or household, who requires care or support because they are experiencing violence from their family.

Where a request is submitted under these provisions, the University is required to provide a written response within 21 days of receipt of the request. Requests for flexible working arrangements can only be refused on ‘reasonable business grounds’. 

A staff member must have completed at least 12 months of continuous work before being able to apply for flexible working arrangements. This includes casual staff who have been regularly and systematically employed for the previous 12 months and who are likely to continue working regularly with the same employer.

For more information about this please see the Fair Work website here

If you have any questions about these options, or would like to discuss any of this, please contact your local Human Resources Consultant or Workplace Diversity and Inclusion.

Holiday Programs for Children

Holiday Programs for Children

UQ Sport Kids Club offers a school holiday program for children. UQ Sport Kids Club runs during public school holidays (summer, autumn, winter and spring) and involves a variety of activities designed to encourage active minds and healthy bodies.

UQ Sport Kids Club is a multi-activity program combining sport and game-based play with a range of interactive lifestyle and educational sessions to keep children informed and entertained.

The program is designed for children aged 5-14 years of age.

For more information please see to the UQ Sport Kids Club page here: http://www.uqsport.com.au/content/uq-sport-kids-club

Parking

Parking

For more information about the special needs parking permits, for your campus please see:

You will need to scroll to the 'special needs parking permits' section and choose the option applicable for you.

The University of Queensland provides special needs parking permits for:

  • Female staff during pregnancy.
  • Carers of breast-feeding babies.
  • Carers with young children (parents with prams bays).
  • Persons with disability.
  • Temporary mobility impairment.

Image of the Forgan Smith Building on the St Lucia campus of UQ.

Parenting Rooms and Baby Change Table Facilities on Campus

Parenting Rooms and Baby Change Table Facilities on Campus

Parenting Rooms on Campus

These rooms are to be used by breastfeeding parents on campus only. They should not be used for any other purposes, such as studying or lunch.

The rooms are designed to be of a high standard in line with the guidelines set with the Australian Breastfeeding Association. The rooms have in-use signage and the ability to be locked. The details of the facilities and location of these parenting rooms across all locations are detailed below*.

If you have any issues with security, access or the facilities please report them to P&F Assist 336 52222.

St Lucia

Building

Room

Facilities

Michie Building #9

207

Fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

Sir Llew Edwards Building #14

120

Fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

Learning Innovation Building #17

104

Fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

Sir James Foots Building #47A

350A

Fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

Advanced Engineering Building #49

606

Comfortable chair and table, power point, sink with hot and cold water, change table.

J.D. Story Building #61

103

Fridge, comfortable chair and table, power point, sink with hot and cold water.

Australian Institute for Bioengineering and Nanotechnology #75

134

Door is locked, please collect key from reception. Room includes; fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

Queensland Brain Institute #79

722A

Fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

Queensland Bioscience Precinct #80

2255

Fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

Biological Sciences Building #94

109

Fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

PACE

Building

Room

Facilities

PACE #870

4106

Fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

Herston

Building

Room

Facilities

Oral Health #883

3343

Comfortable chair and table, power point, sink with hot and cold water.

Oral Health #883

4513

Power point and sink with hot and cold water.

University of Queensland Centre for Clinical Research #918

335

Fridge, comfortable chair and table, power point, sink with hot and cold water, change table.

Princess Alexander Hospital

Building

Room

Facilities

Translational Research Institute #922

2025

P&F does not have access to this room.

Gatton

Building

Room

Facilities

Management Studies #8117

115

Comfortable chair and table, power point, sink with hot and cold water, change table.

*These details are correct as of an audit conducted in August 2015. Please contact Workplace Diversity and Inclusion if you notice any errors in this information.

Baby Change Tables on Campus

A number of bathrooms have baby change table facilities across all University locations*. Please find a full list below.

You can also refer to the UQ Nav mobile phone application.

St Lucia

Building

Room

Duhig Tower #2

D109

James and Mary Emelia Mayne Centre #11

105

Union Building #21A

321

Union Building #21A

419

Red Room #21C

255

Schonell Theatre #22

310

Abel Smith Lecture Theatre #23

104

Social Sciences Building #24

S433

Human Movement Studies Building #26B

207

Human Movement Studies Building #26B

310

Human Movement Studies Building #26B

413

Human Movement Studies Building #26B

512

UQ Centre #27A

216

UQ Centre #27A

241

UQ Centre #27A

248

UQ Centre #27A

249

UQ Centre #27A

312

General Purpose North 3 #39A

318

General Purpose North 3 #39A

412

General Purpose North 3 #39A

518

J.D. Story Building #61

126

Physiology Lecture Theatres #63

223

General Purpose South #78

501

Seddon North Block #82C

310

Therapies Annex #84A

613

Munro Childcare Centre #39C

205

Chemistry Building #68

Level 3

Herston

Building

Room

Oral Health Centre #883

2344

Oral Health Centre #883

3345

Oral Health Centre #883

4202

Oral Health Centre #883

4512

Oral Health Centre #883

5344

Oral Health Centre #883

5445

Oral Health Centre #883

6344

Gatton

Building

Room

J.K. Murray Library #8102

119A

J.K. Murray Library #8102

203A

Animal Industries Library #8103

120

Natural and Rural Systems Management Building #8117A

121

Natural and Rural Systems Management Building #8117A

219

Natural and Rural Systems Management Building #8117A

320

Dining Hall #8215

116

Nyamul Preschool #8155

105

 

*These details are correct as of an audit conducted in August 2015. Please contact Workplace Diversity and Inclusion if you notice any errors in this information.

Preparing for parental leave

Preparing for parental leave

The University values its staff and recognises the importance of appropriately supporting staff to prepare for a period of parental and adoption leave. The University provides leave, flexible work arrangements, support services and networks to assist staff in preparing for a period of parental and adoption leave. These are outlined below.

Parental and adoption leave

The University provides generous parental and adoption leave for staff. Information about the parental and adoption leave you may be able to access can be found in the Parental and Adoption Leave procedure.

Pre-natal leave

In accordance with the Parental and Adoption leave procedure, staff may be able to access leave to attend appointment/s directly related to their pregnancy. A staff member whose partner is pregnant may also be able to access carers leave to attend appointment, in accordance with the relevant policy and procedures

Parking permits for pregnant staff

At St Lucia and Herston, staff who are pregnant and have a current annual Staff Undercover parking permit, may – at no additional cost – upgrade their permit to a special needs permit that allows more flexibility in their parking options from the time they are 16 weeks pregnant until they depart on parental leave six weeks prior to the birth of their child. This allows pregnant staff flexibility to park closer to their work location where available. Please refer to Property and Facilities for more information.

Transfer to a safe job during pregnancy

In accordance with the parental and adoption leave procedure, a staff member may need to tranfer to a safe job during their pregnancy. In the event a registered medical practitioner advises a pregnant staff member that there may be illness or risks arising out of the pregnancy, or hazards connected with the work assigned to the staff member, where practicable, the staff member will be transferred to a safe job at their normal salary rate.

Breastfeeding network

The UQ Breastfeeding Network aims to provide an opportunity for women who are breastfeeding or expressing, who have breastfed or have an interest in breastfeeding, to meet other women in the same position. The program aims to provide a network that will support each other, provide advice and information about breastfeeding and provide feedback to Workplace Diversity and Inclusion. 

Flexible work arrangements

The University provides a number of different flexible working arrangements to cater for the individual needs of staff members. These options can be discussed, and where appropriate current working arrangements may be adjusted, to suit all parties. Flexibility makes it easier for staff to accept and meet personal, family or carer obligations while maintaining career progression and workplace satisfaction.

Flexible work arrangements refer to changes in hours of work (e.g. reduction in hours worked, changes to start/finish times), changes in patterns of work (e.g. working 'split-shifts' or job sharing arrangements) and changes in location of work (e.g. working from home or another location).

For more information about the flexible work arrangements available at UQ, and how to apply, please see the Flexible working arrangements policy.

Planning for return to work

The University values its staff and recognises the importance of appropriately supporting staff return to work from a period of parental and adoption leave. The University provides a number of support services, flexible work arrangements, leave and networks to support staff to return to work from a period of parental leave. The University also recognises the important role that supervisors have in appropriately supporting their staff prepare for, and return from, a period of parental leave. To support supervisors support staff the Workplace Diversity and Inclusion Unit have developed some best practice Return to Work Informaiton Guides, which provide information on the policies, programs and support available to staff to assist their return to work, following a period of parental and adoption leave, to be as smooth, stress-free and supported as possible, and to foster career development as is appropriate. 

For more informaiton, and to access these best practice informaiton guides for staff and supervisors, please see the Return to Work page.

Contact

For more information, you may talk to your supervisor, local HR staff and/or Workplace Diversity and Inclusion.

Image of the UQ Great Court at St Lucia

Queensland Carers Charter

Queensland Carers Charter

The University of Queensland strongly supports the Queensland Carers Charter, and seeks to improve awareness of it among university staff.

The Carers (Recognition) Act 2008 recognises carers and the important contribution that they make for the people that they care for. The Queensland Carers Charter outlines 13 principles which help carers to be heard by government and their issues to be better understood in the community.

These principles are:

  1. The State recognises the effort and dedication of carers in our community and that carers provide a vital service.
  2. Carers deserve the respect of our community and should be supported within their community by all levels of government, institutions and organisations.
  3. The views and needs of carers must be taken into account together with the views, needs and best interests of the people they care for when making policy decisions.
  4. The importance of carers’ work means the role of carers should be recognised by including carers, or their representative bodies, in the assessment, planning, delivery and review of services affecting carers.
  5. Complaints made by carers in relation to services that impact on them must be given careful consideration.
  6. Carers should be recognised- 
     (a) for their unique knowledge and experience; and
     (b) as individuals with their own needs.
  7. The relationship between a carer and the person they care for should be respected and honoured.
  8. Children and young people who are carers should be specifically supported by all of our community.
  9. The caring responsibilities of children and young people should be minimised.
  10. Grandparents who are carers for their grandchildren, after having raised their own children, should be supported in their important and challenging role.
  11. Grandparents who are carers for their grandchildren need easy access to information that is clear and relevant to their role as a carer.
  12. Carers need access to a wide range of responsive and affordable services to support them and their decision making in their role as a carer.
  13. Remote and rurally based carers face additional difficulties caused by isolation.

 

Returning to Work

Returning to Work

The University values its staff and recognises the importance of appropriately supporting staff return to work from a period of parental and adoption leave. The University provides a number of support services, flexible work arrangements, leave and networks to support staff to return to work from a period of parental leave. The University also recognises the important role that supervisors have in appropriately supporting their staff prepare for, and return from, a period of parental leave. To support supervisors support staff Workplace Diversity and Inclusion have developed some best practice Return to Work Information Guides, which provide information on the policies, programs and support available to staff to assist their return to work, following a period of parental and adoption leave, to be as smooth, stress-free and supported as possible, and to foster career development as is appropriate. 

Return to Work Information Guide for Staff

To assist staff prepare for returning to work from a period of parental or adoption leave, we have developed a best practice information guide with information about the different support services, programs, policies and networks available at the University.  It is recommended that staff familiarise themselves with this Guide in their preparation for taking parental leave.

Return to Work Information Guide for Supervisors

We have also developed a best practice guide to assist supervisors to appropirately support staff who are preparing to return to work following a period of parental leave. It is highly recommended that supervisors familiarise themselves with this Guide to assist them to appropriately support their staff prepare for, and return from, a period of parental leave.  

 

Image of the Great Court on the St Lucia campus

Best Practice Procedure For Establishing A Return To Work Plan

The University of Queensland follows best practice for supporting staff who are returning to work from a period of parental and adoption leave. The University of Queensland's best practice return to work plan and procedure for staff members re-entering the workplace after a period of parental leave includes:

  • A meeting between the staff member and supervisor about the parental leave and plan for returning to work, prior to staff member going on parental leave. This meeting should include a discussion about:
    • Duration of the parental leave in accordance to the relevant policy.
    • Other leave entitlements they may wish to take.
    • Interim arrangements for their position (e.g. handing over work to others or recruitment of a replacement staff member for the period of the leave).
    • Commencing discussions about a return to work plan.
    • Clarification about whether the staff member wishes to keep in touch while on leave and how they would like this to happen.
    • Keeping in touch with staff while on parental leave. This enables the supervisor and the staff member on leave to keep in touch while the staff member is on leave. This helps the staff member to feel included and updated about their work area. It also allows the supervisor to maintain contact with the staff member, provide support where necessary and start to discuss return to work plans with the staff member when they are ready. The frequency of this is to be determined by the staff member on leave.
  • Provide Flexible Work Arrangements for staff members, where requested and possible for the position in accordance to the relevant policy, as they transition from parental leave back into the workplace.
  • Clear Policies and Procedures that help guide this process for both the staff member and the supervisor.
  • Provide support services to help the staff member transition back into the workplace after a period of parental leave. This includes the UQ Breastfeeding Network and the Employee Assist program.
  • Provide facilities, such as parenting rooms and childcare facilities, to help support staff members transition back into the workplace becoming a parent.

Resources

There are also some useful resources available to help make this transition as smooth and positive as possible for all involved. This includes:

Contact

For further information, or if you have any questions, please contact your local Human Resources staff or Workplace Diversity and Inclusion.

 

Triple P Program

Triple P Program

The Triple P – Positive Parenting Program® is a parenting and family support system designed to prevent – as well as treat – behavioural and emotional problems in children and teenagers. It aims to prevent problems in the family, school and community before they arise and to create family environments that encourage children to realise their potential. It aims to equip parents with the skills and confidence they need to be self-sufficient and to be able to manage family issues.

For more information about this program, please see the Organisational Development page here.

Image of a parent and child holding hands.