Common use of Professional Development Leave Clause in Contracts

Professional Development Leave. Employees may apply for and the Employer shall grant professional development leave (“PDL”) subject to the following terms and conditions: (a) Such leaves will be for not less than one (1) full academic term [in exceptional cases, consideration may be given to a period shorter than one (1) full academic term] and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave); (b) Only employees in continuing full-time employment who have completed their probationary period may apply for PDL. Employees who have received a PDL of twelve (12) months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion of the first PDL; (c) Applications for PDL will be submitted in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstances, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of the nature, purpose, and perceived benefits to the University and the employee of such PDL; (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement). (e) Where, following assessment of the factors referred to in the above paragraphs, there are candidates for such leave who would otherwise have applications of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves may be granted. i) other professional development activities that the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferred. (g) During a PDL, an employee shall be entitled to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten (10) years 85% ten (10) years and over 100% Where the PDL is for a short term compressed course of approximately one (1) month’s duration, and the eligible employee is otherwise not entitled to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part of the PDL, shall not, unless there are exceptional circumstances, exceed the employee’s normal regular salary during the period of such leave (the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributions. (h) Upon completion of the PDL, the employee is required: i) to return and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determine. (i) All applicants for PDL will be notified in writing by the appropriate official of the University as to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denial. (j) The University may propose a particular PDL for an employee; however, the employee shall not be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment at the University and not on leave. In addition, the University shall pay the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receipts. (k) In the event that, solely for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that year. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelve

Professional Development Leave. Employees may apply ‌ (1) The Employer recognises its obligations to provide high quality training and will ensure appropriate mechanisms operate to monitor practitioners’ satisfaction with the quality of training and address legitimate concerns. (2) Upon application, practitioners shall be entitled to take 4 days leave with pay in order to attend examinations within Australia or New Zealand, or elsewhere if appropriate, for and higher qualifications which have been approved by the Employer Employer. (3) Upon application a practitioner shall grant be entitled to take 2 weeks paid study / professional development leave each calendar year. Such leave shall be inclusive of any leave taken under subclause (“PDL”2) subject to the following terms above and conditionsmay be used: (a) Such leaves will to attend work / study related courses or conferences or related to obtaining or maintaining higher medical qualifications. In the case of Interns, such activities need to be for not less than one (1) full academic term [in exceptional cases, consideration compatible with their intern training / supervision requirements. The course or conference may be given approved by the Director of Medical Services on the advice of the Director of Post Graduate Studies in relation to a period shorter than one (1) full academic term] its educational value; and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave);/ or (b) Only employees to prepare for examinations being sat within six months of the leave being taken or to study for modules towards higher medical qualifications. (4) In exceptional circumstances, after the Employer has used its best endeavours to grant such leave, an application may be declined due to operational requirements. If this occurs the leave shall accrue. (5) Applications for leave under this subclause shall, in continuing full-time employment who have completed the absence of any agreement to the contrary, be made to the Employer at least two months prior to the commencement of the leave. The Employer shall notify the practitioner whether the application has been approved in writing within 2 weeks of receiving the application. (6) Leave accrued under this clause can not be converted into a cash entitlement other than where the Employer has refused an application which meets the requirements for leave being granted under this clause and the practitioner is unreasonably denied the opportunity of taking the leave prior to concluding their probationary period employment. (7) Special leave with or without pay for additional study leave, conferences or other purposes, including interstate or overseas professional development, may apply be granted to junior practitioners for PDL. Employees who have received a PDL periods of up to twelve (12) months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion at the discretion of the first PDL; (c) Applications for PDL will be submitted in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstances, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of the nature, purpose, and perceived benefits to the University and the employee of such PDL; (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement)Employer. (e) Where, following assessment of the factors referred to in the above paragraphs, there are candidates for such leave who would otherwise have applications of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves may be granted. i) other professional development activities that the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferred. (g) During a PDL, an employee shall be entitled to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten (10) years 85% ten (10) years and over 100% Where the PDL is for a short term compressed course of approximately one (1) month’s duration, and the eligible employee is otherwise not entitled to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part of the PDL, shall not, unless there are exceptional circumstances, exceed the employee’s normal regular salary during the period of such leave (the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributions. (h) Upon completion of the PDL, the employee is required: i) to return and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determine. (i) All applicants for PDL will be notified in writing by the appropriate official of the University as to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denial. (j) The University may propose a particular PDL for an employee; however, the employee shall not be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment at the University and not on leave. In addition, the University shall pay the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receipts. (k) In the event that, solely for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that year. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelve

Professional Development Leave. Employees may apply (1) The Employer recognises its obligations to provide high quality training and will ensure appropriate mechanisms operate to monitor practitioners’ satisfaction with the quality of training and address legitimate concerns. (2) Upon application, practitioners shall be entitled to take 4 days leave with pay in order to attend examinations within Australia or New Zealand, or elsewhere if appropriate, for and higher qualifications which have been approved by the Employer Employer. (3) Upon application a practitioner shall grant be entitled to take 2 weeks paid study / professional development leave each calendar year. Such leave shall be inclusive of any leave taken under subclause (“PDL”2) subject to the following terms above and conditionsmay be used: (a) Such leaves will to attend work / study related courses or conferences or related to obtaining or maintaining higher medical qualifications. In the case of Interns, such activities need to be for not less than one (1) full academic term [in exceptional cases, consideration compatible with their intern training / supervision requirements. The course or conference may be given approved by the Director of Medical Services on the advice of the Director of Post Graduate Studies in relation to a period shorter than one (1) full academic term] its educational value; and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave);/ or (b) Only employees to prepare for examinations being sat within six months of the leave being taken or to study for modules towards higher medical qualifications. (4) In exceptional circumstances, after the Employer has used its best endeavours to grant such leave, an application may be declined due to operational requirements. If this occurs the leave shall accrue. (5) Applications for leave under this subclause shall, in continuing full-time employment who have completed the absence of any agreement to the contrary, be made to the Employer at least two months prior to the commencement of the leave. The Employer shall notify the practitioner whether the application has been approved in writing within 2 weeks of receiving the application. (6) Leave accrued under this clause can not be converted into a cash entitlement other than where the Employer has refused an application which meets the requirements for leave being granted under this clause and the practitioner is unreasonably denied the opportunity of taking the leave prior to concluding their probationary period employment. (7) Special leave with or without pay for additional study leave, conferences or other purposes, including interstate or overseas professional development, may apply be granted to junior practitioners for PDL. Employees who have received a PDL periods of up to twelve (12) months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion at the discretion of the first PDL; (c) Applications for PDL will be submitted in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstances, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of the nature, purpose, and perceived benefits to the University and the employee of such PDL; (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement)Employer. (e) Where, following assessment of the factors referred to in the above paragraphs, there are candidates for such leave who would otherwise have applications of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves may be granted. i) other professional development activities that the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferred. (g) During a PDL, an employee shall be entitled to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten (10) years 85% ten (10) years and over 100% Where the PDL is for a short term compressed course of approximately one (1) month’s duration, and the eligible employee is otherwise not entitled to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part of the PDL, shall not, unless there are exceptional circumstances, exceed the employee’s normal regular salary during the period of such leave (the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributions. (h) Upon completion of the PDL, the employee is required: i) to return and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determine. (i) All applicants for PDL will be notified in writing by the appropriate official of the University as to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denial. (j) The University may propose a particular PDL for an employee; however, the employee shall not be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment at the University and not on leave. In addition, the University shall pay the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receipts. (k) In the event that, solely for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that year. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelve

Professional Development Leave. Employees may apply (1) The Employer recognises its obligations to provide high quality training and will ensure appropriate mechanisms operate to monitor practitioners’ satisfaction with the quality of training and address legitimate concerns. (2) Upon application, practitioners will be entitled to take four days’ leave with pay in order to attend examinations within Australia or New Zealand, or elsewhere if appropriate, for higher qualifications which have been approved by the Employer. A practitioner will, upon application, be provided with three clear days free from any rostered duty immediately prior to an examination. Applications for leave and rostered time off under this subclause will not be unreasonably refused. If refused, the Employer shall grant reasons for refusal will be explained to the practitioner and provided in writing if requested. (3) A practitioner is entitled to three weeks’ paid study / professional development leave each calendar year. Such leave will be inclusive of any leave taken under subclause (“PDL”2) above and subject to the following terms and conditionsapproval, may be used: (a) Such leaves will to attend work / study related courses or conferences or related to obtaining or maintaining higher medical qualifications. In the case of Interns, such activities need to be for not less than one (1) full academic term [in exceptional cases, consideration compatible with their intern training / supervision requirements. The course or conference may be given approved, by the Employer, in relation to a period shorter than one (1) full academic term] and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave);its educational value; or (b) Only employees in continuing full-time employment who have completed their probationary period may apply to prepare for PDL. Employees who have received a PDL of twelve (12) examinations being sat within six months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion of the first PDL;leave being taken or to study for modules towards higher medical qualifications; or (c) Applications to undertake clinically significant research associated with obtaining or maintaining higher medical qualifications with the approval of the Employer in relation to its educational value. (4) Professional development leave is inclusive of reasonable travel time within a practitioner’s rostered hours immediately preceding and / or immediately following the activity for PDL which professional development leave is taken. (5) The entitlement to professional development leave accrues pro rata weekly. (6) Any portion of professional development leave unused at the end of a calendar year will carry over to the following year, to a maximum of nine weeks’ leave. (7) In exceptional circumstances, after the Employer has used its best endeavours to grant professional development leave, an application may be declined due to operational requirements, the reasons for which will be submitted provided in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstancesif requested. If this occurs, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of will accrue even where it exceeds the nature, purpose, and perceived benefits maximum accrual pursuant to the University and the employee of such PDL; subclause (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement6). (e) Where8) A practitioner may be granted leave in advance, following assessment but if the practitioner ceases employment before the end of the factors referred to in qualifying period the above paragraphs, there are candidates for value of any such leave who would otherwise have applications taken in advance at the time of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some the effective date of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves termination may be granted. i) offset against any other professional development activities that payments due to the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferredpractitioner. (g9) During If a PDLpractitioner resigns or is terminated by the Employer through no fault of the practitioner, an employee shall and is engaged as a Doctor in Training by another Employer, and the commencement date of employment with the new Employer does not exceed one week the accrued professional development leave will be entitled transferred to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten the new Employer. (10) years 85% ten (10) years and over 100% Where Applications for professional development leave will, in the PDL is for a short term compressed course absence of approximately one (1) month’s durationany agreement to the contrary, and be made to the eligible employee is otherwise not entitled Employer at least two months prior to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part the commencement of the PDL, shall not, unless there are exceptional circumstances, exceed leave. The Employer will notify the employee’s normal regular salary during practitioner whether the period application has been approved in writing within four weeks of such leave (receiving the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributionsapplication. (h11) Upon completion Special leave with or without pay for additional study leave, conferences or other purposes, including interstate or overseas professional development, may be granted to doctors in training for periods of up to 12 months or more at the discretion of the PDLEmployer. If refused, the employee is required: i) reasons for refusal will be explained to return the practitioner and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determineprovided in writing if requested. (i12) All applicants for PDL The balance of professional development leave accrued prior to the commencement of this Agreement will be notified in writing by the appropriate official of the University as carried forward from Employer to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denialEmployer. (j13) The University may propose a particular PDL for an employee; however, the employee shall not Professional development leave will be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment paid at the University and not on leave. In addition, rate of pay applicable at the University shall pay time the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receiptsleave is taken. (k14) In Professional development leave can be accessed in single days. Where professional development leave is accessed in singular days, this will be debited as eight hours unless the event that, solely practitioner was rostered to work other than eight hours in which case the practitioner will be debited the hours that they would have been rostered for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that yearday. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelve

Professional Development Leave. Employees may apply ‌ (1) The Employer recognises its obligations to provide high quality training and will ensure appropriate mechanisms operate to monitor practitioners’ satisfaction with the quality of training and address legitimate concerns. (2) Upon application, practitioners shall be entitled to take 4 days leave with pay in order to attend examinations within Australia or New Zealand, or elsewhere if appropriate, for and higher qualifications which have been approved by the Employer Employer. (3) Upon application a practitioner shall grant be entitled to take 2 weeks paid study / professional development leave each calendar year. Such leave shall be inclusive of any leave taken under subclause (“PDL”2) subject to the following terms above and conditionsmay be used: (a) Such leaves will to attend work / study related courses or conferences or related to obtaining or maintaining higher medical qualifications. In the case of Interns, such activities need to be for not less than one (1) full academic term [in exceptional cases, consideration compatible with their intern training / supervision requirements. The course or conference may be given approved by the Director of Medical Services on the advice of the Director of Post Graduate Studies in relation to a period shorter than one (1) full academic term] its educational value; and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave);/ or (b) Only employees to prepare for examinations being sat within six months of the leave being taken or to study for modules towards higher medical qualifications. (4) In exceptional circumstances, after the Employer has used its best endeavours to grant such leave, an application may be declined due to operational requirements. If this occurs the leave shall accrue. (5) Applications for leave under this subclause shall, in continuing full-time employment who have completed their probationary period the absence of any agreement to the contrary, be made to the Employer at least two months prior to the commencement of the leave. (6) Leave accrued under this clause can not be converted into a cash entitlement. (7) Special leave with or without pay for additional study leave, conferences or other purposes, including interstate or overseas professional development, may apply be granted to junior practitioners for PDL. Employees who have received a PDL periods of up to twelve (12) months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion at the discretion of the first PDL; (c) Applications for PDL will be submitted in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstances, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of the nature, purpose, and perceived benefits to the University and the employee of such PDL; (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement)Employer. (e) Where, following assessment of the factors referred to in the above paragraphs, there are candidates for such leave who would otherwise have applications of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves may be granted. i) other professional development activities that the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferred. (g) During a PDL, an employee shall be entitled to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten (10) years 85% ten (10) years and over 100% Where the PDL is for a short term compressed course of approximately one (1) month’s duration, and the eligible employee is otherwise not entitled to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part of the PDL, shall not, unless there are exceptional circumstances, exceed the employee’s normal regular salary during the period of such leave (the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributions. (h) Upon completion of the PDL, the employee is required: i) to return and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determine. (i) All applicants for PDL will be notified in writing by the appropriate official of the University as to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denial. (j) The University may propose a particular PDL for an employee; however, the employee shall not be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment at the University and not on leave. In addition, the University shall pay the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receipts. (k) In the event that, solely for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that year. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelve

Professional Development Leave. Employees may apply (1) The Employer recognises its obligations to provide high quality training and will ensure appropriate mechanisms operate to monitor practitioners’ satisfaction with the quality of training and address legitimate concerns. (2) Upon application, practitioners shall be entitled to take 4 days leave with pay in order to attend examinations within Australia or New Zealand, or elsewhere if appropriate, for and higher qualifications which have been approved by the Employer Employer. (3) Upon application a practitioner shall grant be entitled to take 2 weeks paid study / professional development leave each calendar year. Such leave shall be inclusive of any leave taken under subclause (“PDL”2) subject to the following terms above and conditionsmay be used: (a) Such leaves will to attend work / study related courses or conferences or related to obtaining or maintaining higher medical qualifications. In the case of Interns, such activities need to be for not less than one (1) full academic term [in exceptional cases, consideration compatible with their intern training / supervision requirements. The course or conference may be given approved by the Director of Medical Services on the advice of the Director of Post Graduate Studies in relation to a period shorter than one (1) full academic term] its educational value; and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave);/ or (b) Only employees to prepare for examinations being sat within six months of the leave being taken or to study for modules towards higher medical qualifications. (4) In exceptional circumstances, after the Employer has used its best endeavours to grant such leave, an application may be declined due to operational requirements. If this occurs the leave shall accrue. (5) Applications for leave under this subclause shall, in continuing full-time employment who have completed their probationary period the absence of any agreement to the contrary, be made to the Employer at least two months prior to the commencement of the leave. (6) Leave accrued under this clause can not be converted into a cash entitlement. (7) Special leave with or without pay for additional study leave, conferences or other purposes, including interstate or overseas professional development, may apply be granted to junior practitioners for PDL. Employees who have received a PDL periods of up to twelve (12) months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion at the discretion of the first PDL; (c) Applications for PDL will be submitted in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstances, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of the nature, purpose, and perceived benefits to the University and the employee of such PDL; (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement)Employer. (e) Where, following assessment of the factors referred to in the above paragraphs, there are candidates for such leave who would otherwise have applications of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves may be granted. i) other professional development activities that the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferred. (g) During a PDL, an employee shall be entitled to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten (10) years 85% ten (10) years and over 100% Where the PDL is for a short term compressed course of approximately one (1) month’s duration, and the eligible employee is otherwise not entitled to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part of the PDL, shall not, unless there are exceptional circumstances, exceed the employee’s normal regular salary during the period of such leave (the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributions. (h) Upon completion of the PDL, the employee is required: i) to return and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determine. (i) All applicants for PDL will be notified in writing by the appropriate official of the University as to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denial. (j) The University may propose a particular PDL for an employee; however, the employee shall not be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment at the University and not on leave. In addition, the University shall pay the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receipts. (k) In the event that, solely for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that year. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelve

Professional Development Leave. Employees may apply (1) The Employer recognises its obligations to provide high quality training and shall ensure appropriate mechanisms operate to monitor practitioners’ satisfaction with the quality of training and address legitimate concerns. (2) Upon application, practitioners shall be entitled to take 4 days leave with pay in order to attend examinations within Australia or New Zealand, or elsewhere if appropriate, for and higher qualifications which have been approved by the Employer Employer. (3) Upon application a practitioner shall grant be entitled to take 2 weeks paid study / professional development leave each calendar year. Such leave shall be inclusive of any leave taken under sub-clause (“PDL”2) subject to the following terms above and conditionsmay be used: (a) Such leaves will to attend work / study related courses or conferences or related to obtaining or maintaining higher medical qualifications. In the case of Interns, such activities need to be for not less than one (1) full academic term [in exceptional cases, consideration compatible with their intern training / supervision requirements. The course or conference may be given approved by the Director of Medical Services on the advice of the Director of Post Graduate Studies in relation to a period shorter than one (1) full academic term] its educational value; and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave);/ or (b) Only employees to prepare for examinations being sat within six months of the leave being taken or to study for modules towards higher medical qualifications. (4) In exceptional circumstances, after the Employer has used its best endeavours to grant such leave, an application may be declined due to operational requirements. If this occurs the leave shall accrue. (5) Applications for leave under this sub-clause shall, in continuing full-time employment who have completed the absence of any agreement to the contrary, be made to the Employer at least two months prior to the commencement of the leave. The Employer shall notify the practitioner whether the application has been approved in writing within 2 weeks of receiving the application. (6) Leave accrued under this clause can not be converted into a cash entitlement other than where the Employer has refused an application which meets the requirements for leave being granted under this clause and the practitioner is unreasonably denied the opportunity of taking the leave prior to concluding their probationary period employment. (7) Special leave with or without pay for additional study leave, conferences or other purposes, including interstate or overseas professional development, may apply be granted to junior practitioners for PDL. Employees who have received a PDL periods of up to twelve (12) months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion at the discretion of the first PDL; (c) Applications for PDL will be submitted in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstances, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of the nature, purpose, and perceived benefits to the University and the employee of such PDL; (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement). (e) Where, following assessment of the factors referred to in the above paragraphs, there are candidates for such leave who would otherwise have applications of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves may be granted. i) other professional development activities that the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferred. (g) During a PDL, an employee shall be entitled to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten (10) years 85% ten (10) years and over 100% Where the PDL is for a short term compressed course of approximately one (1) month’s duration, and the eligible employee is otherwise not entitled to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part of the PDL, shall not, unless there are exceptional circumstances, exceed the employee’s normal regular salary during the period of such leave (the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributions. (h) Upon completion of the PDL, the employee is required: i) to return and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determine. (i) All applicants for PDL will be notified in writing by the appropriate official of the University as to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denial. (j) The University may propose a particular PDL for an employee; however, the employee shall not be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment at the University and not on leave. In addition, the University shall pay the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receipts. (k) In the event that, solely for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that year. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelveEmployer.‌‌

Professional Development Leave. Employees may apply (1) The Employer recognises its obligations to provide high quality training and shall ensure appropriate mechanisms operate to monitor practitioners’ satisfaction with the quality of training and address legitimate concerns. (2) Upon application, practitioners shall be entitled to take 4 days leave with pay in order to attend examinations within Australia or New Zealand, or elsewhere if appropriate, for and higher qualifications which have been approved by the Employer Employer. (3) Upon application a practitioner shall grant be entitled to take 2 weeks paid study / professional development leave each calendar year. Such leave shall be inclusive of any leave taken under subclause (“PDL”2) subject to the following terms above and conditionsmay be used: (a) Such leaves will to attend work / study related courses or conferences or related to obtaining or maintaining higher medical qualifications. In the case of Interns, such activities need to be for not less than one (1) full academic term [in exceptional cases, consideration compatible with their intern training / supervision requirements. The course or conference may be given approved by the Director of Medical Services on the advice of the Director of Post Graduate Studies in relation to a period shorter than one (1) full academic term] its educational value; and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave);/ or (b) Only employees to prepare for examinations being sat within six months of the leave being taken or to study for modules towards higher medical qualifications. (4) In exceptional circumstances, after the Employer has used its best endeavours to grant such leave, an application may be declined due to operational requirements. If this occurs the leave shall accrue. (5) Applications for leave under this subclause shall, in continuing full-time employment who have completed the absence of any agreement to the contrary, be made to the Employer at least two months prior to the commencement of the leave. The Employer shall notify the practitioner whether the application has been approved in writing within 2 weeks of receiving the application. (6) Leave accrued under this clause can not be converted into a cash entitlement other than where the Employer has refused an application which meets the requirements for leave being granted under this clause and the practitioner is unreasonably denied the opportunity of taking the leave prior to concluding their probationary period employment. (7) Special leave with or without pay for additional study leave, conferences or other purposes, including interstate or overseas professional development, may apply be granted to junior practitioners for PDL. Employees who have received a PDL periods of up to twelve (12) months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion at the discretion of the first PDL; (c) Applications for PDL will be submitted in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstances, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of the nature, purpose, and perceived benefits to the University and the employee of such PDL; (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement)Employer. (e) Where, following assessment of the factors referred to in the above paragraphs, there are candidates for such leave who would otherwise have applications of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves may be granted. i) other professional development activities that the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferred. (g) During a PDL, an employee shall be entitled to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten (10) years 85% ten (10) years and over 100% Where the PDL is for a short term compressed course of approximately one (1) month’s duration, and the eligible employee is otherwise not entitled to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part of the PDL, shall not, unless there are exceptional circumstances, exceed the employee’s normal regular salary during the period of such leave (the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributions. (h) Upon completion of the PDL, the employee is required: i) to return and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determine. (i) All applicants for PDL will be notified in writing by the appropriate official of the University as to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denial. (j) The University may propose a particular PDL for an employee; however, the employee shall not be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment at the University and not on leave. In addition, the University shall pay the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receipts. (k) In the event that, solely for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that year. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelve

Professional Development Leave. Employees may apply ‌ (1) The Employer recognises its obligations to provide high quality training and shall ensure appropriate mechanisms operate to monitor practitioners’ satisfaction with the quality of training and address legitimate concerns. (2) Upon application, practitioners shall be entitled to take 4 days leave with pay in order to attend examinations within Australia or New Zealand, or elsewhere if appropriate, for and higher qualifications which have been approved by the Employer Employer.‌ (3) Upon application a practitioner shall grant be entitled to take 2 weeks paid study / professional development leave each calendar year. Such leave shall be inclusive of any leave taken under subclause (“PDL”2) subject to the following terms above and conditionsmay be used: (a) Such leaves will to attend work / study related courses or conferences or related to obtaining or maintaining higher medical qualifications. In the case of Interns, such activities need to be for not less than one (1) full academic term [in exceptional cases, consideration compatible with their intern training / supervision requirements. The course or conference may be given approved by the Director of Medical Services on the advice of the Director of Post Graduate Studies in relation to a period shorter than one (1) full academic term] its educational value; and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave);/ or (b) Only employees to prepare for examinations being sat within six months of the leave being taken or to study for modules towards higher medical qualifications. (4) In exceptional circumstances, after the Employer has used its best endeavours to grant such leave, an application may be declined due to operational requirements. If this occurs the leave shall accrue. (5) Applications for leave under this subclause shall, in continuing full-time employment who have completed the absence of any agreement to the contrary, be made to the Employer at least two months prior to the commencement of the leave. The Employer shall notify the practitioner whether the application has been approved in writing within 2 weeks of receiving the application. (6) Leave accrued under this clause can not be converted into a cash entitlement other than where the Employer has refused an application which meets the requirements for leave being granted under this clause and the practitioner is unreasonably denied the opportunity of taking the leave prior to concluding their probationary period employment. (7) Special leave with or without pay for additional study leave, conferences or other purposes, including interstate or overseas professional development, may apply be granted to junior practitioners for PDL. Employees who have received a PDL periods of up to twelve (12) months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion at the discretion of the first PDL; (c) Applications for PDL will be submitted in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstances, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of the nature, purpose, and perceived benefits to the University and the employee of such PDL; (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement)Employer. (e) Where, following assessment of the factors referred to in the above paragraphs, there are candidates for such leave who would otherwise have applications of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves may be granted. i) other professional development activities that the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferred. (g) During a PDL, an employee shall be entitled to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten (10) years 85% ten (10) years and over 100% Where the PDL is for a short term compressed course of approximately one (1) month’s duration, and the eligible employee is otherwise not entitled to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part of the PDL, shall not, unless there are exceptional circumstances, exceed the employee’s normal regular salary during the period of such leave (the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributions. (h) Upon completion of the PDL, the employee is required: i) to return and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determine. (i) All applicants for PDL will be notified in writing by the appropriate official of the University as to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denial. (j) The University may propose a particular PDL for an employee; however, the employee shall not be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment at the University and not on leave. In addition, the University shall pay the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receipts. (k) In the event that, solely for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that year. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelve

Professional Development Leave. Employees may apply (1) The Employer recognises its obligations to provide high quality training and shall ensure appropriate mechanisms operate to monitor practitioners’ satisfaction with the quality of training and address legitimate concerns. (2) Upon application, practitioners shall be entitled to take 4 days leave with pay in order to attend examinations within Australia or New Zealand, or elsewhere if appropriate, for and higher qualifications which have been approved by the Employer Employer. (3) Upon application a practitioner shall grant be entitled to take 2 weeks paid study / professional development leave each calendar year. Such leave shall be inclusive of any leave taken under sub-clause (“PDL”2) subject to the following terms above and conditionsmay be used: (a) Such leaves will to attend work / study related courses or conferences or related to obtaining or maintaining higher medical qualifications. In the case of Interns, such activities need to be for not less than one (1) full academic term [in exceptional cases, consideration compatible with their intern training / supervision requirements. The course or conference may be given approved by the Director of Medical Services on the advice of the Director of Post Graduate Studies in relation to a period shorter than one (1) full academic term] its educational value; and not more than twelve (12) months in duration (in exceptional cases, consideration may be given to a period greater than one (1) year either on initial application or an extension of an existing leave);/ or (b) Only employees to prepare for examinations being sat within six months of the leave being taken or to study for modules towards higher medical qualifications. (4) In exceptional circumstances, after the Employer has used its best endeavours to grant such leave, an application may be declined due to operational requirements. If this occurs the leave shall accrue. (5) Applications for leave under this sub-clause shall, in continuing full-time employment who have completed the absence of any agreement to the contrary, be made to the Employer at least two months prior to the commencement of the leave. The Employer shall notify the practitioner whether the application has been approved in writing within 2 weeks of receiving the application. (6) Leave accrued under this clause can not be converted into a cash entitlement other than where the Employer has refused an application which meets the requirements for leave being granted under this clause and the practitioner is unreasonably denied the opportunity of taking the leave prior to concluding their probationary period employment. (7) Special leave with or without pay for additional study leave, conferences or other purposes, including interstate or overseas professional development, may apply be granted to junior practitioners for PDL. Employees who have received a PDL periods of up to twelve (12) months or more in duration will not be eligible for a further PDL of that length until five (5) years after completion at the discretion of the first PDL; (c) Applications for PDL will be submitted in writing by the employee to her School ▇▇▇▇ by not less than nine (9) months (in exceptional or unforeseen circumstances, provided budgetary and operational circumstances permit, consideration may be given to an application made on lesser notice), prior to the proposed commencement date of the leave and shall contain a detailed statement of the nature, purpose, and perceived benefits to the University and the employee of such PDL; (d) Factors to be taken into account by the University in assessing merits of applications include: i) relevance to the curriculum and programme directions of the University; ii) the likelihood that such PDL will enhance the employee’s qualifications and/or abilities to better perform his employment responsibilities. If the number of applications being considered for PDL exceeds two (2) in any year, then the Employer shall consider: i) the length of the employees’ most recent continuous service at the University; ii) the length of time since the employees last had a PDL (or education, sabbatical, or industrial leave under a former Collective Agreement)Employer. (e) Where, following assessment of the factors referred to in the above paragraphs, there are candidates for such leave who would otherwise have applications of sufficient merit to be granted a PDL (“eligible employees”) except that there is insufficient funding or operational reasons why some of such leaves cannot be granted, the following additional factors will be taken into account to determine which of such candidates’ leaves may be granted. i) other professional development activities that the employees have participated in; ii) the length of the employees’ most recent continuous service at the University; iii) the availability of external funding to support all or part of the employees’ proposed PDL; (f) If more than one (1) employee from a Department, subdepartment, or programme area is an eligible employee whose PDL would otherwise have been granted, but the Employer is unable, with the cooperation of the employees in that Department, subdepartment, or programme area, or otherwise, to arrange suitable and reasonable economical replacements for the periods of the proposed leaves to maintain satisfactory program delivery in that Department, subdepartment, or programme area, the second and subsequent eligible employees may have their PDL requests deferred. (g) During a PDL, an employee shall be entitled to receive salary support as follows: less than eight (8) years 75% eight (8) years or more but less than ten (10) years 85% ten (10) years and over 100% Where the PDL is for a short term compressed course of approximately one (1) month’s duration, and the eligible employee is otherwise not entitled to 100% salary support, additional salary support shall be considered. Such support, together with any external funding obtained, for example, from a granting agency or industry, to support all or part of the PDL, shall not, unless there are exceptional circumstances, exceed the employee’s normal regular salary during the period of such leave (the employee is obligated to report to the University all such external funding). Employees on PDL will continue to accrue seniority and pay union dues and, subject to approval of the benefit carriers, have benefits and pension coverage upon making the usual premium contributions. (h) Upon completion of the PDL, the employee is required: i) to return and work for the Employer for a period at least equal to twice the duration of the PDL; ii) to provide a written report on the PDL including making a presentation thereon within the University as the employee’s School ▇▇▇▇ may determine. (i) All applicants for PDL will be notified in writing by the appropriate official of the University as to the disposition of their applications for PDL as soon as is reasonably practicable bearing in mind the need to treat fairly the entire group of applicants for PDL. Where a PDL is denied or deferred, such notification shall contain reasons for the denial. (j) The University may propose a particular PDL for an employee; however, the employee shall not be obligated to take such PDL except where a PDL is necessary to obtain qualifications the obtaining of which were part of an employee’s initial terms of appointment. Where the University determines that a particular PDL is necessary to meet programme or other like needs, the employee concerned will not unreasonably withhold his agreement to take such PDL. In the case where the University proposes a PDL, the University shall determine the required qualifications and, in consultation with the employee, the most appropriate time and most cost effective means to obtain same. During such PDL, the employee’s regular salary, benefits and pension shall be maintained as if he were in active employment at the University and not on leave. In addition, the University shall pay the full cost of the educational programme and the employee’s reasonable travel and living expenses associated therewith upon provision of suitable receipts. (k) In the event that, solely for budgetary or other operational limitations, employee PDL applications are denied or deferred, such employees shall be given preferential consideration in the next succeeding year if they apply in that year. (l) The University shall advise the Union in writing of the names of the successful applicants for PDL and the duration of their leaves. (m) The University may grant additional financial assistance to employees to participate in educational programmes at other institutions during a PDL; (n) The University may consider applications for PDL of duration in excess of twelve