(1) Charles Darwin University (‘the University’, ‘CDU’) acknowledges that secondment opportunities are beneficial to both individual employees and CDU, providing opportunities to acquire new knowledge and skills that contribute to career development. (2) The University supports employee movement opportunities within CDU and between external organisations, to meet strategic goals, operational requirements and provide valuable professional capability development to employees. (3) This policy and procedure outlines the approach to secondments, associated conditions and arrangements. (4) This document also reflects the Staff Sharing requirements in alignment with the CDU and Northern Territory Government (NTG) Partnership Agreement (the Partnership). (5) This policy and procedure applies to ongoing and fixed-term employees at the University (University employees). (6) A secondment is an employment mechanism where an employee is temporarily transferred for an agreed period to another employer, without affecting their substantive employment arrangements. (7) Secondments have the benefit of increasing workforce capabilities, enhancing intra-organisational relationships, and facilitating workforce flexibility. (8) Secondments may be used for a range of purposes including: (9) A secondment will normally show value or benefit to the University and the employee and should not be financially or operationally disadvantageous. (10) CDU supports the following options for secondment arrangements: (11) When a University employee is considering undertaking a secondment, they must first discuss the proposed arrangements with their supervisor and submit a request in writing. (12) If the secondment is supported and approved by the University, the University employee must then negotiate an appropriate release date to ensure no party to the agreement is disadvantaged. (13) University employees engaged on fixed-term contracts may be eligible for secondment, however the period of the secondment must not exceed the remaining fixed-term period of their contract with the University. (14) University employees still within a probationary period are not eligible to undertake a secondment. (15) Secondees remain employees of the University for the period of the secondment and maintain continuity of employment. (16) The length of secondment will generally be no longer than 24 months, unless otherwise approved in writing by the University. (17) Any request for extension to an existing secondment will be assessed on a case-by-case basis by the Director People and Culture, considering: (18) At the end of the secondment, the University employee would be expected to return to their substantive position within the University unless otherwise notified or negotiated. (19) The University’s conditions of employment will normally continue to apply to the secondee, including: (20) Notwithstanding the above: (21) Where it is not practical or appropriate to retain University conditions (or where those of the host organisation differ significantly), agreement should be reached between the organisations on the conditions to be applied prior to the secondment being approved. (22) The University and the host organisation will enter into a secondment agreement, which articulates full details of the secondment, including financial arrangements. (23) The Office of People and Culture may refer a secondment agreement prepared by the University or the host organisation to the CDU Legal Team for review at any time if it considers this action to be appropriate. (24) The secondment agreement must be signed by the employee and approved by the Director People and Culture. (25) For the term of the secondment, the host organisation will assume all responsibilities of primary employer, including: (26) All annual leave accrued with the host employer during the secondment period must be taken prior to the University employee’s return to the University unless otherwise agreed to. The timing and approval of any type of leave taken during the secondment will be determined by the host organisation in consultation with the University employee. (27) Where the University employee’s performance or conduct is considered unsatisfactory, the University will be advised and will be entitled to take such action as it considers appropriate. In any case, the host organisation may end the secondment arrangement as a result of unsatisfactory performance or conduct. (28) If, during the period of secondment, the University employee is subject to any form of disciplinary, misconduct or serious misconduct proceedings, they must advise the University in writing prior to their return. The University reserves the right to consider this information and progress as appropriate. (29) The University employee will revert to their substantive position with CDU as appropriate, upon completion or termination of the secondment. (30) If the secondment agreement is with NTG as host organisation it does not require any formal secondment agreement under the Partnership. However, the Co-chairs of the Collaboration Committee established in accordance with the Partnership are required to approve the secondment under these terms. (31) Non-compliance with Governance Documents is considered a breach of the Code of Conduct - Employees or the Code of Conduct - Students, as applicable, and is treated seriously by the University. Reports of concerns about non-compliance will be managed in accordance with the applicable disciplinary procedures outlined in the Charles Darwin University and Union Enterprise Agreement 2022 and the Code of Conduct - Students. (32) Complaints may be raised in accordance with the Complaints and Grievance Policy and Procedure - Employees and Complaints Policy - Students. (33) All staff members have an individual responsibility to raise any suspicion, allegation or report of fraud or corruption in accordance with the Fraud and Corruption Control Policy and Whistleblower Reporting (Improper Conduct) Procedure.Secondment Policy and Procedure
Section 1 - Preamble
Section 2 - Purpose
Section 3 - Scope
Section 4 - Policy
Secondment options
Top of PageSection 5 - Procedure
University remains primary employer (no change in employer)
Host organisation as primary employer (change in employer)
Section 6 - Non-Compliance
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Workers compensation cover, professional indemnity, and public liability cover.