(1) For the purpose of the policy:
(2) This policy defines the conditions and arrangements under which an employee of the University may undertake paid employment with an outside body during their University employed hours.
(3) The University recognises that benefits can accrue to staff and the University where employees are permitted to undertake work for outside bodies. Maximum mutual benefit is gained where the work for outside bodies is negotiated and carried out as University-sponsored outside work.
(4) Whilst outside work that is University-sponsored is the preferred mode, academic employees, and certain specialist employees in professional categories may apply to undertake a limited amount of paid Private outside work.
(5) This policy applies to full-time employees and, where involvement in outside work may affect their ability to fulfil the duties of their employment, to part-time employees.
(6) This policy does not apply to casual employees.
(7) This policy does not apply to other work or 'a second job' which is outside their University employed hours of work provided that the time involved does not interfere with the performance of their University duties and responsibilities, that University resources are not used and that there is no potential conflict of interest.
(8) It is the employee's responsibility to ensure that outside work does not adversely impact on the University's resources and operational requirements, expose the University to litigation or undue financial liability, or in any way damage the reputation of the University.
(9) Outside work must not interfere with the efficient discharge of an employee's University responsibilities. An application will not be approved where engagement in outside activities would prohibit an employee from carrying out the full range of duties for which they are employed, unless the employee relinquishes an appropriate portion of their employment with the University and this can be accommodated without the workplace being adversely affected.
(10) Approval for outside work in accordance with this policy will be considered for activities that are of a professional nature within a field relevant to the employee's teaching, research, professional or employment expertise and which may enhance the prestige of the employee and the University. However, involvement in private practice will normally be considered only where such practice is required for initial and/or on-going professional accreditation.
(11) Examples of activities that would not be deemed acceptable within this policy include:
(12) Participation in outside work in accordance with this policy is a privilege and not a right.
(13) Employees should avoid engagements that create for them conflicts of interest. Where there is a perceived or actual conflict of interest, employees involved in directorships and/or partnerships that are not with a University controlled entity, either solely or as a partner or member of the board, must declare their interest. Where their involvement requires attention during their University employed hours of work they must seek approval in accordance with the provisions of this policy.
(14) Engagement in outside work should not create a conflict of interest, perceived or actual, for employees.
(15) A conflict of interest might arise where an employee engages in outside work at the expense of the University's interests or the interests of other employees or students. Staff should not place themselves in a situation where there is or may reasonably be perceived to be a conflict of interest. Examples of where a potential for conflict of interest may occur include work undertaken for a major supplier of goods or services to the University, or work for an organization to which the University supplies significant goods or services. Conflicts of interest are described in more detail in the University's Code of Conduct.
(16) It is the express responsibility of employees who wish to engage in paid outside work to ensure and declare that there is no potential or actual conflict of interest between the outside work and the interests of the University.
(17) The time allowance for private outside work will be up to a maximum of 48 days per calendar year for full-time employees.
(18) Employees undertaking private outside work are required to ensure:
(19) Employees undertaking Private outside work are entirely responsible for their own legal liability, insurance cover, professional responsibility and workers' compensation as appropriate in respect of that outside work. Staff undertaking private outside work must advise their clients, etc. that:
(20) Employees undertaking Private outside work must take out insurance cover and provide evidence of this to the University prior to commencing the outside work. It is recommended that employees obtain their own independent advice about the insurances required for the private outside work to be undertaken.
(21) Some activities, even though they may attract income, are not subject to the provisions of this policy:
(22) The above exclusions are not exhaustive and other categories of work for outside bodies may also be appropriately exempted from the provisions of this policy by the Deputy Vice Chancellor (Research) or the Exective Director, Financial and Human Resources [see application approval delegations in Outside Work Procedure clause 2].