RMIT University Academic and Professional Staff Enterprise Agreement 2014

36. Travel and working away from home

36.1 Intentions of this clause


RMIT will pay for reasonable costs associated with required travel.


Members of staff will not be exposed to unsafe work conditions or practices whilst traveling and/or working away from home as far as practicable.


So far as practical, the timing of travel will be organised to meet the preferences of the employee.


In order to meet the University’s operational requirements, an employee may be required to travel to campuses and/or other locations.


Employees who are required to travel to locations other than their regular place of work will be paid, in accordance with this clause, for the time spent travelling which is in excess of the time it would usually take for the employee to travel to and from their regular place of work and home. All such required travel will be categorized as either ‘Routine Travel’ or ‘Extended Travel’.


These intentions will be applied when interpreting this clause.

36.2 Routine Travel


Routine Travel is required travel which occurs during the course of a single work day where the employee commences and finishes the day at his/her permanent place of residence.


Examples of Routine Travel would include:

a) Multiple trips between Melbourne campuses during the course of a day;

b) Travel from home to a remote location, working at that location, arriving back at home without the need to spend a night away from home. ie) Day trips.


Routine Travel is considered to be time worked and will count towards overtime.

36.3 Extended Travel


Extended Travel is all required travel which occurs when an Employee is required to spend one or more nights away from his/her permanent place of residence.


Examples of Extended Travel would include:

a) All travel involved getting to and from an overseas location or any other distant location where the employee is required to stay away from home for at least one night.

b) All travel which occurs during an extended trip.


Extended Travel time is paid for at the employee’s base rate of pay and does not count towards overtime.


Extended Travel is not paid for time for which an Employee has also been paid a salary.

For example if, during a regular workday, an employee travels 3.2 hours to a distant location; then works 4 hours and stays overnight at a local hotel the employee will receive their regular salary of 7.2 hours for the day and will not receive any Extended Travel payment.


Extended Travel time is capped at 10 hours per calendar day.

36.4 Working when on Extended Travel


Working when on Extended Travel occurs when an Employee performs work during a period of Extended Travel.


Examples of Working when on Extended Travel include:

a) Work which occurs during an overseas trip;

b) Work which occurs during an extended site trip eg. 2-day visit requiring at least one night away from home.


The following provisions will apply to Professional Staff Employees working when on Extended Travel. In the event of an inconsistency with other Hours of Duty and/or Overtime clauses in this Agreement these provisions will prevail.

a) The Employee’s daily ordinary hours will be flexible and only hours worked in excess of 7.2 per day may attract overtime rates regardless of when hours are worked or whether the day is a weekend or holiday.

b) The Employees ordinary hours of duty will not exceed an average of 36 per week and may be averaged over a work cycle on one of the following basis:

(i) 36 hours within a work cycle not exceeding 7 consecutive days;

(ii) 72 hours within a work cycle not exceeding 14 consecutive days;

(iii) 108 hours within a work cycle not exceeding 21 consecutive days;

(iv) 144 hours within a work cycle not exceeding 28 consecutive days.

c) Weekends and holidays do not affect overtime payments.

d) RMIT has the option to pay any Employee overtime in lieu of TOIL.

e) The scheduling of work and travel will ensure reasonable rest breaks during and adjacent to Extended Travel.

(i) There will be a break of at least 10 consecutive hours plus travelling time between the cessation of one period of duty and the requirement to commence the next period of duty.

(ii) Where a professional staff employee is required by the University to resume or to continue working without having had a break of at least 10 consecutive hours plus reasonable traveling time they will be paid at base rate plus 100% until they take such a break.

f) Employees will be entitled to one day off work in seven when spending seven consecutive days or more Working when on Extended Travel. All work performed on the seventh consecutive day will be paid at the rate of base rate +100%.

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