Policy last updated
16 October 2023
- All Department staff
Policy and Guidelines
Policy and Guidelines
“Extended family” has a meaning that recognises that extended families exist within Aboriginal and/or Torres Strait Islander society and obligations of Aboriginal and/or Torres Strait Islander employees may exist regardless of the existence of a bloodline relationship or not. Family also extends to cover relationships where there is a close association, which need not be a blood relationship.
Leave to attend Aboriginal community meetings
An Aboriginal and/or Torres Strait Islander employee may be released from duty to attend any Aboriginal community meetings, except the Annual General Meetings of Aboriginal community organisations at which the election of office bearers will occur.
Leave to attend Annual General Meetings of Aboriginal Community organisations
An Aboriginal and/or Torres Strait Islander employee may be granted access to accrued long service leave or such other leave approved by the Employer to attend Annual General Meetings of Aboriginal community organisations at which the election of office bearers will occur.
Leave may be granted to an Aboriginal and/or Torres Strait Islander employee for ceremonial purposes:
- connected with the death of a member of the immediate family or extended family (provided that no employee will have an existing entitlement reduced as a result of this provision), or
- for other ceremonial obligations.
Where an Aboriginal and/or Torres Strait Islander employee takes ceremonial leave for the purposes outlined above, up to three days in each year of employment will be with pay. Such leave will not accrue from year to year and will not be paid out on termination of employment.
Ceremonial leave is in addition to leave granted under bereavement leave provisions.
Where paid leave for ceremonial purposes is not sufficient the employee may access any accrued long service leave, outstanding time-in lieu, or unpaid leave in accordance with the requirements of those entitlements.
Aboriginal and/or Torres Strait Islander employees are also entitled to one day of paid leave per calendar year to participate in National Aboriginal and Islander Day Observance Committee (NAIDOC) week activities and events. NAIDOC week leave will not accrue from year to year and is not paid out on termination of employment.
Leave to participate in the First Peoples’ Assembly of Victoria
An employee who is a member of the First Peoples’ Assembly of Victoria is entitled to up to ten days’ paid leave per calendar year to fulfil their official functions during their term of office. Leave will be available:
- for an employee to attend sessions of the First Peoples’ Assembly of Victoria;
- for an employee to participate in constituent consultation relevant to their role; or
- for any other ancillary purpose as agreed with the Employer.
Where in any calendar year an employee exhausts their entitlement, an employer may grant further paid or unpaid leave to support the employee’s representative functions.
The employee may also utilise flexible working arrangements, in addition to these leave provisions, to help support their representative functions, with the agreement of the Employer.
Leave to participate in the First Peoples’ Assembly of Victoria will not accrue from year to year and is not paid out on termination of employment.
Procedures and forms
The following applies in relation to applying for leave:
- applications for leave should be submitted through employee self service (ESS). Select the following link for more information on
- an application will need to be made in writing where an employee is unable to access or use ESS or wishes to amend or delete leave submitted through ESS and approved on eduPay
Victorian Public Sector Commission for Victorian Public Service (VPS) employees:
Reviewed 16 October 2023