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Equity (FMPM 500 - FMPM 599)
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Expenses (FMPM 700 - FMPM799)
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Financial Management and Control (FMPM 800 - FMPM 899)
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Further Applications (FMPM 900 - FMPM 999)
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Introduction (FMPM 100 - FMPM 199)
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Liabilities (FMPM 400 - FMPM 499)
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Archived Policies
- Provision for Defence Force Reservists Enrolled as JCU Students Policy
- Leave of Absence from Study Policy
- Intercampus Mobility
- Elite Athlete Friendly University Policy
- Guiding Principles for the Implementation of the National Network of Athlete Friendly Universities
- Admissions Policy - Schedule III - Courses Pertaining to Clause 8.2
- Review and Appeal of Final Subject Result Procedure
- Review of Final Subject Result Procedure
-
Academic Governance
-
Community, Marketing and Alumni
-
Corporate Governance
- Appointment of James Cook University Distinguished Professorships
- Bullying, Discrimination, Harassment, and Sexual Misconduct Policy
- Business Continuity Policy
- Child Safety Policy
- Code of Conduct
- Code of Conduct – Explanatory Statement
- Code of Conduct – University Council
- Code of Conduct – University Council Explanatory Statement
- Compliance Policy
- Conduct of Council Elections Policy
- Conflicts of Interests – University Council
- Controlled and Non-Controlled Entities Policy
- Critical Incident Policy
- Domestic and Family Violence Policy
- General Practice Training Governance Policy
- Incident Management Policy
- Indemnity, Insurance and Legal Claims Policy
- Information Privacy Policy
- Legal Services Policy
- Litigation Assistance
- Professores Emeriti Policy
- Policy for the Affiliation of a Residential College
-
Records Management Policy
- Reportable Gifts Policy
- Social Media Policy
- Risk Management Policy
- Right to Information Policy
- University Archives - Access
- University Seal Policy
-
Equity
-
Estate and Facility Management
- Advertising on Campus
- Alcohol Consumption on University Property
- Approval of Works to University Buildings and Site Infrastructure
- Authorised Use of University Facilities, Premises and/or Grounds for Non-core Purposes
- Environmental Policy
- High Voltage Access Policy
- Memorial Plaques
- Noise on University Sites
- Pets on Campus
- Real Estate Dealings Policy
- Space Allocation and Management Policy
- Timetable and Class Registration Policy
- Tree Protection
- Vehicle Fleet Policy
- Weapons Policy
-
Financial Management
-
Appendices
-
Assets (FMPM 200 - FMPM 399)
- FMPM 200 Overview - Assets & Cash Management
- FMPM 210 Cash
- FMPM 220 Policy - Bank Accounts
- FMPM 230 - Petty Cash Advances
- FMPM 300 Investments
- FMPM 320 Plant and Equipment
- Financial FMPM 322 - Acquisitions of Plant and Equipment
- FMPM 260 Other Advances
- FMPM 330 Non-Capital Assets
- FMPM 280 Official Stores
- FMPM 290 Prepayments
- FMPM 323 - Disposal of Plant and Equipment
- FMPM 324 Stocktake
- FMPM 350 Intangible Assets
- FMPM 270-2 Accounts Receivable - Student Debtors - Penalties
- FMPM 240 Travel Advances (Students)
- FMPM 330 Non-Capital Assets
- FMPM 270-1 Accounts Receivable
- FMPM 250 - Policy Salary Advances
-
Equity (FMPM 500 - FMPM 599)
-
Expenses (FMPM 700 - FMPM799)
-
Financial Management and Control (FMPM 800 - FMPM 899)
-
Further Applications (FMPM 900 - FMPM 999)
-
Introduction (FMPM 100 - FMPM 199)
-
Liabilities (FMPM 400 - FMPM 499)
-
Revenue (FMPM 600 - FMPM 699)
-
Appendices
-
Human Resources
- Academic Promotion Policy
- Adjunct Appointments and Vice Chancellor's Fellow Policy
- Awards for Excellence Policy
- Bullying, Discrimination, Harassment, and Sexual Misconduct Policy
- Community and Indigenous Language Allowance
- Competency Pay for Tradespersons Policy
- Early Retirement Policy
- Enterprise Agreement 2016
- Employment and Recruitment of Casuals
- Human Resources Delegation Policy
- Infectious Diseases Policy and Immunisation Guidelines
- Market Loading Policy
- Optional Working Hours System (Op-Time)
- Overpayment of Wages Policy
- Recruitment, Selection and Appointment Policy
- Relocation Assistance Policy
- Salary Packaging Program Policy
- Special Studies Program Policy
- Staff Study Assistance Policy
- Statement on Staff External Activities - Existing
- Supported Wage System (SWS) Policy
- Visiting Appointments
-
Health, Safety and Environment
-
Information and Communications Technology
-
International
- Attendance Monitoring Policy - English Language and Foundation Programs
- Enrolment Requirements for International Student Visa-Holders Policy
- Management of Off-Campus Operations, Ventures and Partnerships
- Satisfactory Academic Progress (SAP) Requirements for US Federal Aid Loans Eligibility
- Transfer of International Student Visa Holders to Other Educational Institutions
- US Federal Aid Loans – Return to Title IV
-
Learning and Teaching
- Annual Review of Subjects with Low Enrolments
- Blended Learning Policy
- Casual Teaching by Students Policy
- Charter of Responsibilities for Academic Quality and Governance
- Curriculum Approval, Accreditation, Monitoring, Review and Improvement Policy
- English Language and Numeracy Policy
- Framework for Postgraduate Courses Policy
- First Year Experience and Retention Policy
- Graduate Attributes
- Graduate Certificate of Education (Academic Practice) Internal Sponsorship Policy
- Honours Assessment and Postgraduate Coursework Awards Policy
- Learning Teaching and Assessment Policy
- Policy Glossary
- Review of a Student’s Suitability to Continue a Course Involving Placement
- Student Digital Experience Policy
- Student Experience of Learning and Teaching (SELT) Policy
- Student Retention Policy
- Subject Outlines Policy
-
Quality and Planning
- Annual Report Policy
- Course Performance Reports and Division Academic Program Reports – Policy
- Financial and Operational Performance Management Policy
- Planning Management Policy
-
Policy Development and Review Policy
- Reviews of Organisational Units and Thematic Areas - Policy and Procedures
- Quality Enhancement Framework
-
Research Education
-
Research Management
-
Student Services
- Academic Progression Policy effective from Jan 2019
- Administration of Commonwealth Scholarships Policy
- Admissions Policy
- Appointment of Examiners - Near Relatives Policy and Procedure
- Attendance Monitoring Policy - English Language and Foundation Programs
- Award Finalisation and Graduation Policy (Applies to graduations after 1 September 2018)
- Bullying, Discrimination, Harassment, and Sexual Misconduct Policy
- Copyright Policy and Procedure
- Coursework Scholarships, Bursaries, Grants and Prizes Policy
- Credit Transfer Procedure
-
Coursework Enrolment Policy
- Enrolment Requirements for International Student Visa-Holders Policy
- Examination Requirements Policy
- Intervention Strategy for Students Who Have Not Made Satisfactory Academic Progress
- Library Use Policy
- Publications by Members of Staff
- Review of Assessment and Student Access to Examination Scripts and Materials Policy
- Special Consideration, Supplementary, Deferred and Special Examinations Policy
- Student Access to a Dictionary During an Examination Policy
- Student Appeals Policy
- Student Code of Conduct
- Student Complaint Management Policy and Procedures
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Student Fee Payments and Refunds Policy
- Student Results Policy
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- Policy search
Policy Leave Procedure
Leave Procedure
Intent
To outline the processes for applying for the various leave types available to Staff under the James Cook University Enterprise Agreement.
Scope
This Procedure applies to all Staff who are employed under the James Cook University Enterprise Agreement.
Exclusions
Casual Staff are excluded from some leave types.
Definitions
Family – includes: a partner (including a former partner, a de facto spouse of same or opposite sex) of the Staff Member; and a child (including an adult child, an adopted child, a foster child and a step child), a parent, grandparent, grandchild or sibling of the Staff Member or spouse of the Staff Member, and any other person or relationship agreed by the University as being a family Member.
Procedure
1. Annual Leave
1.1 Full-time Staff accrue 25 days of annual leave for each completed year of service.
1.2 Full time Shift Workers (Staff on three continuous shifts per day over a period of seven days per week) will accrue 30 days of annual leave for each completed year of service.
1.3 Part time Staff will accrue a pro-rata amount of annual leave.
1.4 Supervisors will as far as it is reasonable and practicable:
a) Plan the workload allocation so that each Staff Member has a 5 week period available, including in unbroken periods if Staff so request, in which to take their annual leave and approve any leave requests in a timely manner;
b) Agree to alternate periods of leave where operational requirements prevent the leave requested being granted and approve requests to change leave plans and confirm leave not taken to be carried forward to a subsequent year;
c) Approve annual leave for Academic Staff with teaching responsibilities during teaching periods only where satisfactory arrangements have been made to meet the responsibilities of the Staff Member.
1.5 Staff will wherever it is reasonable and practicable:
a) Take their annual leave entitlement in the year in which it accrues unless otherwise agreed in their leave plan.
b) Apply for leave that is outside of teaching and peak workload periods, taking account of the genuine operational requirement of their Work Unit.
c) Apply for leave or changes to leave using the established leave booking system and receive approval prior to taking the leave.
Step | Action |
1. | Discuss the intended leave with your current Supervisor, this would normally be part of the Performance and Development Plan process, and obtain ‘in-principle’ agreement where possible for the leave prior to formal application. |
2. | Apply for the leave in My HR Online. |
2. Taking Annual Leave at Half Pay
2.1 Staff may elect to take annual leave at half pay subject to agreement of their current Supervisor.
2.2 Annual leave taken at half pay will only be available for a minimum of 1 week’s duration (2.5 days leave credits) per request.
2.3 Annual leave at half pay is only available to Staff who at the time of applying have an annual leave balance of less than 45 days.
Step | Action |
1. | Discuss taking leave at half pay with your current Supervisor and obtain ‘in-principle’ agreement. |
2. | Complete the request to take annual leave at half pay form. |
3. | Once the application form is completed, forward to Remuneration Services via Service Now. |
3. Cashing Out Annual Leave
3.1 Staff may apply to cash out leave, equivalent to the period of leave they have taken in the previous 12 months provided they:
- Have taken at least 15 days annual leave in the previous 12 month period (pro-rata for part-time Staff); and
- Retain a balance of no less than 20 days (pro-rata for part-time Staff); and
- Apply in writing and there is written agreement between the Staff Member and their Head of Work Unit for each occasion leave is cashed out.
Step | Action |
1. | Discuss the intended cash out application with your Head of Work Unit and obtain ‘in-principle’ support. |
2. | Apply to cash out annual leave on the request to cash out annual leave form. |
3. | Forward the completed form to the HR Remuneration Services via Service Now. Please also note that the cashing out of leave payment occurs within the normal pay cycle. |
4. Long Service Leave
4.1 Full-time Staff are entitled to Long Service Leave once they have completed 7 years continuous service. Long Service Leave accrues at 1.3 weeks per year of Service for full-time Staff.
4.2 Part-Time Staff are entitled to a pro-rata amount of LSL once they have completed 7 years of continuous service.
4.3 Fixed term and casual Staff are entitled to a pro-rata amount based on the calculation of the number of hours worked over the entitlement period, and paid after 7 years of continuous service.
4.4 Leave must be taken in a minimum of 2 weeks per instance. Dates for long service leave must be agreed with their Supervisor, and Supervisors must act reasonably in agreeing dates for long service leave.
4.5 Staff must apply in writing at least 6 months prior to taking the leave. The notice period may be reduced by agreement between the Staff Member and their Head of Work Unit.
4.6 Applications from Academic Staff with teaching responsibilities may not extend over more than 1 semester unless more than 6 months long service leave is taken.
Step | Action |
1. | Discuss the intended leave with your current Supervisor, this would normally be part of the Performance and Development Plan process, and obtain ‘in-principle’ agreement for the leave. |
2. | Apply for the leave in My HR Online. |
3. | Where applications for long service leave are declined due to operational reasons, the Head of Work Unit will advise the Staff Member of the reasons in writing for their decision, and will agree an alternative period for the leave to be taken. |
5. Procedure for Cashing out Long Service Leave
5.1 Staff may request in writing to cash out any long service leave in excess of 15 weeks at their ordinary rate of pay.
Step | Action |
1. | Discuss the intended cash out application with your Head of Work Unit and obtain ‘in-principle’ support. |
2. | Apply to cash out long service leave on the request to cash out long service leave form. |
3. | Forward the completed form to the HR Remuneration Services team via Service Now. Please note that the cashing out of leave occurs within the normal pay cycles. |
6. Leave without Pay
6.1 Leave without pay is not an entitlement. The University recognises there are occasions where leave without pay can bring benefit to the University.
Step | Action |
1. | Discuss the intended leave with your Head of Work Unit and obtain ‘in-principle’ support. |
2. | Apply for the leave in My HR Online. |
3. | The relevant DVC will consider applications for leave without pay greater than 12 months (excluding parental leave) taking into account the advice from both the Head of Work Unit and Director HR. |
7. Trade Union Training Leave
7.1 A Staff Member (other than a casual Staff Member) may apply for up to 5 days paid leave per calendar year to attend Trade Union Training courses, conferences or seminars. Part-time Staff will be entitled to a pro-rata amount of leave.
7.2 A maximum of two Staff Members per year who are elected to both the National Tertiary Education Union Division and National Council may apply for 2 additional days leave per calendar year to attend Division Council meetings, National Council meetings or Division and National conferences.
Step | Action |
1. | Discuss the intended leave with your current Supervisor, this would normally be part of the Performance and Development Plan process, and obtain ‘in-principle’ agreement. |
2. | Apply for the leave in My HR Online. |
3. | You may be asked to provide appropriate evidence to support your leave application. |
8. Special Sporting Leave
8.1 A Staff Member (other than a casual Staff Member) may apply for up to 5 days paid leave per calendar year (pro rata for part time Staff) when they are selected as a competitor, coach, official or umpire/referee to participate in state, national or international sporting events or competitions in sports of national significance. These will normally be recognised by the International Olympic or Commonwealth Games Committee.
8.2 Where a Staff Member receives payment: paid leave will be granted on the basis that the Staff Member provides any payments for being a competitor, coach, official or umpire/referee to the University.
Step | Action |
1. | Discuss the intended leave with your current Supervisor and obtain ‘in-principle’ agreement. |
2. | Apply for the leave in My HR Online. |
3. | You may be asked to provide appropriate evidence to support your leave application. |
9. Volunteering Leave
9.1 Staff Members may apply for up to 2 days per calendar year to be deducted from their Personal/Carers Leave balance to undertake voluntary work for a non-for-profit community organisation.
Step | Action |
1. | Discuss the intended leave with your current Supervisor and obtain ‘in-principle’ support. |
2. | Apply for the leave in My HR Online. |
3. | You may be asked to provide appropriate evidence to support your leave application. |
10. Cultural Leave
10.1 A Staff Member (other than a casual Staff Member) is entitled to maximum of 5 days paid leave per calendar year to participate in Cultural Leave for the sole purpose of observing holy days or to attend essential religious or cultural duties associated with their particular religious faith, culture or tradition. Part-Time Staff will be entitled to a pro-rata amount of Cultural Leave.
10.2 Australian Aboriginal and/or Torres Strait Islander Staff Members (other than casual) are entitled to a maximum of 5 days paid leave per calendar year to participate in or fulfil cultural obligations related to the culture and/or community group with which they identify. Part-Time Staff will be entitled to a pro-rata amount of Cultural Leave.
10.3 Casual Aboriginal and/or Torres Strait Islander Staff Members are entitled to a maximum of 5 days unpaid leave.
Step | Action |
1. | Discuss the intended leave with your current Supervisor, this would normally be part of the Performance and Development Plan process, and obtain ‘in-principle’ agreement. |
2. | Apply for the leave in My HR Online. |
3. | You may be asked to provide appropriate evidence to support your leave application. |
11. Personal and Carer’s Leave
11.1 Full-time Staff Members are entitled to 15 days Personal/ Carer’s leave each year. This leave accrues from year to year.
11.2 Personal/carer’s leave covers both sick leave and carer's leave and may be granted, subject to available leave accrual, in the following circumstances:
- If a Staff Member is unfit for work because of personal illness or injury;
- To provide care or support to a Member of their immediate family or household because of a personal illness, injury or unexpected emergency; or
- Due to instances of domestic violence (leave taken in accordance with Clause 36, Domestic and Family Violence Leave at first instance has been exhausted).
11.3 Part-time Staff are entitled to a pro rata amount of paid Personal/Carer’s leave, according to the number of ordinary hours worked.
11.4 Paid Personal/Carer’s leave will accrue on a pro-rata basis and be credited to Staff at the end of each pay fortnight.
11.5 Personal/Carer’s leave continues to accrue when Staff take periods of paid leave but does not accrue on any form of unpaid leave.
11.6 Where a Staff Member has exhausted their paid Personal/Carer’s leave, the Staff Member is eligible for unpaid personal/carers leave.
11.7 All Staff including casual Staff are entitled to take 2 days unpaid Personal/Carer’s leave for each occasion a Staff Member’s immediate family or household requires care or support because of a personal illness, injury or an unexpected emergency to which the Staff Member and the Supervisor agree.
Step | Action |
1. | As soon as is possible notify your current Supervisor of the circumstances of your absence. Wherever possible notification should occur prior to your normal starting time. |
2. | Apply for the leave in My HR Online by:
A step by step guide as to how to apply for leave is available by clicking the ‘need help’ section at the bottom of the page. |
3. | Leave in excess of 4 days requires a medical certificate from a Doctor. If applicable, please provide this to your current Supervisor upon your return. |
12. Domestic and Family Violence Leave
12.1 Staff Members (other than casual Staff) are entitled to take up to 10 days’ paid leave in total per calendar year for absences arising from instances of Domestic and Family Violence.
Step | Action |
1. | As soon as is possible advise your Supervisor of the circumstances. If you do not feel comfortable approaching your Supervisor in the first instance please contact your HR Business Partner. |
2. | Apply for the leave in My HR Online. |
12.2 Casual Staff Members are entitled to take up to 5 days’ leave without pay per calendar year for absences arising from instances of Domestic and Family Violence.
Step | Action |
1. | As soon as is possible, advise your Supervisor of the circumstances. If you do not feel comfortable approaching your Supervisor in the first instance please contact your HR Business Partner. |
2. | Apply for the leave in My HR Online. |
13. Compassionate Leave
13.1 Staff Members (other than casual Staff) are entitled to 3 days paid Compassionate leave on each permissible occasion when a Member of the Staff Member’s immediate family or Member of the Staff Member’s household:
a) contracts or develops a personal illness that poses a serious threat to their life; or
b) sustains a personal injury that poses a serious threat to their life; or
c) dies
13.2 Part-Time Staff will be entitled to a pro-rata amount of Compassionate leave.
13.3 Casual Staff are entitled to 2 days unpaid Compassionate Leave per occasion to not be available to attend work, or to leave work, subject to the provision of appropriate evidence to support their application.
Step | Action |
1. | As soon as is possible advise your Supervisor of the circumstances. |
2. | Apply for the leave in My HR Online. |
3. | You may be asked to provide appropriate evidence to support your leave application. |
14. State Emergency Services Leave
14.1 A Staff Member (other than casual Staff) who is a Member of a State Emergency Service, firefighting service, search and rescue unit or other recognised volunteer service organization where required to assist in an emergency situation, will be granted up to 5 days per calendar year with pay. Part-Time Staff will be entitled to a pro-rata amount of State Emergency Services Leave.
Step | Action |
1. | As soon as is possible advise your Supervisor of the circumstances. |
2. | Apply for the leave in My HR Online. |
3. | You may be asked to provide appropriate evidence to support your leave application. |
15. Natural Disaster Leave
15.1 Paid leave will be granted to Staff unable to attend their rostered or normal work as a result of floods, cyclonic disturbances, bushfires or earthquakes.
15.2 Paid leave will be granted to Staff that are required to leave work in order to ensure their own safety, protection of their family and/or property, or to access transport facilities which may later be disrupted or discontinued because of weather conditions for the remainder of the day.
Step | Action |
1. | As soon as is possible advise your Supervisor of the circumstances. |
2. | Apply for the leave in My HR Online. |
3 | You may be asked to provide appropriate evidence to support your leave application. |
16. Jury Service
16.1 An employee (other than a casual) who is summoned to perform jury service or to attend any court of law as a witness during their ordinary working hours, shall be granted paid leave for their ordinary hours of work. Paid leave is conditional upon production of a certificate from the court indicating attendance is required and forwarding of the payment received to the University.
16.2 Approval of this leave is conditional upon:
a) Production of a letter from the Sheriff's office indicating that attendance is required; and
b) Forwarding the payment received for jury service to Remuneration Services. Note, any additional paid jury service expenses, such as travel and lunch allowances, do not need to be forwarded to the University.
Step | Action |
1. | Discuss the jury service dates with your current Supervisor. Where you are planning on requesting an exemption you should also discuss this with your Supervisor. |
2. | If the decision is to undertake the jury service, provide evidence to:
|
3. | Apply for the leave in My HR Online. |
4. | Provide the payment for jury service, normally a signed over cheque to HR Remuneration Services. |
17. Australian Defence Reserves Leave
17.1 A Staff Member (other than a casual Staff Member) who is a Member of the Australian Defence Reserves will be granted:
- Up to 4 weeks per year paid leave to undertake service; and
- Up to 2 weeks paid leave to attend compulsory training.
17.2 Part-time Staff will be entitled to a pro-rata amount of leave.
Step | Action |
1. | Discuss the leave with your current Supervisor, this would normally be part of the Performance and Development Plan process. |
2. | Provide evidence that you are required to attend Australian Defence Reserves service or training to:
HR Remuneration Services through Service Now, please attach scanned copies of original documents. |
3. | Apply for the leave in My HR Online. *Please note it is necessary to complete steps 2 and 3, as the Service Now system does not manage leave. |
4. | At the conclusion of the leave period provide your current Supervisor and HR Remuneration Services with a certificate from the Commanding Officer of attendance at the Australian Defence Force training. |
18. Global Outbreak and Response Network Leave (GOARN Leave)
18.1 A Staff Member (other than casual Staff) who has the necessary expertise as recognised by the World Health Organisation (WHO) to be engaged to provide human and technical resources for alert, risk assessment and response to public health emergencies of international importance, will be granted 4 weeks per occasion with pay. This period may be extended on a case by case basis.
Step | Action |
1. | JCU (through its Network Primary Focal Point and applicable Dean) assess whether there are any available Staff with the necessary requirements as stipulated in the alert advice. If a JCU Staff Member is deemed suitable and can be released from their current duties, the person submits their CV and relevant details to WHO via the GOARN knowledge online platform in a timely manner. |
2. | If an individual is accepted for deployment, apply for the leave in My HR Online. |
3. | You may be asked to provide appropriate evidence to support your leave application. |
Related documents and legislation
James Cook University Enterprise Agreement (Staff only)
Annual Leave Guideline for Staff
Administration
NOTE: Printed copies of this procedure are uncontrolled, and currency can only be assured at the time of printing.
Approval Details
Policy Sponsor | Deputy Vice Chancellor, Services and Resources |
Version no. | 19-1 |
Date for next Major Review | 25/07/2022 |
Revision History
Version | Approval date | Implementation date | Details | Author |
19-1 | 25/07/2019 | 05/08/2019 | Updated to include GOARN leave and reflect legislative changes to Domestic and Family Violence Leave | Manager, Industrial Relations and Policy |
18-1 | 21/12/2018 | 21/12/2018 | Amendments in line with JCU EA 2016 | Manager, Industrial Relations and Policy |
17-1 | 23/06/2017 | 17/07/2017 | Date for next major review date amended to align with Enterprise Agreement negotiations. | Deputy Director, Human Resources |
1.0 | 28/02/2014 | Procedure established | Workplace Relations |
Contact person | Manager, Industrial Relations and Policy |
Keywords | Leave |
- James Cook University
- Bachelor of Advanced Science
- Bachelor of Arts
- Bachelor of Biomedical Sciences
- Bachelor of Business
- Bachelor of Business / Laws
- Bachelor of Business & Environmental Science
- Bachelor of Dental Surgery
- Bachelor of Early Childhood Education
- Bachelor of Primary Education
- Bachelor of Secondary Education
- Bachelor of Environmental Practice
- Bachelor of Geology
- Bachelor of Information Technology
- Bachelor of Laws
- Bachelor of Nursing Science (External)
- Bachelor of Midwifery
- Bachelor of Pharmacy
- Bachelor of Physiotherapy
- Bachelor of Planning
- Bachelor of Psychological Science
- Bachelor of Science
- Bachelor of Social Work
- Bachelor of Speech Pathology
- Bachelor of Sport & Exercise Science
- Bachelor of Veterinary Science
- Bachelor of Clinical Sciences (Honours)
- Bachelor of Engineering (Honours)
- Bachelor of Engineering / Science (Honours) MBA in Tourism
- Master of Public Health and Tropical Medicine
- Master of Data Science
- Bachelor of Sports Psychology
- Bachelor of Marine Science
- Bachelor of Medicine / Surgery
- Bachelor of Nursing Science [Pre-Registration]
- Bachelor of Medical Laboratory Science (Honours)
- Bachelor of Occupational Therapy (Honours)
- Bachelor of Psychology
- Master of Conflict Management & Resolution
- Graduate Certificate of Conflict Management & Resolution
- Master of Global Development
- Master of International Tourism & Hospitality Management
- Bachelor of Technology and Innovation
- Bachelor of Science & Bachelor of Laws
- Diploma of Higher Education
- Diploma of Higher Education (Business)
- Diploma of Higher Education Majoring in Business Studies
- Diploma of Higher Education Majoring in Engineering and Applied Science
- Diploma of Higher Education Majoring in General Studies
- Diploma of Higher Education Majoring in Health
- Diploma of Higher Education Majoring in Information Technology
- Diploma of Higher Education Majoring in Science
- Diploma of Higher Education, Majoring in Society and Culture