{"id":"tafe-sa-regulations-2026","name":"TAFE SA Regulations 2026","slug":"tafe-sa-regulations-2026","collection":"regulation","jurisdiction":"sa","status":"in_force","isInForce":true,"actNumber":null,"makingDate":null,"administeringDepartment":null,"currentVersion":{"id":237782,"registerId":"sa-tafe-sa-regulations-2026-current","compilationNumber":null,"startDate":"2026-04-06","status":"InForce","reasons":null,"registeredAt":null},"sections":[{"sectionNumber":"1","sectionType":"section","heading":"TAFE SA Regulations 2026","content":"South Australia\nTAFE SA Regulations 2026\nunder the TAFE SA Act 2025\n\nContents\nPart 1—Preliminary\n1\tShort title\n2\tCommencement\n3\tInterpretation\nPart 2—Prescribed employees\nDivision 1—Employment and classification\n4\tApplication for employment\n5\tEmployment and classification\n6\tCommittee to make recommendation on certain applications\n7\tRe‑employment after resignation to contest election\n8\tActing appointments\nDivision 2—Leave and non‑attendance days\n9\tApplication for leave and non‑attendance days\n10\tRecreation leave\n11\tRecreation leave loading allowance\n12\tNon‑attendance days\n13\tSick leave\n14\tSpecial leave\n15\tSpecial leave for infectious diseases\n16\tSpecial leave for war service disabilities\n17\tMaternity leave\n18\tDetermination of long service leave entitlements\n19\tCertain prescribed employees subject to Public Service conditions\n20\tFailure to resume duty after leave or non‑attendance days\n21\tContinuity of service\nDivision 3—Remuneration\n22\tRemuneration for temporary duties not covered by award\n23\tCommencing salary at higher increment\n24\tIncrements not payable in certain circumstances\n25\tReduction of salary for absence from duty\n26\tTAFE SA may recover remuneration wrongly paid to prescribed employee\n27\tTravelling expenses\n28\tRemoval expenses\nDivision 4—Appeals and disciplinary provisions\n29\tRights of review in respect of administrative acts or decisions\n30\tSelection of panel members for particular SAET proceedings\n31\tSuspension of further action while proceedings underway\n32\tSuspension of proceedings on commencement of criminal proceedings\nDivision 5—Duties of prescribed employees\n33\tPrescribed employees to serve where required\n34\tPrescribed employees to comply with regulations, determinations\n35\tOutside employment\n36\tImpartiality of instruction\n37\tPolitical intervention to obtain unfair advantage\n38\tPrescribed employee not to incur liability on behalf of TAFE SA\nDivision 6—Resignation\n39\tNotice of resignation\nDivision 7—Retrenchment\n40\tRetrenchment\nPart 3—Miscellaneous\n41\tCompulsory medical examination of prescribed employee\n42\tNotice and notification\n43\tElection of officers as supplementary panel members\nSchedule 1—Repeal of TAFE SA Regulations 2012\n1\tRepeal of TAFE SA Regulations 2012\nLegislative history\n\nPart 1—Preliminary\n1—Short title\nThese regulations may be cited as the TAFE SA Regulations 2026.\n2—Commencement\nThese regulations come into operation on the day on which section 1 of the TAFE SA Act 2025 comes into operation.\n3—Interpretation\nIn these regulations—\nAct means the TAFE SA Act 2025;\nthe board means the board of directors of TAFE SA;\ndomestic partner means a person who is a domestic partner within the meaning of the Family Relationships Act 1975, whether declared as such under that Act or not;\nduty day means a day on which a prescribed employee is required to be on duty;\nduty hour means an hour during which a prescribed employee is required to be on duty;\nindustrial award or agreement means an award or agreement under the Fair Work Act 1994, as in force from time to time;\nmedical certificate means a medical certificate from a legally qualified medical practitioner, or, if a prescribed employee does not reside in the vicinity of a legally qualified medical practitioner, such other medical evidence as the Chief Executive requires;\npart‑time, in relation to a prescribed employee, means a prescribed employee employed on the basis that they will work in any pay period a specified percentage of the time ordinarily expected of a prescribed employee employed on a full‑time basis (regardless of the number of working days and the period of time in any one day over which the prescribed employee performs the required amount of work in any pay period);\nprescribed employee means an employee of the Chief Executive of TAFE SA employed on an ongoing basis or term basis (that is, for a specified term or for the duration of a specified project, but not on a weekly, daily or hourly basis) as an employee of any of the following classifications:\n\t(a)\tLecturer;\n\t(b)\tLecturer's Assistant;\n\t(c)\tEducational Manager;\nthe previous regulations means—\n\t(a)\tthe Technical and Further Education Regulations 1976; or\n\t(b)\tthe Technical and Further Education Regulations 1997; or\n\t(c)\tthe Technical and Further Education Regulations 1998; or\n\t(d)\tthe Technical and Further Education Regulations 1999; or\n\t(e)\tthe TAFE SA Regulations 2012;\nspouse—a person is the spouse of another if they are legally married;\nstudent means a person enrolled at or attending a course or class at TAFE SA;\nTAFE year means the period from 1 February to 31 January in the following year (both dates inclusive);\nthe Union means the South Australian Branch of the Australian Education Union.\nPart 2—Prescribed employees\nDivision 1—Employment and classification\n4—Application for employment\n\t(1)\tThe Chief Executive may require a person who applies for employment as a prescribed employee to provide any of the following:\n\t(a)\ta certified birth extract from an official register of births or such other evidence of the applicant's age as is satisfactory to the Chief Executive;\n\t(b)\ta medical certificate certifying that the applicant is of sound health and free from a physical or mental defect likely to impair the applicant's efficiency in the performance of the duties they would be required to perform if employed;\n\t(c)\tdocumentary evidence of the applicant's experience and qualifications or other evidence satisfactory to the Chief Executive of the applicant's suitability to perform the duties that they would be required to perform if employed.\n\t(2)\tTAFE SA must pay the medical expenses, if any, incurred by an applicant under this regulation.\n5—Employment and classification\n\t(1)\tThe Chief Executive may appoint a prescribed employee to a classification level determined by the Chief Executive.\n\t(2)\tThe board may determine the qualifications required for appointment of a person as a prescribed employee.\n\t(3)\tHowever, the Chief Executive may appoint as a prescribed employee a person who does not have all of the required qualifications.\n\t(4)\tThe Chief Executive may, if a prescribed employee applies for a position at a lower classification level than the employee's existing position, appoint the employee to that position.\n6—Committee to make recommendation on certain applications\n\t(1)\tAn application for appointment at a classification level of Educational Manager must be considered by a committee established under this regulation.\n\t(2)\tThe committee must make a recommendation to the Chief Executive on the application.\n\t(3)\tThe committee for the purposes of this regulation will consist of—\n\t(a)\tat least 1 representative of TAFE SA appointed by the Chief Executive; and\n\t(b)\tat least 1 representative of the Union, appointed by the Chief Executive from a panel supplied at the Chief Executive's request by the managing committee of the Union.\n\t(4)\tThe panel from which the representatives of the Union are chosen must be reviewed by the managing committee of the Union at least every 3 years.\n7—Re‑employment after resignation to contest election\n\t(1)\tIf—\n\t(a)\ta prescribed employee resigns for the purpose of standing as a candidate for election to the Parliament of the State or of the Commonwealth; and\n\t(b)\tthe resignation takes effect not more than 1 month before the issue of the writ for the election; and\n\t(c)\tthe former prescribed employee is not elected and applies in writing for re‑employment as a prescribed employee within 2 months after the return of the writ for the election,\nthe Chief Executive must re‑employ that person as a prescribed employee (without probation) at the classification and salary level that they enjoyed immediately before resigning to contest the election.\n\t(2)\tFor the purposes of determining the rights of a person re‑employed under this regulation—\n\t(a)\tthe person will be taken not to have resigned; and\n\t(b)\tthe period between the resignation and re‑employment will be taken to have been leave without pay granted under these regulations.\n8—Acting appointments\n\t(1)\tIf—\n\t(a)\ta vacancy occurs and the Chief Executive determines that it is inexpedient to make a permanent appointment to fill the vacancy at that time; or\n\t(b)\ta prescribed employee is unable for any reason to perform their duties,\nthe Chief Executive may appoint a prescribed employee to the unoccupied position in an acting capacity.\n\t(2)\tIf a prescribed employee is appointed in an acting capacity to a position at a higher classification level than the employee's existing position, the employee is entitled—\n\t(a)\tif the prescribed employee acts in that capacity for a period of more than 1 week—to receive as from the date of that appointment and while they continue to so act the salary and increments applicable to that higher classification level (but not if the employee's salary would thereby be reduced); and\n\t(b)\tif the prescribed employee acts in that capacity for a period of more than 3 months—to receive as from the date of that appointment and while they continue to so act the non‑attendance days applicable to that higher classification level.\n\t(3)\tIf a prescribed employee, while acting in a position at such a higher classification level, is appointed to a position at that level, their service in that acting capacity will for all purposes of salary and promotion be taken to have been service at that higher classification level.\nDivision 2—Leave and non‑attendance days\n9—Application for leave and non‑attendance days\n\t(1)\tSubject to subregulation (3), a prescribed employee who proposes to be or is absent from duty must apply to the Chief Executive for the appropriate type of leave or for non‑attendance days, as the case may be.\n\t(2)\tApplication must be made in writing in a form approved by the Chief Executive.\n\t(3)\tIf it is not practicable for a prescribed employee to apply for leave or non‑attendance days, an application may be made on the employee's behalf by another prescribed employee employed at their place of work.\n10—Recreation leave\n\t(1)\tSubject to this regulation, a prescribed employee is entitled to recreation leave as follows:\n\t(a)\tsuch recreation leave as is specified in an applicable industrial award or agreement; but\n\t(b)\tif a determination by the board in relation to recreation leave entitlements is at any time in force—such recreation leave as is specified in that determination.\n\t(2)\tA determination referred to in subregulation (1)(b)—\n\t(a)\tmay relate to prescribed employees of a specified class; and\n\t(b)\tcannot provide for recreation leave entitlements that are less than those that would, but for that determination, apply under an applicable industrial award or agreement.\n\t(3)\tA part‑time prescribed employee is entitled to pro rata recreation leave in respect of their hours of duty.\n\t(4)\tRecreation leave accrues on an annual basis in respect of completed years of service, but if a prescribed employee resigns or retires before the end of a given year of service, the employee is in respect of that year entitled to payment of recreation leave entitlements on a pro rata basis.\n\t(5)\tThe Chief Executive may require a prescribed employee to take recreation leave at specified times, and if a prescribed employee who has not completed a year of service is so required, leave will be granted on a pro rata basis.\n\t(6)\tRecreation leave must be taken within 1 year of accrual unless the Chief Executive approves otherwise, but all such leave must be taken within a period of 2 years from accrual.\n11—Recreation leave loading allowance\n\t(1)\tA prescribed employee is entitled to be paid a recreation leave loading allowance in accordance with this regulation.\n\t(2)\tSubject to this regulation, the allowance—\n\t(a)\tis 17.5% of the salary payable to a prescribed employee for the first 4 weeks' recreation leave commenced in a TAFE year; and\n\t(b)\tin the case of a prescribed employee who has their services terminated, may be paid pro rata in accordance with each complete month for which the employee has not been granted recreation leave; and\n\t(c)\tonly applies to a prescribed employee who is employed for the whole of the TAFE year; and\n\t(d)\tis not cumulative.\n\t(3)\tThe recreation leave loading allowance for prescribed employees eligible for the allowance for a TAFE year must not exceed the maximum amount that would be payable if the employee were a Public Service employee entitled to recreation leave loading.\n\t(4)\tThe Chief Executive may authorise the payment of a proportionate recreation leave loading allowance to a prescribed employee who has not been employed for the whole of the TAFE year.\n\t(5)\tFor the purposes of this regulation, the salary payable to a prescribed employee includes the Whyalla cost of living loading and any other allowance (other than a locality allowance) payable to the employee in accordance with an applicable industrial award or agreement.\n12—Non‑attendance days\n\t(1)\tSubject to this regulation, a prescribed employee is entitled to non‑attendance days as follows:\n\t(a)\tsuch non‑attendance days as are specified in an applicable industrial award or agreement; but\n\t(b)\tif a determination by the board in relation to non‑attendance day entitlements is at any time in force—such non‑attendance days as are specified in that determination.\n\t(2)\tThe entitlement of a prescribed employee to non‑attendance days is subject to any conditions that the board may from time to time determine and specify in non‑attendance day determinations.\n\t(3)\tA determination referred to in subregulation (1)(b) or (2)—\n\t(a)\tmay relate to prescribed employees of a specified class; and\n\t(b)\tcannot provide for non‑attendance day entitlements that are less than those that would, but for that determination, apply under an applicable industrial award or agreement.\n\t(4)\tA part‑time prescribed employee is entitled to pro rata non‑attendance days in respect of their hours of duty.\n\t(5)\tNon‑attendance days accrue on an annual basis in respect of completed years of service, but if a prescribed employee resigns or retires before the end of a given year of service, the employee is in respect of that year entitled to payment of non‑attendance day entitlements on a pro rata basis.\n\t(6)\tThe Chief Executive may require a prescribed employee to take non‑attendance days at specified times and if a prescribed employee who has not completed a year of service is so required, non‑attendance days will be granted on a pro rata basis.\n\t(7)\tNon‑attendance days must be taken within 1 year of accrual.\n13—Sick leave\n\t(1)\tSubject to these regulations, the Chief Executive will grant sick leave with pay to a prescribed employee on the ground of sickness or injury for a period not exceeding the sick leave standing to the credit of that employee.\n\t(2)\tThe sick leave standing to the credit of a prescribed employee (other than a prescribed employee at the classification level of Lecturer's Assistant), whenever employed, is, subject to this regulation—\n\t(a)\t70 duty hours credited on the employee's employment as a prescribed employee; plus\n\t(b)\t70 duty hours credited on each 1 January succeeding the day of employment during the continuous service of the employee,\nless the number of duty hours of sick leave (debited in hours and quarters of an hour, to the nearest quarter of an hour) that have been taken by the employee under these regulations or the previous regulations.\n\t(3)\tThe sick leave standing to the credit of a prescribed employee at the classification level of Lecturer's Assistant, whenever employed, is, subject to this regulation—\n\t(a)\t45 duty hours credited on the employee's employment as a prescribed employee; plus\n\t(b)\tthe duty hours credited as follows:\n\t(i)\tin the case of a prescribed employee employed during the period 1 January to 30 June (inclusive) in any year—90 duty hours credited on each 1 July succeeding the day of employment during the continuous service of the employee; or\n\t(ii)\tin the case of a prescribed employee employed during the period 1 July to 31 December (inclusive) in any year—\n\t(A)\t45 duty hours credited on the 1 January next succeeding the day of employment; and\n\t(B)\t90 duty hours credited on each 1 July thereafter,\nduring the continuous service of the employee,\nless the number of duty hours of sick leave (debited in hours and quarters of an hour, to the nearest quarter of an hour) that have been taken by the employee under these regulations or the previous regulations.\n\t(4)\tHowever—\n\t(a)\ta prescribed employee referred to in subregulation (3) who is appointed to a position at a higher classification level will retain the sick leave standing to their credit in accordance with subregulation (3) and will from the time of that appointment (except where it is an acting appointment) be credited with sick leave in accordance with subregulation (2)(b); and\n\t(b)\ta person who is appointed as a prescribed employee at the classification level of Lecturer's Assistant is not entitled to be granted paid sick leave exceeding—\n\t(i)\t45 duty hours in aggregate during the first 6 months; or\n\t(ii)\t90 duty hours in aggregate during the first 12 months,\nof their service at that level or in an acting capacity at a higher classification level.\n\t(5)\tFor the purposes of determining the sick leave entitlement of a prescribed employee, the following provisions apply:\n\t(a)\tleave of absence on full pay will be taken to be service as a prescribed employee;\n\t(b)\tleave of absence without pay or on part pay will be taken to be service as a prescribed employee to the extent (if any) determined by the Chief Executive;\n\t(c)\tif leave of absence is determined under paragraph (b) not to be service as a prescribed employee, the sick leave credit to which the employee would otherwise be entitled under this regulation is reduced by 7 duty hours (or, in the case of a prescribed employee whose substantive classification level is that of Lecturer's Assistant, 7.5 duty hours) for each complete 4 weeks of that leave of absence, to a maximum reduction of 70 duty hours (or, in the case of a Lecturer's Assistant, 75 duty hours) for the year ending on 31 December in which the leave of absence is taken;\n\t(d)\tif a prescribed employee takes a period of long service leave on half salary, the employee will be taken to be on full pay for the first half of that period and on leave without pay for the remainder of that period;\n\t(e)\tif a prescribed employee is retired by reason of invalidity or physical or mental incapacity and is subsequently re‑employed as a prescribed employee, their continuity of service will not be taken to have been broken by the retirement;\n\t(f)\ta prescribed employee's prior service in prescribed employment (within the meaning of section 23(2) of the Technical and Further Education Act 1975) that is continuous with their service as a prescribed employee will be taken to be service as a prescribed employee, unless the sick leave taken during that prior service is not established to the satisfaction of the Chief Executive, in which case the sick leave credited to the employee in respect of that prior service (if any) may be determined by the Chief Executive.\n\t(6)\tThe sick leave entitlement of a part‑time officer must be determined on a pro rata basis in respect of their hours of duty (to the nearest quarter of an hour).\n\t(7)\tIf a prescribed employee is absent from duty due to sickness or injury for a period exceeding 3 duty days, the employee must provide a medical certificate with the employee's application for sick leave.\n\t(8)\tThe Chief Executive may, at the Chief Executive's discretion, require a prescribed employee who applies for sick leave for a period of 3 duty days or less to provide evidence satisfactory to the Chief Executive of the existence of the sickness or injury claimed by the employee.\n\t(9)\tIf a medical certificate or other evidence required by the Chief Executive is not provided by a prescribed employee in respect of a period of absence in accordance with this regulation, the leave will be taken to be leave without pay.\n\t(10)\tIf a prescribed employee suffers or sustains sickness or injury while on recreation leave, the prescribed employee may, on provision of a medical certificate and with the approval of the Chief Executive, convert the relevant period of recreation leave into a debit against any sick leave standing to the employee's credit.\n\t(11)\tIf a prescribed employee, while on long service leave (other than long service leave taken immediately prior to the resignation, retirement, retrenchment or other termination of the services of the employee), is confined to a residence or hospital for a period of at least 14 days due to sickness or injury suffered or sustained by the employee, the prescribed employee may—\n\t(a)\ton provision of a medical certificate satisfactory to the Chief Executive as evidence of that fact; and\n\t(b)\twith the approval of the Chief Executive,\nconvert that period of long service leave into a debit against any sick leave standing to the employee's credit.\n14—Special leave\n\t(1)\tThe Chief Executive may, where reasonable cause exists, grant to a prescribed employee special leave with pay for a period or periods not exceeding, in aggregate, 15 duty days in any 1 TAFE year.\n\t(2)\tThe Chief Executive may grant to a prescribed employee special leave with pay or with part pay for such period and on such conditions as the Chief Executive thinks fit.\n\t(3)\tThe Chief Executive may, where reasonable cause exists, grant to a prescribed employee special leave without pay for such period and on such conditions as the Chief Executive thinks fit.\n\t(4)\tSpecial leave granted under this regulation is in addition to any other leave to which a prescribed employee may be entitled.\n15—Special leave for infectious diseases\n\t(1)\tIf a prescribed employee is absent from duty and provides to the Chief Executive a medical certificate indicating that the prescribed employee has an infectious disease, the Chief Executive must, if satisfied that the infectious disease was probably contracted by the employee while on duty or as a result of the employee's contact with the students or staff of TAFE SA, grant the employee special leave with pay (not debited against sick leave credits) for the period of the employee's absence from duty due to the infectious disease.\n\t(2)\tSpecial leave granted under this regulation must not exceed a total of 52 weeks in aggregate for any particular infectious disease.\n\t(3)\tSpecial leave granted under this regulation is in addition to any other leave to which a prescribed employee may be entitled.\n\t(4)\tIn this regulation—\ninfectious disease means Chicken Pox, Diphtheria, Erysipelas, Glandular Fever, Infectious Hepatitis, Herpetic Whitlow, Infectious Mononucleosis, Measles, Meningitis, Mumps, Poliomyelitis, Rubella, Scarlet Fever, Staphylococcal Infection of a cutaneous nature, Typhoid, Whooping Cough, or any other disease determined by the board to be an infectious disease for the purposes of this regulation.\n16—Special leave for war service disabilities\n\t(1)\tThe Chief Executive may grant a prescribed employee who provides evidence that they are absent from duty because of a disability accepted by the Commonwealth Repatriation Commission as due to war service special leave with pay (not debited against sick leave credits) for a period not exceeding the leave standing to the credit of that employee under this regulation.\n\t(2)\tThe special leave standing to the credit of a prescribed employee absent due to a disability arising from war service is as follows:\n\t(a)\ta non‑accumulative credit of 45 duty days credited on 1 July 1955 or on employment as a prescribed employee (whichever is the later); plus\n\t(b)\ta cumulative credit of 15 duty days credited on 1 July 1964, or on employment as a prescribed employee (whichever is the later) and on the anniversary of that date in each succeeding year to a maximum accumulation of 45 duty days at any one time under this paragraph,\nless the number of duty days of leave that have been taken by the employee under this regulation or a corresponding provision of the previous regulations, debited in accordance with subregulation (3).\n\t(3)\tThe special leave standing to the credit of a prescribed employee under subregulation (2)(b)—\n\t(a)\tmay only be taken after the special leave standing to the employee's credit under subregulation (2)(a) has been exhausted; and\n\t(b)\tre‑accumulates in accordance with subregulation (2)(b) if taken, but not so as to exceed the specified maximum accumulation.\n\t(4)\tSpecial leave granted under this regulation is in addition to any other leave to which a prescribed employee may be entitled.\n17—Maternity leave\n\t(1)\tSubject to these regulations, the Chief Executive will grant a female prescribed employee who is pregnant maternity leave for a period commencing at any time after the issue of a medical certificate confirming the employee's pregnancy and ending no later than the close of the TAFE year in which the first anniversary of the birth falls.\n\t(2)\tAn application for maternity leave must—\n\t(a)\tspecify the period for which leave is sought; and\n\t(b)\tbe accompanied by a medical certificate indicating the expected date of birth.\n\t(3)\tThe Chief Executive may, on application by a prescribed employee, vary the period of leave previously specified in an application for leave under this regulation (but not so as to extend the leave beyond the end of the period specified in subregulation (1)).\n\t(4)\tMaternity leave granted in accordance with this regulation is without pay, but—\n\t(a)\ta prescribed employee entitled to long service leave under the Act may use any of that entitlement during the period that she is on leave; and\n\t(b)\tif a prescribed employee, while on maternity leave, suffers or sustains a sickness or injury that is, in the opinion of the Chief Executive, unconnected with the pregnancy or birth or is a significant abnormal medical condition arising out of the pregnancy or birth, the Chief Executive may, on application by the employee accompanied by a medical certificate, grant the employee paid sick leave for a period not exceeding the sick leave standing to the credit of the employee.\n\t(5)\tA prescribed employee who has been granted maternity leave must give the Chief Executive at least 4 weeks' prior notice in writing of the date on which she intends to resume duty.\n\t(6)\tA prescribed employee who resumes duty after a period of maternity leave will, subject to any agreement to the contrary between the employee and the Chief Executive, resume in the position she held at the time she commenced that leave.\n18—Determination of long service leave entitlements\nFor the purposes of determining the long service leave entitlements of a prescribed employee—\n\t(a)\tleave of absence on full pay will be taken to be service as a prescribed employee; and\n\t(b)\tleave of absence without pay or on part pay will be taken to be service as a prescribed employee to the extent (if any) determined by the Chief Executive; and\n\t(c)\tif a prescribed employee takes a period of long service leave on half salary, the employee will be taken to be on full pay for the first half of that period and on leave without pay for the remainder of that period.\n19—Certain prescribed employees subject to Public Service conditions\nIf the Chief Executive appoints a prescribed employee to a position the duties of which do not, in the Chief Executive's opinion, justify the employee working normal hours and taking the recreation leave and non‑attendance days that would otherwise apply, the Chief Executive may declare that the employee is subject to the hours of work, recreation leave, non‑attendance days and overtime applicable to Public Service employees.\n20—Failure to resume duty after leave or non‑attendance days\nA prescribed employee who fails to resume duty on completion of leave or non‑attendance days will be taken to be absent from duty without proper cause.\n21—Continuity of service\nThe continuity of service of a prescribed employee is not broken by leave or non‑attendance days under this Division.\nDivision 3—Remuneration\n22—Remuneration for temporary duties not covered by award\nIf a prescribed employee performs, on a temporary basis, duties to which no industrial award or agreement applies, the Chief Executive may determine the remuneration payable in respect of those duties.\n23—Commencing salary at higher increment\nIf a prescribed employee is employed in a position the salary of which has a number of incremental levels, the Chief Executive may determine that the commencing salary for the employment is to be at a particular incremental level, despite the fact that the employee does not meet the requirements for payment at that level.\n24—Increments not payable in certain circumstances\nIf a prescribed employee—\n\t(a)\tresigns under regulation 39(2)(a); or\n\t(b)\tretires on or after the day on which the prescribed employee reaches the age of 55 years,\nand the effective date of resignation or retirement is 31 January in any year, the employee is not entitled to be paid an increment that would otherwise have been payable to the employee from 1 January of that year.\n25—Reduction of salary for absence from duty\n\t(1)\tIf—\n\t(a)\ta prescribed employee has, without proper cause, absented themselves from their place of work during ordinary hours of duty (or other hours during which the employee is lawfully directed to work); or\n\t(b)\thas not discharged their duties as a result of or in the furtherance of industrial action taken by the employee,\nthe Chief Executive may direct that the employee's remuneration be reduced by one seventieth (or in the case of a prescribed employee at the classification level of Lecturer's Assistant, one seventy‑fifth) of the employee's fortnightly salary for each hour (or part of an hour) for which the employee was so absent or so failed to discharge their duties.\n\t(2)\tFor the purposes of this regulation, the fortnightly salary of a prescribed employee who is employed on a part‑time basis is the fortnightly salary that the employee would be entitled to receive if they were employed on a full‑time basis.\n26—TAFE SA may recover remuneration wrongly paid to prescribed employee\nThe Chief Executive may require a prescribed employee who has in any circumstances received remuneration to which they are not entitled to repay the amount of the overpayment and, in default of repayment, may recover the amount as a debt due and owing by the employee to TAFE SA.\n27—Travelling expenses\n\t(1)\tA prescribed employee must be reimbursed in accordance with this regulation for expenses reasonably and actually incurred in undertaking, in connection with their duties, travel approved by the Chief Executive.\n\t(2)\tReimbursement must be at the same rate as would be applicable to a Public Service employee, but if it appears necessary because of special circumstances, the Chief Executive may authorise reimbursement at a different rate.\n28—Removal expenses\n\t(1)\tSubject to subregulation (2), if a prescribed employee is transferred to another place of employment with TAFE SA and moves residence as a result of that transfer, the employee is entitled to be paid the following:\n\t(a)\tthe cost of the removal of the employee's household furniture and effects removed under arrangements made or approved by the Chief Executive; and\n\t(b)\ta packing allowance determined by the Chief Executive; and\n\t(c)\tthe cost of any fares paid for moving the employee and their dependent family to the new residence; and\n\t(d)\tsuch other expenses as the Chief Executive may determine—\n\t(i)\tof which satisfactory proof is provided; and\n\t(ii)\tthat have been, in the opinion of the Chief Executive, necessarily and reasonably incurred by the employee or their dependent family in connection with the transfer.\n\t(2)\tSubregulation (1) does not apply if a prescribed employee is transferred solely at their own request after less than 3 years' satisfactory service at a place of employment with TAFE SA.\n\t(3)\tWhere a person is first employed as a prescribed employee and moves residence as a result of that employment, the employee is entitled to be paid the following:\n\t(a)\tif the prescribed employee was resident in this State at the time of the employment—the amounts specified in subregulation (1); or\n\t(b)\tif the prescribed employee was resident outside this State at the time of the employment—any amount approved by the Chief Executive prior to the employment for costs and expenses of a kind referred to in subregulation (1).\n\t(4)\tIf a prescribed employee retires or dies while employed at a location to which they moved wholly or largely at the expense of TAFE SA and the employee, or their surviving spouse or domestic partner, (as the case may be) moves residence on that retirement or death to another location in South Australia, the employee or surviving spouse or domestic partner is entitled to be paid the amounts specified in subregulation (1), subject to the following limitations:\n\t(a)\tin the case of a prescribed employee who was resident in this State at the time of their employment as a prescribed employee—travelling expenses are limited to not more than the amounts that would be payable under that subregulation on removal from their current location back to that original residence;\n\t(b)\tin the case of a prescribed employee resident outside this State at the time of their employment as a prescribed employee—all amounts specified in subregulation (1) are limited to not more than the amounts that would be payable under that subregulation on removal from their current location to Adelaide.\n\t(5)\tThe Chief Executive may authorise the payment to a prescribed employee who is transferred to another place of employment with TAFE SA and moves residence as a result of that transfer of an allowance approved by the Chief Executive for the depreciation of the employee's household furniture and effects, except where—\n\t(a)\tthe employee is establishing a home for the first time; or\n\t(b)\tthe employee has less than 3 years' satisfactory service at a place of employment with TAFE SA and is transferred solely at their own request.\n\t(6)\tThe Chief Executive may, where travelling expenses are payable under this regulation, grant an allowance to the employee concerned in lieu of payment of those expenses.\n\t(7)\tDespite this regulation, the Chief Executive may approve the payment—\n\t(a)\tof an allowance greater than is otherwise payable under this regulation; or\n\t(b)\tthe whole or part of an allowance of a kind provided for in this regulation to a prescribed employee who is not entitled to claim such an allowance.\n\t(8)\tFor the purposes of this regulation a transfer will not be taken to be solely at an employee's own request if the employee applied for the transfer to another place of employment with TAFE SA in response to a call by TAFE SA for such applications.\nDivision 4—Appeals and disciplinary provisions\n29—Rights of review in respect of administrative acts or decisions\n\t(1)\tIf a prescribed employee is aggrieved by an administrative act or decision of the Chief Executive or any other employee in TAFE SA that directly affects the employee, the employee may apply in writing to the Chief Executive for a review of the act or decision.\n\t(2)\tAn application under subregulation (1) must be made within 28 days after the date of the act or decision in question.\n\t(3)\tThe Chief Executive must notify the employee in writing of any act or decision of the Chief Executive resulting from the review.\n\t(4)\tIf the employee is aggrieved by an act or decision of the Chief Executive resulting from the review, the employee may, within 14 days after receiving written notification of that act or decision, apply to SAET under Part 3 Division 1 of the South Australian Employment Tribunal Act 2014 for a review of the act or decision.\n\t(5)\tAn application cannot be made under subregulation (4) in relation to an act or decision that concerns the initial employment of a person as a prescribed employee or the promotion of a prescribed employee.\n\t(6)\tNothing in this regulation prevents the reference of a dispute concerning the employment of a person as a prescribed employee to a Board of Reference established for that purpose under an applicable industrial award or agreement.\n30—Selection of panel members for particular SAET proceedings\nIf the President of SAET determines under section 18(2) of the Technical and Further Education Act 1975 that SAET is to sit with supplementary panel members for the purposes of particular proceedings, the President must not select a person who took the action or made the decision to which the proceedings relate.\n31—Suspension of further action while proceedings underway\nIf SAET is hearing review proceedings brought by an employee, the Chief Executive must take no further action against the employee in respect of the matter until SAET has made a determination in those proceedings.\n32—Suspension of proceedings on commencement of criminal proceedings\n\t(1)\tIf a prescribed employee is charged with a criminal offence, any proceedings by the Chief Executive or before SAET arising out of the incident that is the subject of that charge must be suspended pending the determination of the criminal proceedings.\n\t(2)\tDespite subregulation (1), a prescribed employee may be suspended by the Chief Executive pending the outcome of all proceedings in relation to the employee.\nDivision 5—Duties of prescribed employees\n33—Prescribed employees to serve where required\nA prescribed employee must, at any time during their service, serve in such part of the State as the Chief Executive may require.\n34—Prescribed employees to comply with regulations, determinations\nA prescribed employee must comply with these regulations, and any determination of the board under these regulations, as in force from time to time.\n35—Outside employment\n\t(1)\tA prescribed employee must not engage in remunerative employment or in an occupation or business outside TAFE SA unless the prescribed employee—\n\t(a)\tis a prescribed employee employed on a part‑time basis; or\n\t(b)\tobtains the permission of the Chief Executive.\n\t(2)\tThe Chief Executive may at any time withdraw permission given under this regulation.\n\t(3)\tThe Chief Executive must, when deciding whether to give or withdraw permission under this regulation, have regard to the following:\n\t(a)\twhether the employment, occupation or business is to be, or has been, conducted outside the hours of duty of the prescribed employee; and\n\t(b)\twhether the employment, occupation or business is likely to affect, or has affected, the performance of the employee's duties as a prescribed employee; and\n\t(c)\twhether the employment, occupation or business may give rise, or has given rise, to a conflict or potential conflict of interest with the employee's duties as a prescribed employee.\n36—Impartiality of instruction\nIf, in the course of their duties, a prescribed employee discusses social, religious or political issues with students, the employee must present those issues impartially.\n37—Political intervention to obtain unfair advantage\nA prescribed employee must not seek political intervention to obtain an unfair advantage in appointment, reclassification, transfer or any other aspect of their employment as a prescribed employee.\n38—Prescribed employee not to incur liability on behalf of TAFE SA\nExcept as otherwise provided in these regulations, a prescribed employee must not incur any liability or make or alter any contract on behalf of TAFE SA, or attempt to do so, without the prior written authority of the Chief Executive.\nDivision 6—Resignation\n39—Notice of resignation\n\t(1)\tSubject to these regulations, a prescribed employee who seeks to resign must give the Chief Executive at least 6 weeks' prior notice in writing of that intention to resign.\n\t(2)\tDespite subregulation (1)—\n\t(a)\ta prescribed employee who is on maternity leave (or long service leave taken during maternity leave) may resign at any time during that leave on giving the Chief Executive at least 2 weeks' prior notice in writing of her intention to resign; and\n\t(b)\ta prescribed employee appointed on a temporary basis may resign on giving the Chief Executive at least 2 weeks' prior notice in writing of their intention to do so.\n\t(3)\tThe Chief Executive may, where reasonable cause exists, waive notice of resignation and permit a resignation to take effect at a time other than that provided for in this regulation.\n\t(4)\tIf a prescribed employee resigns without complying with this regulation, the Chief Executive may, by notice in writing, require the employee to pay to TAFE SA—\n\t(a)\tin the case of a failure to comply with subregulation (1)—an amount not exceeding 6 weeks' salary of that employee; or\n\t(b)\tin the case of a failure to comply with subregulation (2)(b)—an amount not exceeding 2 weeks' salary of that employee.\n\t(5)\tIf a prescribed employee fails to pay an amount required to be paid under this regulation, the amount may be recovered as a debt due and owing by the employee to TAFE SA.\nDivision 7—Retrenchment\n40—Retrenchment\n\t(1)\tIf the Chief Executive is satisfied that—\n\t(a)\tthe volume of work for prescribed employees in a section has diminished; and\n\t(b)\tin consequence a reduction in the number of prescribed employees has become necessary in the interest of economy; and\n\t(c)\ta prescribed employee should be retrenched for that purpose,\nthe Chief Executive may, by written determination, retrench that employee as from a date specified in the determination.\n\t(2)\tA prescribed employee who is retrenched under this regulation is entitled to receive—\n\t(a)\tat least 12 weeks notice in writing prior to the date of retrenchment; or\n\t(b)\tif the notice is less than 12 weeks, a sum equal to their salary for the period by which the notice falls short of 12 weeks.\nPart 3—Miscellaneous\n41—Compulsory medical examination of prescribed employee\n\t(1)\tA prescribed employee must, if required to do so by the Chief Executive, submit themselves to an examination by a legally qualified medical practitioner selected by the Chief Executive.\n\t(2)\tThe Chief Executive must, before making a requirement under subregulation (1), consult with the President of the Union.\n\t(3)\tIf a medical examination is required in respect of a prescribed employee under subregulation (1)—\n\t(a)\tthe examination must be at the expense of TAFE SA; and\n\t(b)\tthe medical practitioner conducting the examination must, if so required by the employee or a member of the employee's family, consult with some other medical practitioner nominated by the employee or member of the employee's family.\n42—Notice and notification\nA notice or other written notification required or authorised to be given to a person under the Act or these regulations may be given—\n\t(a)\tby personal service on the person or the agent of the person; and\n\t(b)\tin the case of a notice or written notification to an employee—\n\t(i)\tby personal delivery to the employee's place of employment with TAFE SA in an envelope addressed to the employee; and\n\t(ii)\tby post to the employee at the employee's place of employment with TAFE SA or last known residential address; and\n\t(c)\tin the case of a notice or written notification to the Minister or Chief Executive—by personal delivery, or by post, to the office of the Minister or Chief Executive;\n\t(d)\tin the case of a notice or written notification to TAFE SA—by personal delivery, or by post, to an office of TAFE SA designated by the Chief Executive for the purposes of this regulation.\n43—Election of officers as supplementary panel members\n\t(1)\tElections must be held in accordance with this regulation whenever there is a vacancy in the membership of a panel of officers under section 18(1)(b) of the Technical and Further Education Act 1975.\n\t(2)\tThe Branch Returning Officer of the Union must publish in a publication that is circulated to members of the Union a notice specifying—\n\t(a)\tthe number of vacancies to be filled; and\n\t(b)\tthe date (being not less than 21 days after the date of the notice) and the hour by which nominations for candidates for election to those vacancies must be received by the Branch Returning Officer; and\n\t(c)\tsuch other information as the Branch Returning Officer thinks fit.\n\t(3)\tIf the number of candidates duly nominated is the same as or is less than the number of vacancies to be filled, the Branch Returning Officer of the Union must declare those candidates to be duly elected.\n\t(4)\tIf the number of candidates nominated is greater than the number of vacancies to be filled, an election must be held at a meeting of the Branch Council of the Union.\nSchedule 1—Repeal of TAFE SA Regulations 2012\n1—Repeal of TAFE SA Regulations 2012\nThe TAFE SA Regulations 2012 are repealed.\nLegislative history\nNotes\n\t•\tFor further information relating to the Act and subordinate legislation made under the Act see the Index of South Australian Statutes or www.legislation.sa.gov.au.\nPrincipal regulations\nYear\nNo\nReference\nCommencement\n2026\n10\nGazette 12.2.2026 p246 \n1.3.2026: r 2\n","sortOrder":0}],"analysis":{"kimi_summary":{"content_quality":"ok","complexity_score":6,"scope_assessment":{"changed":false,"description":"The regulations appear consistent with the traditional scope of TAFE employment regulations. They cover standard employment conditions for the specified classifications without significant expansion into new policy areas beyond typical industrial relations matters for public vocational education."},"complexity_factors":["Multiple nested definitions and cross-references (e.g., 'prescribed employee' defined by classification, employment type, and exclusions; references to 'previous regulations' and the TAFE SA Act 2025)","Complex conditional logic for sick leave accrual with different rules for Lecturer's Assistants (45/90 hour credits) versus other staff (70 hour credits), including conversion rules upon promotion","Detailed mathematical calculations for leave entitlements (pro-rata based on hours, quarters of hours, specific date-based accruals)","Numerous exceptions and special cases (war service disabilities, infectious diseases, maternity leave interactions with other leave types, re-employment after election contests)","Interaction with external instruments (Fair Work Act 1994, Public Service conditions, industrial awards/agreements) creating layered applicability","Temporal complexity with multiple anniversary dates (1 January, 1 July, TAFE year running 1 February to 31 January) affecting different entitlements differently"],"plain_english_summary":"These regulations set out the employment conditions for TAFE SA's core teaching and educational management staff—specifically Lecturers, Lecturer's Assistants, and Educational Managers (called 'prescribed employees').\n\n**What it covers:**\n- **Hiring and classification**: How people apply for jobs, who decides their pay grade, and special rules for senior Educational Manager roles (which need a committee including union representatives).\n- **Leave entitlements**: Detailed rules for annual leave, sick leave, special leave (including for infectious diseases caught at work or war-related disabilities), maternity leave, and long service leave. Part-time workers get pro-rata entitlements.\n- **Pay and allowances**: Rules for acting in higher positions, starting at higher pay steps, leave loading (a 17.5% bonus on annual leave), and when pay can be docked for unauthorised absences.\n- **Workplace conduct**: Requirements to work impartially, avoid conflicts of interest from outside jobs, not use political connections for personal advantage, and not bind TAFE SA to contracts without permission.\n- **Ending employment**: Notice periods for resigning (6 weeks normally, 2 weeks for temporary staff or those on maternity leave), and retrenchment (redundancy) procedures with 12 weeks' notice or pay in lieu.\n- **Dispute resolution**: Rights to internal review and appeal to SAET (the South Australian Employment Tribunal), except for initial hiring or promotion decisions.\n\n**Who it affects:**\n- Directly: TAFE SA's ongoing and fixed-term teaching staff and educational managers.\n- Indirectly: Students (through impartiality requirements) and the union (Australian Education Union), which has formal roles in committee appointments and panel elections.\n\n**Why it matters:**\nThese regulations provide the detailed 'rulebook' for employment that isn't covered by standard industrial awards. They protect workers' rights to leave and fair process while giving TAFE SA flexibility to manage its workforce. The infectious disease provision is notable—it provides paid leave not deducted from sick leave for specific illnesses likely caught at work, reflecting the health risks of educational settings."},"flash_summary_failed":{"failed":true,"reason":"Unauthenticated. Configure AI_GATEWAY_API_KEY or use a provider module. Learn more: https://ai-sdk.dev/unauthenticated-ai-gateway","source":"analysis-cron"},"summary":{"complexity_score":1,"scope_assessment":{"changed":false,"description":"Scope cannot be assessed — no legislative text was provided. The document submitted is a website error page, not the TAFE SA Regulations 2026 themselves. Any analysis of legislative intent or scope change would be speculative without access to the actual instrument."},"complexity_factors":["No legislative content was retrievable — the source is a 404 'Page Not Found' error page, not actual legislation","No provisions, definitions, schedules, or operative clauses exist to evaluate","Complexity cannot be meaningfully assessed without substantive content"],"plain_english_summary":"## ⚠️ No Legislation Found\n\nThe link or document provided does not actually contain any legislation. Instead, it shows a **'Page Not Found' error** from the South Australian legislation website (legislation.sa.gov.au).\n\nThis appears to be a broken or outdated web link — likely created before **24 March 2026**, when the SA legislation website was updated and old URLs became incompatible.\n\n**What this means for you:** There is no retrievable text of the *TAFE SA Regulations 2026* to analyse. If you need this document, you should:\n- Visit [legislation.sa.gov.au](https://www.legislation.sa.gov.au) directly and search for 'TAFE SA Regulations 2026'\n- Update any saved bookmarks or hyperlinks to the document\n- Contact the Office of Parliamentary Counsel at OPCWeb@sa.gov.au if you cannot locate it"},"issue_detection":{"absurdities":[],"contradictions":[]},"flash_summary":{"complexity_score":4,"scope_assessment":{"changed":false,"description":"These regulations largely carry forward and consolidate operational employment rules for TAFE SA staff (recruitment, classification, leave, pay, conduct, discipline, appeals) and repeal the 2012 regulations (Schedule 1). They do not materially expand the legal objects beyond standard HR/industrial regulation for the specified employee classes; rather, they update, repackage and restate those powers and entitlements under the TAFE SA Act 2025. Any changes are primarily in drafting, structure and specified numeric entitlements rather than a broadening of the regulatory scope."},"complexity_factors":["43 numbered regulations plus Schedule and repeal clause (relatively many discrete provisions)","13 defined terms in the interpretation section (reg 3): Act, board, domestic partner, duty day, duty hour, industrial award or agreement, medical certificate, part‑time, prescribed employee, previous regulations, spouse, student, TAFE year, the Union","Multiple cross‑references to other statutes and instruments (Fair Work Act, Public Service conditions, Technical and Further Education Act 1975, South Australian Employment Tribunal Act 2014, previous regulations)","Several conditional and exception rules (e.g. different sick leave accruals for Lecturer's Assistants — reg 13; acting appointment pay triggers at >1 week and >3 months — reg 8(2))","Accrual and pro rata calculations expressed in hours and quarters (sick leave) increase operational complexity (reg 13)","Board determinations and Chief Executive discretions create branching logic across many provisions (regs 5, 10, 12, 22, 28, 35)","Separate special regimes with caps and non‑accumulative credits (recreation loading limits, infectious disease leave up to 52 weeks, war service special leave with historical credit dates — regs 11, 15, 16)","Appeal and suspension rules interact with tribunal procedures and criminal proceedings (regs 29–32) creating procedural dependencies"],"plain_english_summary":"**What these regulations do (mechanically)\n\n- Establish detailed employment rules for \"prescribed employees\" of TAFE SA — defined as Lecturers, Lecturer's Assistants and Educational Managers — under the TAFE SA Act 2025 (reg 3).\n- Set recruitment requirements: the Chief Executive may require proof of age, medical fitness and documentary evidence of qualifications/experience; TAFE SA pays any medical costs for applicants (reg 4).\n- Give the Chief Executive wide powers over appointment, classification and acting appointments, with limited roles for the board (which may set qualification requirements) and a committee (including a union representative) to recommend on Educational Manager appointments (regs 5–8, 6(3)).\n- Specify leave and non‑attendance rules (recreation leave, leave loading, non‑attendance days, sick leave, special leave including for infectious disease, war service disability leave, maternity leave and long service calculations) and how entitlements accrue and are to be taken (regs 9–19).\n- Provide rules on remuneration adjustments, incremental starting salaries, recovery of overpayments, travel and removal expenses, and payment rates for temporary duties not covered by an industrial award (regs 22–28).\n- Provide internal review and appeal paths: written application for review to the Chief Executive, and limited rights to apply to the South Australian Employment Tribunal (SAET) after that review; procedural protections while SAET or criminal proceedings are running (regs 29–32).\n- Set conduct and duty obligations for employees: statewide service, compliance with regulations, prior written permission for outside remunerative employment, impartial presentation of social/religious/political issues, prohibition on seeking political intervention for personal employment advantage, and restrictions on entering contracts for TAFE SA without authority (regs 33–38).\n- Prescribe resignation notice, possible financial penalty for failing to give required notice, retrenchment procedure and minimum notice or payment on retrenchment (regs 39–40).\n- Authorise compulsory medical examinations in specified circumstances (with prior consultation with the Union and at TAFE SA's expense) and prescribe how notices are to be given and how union supplementary panel member elections operate (regs 41–43).\n- Repeal the TAFE SA Regulations 2012 (Schedule 1).\n\nWho is affected\n\n- Prescribed employees (Lecturers, Lecturer's Assistants, Educational Managers) and prospective applicants (reg 3 definition; regs 4–5).\n- The Chief Executive of TAFE SA and the board (who make most operational decisions: appointment, leave approvals, pay determinations, discipline, transfers and recovery of overpayments) (many provisions, e.g. regs 5, 10(5), 22, 26, 28, 31).\n- The South Australian Branch of the Australian Education Union (the Union) because it provides panels for committee appointments and must be consulted on compulsory medical exams; the Union also runs internal elections for supplementary panel members (reg 6(3), 41(2), 43).\n- Students and the public only indirectly (through staff conduct and operational costs borne by TAFE SA).\n\nWho pays and who decides\n\n- TAFE SA pays certain applicant medical expenses (reg 4(2)), travel and relocation costs where applicable (reg 27–28), recreation leave loading up to public service caps (reg 11), and medical exams if required (reg 41(3)(a)). Those payments are charged to TAFE SA's budget and therefore affect its operating costs.\n- The Chief Executive makes most day‑to‑day staffing decisions (appointment, classification, leave approvals, disciplinary suspension, permission for outside employment, recovery of overpayments) and the board may set qualifications and make leave/non‑attendance determinations (regs 5, 6, 10, 12, 22, 35, 26).\n- SAET is the external tribunal for limited review of administrative decisions after internal review (reg 29(4)).\n\nWhy it matters (stated purpose, then practical tradeoffs)\n\n- The regulations implement the TAFE SA Act 2025 by setting operational HR rules for defined TAFE employees. That is their primary purpose (whole instrument).\n\n- Tradeoffs and practical effects to note:\n  - Discretion vs consistency: The Chief Executive has broad discretion over classification, pay increments, leave approvals and permission for outside employment (regs 5, 22, 23, 35). That gives flexibility to manage the workforce but increases the risk of inconsistent decision‑making and requires robust internal processes to prevent arbitrary outcomes.\n  - Administrative and compliance burden: Detailed accrual rules (e.g. sick leave credited in duty hours and quarters — reg 13(2)–(3)), pro rata calculations for part‑time staff (multiple regs), medical certificate requirements (reg 13(7)–(9)), and written application/notice requirements (reg 9(2), 39) create record‑keeping and transaction costs for HR teams and employees.\n  - Employee protections and costs: Several protections (re‑employment after a short resignation to contest an election — reg 7; entitlement to long periods of paid special leave for infectious disease in certain cases up to 52 weeks — reg 15) benefit employees but impose contingent costs on TAFE SA's budget and may affect staffing planning.\n  - Union role: The Union has formal involvement in selection committees (reg 6) and in elections for supplementary panel members (reg 43). This concentrates influence for union‑selected representatives on certain decisions; the regulation specifies the Chief Executive selects from a union‑supplied panel (reg 6(3)).\n  - Limits on outside economic activity: Permission is required for outside remunerative employment (reg 35). That restricts employees' ability to take additional paid work unless approved, which affects individual choice and may reduce conflicts of interest but also limits supplementary income opportunities.\n  - Procedural safeguards: Internal review and the right to take some decisions to SAET preserve an external oversight route (reg 29), but initial employment and promotion decisions are excluded from tribunal review (reg 29(5)), narrowing judicial or tribunal oversight in those areas.\n  - Workforce flexibility and costs of change: Notice requirements (6 weeks standard, shorter exceptions — reg 39) and retrenchment notice/pay minimums (12 weeks — reg 40) affect the speed and cost of workforce reductions and re‑deployment.\n\nImplementation risks and likely consequences\n\n- Recordkeeping requirements (sick leave in hours/quarters; pro rata calculations for part‑time staff) raise the risk of administrative error and disputes (reg 13).\n- Broad discretions (Chief Executive and board determinations) increase the need for transparent policies to avoid perceptions of arbitrariness; failure to do so could increase appeals to SAET (regs 5, 10, 22, 26, 29).\n- The infectious disease special leave provision (reg 15) could create significant contingent liabilities if several employees qualify simultaneously; the board’s power to declare other diseases for coverage centralises that financial exposure.\n- Restrictions on outside employment (reg 35) and the power to withdraw permission create behavioural incentives to obtain approval or hide secondary income; enforcement may require monitoring and investigations.\n\nConcrete references to the text (examples):\n- Recruitment requirements and payment of applicant medical costs: reg 4.\n- Chief Executive appointment and board powers on qualifications: reg 5; committee for Educational Manager: reg 6.\n- Re‑employment after resigning to run for Parliament: reg 7.\n- Acting appointment pay and non‑attendance day entitlements: reg 8.\n- Sick leave accrual rules including different formulas for Lecturer's Assistants: reg 13.\n- Special leave for infectious disease (listed diseases; 52‑week cap): reg 15.\n- Outside employment permission and grounds for withdrawal: reg 35.\n- Internal review and limited right to apply to SAET: reg 29.\n- Compulsory medical exam with Union consultation and TAFE SA paying cost: reg 41.\n\nBottom line (mechanical): The regulations set out detailed human‑resources rules for a defined cohort of TAFE SA employees, granting broad operational discretion to the Chief Executive and the board, embedding union involvement in some appointment procedures, prescribing accrual and payment mechanics for leave entitlements, and establishing internal and limited external review pathways. These choices trade administrative flexibility and employee protections against increased managerial discretion, administrative burden and contingent costs to TAFE SA (see regs cited above)."}},"importantCases":[],"_links":{"self":"/api/acts/tafe-sa-regulations-2026","history":"/api/acts/tafe-sa-regulations-2026/history","analysis":"/api/acts/tafe-sa-regulations-2026/analysis","conflicts":"/api/acts/tafe-sa-regulations-2026/conflicts","importantCases":"/api/acts/tafe-sa-regulations-2026/important-cases","documents":"/api/acts/tafe-sa-regulations-2026/documents"}}