Employee Request for a Flexible Work Arrangement Sample Clauses

Employee Request for a Flexible Work Arrangement. Employees may request flexible working arrangements (including under Part 6AA of the Employment Relations Act 2000). Such requests may relate to days of work, hours of work, or place of work and may be for temporary or permanent flexible working arrangements. Any agreed change to the actual hours of work will be documented in writing. To make a request for a Flexible Working Arrangement with your manager: a. Have a conversation with your manager about the working arrangement you would like (refer to the ‘MPI Flexible Working Arrangements Policy’ and ‘Flexible Working Toolkit’ for guidance as to what could be covered and considered during this discussion) b. Complete the ‘Request for a Flexible Working Arrangements form c. Submit the request to your manager Managers must consider all requests for flexible working arrangements carefully in a fair way and in good faith. The request must be acknowledged in writing. In considering the request, managers should refer to the ‘MPI Flexible Working Arrangements Policy’ and ‘Flexible Working Toolkit’ for guidance. There may be informal or formal flexible working arrangements. Informal and formal arrangements require agreement by a manager. However, informal arrangements do not require a change to the employee’s employment contract but the arrangement must still be documented The manager must deal with a request as soon as possible, but no later than one month after you receive it. (Note: this is a statutory requirement.) They must respond in writing. When a request for FWA is approved, managers will: 1. Deliver the decision in writing 2. Remind the employee the FWA will incur a change in employment terms and conditions (unless agreed otherwise) 3. Communicate with all relevant parties, update HR, provide HR with a completed Flexible Work Arrangements form and consider whether H&S requirements are still satisfied. Before a request for FWA is declined, and it must be in writing, managers will: 1. Explore all alternatives 2. Pass on the request to HR advisers for further consideration 3. Pass on the request to their own management for solutions requiring higher delegations 4. Have received approval from the Director to decline the request (as per the Flexible Working Arrangements Policy).
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Related to Employee Request for a Flexible Work Arrangement

  • Employee-Requested Schedule Changes Overtime-eligible employees’ workweeks and work schedules may be changed at the employee’s request and with the Employer’s approval, provided the Employer’s business and customer service needs are met and no overtime expense is incurred.

  • Flexible Work Schedule A flexible work schedule is any schedule that is not a regular, alternate, 9/80, or 4/10 work schedule and where the employee is not scheduled to work more than 40 hours in the "workweek" as defined in Subsections F. and H., below.

  • REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS 49.1 Employee may request change in working arrangements s.65 of the Act. Note 1: Section 65 of the Act provides for certain Employees to request a change in their working arrangements because of their circumstances, as set out in s.65(1A).

  • Flexible Work Schedules An employee may request a modification of their current work schedule to another schedule. The Employer, or its designees, may approve or deny flexible work schedules and retain the responsibility for determining exemptions from, or terminations of, flexible work schedules which adversely affect the operation of the Minnesota Judicial Branch or the level of service to the public.

  • Flexible Scheduling All posts experience a higher day-time volume than occurs during the night hours and the Parties agree to a flexible scheduling as outlined below to be compatible with the needs of the community served and availability of on-call staff and the members of the post’s full-time staff.

  • Extended Local Calling Scope Arrangement An arrangement that provides a Customer a local calling scope (Extended Area Service, “EAS”), outside of the Customer’s basic exchange serving area.

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

  • Employee Response The employee upon whom a Notice of Proposed Action has been served shall have seven (7) calendar days to respond to the appointing authority either orally or in writing before the proposed action may be taken. Upon request of the employee and for good cause, the appointing authority may extend in writing the period to respond. If the employee's response is not filed within seven (7) days or during an extension, the right to respond is lost.

  • Business Continuity Registry Operator shall maintain a business continuity plan, which will provide for the maintenance of Registry Services in the event of an extraordinary event beyond the control of the Registry Operator or business failure of Registry Operator, and may include the designation of a Registry Services continuity provider. If such plan includes the designation of a Registry Services continuity provider, Registry Operator shall provide the name and contact information for such Registry Services continuity provider to ICANN. In the case of an extraordinary event beyond the control of the Registry Operator where the Registry Operator cannot be contacted, Registry Operator consents that ICANN may contact the designated Registry Services continuity provider, if one exists. Registry Operator shall conduct Registry Services Continuity testing at least once per year.

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