Flexible Work Arrangements. (7.01) The Employer agrees to consider requests from full-time employees who wish to work part-time hours and share a full-time position with another employee. The Employer will have the sole discretion in deciding whether to agree to such requests. The terms and conditions applicable to any such arrangement shall be agreed upon by the Employer, Union and the employees affected. It is understood that any such arrangements will be for a limited period of time. Where necessary, the Union will agree to the employment of a temporary employee for the duration of such an arrangement.
(7.02) The Employer agrees to consider request from full-time employees who wish to return to work part-time hours during part of their maternity leave where in the Employer’s opinion such an arrangement is operationally feasible. Where necessary, the Union will agree to the employment of a temporary employee for the duration of such an arrangement. Any agreement between the Employer and an employee who is working part-time after returning from maternity leave which predates this letter shall prevail over this letter.
(7.03) An employee may seek approval to work a compressed work week.The request is subject to approval by the Company, based on operational requirements. A request for a compressed work week will not be unreasonably denied.
(7.04) The Company has discretion to cancel the compressed work week arrangement for operational reasons. The Company will give a minimum of two (2) weeks’ notice as per Article 6.05 but will make every effort to provide as much notice as possible.
(7.05) The compressed work week will encompass the total number of hours of a regular work week. It is understood that such a modified work week cannot be introduced without mutual consent between the Union and the Company.
(7.06) All work performed by an employee in a compressed work week arrangement that exceeds forty (40) hours in a week or one (1) hour beyond the compressed schedule shall be paid in accordance with Articles 6.03 and
Flexible Work Arrangements. (1) Work-life strategies are important to allow staff to harmonise their family and work commitments, while maintaining operational efficiency and work force productivity.
(2) The Institution as a progressive employer will endeavour to provide flexible work arrangements to attract and retain staff, taking into consideration the operational requirements of the respective work areas or teams.
Flexible Work Arrangements. (a) Notwithstanding Article 9.01, if a non-shift employee requests a flexible daily hours of work system, and where operational requirements permit, the Employing Authority shall endeavor to approve the employee's request and such request shall not be unreasonably denied.
(b) Upon the request of a non-shift employee and the concurrence of the Employing Authority, an employee may complete the average weekly hours of work in a period other than five (5) full days provided that over a period of fourteen (14) or twenty-one (21) or twenty-eight (28) calendar days, an employee works an average of thirty-seven and one-half (37½) or forty (40) hours per week according to the hours of work code.
(c) Variations in an employee's daily hours of work may occur as a result of staggered starting or finishing times or alteration in the amount of time taken as a lunch break. The lunch break for an employee will not be less than one-half (½) hour and not more than one and one-half (1½) hours.
(d) An employee wanting to establish a flexible hours schedule must submit a request to the Employing Authority and receive approval. Any such approval shall be for an initial trial period of three (3) months following which the arrangement shall be extended on an indefinite basis provided the Employing Authority and the employee are in mutual agreement. Extensions can be denied or terminated dependent upon operational requirements.
(e) All requests and responses in this Article shall be in writing.
Flexible Work Arrangements. Quick Look
31. What flexible work arrangements are available?
(a) 9 day fortnight;
(b) 19 day month;
(c) Flexi-time arrangements;
(d) Time in lieu;
(e) Paid or unpaid leave;
(f) Part-time work and job share arrangements;
(g) Purchased Additional Annual Leave arrangements;
(h) Working 4 out of 5 years;
(i) Working from home arrangements; and
(j) Any other operationally agreed combination.
Flexible Work Arrangements. A. To better adapt to the changing landscape of the workplace, the City supports, where appropriate, flexible work locations and flexible work schedules to promote the City’s Climate Action Plan and to optimize the use of City facilities and equipment. Based on a Department’s operational needs and the job duties of a specific classification, various flexible work locations and flexible work schedules, collectively referred to as “Flexible Work Arrangements”, may be made available to employees. Flexible Work Arrangements could include teleworking, alternative workstations, office sharing options for employees, alternative work schedules, and alternating office and teleworking schedules.
1. Teleworking – is an alternative work arrangement agreement between the employee and their Department where the employee may be permitted to work from their home, rather than the employee’s permanent work location or other City-designated alternative workstations at the discretion of the Department appointing authority. Such an agreement may not be available if the employee’s job duties rely on in-person services. The City and Local 127 agree to meet and confer within one year of the effective date of this MOU on the creation and implementation of a Citywide Teleworking policy.
Flexible Work Arrangements. 21.1 Under EB9 the parties developed a Guide for employees and employers considering a request for flexible work arrangements; a Checklist for requests for flexible work arrangements; and a Transition to Retirement Guideline. These guidelines and checklist are protected by this Agreement.
21.2 The human resource flexible work and parental leave policies will be amended to include a specific option of working on set shifts or set days as an allowable method of working flexibly.
21.3 Clause 19.6 of the Award provides for an employer to approve applications by employees to take annual leave at half pay for double the period of time. The parties agree that such applications will not be unreasonably refused.
21.4 Clause 18.2(a)(iii) of this Agreement allows different methods of working the 38 hour week to be agreed by the employer and the employees affected at a particular hospital, facility, xxxx or other discrete section of a hospital or facility. Genuine consideration must be given to requests by employees for changes to hours of work arrangements and requests will not be unreasonably refused – for example a request to work a nine-day fortnight.
21.5 The parties recognise that employees are covered by the Purchased Leave provisions which apply across the Queensland Public Sector. The parties agree that applications under these provisions will not be unreasonably refused.
21.6 The parties recognise employees have a right under section 88(2) of the Industrial Relations Act 2016 to return to their substantive position on return from Parental leave.
21.7 The parties agree Ministerial Directive 05/17: Special Leave applies to employees covered by this Agreement. It is noted that this Directive includes discretion to grant leave to attend pre-retirement seminars and to access additional compassionate leave as Special Leave in certain circumstances.
Flexible Work Arrangements. (1) The employer will review the flexible work arrangements policy in consultation with Together Queensland Union and other relevant unions as applicable.
Flexible Work Arrangements. (a) An employee may make a written request for a flexible work arrangement.
(b) A flexible work arrangement may include:
(i) Flexible working hours;
(ii) Part-time work;
(iii) Job-sharing; and/or
(iv) Changes to the start and/or finish time of work.
(c) The employee’s written request for flexible work arrangement/s must include the details of the arrangement proposed, the duration of time for which the arrangement is requested and the reason for the request. The employee may be asked to provide additional information that is relevant to considering the request.
(d) A request for a flexible work arrangement is subject to the approval of the University and may be refused only on reasonable business grounds.
(e) If the University determines that a flexible work arrangement must cease, it will provide the employee with reasonable notice.
(f) This clause is not intended to limit in any way the operation of (and is intended to satisfy the University’s obligations under) legislation, including the Fair Work Act 2009.
Flexible Work Arrangements. 45.1 This Clause constitutes the flexibility term referred to in section 202 of the Act.
45.2 An employee and the University may agree to make an individual flexibility arrangement to vary the terms of this Agreement, which will be confined to the following:
Flexible Work Arrangements. All negotiations unit employees are eligible to request Flexible Work Arrangements (hereinafter “flexible work arrangement(s)”). Requests for flexible work arrangements shall not be unreasonably denied. This article shall not void any prior designated work schedules. A department may offer a flexible work arrangement based upon the nature of the work performed and departmental and/or university needs. An employee may also initiate a request for a flexible work arrangement with their supervisor. In either case, the department should enter into a University Flexible Work Arrangement, only if it is determined that the employee and the employee’s position are suitable for a flexible work arrangement. Not all positions are suitable for flexible work arrangements. Suitability for a flexible work arrangement is based upon the operational and service delivery needs of the department, the individual employee, and the employee’s position. In all instances, consideration and approval of remote work arrangements must reflect a focus on mission, service to our students and patients, impact on the communities within which we operate, and a shared responsibility to provide an engaging, vibrant, and connected University experience for our students. Decisions regarding suitability for flexible work arrangements including, but not limited to, types of remote work arrangements and forms of flexible work schedules shall rest with the University and shall be final.
