Common use of Flexible Work – General Principles and Requirements Clause in Contracts

Flexible Work – General Principles and Requirements. 18.1 The Commissioner is committed to providing employees with flexibility to assist in balancing work and life commitments. There are benefits for the employee, PWC and customers when employees are able to work more flexibly. 18.2 In all cases and at all times, an employee’s flexible work arrangement must work for them, their team/work colleagues and the business needs. 18.3 Under this Agreement, employees have a range of options for when and how they work and are encouraged to discuss with their manager their flexibility needs. 18.4 The objective is to provide employees with the level of flexibility that works for them and allows them to meet their flexible lifestyle needs and achieve their aspirations, provided that business (includes team and customer) needs continue to be met. 18.5 Flexible work may be facilitated through one of the following initiatives contained in this Agreement. Refer to the relevant provision for eligibility and approval requirements: (a) clause 83.11 Recreation Leave at Half Pay – doubles the period of recreation leave when leave is taken at half pay; (b) clause 19 Flexible Lifestyle Leave – ability to purchase paid leave through salary deductions to access more time off in a particular year; (c) clause 23 Part-time employment – converting from full-time to part-time employment for a specified period or a permanent change; (d) clause 71 Flexible Working Hours (Flextime); (e) clause 69 averaging ordinary hours of work within the span of hours – used where regular time off is required; (f) clause 102 Special Leave Without Pay; and (g) clause 81.17(e) returning to work on reduced hours after parental leave 18.6 Subject to approval, employees may work from home or another location to facilitate flexible work. The parties are committed to supporting a sector-wide working from home policy with standard and clear guidelines. 18.7 In considering an employee’s request to work flexibly the CEO will take into account a range of things, including the employee’s personal circumstances, PWC’s business (includes team and customer) needs. 18.8 Unless provided otherwise in the relevant clause, requests to work a flexible working arrangement can only be refused on reasonable business grounds as defined in clause 3(ii). 18.9 An employee’s request to work flexibly must be in writing setting out the details of the change sought and the reasons for the request. 18.10 Subject to clause 18.11, the CEO (or their delegate) must give the employee a written response to the request within 21 days, stating whether the CEO (or their delegate) grants or refuses the request. 18.11 Where the CEO’s delegate proposes to refuse an employee’s request to work from home, the employee’s request will be referred to the CEO for assessment. Only the CEO is permitted to refuse employees’ requests to work from home. 18.12 While there are many options about how an employee works in this Agreement, sometimes they will not fit an employee’s exact circumstances and the employee and CEO will need to agree to vary the Agreement. In such situations, the Individual Flexibility Arrangement (clause 16) clause applies.

Flexible Work – General Principles and Requirements. 18.1 The Commissioner is committed to providing employees with flexibility to assist in balancing work and life commitments. There are benefits for the employee, PWC the agency and customers when employees are able to work more flexibly. 18.2 . In all cases and at all times, an employee’s flexible work arrangement must work for them, their team/work colleagues and the business needs. 18.3 . Under this Agreement, employees have a range of options for when and how they work and are encouraged to discuss with their manager their flexibility needs. 18.4 . The objective is to provide employees with the level of flexibility that works for them and allows them to meet their flexible lifestyle needs and achieve their aspirations, provided that business (includes team and customer) needs continue to be met. 18.5 . Flexible work may be facilitated through one of the following initiatives contained in this Agreement. Refer to the relevant provision for eligibility and approval requirements: (a) clause 83.11 Recreation Leave at Half Pay – doubles the period of recreation leave when leave is taken at half pay; (b) clause 19 Clause 60 Flexible Lifestyle (Purchased) Leave – ability to purchase paid leave through salary deductions to access more time off in a particular year; (cb) clause 23 Clause 20.7 Part-time employment – converting from full-time to part-time employment for a specified period or a permanent change; (dc) clause 71 Flexible Working Hours (Flextime); (e) clause 69 averaging ordinary hours of work within the span of hours – Clause 55 Averaging Hours- used where regular time off is required; (fd) clause 102 Clause 84 Special Leave Without Pay; andleave without pay (ge) clause 81.17(eClause 68.17(e) returning to work on reduced hours after parental leave 18.6 . Subject to approval, employees may work from home or another location to facilitate flexible work. The parties are committed to supporting a sector-wide working from home policy with standard and clear guidelines. 18.7 . In considering an employee’s request to work flexibly the CEO will take into account a range of things, including the employee’s personal circumstances, PWCcircumstances and the agency’s business (includes team and customer) needs. 18.8 . Unless provided otherwise in the relevant clause, requests to work a flexible working arrangement can only be refused on reasonable business grounds as defined in clause 3(ii3(x). 18.9 . An employee’s request to work flexibly must be in writing setting out the details of the change sought and the reasons for the request. 18.10 . Subject to clause 18.1125.11, the CEO (or their delegate) must give the employee a written response to the request within 21 days, days stating whether the CEO (or their delegate) grants or refuses the request. 18.11 . Where the CEO’s delegate proposes to refuse an employee’s request to work from home, the employee’s request will be referred to the CEO for assessment. Only the CEO is permitted to refuse employees’ requests to work from home. 18.12 . While there are many options about how an employee works in this Agreement, sometimes they will not fit an employee’s exact circumstances and the employee and CEO will need to agree to vary the Agreement. In such situations, the Individual Flexibility Arrangement Arrangements (clause 1622) clause applies.

Flexible Work – General Principles and Requirements. 18.1 27.1 The Commissioner is committed to providing employees with flexibility to assist in balancing work and life commitments. There are benefits for the employee, PWC the agency and customers when employees are able to work more flexibly. 18.2 27.2 In all cases and at all times, an employee’s flexible work arrangement must work for them, their team/work colleagues and the business needs. 18.3 27.3 Under this Agreement, employees have a range of options for when and how they work and are encouraged to discuss with their manager their flexibility needs. 18.4 27.4 The objective is to provide employees with the level of flexibility that works for them and allows them to meet their flexible lifestyle needs and achieve their aspirations, provided that business (includes team and customer) needs continue to be met. 18.5 27.5 Flexible work may be facilitated through one of the following initiatives contained in this Agreement. Refer to the relevant provision for eligibility and approval requirements: (a) clause 83.11 Clause 62 Recreation Leave leave at Half Pay – - doubles the period of recreation leave when leave is taken at half pay;. (b) clause 19 Clause 63 Flexible Lifestyle (Purchased) Leave – ability to purchase paid leave through salary deductions to access more time off in a particular year;. (c) clause 23 Clause 21 Part-time employment – converting from full-time to part-time employment for a specified period or a permanent change;. (d) clause 71 Flexible Working Hours (Flextime);Clause 28 Flextime Scheme for Non-shiftworkers. (e) clause 69 averaging ordinary hours Clause 49 Hours of work within the span of hours – used where regular time off is required;Duty - Day Workers. (f) clause 102 Clause 87 Special Leave Without Pay; and. (g) clause 81.17(eClause 74.17(e) returning to work on reduced hours after parental leave. 18.6 27.6 Subject to approval, employees may work from home or another location to facilitate flexible work. The parties are committed to supporting a sector-wide working from home policy with standard and clear guidelines. 18.7 27.7 In considering an employee’s request to work flexibly the CEO will take into account a range of things, including the employee’s personal circumstances, PWCcircumstances and the agency’s business (includes team and customer) needs. 18.8 27.8 Unless provided otherwise in the relevant clause, requests to work a flexible working arrangement can only be refused on reasonable business grounds as defined in clause 3(ii4(v). 18.9 27.9 An employee’s request to work flexibly must be in writing setting out the details of the change sought and the reasons for the request. 18.10 27.10 Subject to clause 18.1127.11, the CEO (or their delegate) must give the employee a written response to the request within 21 days, days stating whether the CEO (or their delegate) grants or refuses the request. 18.11 27.11 Where the CEO’s delegate proposes to refuse an employee’s request to work from home, the employee’s request will be referred to the CEO for assessment. Only the CEO is permitted to refuse employees’ requests to work from home. 18.12 27.12 While there are many options about how an employee works in this Agreement, sometimes they will not fit an employee’s exact circumstances and the employee and CEO will need to agree to vary the Agreement. In such situations, the Individual Flexibility Arrangement Arrangements (clause 1624) clause applies.

Flexible Work – General Principles and Requirements. 18.1 21.1 The Commissioner is committed to providing employees with flexibility to assist in balancing work and life commitments. There are benefits for the employee, PWC Territory Generation and customers when employees are able to work more flexibly. 18.2 21.2 In all cases and at all times, an employee’s flexible work arrangement must work for them, their team/work colleagues and the business needs. 18.3 21.3 Under this Agreement, employees have a range of options for when and how they work and are encouraged to discuss with their manager their flexibility needs. 18.4 21.4 The objective is to provide employees with the level of flexibility that works for them and allows them to meet their flexible lifestyle needs and achieve their aspirations, provided that business (includes team and customer) needs continue to be met. 18.5 21.5 Flexible work may be facilitated through one of the following initiatives contained in this Agreement. Refer to the relevant provision for eligibility and approval requirements: (a) clause 83.11 89.11 Recreation Leave at Half Pay – doubles the period of recreation leave when leave is taken at half pay; (b) clause 19 22 Flexible Lifestyle Leave – ability to purchase paid leave through salary deductions to access more time off in a particular year; (c) clause 23 26 Part-time employment – converting from full-time to part-time employment for a specified period or a permanent change; (d) clause 71 76.7 Flexible Working Hours (Flextime); (e) clause 69 75 averaging ordinary hours of work within the span of hours – used where regular time off is required; (f) clause 102 109 Special Leave Without Pay; and (g) clause 81.17(e87.17(e) returning to work on reduced hours after parental leave. 18.6 21.6 Subject to approval, employees may work from home or another location to facilitate flexible work. The parties are committed to supporting a sector-wide working from home policy with standard and clear guidelines. 18.7 21.7 In considering an employee’s request to work flexibly the CEO will take into account a range of things, including the employee’s personal circumstances, PWCTerritory Generation ’s business (includes team and customer) needs. 18.8 21.8 Unless provided otherwise in the relevant clause, requests to work a flexible working arrangement can only be refused on reasonable business grounds as defined in clause 3(ii3(ll). 18.9 21.9 An employee’s request to work flexibly must be in writing setting out the details of the change sought and the reasons for the request. 18.10 21.10 Subject to clause 18.1121.11, the CEO (or their delegate) must give the employee a written response to the request within 21 days, stating whether the CEO (or their delegate) grants or refuses the request. 18.11 21.11 Where the CEO’s delegate proposes to refuse an employee’s request to work from home, the employee’s request will be referred to the CEO for assessment. Only the CEO is permitted to refuse employees’ requests to work from home. 18.12 21.12 While there are many options about how an employee works in this Agreement, sometimes they will not fit an employee’s exact circumstances and the employee and CEO will need to agree to vary the Agreement. In such situations, the Individual Flexibility Arrangement (clause 1619) clause applies.