Flexible Work Options. The University recognizes that in order to attract, retain, and develop highly skilled employees and partner with the Union on promoting a clean environment, there may be times when it is in the best interest of both the University and the employee to consider options beyond traditional work locations and schedules. This flexibility must always meet the needs of the individual campus business units. The University’s commitment to this flexibility does not mean that every employee is entitled to a flexible work option. The nature of the work and/or the needs of the University may preclude a flexible work arrangement. Flexibility is appropriate where both the needs of the University and the needs of the employee are met. Upon request of a bargaining unit member, the supervisor may grant, for a specific period of time, or for an unspecified time (subject to a cancellation by the supervisor) a flexible personal work schedule, a compressed work week, or an alternative work site/telecommuting schedule, so long as the bargaining unit member can demonstrate to the satisfaction of the supervisor that the proposed schedule will not interfere with or detract from the delivery of services provided or the day to day operation of the department. Such request shall not be unreasonably denied.
Flexible Work Options. (a) The University recognizes that in order to attract, retain, and develop highly skilled librarians and partner with the Union in promoting a clean environment, there may be times when it is in the best interest of both the University and the librarian to consider options beyond traditional work locations and schedules. This flexibility must always meet the needs of the Libraries. The University’s commitment to this flexibility does not mean that every librarian is entitled to a flexible work option. The nature of the work and/or the needs of the Libraries may preclude a flexible work arrangement. Flexibility is appropriate when both the needs of the University and the needs of the librarian are met. Flexible work options may include a flexible work schedule, a compressed work week, or an alternative work site/telecommuting option. A librarian who proposes an alternative work site/telecommuting option must demonstrate that:
(1) the work assignment does not require a physical presence at the Libraries;
(2) the work assignment consists of results-oriented projects that are measurable and quantifiable;
(3) there is access to all equipment and technology necessary to support the arrangement; and
(4) the work location provides confidentiality of University records and information, and the librarian will use University approved equipment and software to doso.
Flexible Work Options. (1) At their instigation, Caregivers may elect in writing to participate in flexible working arrangements where these are offered by the Employer. These arrangements may include the facility for the Caregiver to 'purchase' additional leave, by electing to forego part of their salary in order to accrue an additional commensurate amount of leave. Such arrangements will be subject to the Employer's policy, and as stated clearly in written agreement between the Employer and Caregiver.
(2) It will remain the responsibility of the Caregiver wishing to avail themselves of the flexibility to seek advice concerning potential implications for taxation, superannuation, salary packaging and other benefits.
Flexible Work Options. Flexible work options are tools managers and supervisors can use to help meet the work/life balance needs of their employees while simultaneously ensuring that the work unit’s operational needs are met. While the Lab supports the use of flexible work options wherever possible, they do not change the basic terms and conditions of Laboratory employment and are not entitlements. Granting or denial of a request for a flexible work option, or rescission of an approved flexible work option, is not subject to the grievance or arbitration procedure. The Laboratory currently has two flexible work options that may be considered: Flextime and Telecommuting Agreements. Approval of both options must be within the provisions of N.1 and N.2 above.
Flexible Work Options. (a) The University recognizes that in order to attract, retain, and develop highly skilled librarians and partner with the Union in promoting a clean environment, there may be times when it is in the best interest of both the University and the librarian to consider options beyond traditional work locations and schedules. This flexibility must always meet the needs of the Libraries. Every Librarian is entitled to a flexible work arrangement when permitted by the nature of the work and provided the needs of the library are met. Flexibility is appropriate when both the needs of the University and the needs of the librarian are met. Flexible work options may include a flexible work schedule, a compressed work week, or an alternative work site/telecommuting option. A librarian who proposes an alternative work site/telecommuting option must demonstrate that:
(1) the work assignment does not require a physical presence at the Libraries;
(2) the work assignment consists of results-oriented projects that are measurable and quantifiable;
(3) there is access to all equipment and technology necessary to support the arrangement; and
(4) the work location provides confidentiality of University records and information, and the librarian will use University approved equipment and software to doso.
Flexible Work Options. In addition to those specific items listed in the above subclause and in recognition of the need for maximum flexibility within this Agreement, a Caregiver and the Employer may agree to mutually agreeable terms and conditions to be implemented in substitution of or in addition to the terms and conditions specified in this Agreement.
Flexible Work Options. 10.01 In order to address the assignment of work that requires work outside of a normal workday or workweek, the provisions of Article 10.02 will apply.
Flexible Work Options. (a) Employees may elect, in writing, to participate in flexible working arrangements where these are offered by the Employer. These arrangements may include the facility for the Employee to 'purchase' additional leave, by electing to forego part of their salary in order to accrue an additional commensurate amount of leave. Such arrangements will be subject to the Employer's policy, and as stated clearly in written agreement between the Employer and Employee.
(b) It will remain the responsibility of the Employee wishing to avail themselves of the flexibility to seek advice concerning potential implications for taxation, superannuation, salary packaging and other benefits.
Flexible Work Options. 6.9.1 The City has a range of flexible work options that are available. Employees may request, and the City will give due consideration to, requests for any such arrangement.
a. Negotiable start/finish times.
b. Part-time work options, including temporary arrangements.
c. Working from home.
d. Nine-day fortnight working arrangements (as a standard employment condition) flexible use and banking of RDOs.
e. Make-up time and time-off-in-lieu arrangements.
6.9.2 Approval of any request for any of these arrangements will necessarily depend upon the City’s operational requirements and be subject to efficiency, productivity and cost considerations in accommodating the request, along with considerations of the Employee’s personal circumstances.
6.9.3 Transition to retirement arrangements may be made available to those Employees approaching full time retirement from the workforce and who may request a transition period to retirement. A transition to retirement period may assist the transfer of corporate knowledge and skills and provide guidance and mentoring to other Employees prior to retirement, for the mutual benefit of the Employee and the City.
6.9.4 A transition to retirement period could entail the utilisation of flexible work options to allow an Employee to reduce their work hours/days to an agreed number, provided operational requirements are able to be met. In doing so, the City will give favourable consideration to the utilisation of Annual Leave and Long Service Leave entitlements, in a manner which would not otherwise be available. For example, this could include taking leave at the rate of one (1) or two (2) days per week over an extended period. Approval is at the sole discretion of the City. Half pay leave arrangements will not be applied in such circumstances.
Flexible Work Options. Employees interested in Telework (Remote) Work are to submit their requests to the manager, in accordance with the Employer’s Flexible Work Options Policy. All request will be reviewed and discussed with the requesting employee. Requests shall not be unreasonably denied by the Employer.
