FLEXIBLE WORK PRACTICES. Flexible work practices will be implemented consistent with the Letter of Understanding attached to this Agreement.
FLEXIBLE WORK PRACTICES. The introduction of flexible work practices is designed to improve productivity, improve product quality, and reduce down time and lower costs while ensuring that the work is completed in a safe manner. The efficiencies that result from flexible work practices are also intended to assist in fulfilling the intention of the Contracting provisions of the Collective Agreement.
FLEXIBLE WORK PRACTICES. The parties acknowledge the importance of flexible work practices in promoting the efficient operation of a manufacturing environment.
FLEXIBLE WORK PRACTICES. 10.1. MI strives to ensure the continuing commercial viability of its business and support the provision of cost effective services to customers and shareholders. When operational considerations allow, MI will support flexible working arrangements to enable Employees to plan to balance work and personal commitments.
FLEXIBLE WORK PRACTICES. This supplements Section 65 of the NES.
94.1 A full-time employee may apply, in writing, to work on a part-time basis for a fixed period; after which time he/she would again revert back to full-time status.
94.2 In giving consideration to the employee’s application to move to part-time work for a fixed period, the School will take into account the following:
(a) the employee’s particular circumstances that give rise to the application;
(b) the impact that refusal of the application may have on the employee and his/her family; and
(c) the operational requirements of the School, including the School’s capacity to reorganise work arrangements, secure competent replacement employees and the impact on students and other employees.
94.3 Such arrangements shall only be made at the request of the employee and by agreement with the School. The request shall be made prior to the commencement of the School year.
FLEXIBLE WORK PRACTICES. 2.6.1 A full-time employee may apply in writing to work on a part-time basis for a fixed period, after which time the employee would again revert back to full-time status.
2.6.2 In giving consideration to the employee’s application to move to part-time work for a fixed period, the employer will take into account the following:
(a) The particular circumstances of the employee that give rise to the application;
(b) The impact that refusal of the application may have on the employee and their family; and
(c) The operational requirements of the school, including the employer’s capacity to reorganize work arrangements, secure competent replacement employees and the impact on other school employees.
2.6.3 Such arrangements shall only be made at the request of the employee and by agreement with the employer. The request must be made prior to the commencement of the school year.
FLEXIBLE WORK PRACTICES. 22.1. The Company supports the provision of flexible work practices, which may provide support to Employees in the balancing of their work requirements and non-work activities.
22.2. An Employee who is a parent, or who has a carer’s responsibility, may request a change in working arrangements to assist the Employee with their parental or carer responsibilities. A request must be in writing and set out the details of change sought and the reasons for the change. The Company must give the Employee a written response to the request within twenty-one (21) days, stating whether the request is approved/not approved and if it is not, the reasons for that decision. Requests for flexible working arrangements will only be refused on reasonable business grounds.
22.3. By way of example, flexible work practices may include, but are not limited to, the following types of working arrangements:
22.3.1. variable attendance hours;
22.3.2. working from home;
22.3.3. fractional time appointments;
22.3.4. pre-retirement; and,
22.3.5. post-Parental leave flexibility.
22.4. Pursuant to this clause, an Employee may, with the approval of the Company, vary their hours of employment. A request to vary hours of employment will be subject to the operational requirements of the Company and will be for a period agreed between the Employee and the Company. At the conclusion of the period the Employee will return to their substantive time fraction.
22.5. An Employee may request to extend their variation of hours for another agreed period or request a permanent change in their time fraction of employment and such requests will be considered and approved by the Company having regard to the operational requirements of the employer.
22.6. If operational requirements change, subject to prior consultation with the Employee, the Company may amend or terminate the flexible work practice which has been implemented under this clause by giving no less than twenty-eight (28) days notice or as agreed with the Employee.
FLEXIBLE WORK PRACTICES. In order to achieve the aims and objectives of this Agreement as detailed at Clause 5 above, and for the Company to continue to provide ongoing employment for those employees covered by the terms and conditions of this Agreement, the Company will, as a first preference, seek to use its own employees to undertake all functions. In recognition of the imperative that for Visionstream to continue to operate it must remain competitive the employees agree the Company is able to use contract resources to undertake any function.
FLEXIBLE WORK PRACTICES. The Employer will maintain a policy that allows for flexible work practices where service continuity is not affected.
FLEXIBLE WORK PRACTICES a. To support the need for flexibility for employees in their working arrangements, employees may be engaged for duties in two or more different locations or service units of Fresh Hope Care. The arrangement may be at the request of the employee and would be subject to the following conditions: ▪ the arrangement must be in writing and agreed to by the employee and Fresh Hope Care, either in the initial engagement letter or a letter to amend conditions of employment; ▪ the employee must advise Fresh Hope Care if their hours of work under both engagements exceed 76 hours per fortnight in total; and ▪ the arrangement must take into account clauses relating to Minimum Breaks Between Shifts (Clause F4), Maximum Ordinary Hours of Work (Clause F1) and Breaks (Clause F5).
E. EMPLOYMENT CLASSIFICATIONS E1. RECOGNITION OF SERVICE AND EXPERIENCE
a. Fresh Hope Care will recognise service and experience that is of a similar nature with another Fresh Hope Care to the employee’s current employment with Fresh Hope Care for the purposes of classifying employees in Employment Classifications where there are progression criteria.
b. Fresh Hope Care will recognise the prior service and experience, and/or the concurrent service of an employee with other employers, upon production of documentary evidence. This evidence, in the absence of any other documentary evidence, may take the form of a statutory declaration. The employee’s new classification will apply from the date the evidence is received by Fresh Hope Care. The employee’s classification will be back-dated for prior service if the evidence is received by Fresh Hope Care within three months of the employee’s initial engagement.
c. A Registered Nurse or Enrolled Nurse who has been registered or enrolled outside of New South Wales will be paid as a Registered Nurse or Enrolled Nurse as from the date the employee notifies Fresh Hope Care in writing that the employee is eligible for registration or enrolment as a Registered Nurse or Enrolled Nurse. An employee seeking recognition of training outside New South Wales must make application for registration within seven days after being notified that the employee is eligible for registration.
d. Subject to e., for the purpose of yearly progression based on service and experience an employee must complete 1976 hours of work less any Annual Leave taken during the year.
e. A part time or casual employee will progress to the next pay point on the completion of 1,786 hours of work.
