Flexible Working. HOURS Flex-time allows an employee to vary his/her start and finish time within County parameters and policies to meet 5/40, 4/10, 9/80 or other schedules. All employees are required to be in the work place during the core hours set by the department. Flex- time work schedules are offered to employees at the discretion of management.
Flexible Working specific terms of the employment contract agreed between the employer and the employee on a voluntary basis, where the activities agreed are carried out by the employee fully or partially independent of place and/or time (article 5.2 of the collective labour agreement).
Flexible Working. 4.5.1 The parties recognise part 6AA of the Employment Relations Act sets out a statutory right for employees to seek to vary their working hours.
4.5.2 Further, the parties support the Public Service Commission’s/Xx Xxxx Xxxxxxx’s “flexible by default” principles: • IF NOT, WHY NOT – All roles are treated as flexible unless there is a genuine business reason for a role not to be. Flexibility is equally available to women, men and gender- diverse employees, irrespective of the reason for wanting it. Working flexibly will not undermine career progression or pay. • WORKS FOR THE ROLE - Every role should be suitable for some form of flexibility but not every type of flexibility will work for every role. Genuine business reasons may mean that some types of flexibility cannot be implemented for some roles. • WORKS FOR AGENCIES AND TEAMS – Flexible working should not be viewed as something which is just agreed between an employee and manager. This means that the impact of flexible arrangements should be considered on teams, and the agency as a whole. • REQUIRES GIVE AND TAKE – Flexibility requires give and take between the employee, manager and team. It also places collective obligations on employees, managers and teams to be open and adaptable so that it works for everyone. • MUTUALLY BENEFICIAL – Flexible working needs to work for the agency, teams and employees. Consideration should be given to how flexible work arrangements can maintain or enhance service delivery and the performance of the agencies, teams and employees. It should not result in increased workloads for employees working flexibly, or for other team members who are not. • ACTIVELY CHAMPIONED BY LEADERS – Leaders support, champion and role model flexible working for their teams and themselves.
Flexible Working. Hours Credit means the time which exceeds the contract hours for a settlement period and can be accumulated under the Agreement or carried over into the next settlement period.
Flexible Working. 14.1 Employees are able to request changes to their working arrangements pursuant to the employment Relations Act 2000, and employers must respond in accordance with the Act. There are two types of requests that can be made:
a) A request under Part 6AA which any employee can make at any time; and
b) A request under Part 6AB which can be made by an employee who is affected by family violence, for the purposes of assisting the employee to deal with the effects of being a person affected by family violence. A request under Part 6AB is for a short-term change in working arrangements (up to two months).
14.2 Working arrangements means 1 or more of the following:
a) hours of work;
b) days of work;
c) place of work (for example, at home or at the employee’s place of work); and
d) for requests under Part 6AB for persons affected by family violence only, additional terms that need variation.
14.3 Requests under Part 6AA must be in writing and contain the information required by Section 69AAC of the Employment Relations Act 2000. The employer must deal with the request as soon as possible but not later than 1 month after receiving the request, and any request under Part 6AA must be refused if it relates to working arrangements to which this collective agreement applies and would result in the employee’s work arrangements being inconsistent with this agreement.
14.4 Requests under Part 6AB for persons affected by family violence must be in writing and contain the information required by Section 69ABC of the Employment Relations Act 2000. The employer must deal with the request as soon as possible but not later than 10 working days after receiving the request, and must provide the employee with information about appropriate specialist family violence support services. The employer may require proof from the employee, provided the employee is advised of this requirement as soon as possible and within three working days of receiving the request. The employee has 10 working days to supply the proof, and if this does not occur, the employer may refuse the request. A request under Part 6AB will not be refused just because it relates to working arrangements to which this collective agreement applies and would result in the employee’s work arrangements being inconsistent with this agreement.
14.5 The employer can refuse a request if the employer determines it cannot be accommodated for 1 or more of the following reasons;
a) inability to reorganise work amongst existing staff...
Flexible Working. Employees have the right to request and have carefully considered a form of Flexible Working. This may, for example, entail a change to the work pattern, work base and/or the total number of days and/or hours worked. (See the Council’s ‘Flexible Working Guide’ for further details).
Flexible Working. In accordance with Part 6AA (Flexible Working) of the Employment Relations Act, an employee may request a change to their work pattern either for a fixed period, for example (but not limited to) while pregnant, or permanently. This may be supported by advice from a health professional. Arrangements are to be agreed between the line manager and employee. If the advice of the health professional recommends a change to their work pattern, shifts worked or number of hours, this will be taken into consideration by the employer.
Flexible Working. Employees can expect that workloads will be equitable, fair, reasonable and safe. Both managers and employees have obligations to review workloads should the need arise.
Flexible Working. The Executive may seek the approval of the Chief Executive for a flexible working arrangement on the same basis and to the same extent as may ordinarily be available from time-to-time to a person employed other than as an executive employee under the Act.
Flexible Working. ARRANGEMENTS - 9 Day Fortnight - 8.33 hour day (or 8.0 hour day for Appendix 1B employees CLAUSE 6 OVERTIME - DAY WORKERS
