Flexible Working Arrangement. (a) The Parties recognise the importance of flexible working arrangements and the right of Employees to make requests under section 65 of the Fair Work Act for flexible working arrangements. An Employee may request a flexible working arrangement if any of the following circumstances apply to the Employee:
(i) the Employee is pregnant;
(ii) the Employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
(iii) the Employee is a carer (within the meaning of the Carer Recognition Act 2010);
(iv) the Employee has a disability;
(v) the Employee is 55 or older;
(vi) the Employee is experiencing violence from a member of the Employee’s family;
(vii) the Employee provides care or support to a member of the Employee’s immediate family, or a member of the Employee’s household, who requires care or support because the member is experiencing violence from the member’s family.
Flexible Working Arrangement. (a) The Parties recognise the importance of flexible working arrangements and the right of Employees to make requests under section 65 of the Fair Work Act for flexible working arrangements. An Employee may request
(i) the Employee is pregnant;
(ii) the Employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
(iii) the Employee is a carer (within the meaning of the Carer Recognition Act 2010);
(iv) the Employee has a disability;
(v) the Employee is 55 or older;
(vi) the Employee is experiencing violence from a member of the Employee’s family;
(vii) the Employee provides care or support to a member of the Employee’s immediate family, or a member of the Employee’s household, who requires care or support because the member is experiencing violence from the member’s family.
Flexible Working Arrangement. 16.3.1 The Parties recognise the importance of flexible working arrangements and the right of employees to make requests under Section 65 of the FW Act for flexible working arrangements. An employee may request a flexible working arrangement if any of the following circumstances apply to the employee:-
(a) the employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
16.3.1 (b) the employee is a carer (within the meaning of the Carer Recognition Act 2010);
16.3.1 (c) the employee has a disability;
Flexible Working Arrangement. (a) The Parties recognise the importance of flexible working arrangements and the right of Employees to make requests under section 65 of the Fair Work Act for flexible working arrangements. An Employee may request a flexible working arrangement if any of the following circumstances apply to the Employee:
(i) the Employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
(ii) the Employee is a carer (within the meaning of the Carer Recognition Act 2010);
(iii) the Employee has a disability;
(iv) the Employee is 55 or older;
(v) the Employee is experiencing violence from a member of the Employee’s family;
(vi) the Employee provides care or support to a member of the Employee’s immediate family, or a member of the Employee’s household, who requires care or support because the member is experiencing violence from the member’s family. An Employee may use the form provided in Appendix L of this Agreement.
(b) Note an Employee as described in subclause (a), for example, may request not to work any overtime.
(c) For the avoidance of doubt, this Agreement permits an Employee as described subclause (a) for the life of this Agreement to request to work less than 36 ordinary hours per week and accrue applicable entitlements including contributions for superannuation under clause 21 and contributions to the appropriate Incolink fund for redundancy under clause 23 under this Agreement on a pro rata basis. The Employer and the Employee must agree on the part-time ordinary hours of work, provided that the ordinary hours of work for any part-time Employee will be a maximum of eight (8) hours per day, Monday to Friday. The ordinary hours of work will be as agreed between the Employer and the part-time Employee, provided that such hours must be less than 36 hours per week averaged over a two week period. Any additional hours may be worked from time to time by agreement only. The RDO system prescribed by clause 36 will only apply to a part-time Employee on a pro rata basis. This means 0.8 of an hour for each 8 hours ordinary hours worked will accrue towards an RDO.
Flexible Working Arrangement. 16.3.1 The Parties recognise the importance of flexible working arrangements and the right of employees to make requests under Section 65 of the FW Act for flexible working arrangements. An employee may request a flexible working arrangement if any of the following circumstances apply to the employee:-
(a) the employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
16.3.1 (b) the employee is a carer (within the meaning of the Carer Recognition Act 2010);
16.3.1 (c) the employee has a disability;
16.3.1 (d) the employee is fifty five (55) years of age or older;
Flexible Working Arrangement. The Parties recognise the importance of flexible working arrangements and the right of Employees to make requests under section 65 of the Fair Work Act for flexible working arrangements. An Employee may request a flexible working arrangement if any of the following circumstances apply to the Employee:
Flexible Working Arrangement. An employee may apply to the chief executive for a flexible working arrangement to support their work and life balance. The chief executive must give the employee a written response to the request within 21 calendar days of receiving the request, stating whether the request is approved and the reasons if the request is refused.
Flexible Working Arrangement. 3.1.1 Notwithstanding any other provision of this agreement, an employer and an individual employee covered by this enterprise agreement may agree to vary the application of certain terms of this agreement to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary the application are those concerning:
(a) Arrangements for when work is performed;
(b) Overtime rates;
(c) Penalty rates;
(d) Allowances; and
Flexible Working Arrangement. 31.1 An eligible employee may request a change in working arrangements because of their circumstances, as set out in the NES contained in the Act.
31.2 The request must be in writing and set out details of the change sought and of the reasons for the change.
31.3 The Company will consider the request in line with the conditions set out in the NES contained in the
31.5.1 Before responding to a request, the Company will discuss the request with the employee and genuinely try to reach agreement on a change in working arrangements that will reasonably accommodate the employee’s circumstances having regard to:
(a) the needs of the employee arising from their circumstances;
(b) the consequences for the employee if changes in working arrangements are not made; and
(c) any reasonable business grounds for refusing the request.
31.5.2 The company will give the employee a written response to their request within 21 days, stating whether the company grants or refuses the request.
Flexible Working Arrangement. A Teleworker who regularly works from home during set times during the week. A Teleworker who only works remotely. (together known as the “Program”)
