Flexible working hours arrangement Sample Clauses

Flexible working hours arrangement. (a) Full-time and part-time employees, regardless of current working hours arrangement, as outlined in subclause 4.1(c), may participate in the flexible working hours arrangement subject to the provisions of this clause 4.2. (b) The flexible working hours arrangement is an agreement where the hours of work including start and finish times, the day on which work is undertaken or the duration of the working day of an employee vary and is subject to the provisions of this clause 4.2.
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Flexible working hours arrangement. 36.1 Employees may be provided the option to enter a flexible working hours arrangement where this is deemed practicable. 36.2 Where a flexible working hours arrangement is in place, the ordinary hours of work will be a maximum of 150 over a 4 week period. The Employee may select their start and finishing times, within the hours of 6:00am to 8:30pm Monday to Friday, subject to clause 36.3. 36.3 The Employee must be on duty for all core time periods as stipulated in University policy and attend or perform work at specific times in accordance with their Manager’s directions. 36.4 Where a flexible working hours arrangement is in place, the Employee may accrue debit and credit hours as follows: (a) where an Employee works more than 150 hours, or the agreed ordinary hours in the case of a Part-time Employee, a maximum of 22.5 hours will carry over as credit hours to be applied in the next 4 week period. (b) credit hours in excess of 22.5 hours will be lost, unless the Head approves conversion of the excess hours to flexi leave. Where conversion to flexi leave is approved, the leave: (i) must be taken within 12 months of accrual, at a mutually agreed time; (ii) must be taken in a minimum period of 1 hour; (iii) will not be paid out except in the case of Redundancy, and any flexi leave not taken within 12 months of accrual will be lost; and (iv) may be taken on consecutive days to a maximum of 22.5 hours, where it is practicable and convenient. (c) the Employee is not entitled to overtime payments under clause 38 for any credit hours accumulated or lost. (d) where an Employee works less than 150 hours, the hours owing will carry over as debit hours to be applied in the next 4 week period. (e) where an Employee has more than 15 debit hours, they must arrange to clear the debit hours by one of the following arrangements: (i) working additional hours to make up the time; (ii) offsetting the debit against the Employee’s leave; or (iii) having salary equivalent of the hours debited against the Employee’s salary. (f) where an Employee continues to have excess debit hours, the flexible working hours arrangement may be terminated. (g) the Head may approve the accumulation of more than 15 debit hours to accommodate fluctuating or seasonal workloads. These hours must be cleared within a mutually agreed timeframe.
Sample 1
Flexible working hours arrangement. (a) Full timeFull-time and part timepart-time employees, regardless of current working hours arrangement, as outlined in subclause 4.1 (c), may participate in the flexible working hours arrangement subject to the provisions of this clause 4.2. (b) The flexible working hours arrangement is an arrangementagreement whereby the hours of work including start and finish times, the day onupon which work is undertakendone or the duration of the working day of an employee vary, andvary and is are varied subject to the provisions of this clause 4.2. (c) Employees may make a request to change their working hours arrangement. (d) For the purpose of this clause 4.2, the decision maker refers to the person to whom the employee directly reports, which is referred to in this clause as the employee’s direct leader. The direct leader may consult with a more senior leader where the circumstance is xxxxxxx.Xx this clause 4.2, WaterNSW means a WaterNSW employee with the authority to make a decision about the participation of an employee in the flexible working hours arrangement. This may include a direct leader, who may consult with a more senior leader before determining an outcome where the circumstance is complex.
Sample 1
Flexible working hours arrangement. 30.4.1 Where the Head of the Work Unit deems it practicable, employees may work an agreed flexible working hours arrangement provided the arrangement is consistent with Clause 30.4 and University policy as amended from time to time. 30.4.2 A flexible work arrangement will not alter the ordinary number of hours the employee is contracted to work, and will not attract any overtime, shift or other additional payment.
Sample 1
Flexible working hours arrangement. The City seeks to assist employees to better balance their work and personal needs by introducing additional work flexibility, by agreement between the City and the individual employee, balanced against the needs of providing customer service and meeting operational requirements.
Sample 1
Flexible working hours arrangement. (a) Full-time and part-time employees, regardless of current working hours arrangement, as outlined in subclause 4.1(c), may participate in the flexible working hours arrangement subject to the provisions of this clause 4.2 – Flexible working hours arrangement. (b) The flexible working hours arrangement is an agreement where the hours of work including start and finish times, the day on which work is undertaken or the duration of the working day of an employee vary and is subject to the provisions of this clause 4.2 – Flexible working hours arrangement. (c) Employees may make a request to change their working hours arrangement. (d) For the purpose of this clause 4.2 – Flexible working hours arrangement, the decision maker refers to the person to whom the employee directly reports, which is referred to in this clause as the employee’s direct leader. The direct leader may consult with a more senior leader where the circumstance is complex. (e) When an employee makes a request to participate in the flexible working hours arrangement, the direct leader will accept the request unless they consider that the operational needs of the business would be unreasonably compromised by accepting the request. In such case, the direct leader will provide a detailed explanation of the reason, for the refusal of the request, in writing to the employee as soon as possible, and no more than 21 days. An employee’s request will not be unreasonably withheld. (f) The operation of the flexible working hours arrangement will be as follows: (i) Ordinary hours (A) Eligible employees will work their ordinary hours across a 4 week settlement period. (B) Employees participating in the flexible working hours arrangement must work at least 144 hours during the settlement period. This includes any leave the employee may have taken during the period and use of accrued flexible hours. (C) Flexible time worked in excess of the ordinary hours per period, and not otherwise claimed for payment as overtime, may be accrued for up to 32 hours. Time worked must be in response to a genuine service, contribution or output need that would be met by the additional time being worked. (D) Where an employee does not work 144 hours in a settlement period, the shortfall must be debited against the employee’s annual leave, long service leave, or debited as leave without pay if accrued leave is not available. (ii) Accrued flexible hours (A) Accrued flexible hours may be taken as leave with the prior approval of...
Sample 1

Related to Flexible working hours arrangement

  • Flexible Working Hours The Employer will, where operational requirements and efficiency of the service permit, authorize experiments with flexible working hours if the Employer is satisfied that an adequate number of Employees have requested and wish to participate in such an experiment.

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Flexible Work Schedule A flexible work schedule is any schedule that is not a regular, alternate, 9/80, or 4/10 work schedule and where the employee is not scheduled to work more than 40 hours in the "workweek" as defined in Subsections F. and H., below.

  • REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS 49.1 Employee may request change in working arrangements s.65 of the Act. Note 1: Section 65 of the Act provides for certain Employees to request a change in their working arrangements because of their circumstances, as set out in s.65(1A).

  • Flexible Hours Upon the request of an employee and the concurrence of the Employer, an employee may work flexible hours on a daily basis so long as the daily hours amount to seven decimal five (7.5).

  • Flexible Work Schedules An employee may request a modification of their current work schedule to another schedule. The Employer, or its designees, may approve or deny flexible work schedules and retain the responsibility for determining exemptions from, or terminations of, flexible work schedules which adversely affect the operation of the Minnesota Judicial Branch or the level of service to the public.

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

  • Normal Working Hours Prevailing Wage Rate Projects: Work performed from 7:00 a.m. until 4:00

  • Other Than Normal Working Hours Non-prevailing Wage Rate Projects: Work performed from 4:00 p.m. to 7:00 a.m. Monday to Friday, and any time Saturday, Sunday, and Holidays. The Contractor will perform Tasks during Other Than Normal Working Hours for the Unit Price set forth in the CTC multiplied by the Adjustment Factor of: 1.

  • Holidays Worked When an employee works on a calendar holiday, he/she shall receive payment of the holiday at the regular rate and in addition, at the discretion of the Employer, (1) be paid at the rate of time and one half for hours actually worked on the holiday or (2) be given compensatory time off equal to one and one half the number of hours actually worked.

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