Part Time and Flexible Working Sample Clauses

Part Time and Flexible Working. Employees who have worked for SMBC for more than 26 weeks at the time of application, have the right to request flexible working. This request must be in writing and should identify the proposed hours, work pattern or working arrangement, the intended start date of this new work arrangement and provide a rationale on how the new working pattern can be accommodated. However, it is not an automatic right for you to work flexibly as there can be circumstances where your department cannot accommodate your desired working arrangement. The aim of the request is to facilitate discussion and encourage both yourself and your manager to consider flexible working arrangements and find a solution that suits you both. If you are considering requesting a change to your working hours when you return from maternity leave, then it is recommended that you speak to your manager and complete the flexible working form as soon as possible. It can take up to three months to consider your request and to make a decision, so it is important to plan ahead. The flexible working policy and form are available on the Solihull MBC Intranet/ School’s Extranet sites. You can also contact your HR Advisor for further advice.
Sample 1
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Part Time and Flexible Working. If you want to change your hours or other working arrangements on return from SPL you should make a request under the Council’s Flexible Working Policy. It is helpful if such requests are made as early as possible. To make a request you must have worked for SMBC for more than 26 weeks at the time of application. This request must be in writing, identify the proposed hours, work pattern or working arrangement and the intended start date of this new work arrangement. However, it is not an automatic right for you to work flexibly as there can be circumstances where your department cannot accommodate your desired work arrangement. The aim of the request is to facilitate discussion and encourage both yourself and your manager/ head teacher to consider flexible working arrangements and find a solution that suits you both. If you are considering requesting a change to your working hours when you return from shared parental leave, then it is recommended that you speak to your manager/ head teacher and complete the flexible working form as soon as you possible. It can take up to three months to consider your request and to make a decision, so it is important to plan ahead. The flexible working policy and form is available on the Solihull MBC intranet site/ Schools Extranet, see Flexible working policy, however you are welcome to contact your HR Advisor for further advice.
Sample 1
Part Time and Flexible Working. All employees have the right to request flexible working. This request must be in writing and should identify the proposed hours, work pattern or working arrangement, the intended start date of this new work arrangement and provide a rationale on how the new working pattern can be accommodated. However, it is not an automatic right for you to work flexibly as there can be circumstances where your department cannot accommodate your desired working arrangement. The aim of the request is to facilitate discussion and encourage both yourself and your manager to consider flexible working arrangements and find a solution that suits you both. If you are considering requesting a change to your working hours when you return from maternity leave, then it is recommended that you speak to your manager and complete the flexible working form as soon as possible. It can take up to three months to consider your request and to make a decision, so it is important to plan ahead. The flexible working policy and form are available on the School’s Extranet. You can also contact your HR Advisor for further advice.
Sample 1
Part Time and Flexible Working. All employees have the right to request flexible working. This request must be in writing and should identify the proposed hours, work pattern or working arrangement, the intended start date of this new work arrangement and provide a rationale on how the new working pattern can be accommodated. However, it is not an automatic right for you to work flexibly as there can be circumstances where your department cannot accommodate your desired working arrangement. The aim of the request is to facilitate discussion and encourage both yourself and your manager to consider flexible working arrangements and find a solution that suits you both. If you are considering requesting a change to your working hours when you return from maternity leave, then it is recommended that you speak to your manager and complete the flexible working form as soon as possible. It can take up to three months to consider your request and to make a decision, so it is important to plan ahead. The Flexible Working policy and form are available on the Solihull MBC Intranet/ school’s Extranet sites. You can also contact your HR Advisor for further advice.
Sample 1

Related to Part Time and Flexible Working

  • 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.

  • 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.

  • 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 Scheduling All posts experience a higher day-time volume than occurs during the night hours and the Parties agree to a flexible scheduling as outlined below to be compatible with the needs of the community served and availability of on-call staff and the members of the post’s full-time staff.

  • 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).

  • 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.

  • Complete Work without Extra Cost Except to the extent otherwise specifically stated in this contract, the Contractor shall obtain and provide, without additional cost to the City, all labor, materials, equipment, transportation, facilities, services, permits, and licenses necessary to perform the Work.

  • Permanent Part-Time Employees (1) Pay and benefits will be computed on a prorated monthly or pay period basis, such as one-half (½) monthly or pay period pay for a half-time employee, or pay will be computed on an hourly basis, and pay and benefits will be normally prorated on a pay period, pay status basis. Permanent part-time employees in permanent full-time positions will be treated as permanent part-time for purposes of this Article. (2) Employees paid on a fixed partial monthly basis shall have all extra hours worked over the regular part-time schedule paid at the hourly rate. Employees paid on a fixed partial monthly basis who work less than the regular part-time schedule shall have time deducted at the hourly rate.

  • PREVAILING WAGE RATES - PUBLIC WORKS AND BUILDING SERVICES CONTRACTS If any portion of work being Bid is subject to the prevailing wage rate provisions of the Labor Law, the following shall apply:

  • EMPLOYEE WORK YEAR 9.1 The work year shall be as follows:

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