Request for Flexible Working Arrangements. An employee may apply to the head of service for flexible working arrangements to support their work and life balance. The head of service must give the employee a written response to the request within twenty-one calendar days of receiving the request, stating whether the request is approved and the reasons if the request is refused.
Request for Flexible Working Arrangements. 18.1 An Employee may request a change in working arrangements because the Employee:
(a) is a parent, or has responsibility for the care of a child who is of school age or younger (this includes a parent returning to work after taking leave in relation to the birth or adoption of a child, and who is requesting to work part time to assist the nurse care for the child) or
(b) is a carer (within the meaning of the Carer Recognition Act 2010 (Cth)); or
(c) has a disability or
(d) is 55 years or older or
(e) is experiencing violence from a member of the Employee’s family or
(f) provides care or support to a member of the Employee’s immediate family or
(g) a member of the Employee’s household, who requires care or support because the member is experiencing violence or abuse from the member’s family.
18.2 Flexible working arrangements, may include, but are not limited to the following:
(a) changes to the hours of work;
(b) changes to the patterns of work (e.g. job sharing) or
(c) changes to the location of work
18.3 An Employee may, by agreement with the Employer, convert to part time employment or alter their contracted hours, subject to the following:
(a) Any such agreement shall be in writing and provided to the Employee by the Employer.
(b) Subject to the terms of the written agreement, an Employee who converts from full time employment to part time employment or alters their contracted hours may by agreement with the Employer, and subject to the reasonable business grounds, convert back to full time employment, or their previous contracted hours, at a mutually agreeable time.
(c) The conversion arrangement is subject to review every 12 months, or as agreed between the parties.
18.4 The request made by the Employee must be in writing and set out details of the change sought and the reasons for the change
18.5 The Employer must give the Employee a written response to any request within 21 days stating whether the Employer grants or refuses the request.
18.6 If the Employer refuses the request the written response in clause 18.5 above must include details of the reasons for the refusal.
18.7 The Employer may refuse the request only on reasonable business grounds
Request for Flexible Working Arrangements. E2.1 If the employee’s request for flexible working arrangements relates to the care of a child:
(a) under school age; or
(b) under eighteen years of age with a disability; the request must set out, in writing, the details of the change sought and the reasons for that change.
Request for Flexible Working Arrangements. 51.15.1 An Employee, who has completed at least twelve months continuous service with the Employer or is a long term casual employee and who is a parent, or has responsibility for the care of a child may request the employer for a change in working arrangements to assist the employee care for the child in accordance with the NES if the child:
(a) is under school age; or
(b) is under 18 and has a disability. Examples of changes in working arrangements include hours of work, changes in patterns of work and changes in location of work.
51.15.2 The Employer may only refuse the Employee’s request on reasonable business grounds.
51.15.3 Requests made under clause 51.15.1 must be made in writing and set out the details of changes sought and the reasons for the change.
51.15.4 An Employer who receives a written request under clause 51.15.1 must give the Employee a written response to the request within 21 days stating whether the Employer grants or refuses the request. Where the employer refuses the request in accordance with sub-clause 51.15.2 the Employer’s written response must also include details of the reasons for the refusal.
Request for Flexible Working Arrangements. E2.1 In addition to the circumstances provided at clauses E2.2 and E3, an employee may apply as per subclause E2.3 to their manager/supervisor for flexible working arrangements to support their work and life balance. The manager/supervisor will respond to the employee’s request as per subclauses E2.4 – E2.
Request for Flexible Working Arrangements. An employee may apply to the head of service for flexible working arrangements to support their work and life balance. The head of service 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. Nothing in this clause diminishes any provisions expressed elsewhere in this Agreement, where those entitlements are entitlements in their own right. An employee may request flexible working arrangements, in accordance with the FW Act, in any of the following circumstances relating to the employee: They seek working arrangements to suit their personal circumstances. The employee has a parental or other caring responsibility for a child of school age or younger. They have a caring responsibility for an individual with a disability, a terminal or chronic medical condition, mental illness or is frail and aged. They have a disability. They are over 55 years old. They are experiencing family violence. They are providing personal care, support and assistance to a member of their immediate family or household because they are experiencing family violence. To assist employees in balancing work and personal committments, flexible working arrangements are provided throughout this Agreement. Examples of these flexible working and leave arrangements include, but are not limited to the following: Flexible starting and finishing times (including at 27 -) Ability to take a few hours off work, and make it up later Home based work on a short-term or long-term basis (57 -) Part-time work (54 -, 56 -) Job sharing (55 -) Purchased leave (69 -) Annual leave (67 -). Long service leave (626 -) Leave without pay (625 -) Leave not provided for elsewhere (625 -). The flexible working arrangement must be recorded in writing and run for a specified duration of up to 3 years. At the end of the flexible working arrangement’s period of operation, unless a new flexible working arrangement is entered into, the default is that the employee returns to their nominal status. Approved flexible working arrangements may be reviewed annually at which time the circumstances under which the flexible working arrangements were originally granted will be examined and reassessed. Employees that have an existing flexible working arrangement at the commencement of this Agreement must have that arrangement reviewed within 12 months of commencement of this Agreement. The head of serv...
Request for Flexible Working Arrangements. 8.10.1 Team members can make a written request to BIG W to change their working arrangements due to the following circumstances:
(a) the team member is the parent, or has responsibility for the care, of a child who is of school-age or younger;
(b) the team member is a carer;
(c) the team member has a disability;
(d) the team member is 55 or older;
(e) the team member is experiencing violence from a member of the team member’s family;
(f) the team member provides care or support to a member of their immediate family, or a member of their household, who requires care or support because they are experiencing violence from another member their family.
8.10.2 A team member is not entitled to make the request unless:
(a) the team member has completed at least 12 months of continuous service with BIG W immediately before making the request; and
(b) if the team member is casual, they have a reasonable expectation of continuing employment by BIG W on a regular and systematic basis.
8.10.3 Before responding to a request, BIG W must discuss the request with the team member and genuinely try to reach agreement on a change in working arrangements that will reasonably accommodate the team member’s circumstances having regard to:
(a) the needs of the team member arising from their circumstances;
(b) the consequences for the team member if changes in working arrangements are not made; and
(c) any reasonable business grounds for refusing the request.
8.10.4 BIG W must provide the team member with a written response to the request within 21 days, stating whether the request is granted or refused.
8.10.5 If BIG W refuses the request, the written response must include details of the reasons for the refusal, including the business grounds for the refusal and how the grounds apply.
8.10.6 If BIG W and the team member reach an agreement under a change in working arrangements that differs from that initially requested by the team member, BIG W will provide the team member with a written response to their request setting out the agreed change(s) in working arrangements.
8.10.7 If BIG W and the team member could not agree on a change in working arrangements in accordance with 8.10.2, the written response must:
(a) state whether or not there are any changes in working arrangements that BIG W can offer the team member to better accommodate their circumstances; and
(a) if BIG W can offer the team member such changes in working arrangements, set out those changes in working arrangement...
Request for Flexible Working Arrangements. 22.1 Employees may request a change in working arrangements when; An employee who is a parent or has responsibility for the care of a child may request a change in working arrangements to assist the employee to care for the child if the child:
(a) is under school age; or
(b) is under 18 and has a disability. Note: Examples of changes in working arrangements include changes in hours of work, changes in patterns of work and changes in location of work.
22.2 The employee is not entitled to make the request unless:
(a) for an employee other than a casual employee—the employee has completed at least 12 months of continuous service with the employer immediately before making the request; or
(b) for a casual employee—the employee:
(c) is a long term casual employee of the employer immediately before making the request; and
(d) has a reasonable expectation of continuing employment by the employer on a regular and systematic basis.
Request for Flexible Working Arrangements. 4.9.1 The right to request flexible working arrangements is a National Employment Standard, set out in s 65 of the Fair Work Act 2009 (the Act), which pertains to particular circumstances of employees who: are parents with caring responsibilities; carers within the meaning of the Carer Regulation Xxx 0000; are 55 years of age or older; are experiencing family violence or providing care and support to a member of their immediate family or household who is suffering from family violence.
4.9.2 Clause 4.9 of the Agreement will not replace the circumstances outlined in s 65 of the Act. The parties to this Agreement recognised that there are other flexible working arrangements that are beneficial to employees and Anglicare SQ and which are set out hereunder.
4.9.3 Subject to the approval of the Service Manager, an employee may be able to access flexible working arrangements. A request for flexible working arrangements will not be unreasonably refused.
4.9.4 Consideration by management of the employee request will be based on the following factors:
(a) enhanced productivity of the service;
(b) improved quality of working life for the employee;
(c) enhanced skills and job satisfaction;
(d) operational requirements of the business; and
(e) positively assist toward improving the culture of Anglicare SQ.
4.9.5 Flexible working arrangements may include, but are not limited to: - flexible working hours; - working from home for limited duration; - working at other services; - compressed working week; - job sharing; - 9-day fortnight or 19-day month; and - transition to retirement for employees who are 55 years of age or older.
4.9.6 The following terms shall apply:
(a) Only employees who are full-time, part-time or long-term casual (with a reasonable expectation of continuing casual employment), who have been employed longer than 12 months, may make a request for flexible working arrangements;
(b) No employee will be allowed to work at home unless all circumstances are considered suitable and operationally convenient to the Service;
(c) All flexible working arrangements which have been agreed will be captured in writing;
(d) All parties have the right to cease the arrangement by giving the other party four weeks’ written notice or some other notice period as otherwise agreed in writing;
(e) To cease the agreement, either party must give the other party notice in writing;
(f) All flexible working arrangements will be undertaken as a trial where the organisation ...
Request for Flexible Working Arrangements. Flexible working arrangement entitlements are provided for in the NES. This clause supplements those entitlements and provides industry specific needs. To assist parents and full-time carers of children under school age, or under 18 and has a disability, Xxxxxx will consider requests, as detailed in this section, for changes to working arrangements which may include:
(i) changes in hours of work
(ii) changes in patterns of work
(iii) changes in location of work A full-time or part-time Employee, who has completed at least 12 months of continuous service, may request a change in working arrangements to assist the Employee to care for a child. Kalari will consider all reasonable requests, where the following requirements are satisfied:
(i) the Employee must be a parent, or someone who has responsibility for the care of a child under school age
(ii) the request must be made in writing and set out the details of the change sought and reasons for the change Casual Employees who have been working regular and systematic patterns during a 12-month period immediately before making the request, and have a reasonable expectation of continuing engagements with Xxxxxx, are also eligible to request a change in working arrangements where all other requirements are satisfied. Where a reasonable request has been set out as above, Xxxxxx will provide the Employee with a written response to the request within 21 days to notify the Employee whether Kalari grants or refuses the request. Any requests that are refused on business grounds will include a reason for the refusal.
