Requests for Flexible Work Arrangements. 8.7.1 This clause applies where an Employee has made a request for a change in working arrangements under section 65 of the Act.
8.7.2 Before responding to a request made under this clause, the Company must 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.
8.7.3 The Company must give the Employee a written response to their request within 21 days, stating whether the Company grants or refuses the request.
8.7.4 If the Company refuses the request and has not reached an agreement with the Employee under clause 8.7.2:
(a) The written response must include details of the reasons for the refusal, including the business ground or grounds for the refusal and how the ground or grounds apply.
(b) If the Company and Employee could not agree on a change in working arrangements under clause 8.7.2, the written response must:
(i) state whether there are any changes in working arrangements that the Company can offer the Employee so as to better accommodate the Employee’s circumstances; and
(ii) if the Company can offer the Employee such changes in working arrangements, set out those changes.
8.7.5 If the Company and the Employee reach an agreement under this clause on a change in working arrangements that differs from that initially requested by the Employee, the Company must provide the Employee with written confirmation of the agreed change(s) in working arrangements.
Requests for Flexible Work Arrangements. An employee returning to work from Parental Leave has a right to request flexible work arrangements, including a request to work on a part-time basis in one or more periods until the child reaches school age.
Requests for Flexible Work Arrangements. Section 65 of the Act allows an Employee to make a request for a change in working arrangements and the Company to only refuse such a request on reasonable business grounds.
Requests for Flexible Work Arrangements. Flexible work arrangements are available to employees to facilitate work-life balance. ANSTO shall attempt to accommodate requests for flexibility.
Requests for Flexible Work Arrangements. All employee requests for flexible work arrangements shall be considered. Requests will be decided on the following criteria: In all matters relating to flexible work arrangements, the Employer reserves its right to determine its operational and business needs in a manner that is fair and reasonable. The Employer may immediately but temporarily suspend flexible work arrangements in the event of a significant business disruption (e.g. pandemic or catastrophic event). The Union will be notified immediately of the suspension, including the expected duration. The flexible work arrangements will be reinstated as soon as is reasonably possible. Requests for flexible work arrangements are first presented to an employee’s immediate supervisor/manager and ultimately decided by a vice-president working in conjunction with Human Resources. The Union will be notified of all flexible work requests and decisions rendered. Decisions concerning flexible work arrangements are subject to grievance but not arbitration.
Requests for Flexible Work Arrangements. 26.1. An employee may request changes in working arrangements because of any of the following circumstances:
(a) the employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) the employee is pregnant;
(c) the employee is a carer (within the meaning of the Carer Recognition Act 2010);
(d) the employee has a disability;
(e) the employee is 55 or over;
(f) the employee is experiencing family and domestic violence;
(g) 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 family and domestic violence.
26.2. The employee is not entitled to make the request, unless the employee has completed at least twelve months of continuous service immediately before making the request.
26.3. The request must be in writing and set out details of the changes sought and the reasons for the change.
26.4. The company will give the staff member a written response to the request within 21 days, stating whether the company grants or refuses the request.
26.5. The company may refuse the request only on reasonable grounds.
26.6. If the company refuses the request, the written response must indicate details of the reasons for the refusal.
26.7. A casual employee, employed for twelve months with the company on a regular and systematic basis, and with an expectation of ongoing employment, is entitled to make a request for flexible working arrangements, in accordance with this clause.
Requests for Flexible Work Arrangements. 29.13.1 An employee returning to work from parental leave has a right to request flexible work arrangements, including a request to work on a part-time basis in one or more periods until the child reaches school age.
29.13.2 The employee’s request must be made in writing to the employer as soon as possible and not less than six weeks prior to the employee’s intended return to work.
29.13.3 The employer will consider the request and provide a written response within 21 days of receipt of the request. The employer may only refuse the request on reasonable business grounds, which must be specified in writing.
Requests for Flexible Work Arrangements. 20.1. Requests for flexible working arrangements are as provided for in the NES.
Requests for Flexible Work Arrangements. 12.1.1 Flexible Working Initiatives allow an employee to balance personal or family needs and preferences with work commitments. The Business acknowledges the importance of employees maintaining a balance and provides discretionary benefits in this Agreement to allow employees to organise their working arrangements in a more flexible way, subject to operational needs. This includes:
12.1.1.1 Job Sharing;
12.1.1.2 Working from Home
12.1.1.3 Part-time Study Leave Arrangements
12.1.1.4 Transition to Retirement Arrangements
Requests for Flexible Work Arrangements. All employee requests for flexible work arrangements shall be considered. Requests will be decided on the following criteria: • the needs of the employee; • suitability of the position, duties and work unit; • the employee’s current (within twelve [12] months) performance. In all matters relating to flexible work arrangements, the Employer reserves the right to determine its operational and business needs specific to the area/Department related to the request in a manner that is fair, reasonable and consistent with the terms of the Collective Agreement. The Employer may immediately but temporarily suspend flexible work arrangements in the event of a significant business disruption (e.g. pandemic or catastrophic event). The Union will be notified immediately of the suspension, including the expected duration. The flexible work arrangements will be reinstated as soon as is reasonably possible. Requests for flexible work arrangements are first presented to an employee’s immediate supervisor/manager and ultimately decided by a vice-president working in conjunction with Human Resources. The Union will be notified of all flexible work requests and decisions rendered. Decisions concerning flexible work arrangements are subject to grievance but not arbitration.
