REVERSION TO STANDARD HOURS. Access to flextime will be withdrawn and an employee will revert to standard hours if a line manager considers on reasonable grounds that the:
REVERSION TO STANDARD HOURS. 14.1. Access to arrangements under clauses 13.1 to 13.6 will not apply for a specified period in circumstances where the Chair considers that:
a) an employee’s attendance is unsatisfactory; and/or
b) an employee is misusing the arrangements.
14.2. The decision to revert to standard hours, whether they are standard hours as set out in clause 12.1 or other agreed hours, will be set out in writing by the Chair to the employee. The decision will include the reason for reverting the employee to standard hours, the specified period and when the arrangement will be reviewed.
14.3. Access to flextime arrangements will be restored where the Chair is satisfied that there has been satisfactory resolution of the issue of concern.
REVERSION TO STANDARD HOURS. 52.1 The Secretary may require an employee to work standard hours where it is reasonably considered that:
a) standard hours are required to meet operational requirements;
b) the employee is misusing flexible working arrangements or flextime; or
c) the employee has been absent without authorisation under subsection 93.
52.2 Access to flextime will not be available where an employee is required to work standard hours under subclause 52.1b) or 52.1c).
52.3 Where reversion to standard hours is being considered, the proposed action should be discussed with the affected employee and a written explanation of the reasons for requiring the employee to revert to standard hours be provided.
52.4 Where an employee has been reverted to standard hours, they will work the prescribed standard hours of duty of 7.5 hours per day, from 8.30 am to 5.00 pm (or other standard hours determined to genuinely address the employee’s needs) for a period of time at the discretion of the Secretary.
52.5 The period of time that an employee is reverted to standard hours will be reviewed at regular intervals.
REVERSION TO STANDARD HOURS. A manager may revert an employee to Standard Hours (clause 11.5 (c)) of attendance where an employee fails to maintain a satisfactory performance, pattern of attendance, misuses flex-time provisions, or for operational requirements.
REVERSION TO STANDARD HOURS. 6.1.15 Standard hours - QCOSS may direct a staff member to work standard hours and not flexible hours where QCOSS decides that the working of flexible hours by a staff member or members does not suit the operational requirements of QCOSS.
6.1.16 QCOSS may also direct a staff member to work standard hours and not flexible hours as remedial action in respect of a staff member who has been found to have deliberately and persistently breached the flexible working hours scheme in this agreement.
6.1.17 Where QCOSS directs an employee to work standard hours, the provisions of the award relating to hours of work and overtime shall apply in lieu of the provisions of this agreement.
REVERSION TO STANDARD HOURS. 68.1 The Director General may remove an employee's access to flextime or flexible working arrangements in the following circumstances:
a) it is considered that the employee's attendance is unsatisfactory; and/or
b) it is considered that the employee is misusing the arrangements.
68.2 Where these circumstances exist employees will revert to standard hours as set out in clause 59 – Standard Hours.
68.3 The decision to remove access to flextime should be reviewed at regular intervals, normally monthly but at least every 6 months. Access to flextime or flexible working arrangements (as appropriate) will be restored when an employee demonstrates that the circumstances in clause 68.1 no longer apply.
REVERSION TO STANDARD HOURS. The Secretary may require an employee to work standard hours where it is reasonably considered that: standard hours are required to meet operational requirements; the employee is misusing flexible working arrangements or flextime; or the employee has been absent without authorisation under subsection 93. Access to flextime will not be available where an employee is required to work standard hours under subclause 52.1b or 52.1c. Where reversion to standard hours is being considered, the proposed action should be discussed with the affected employee and a written explanation of the reasons for requiring the employee to revert to standard hours be provided. Where an employee has been reverted to standard hours, they will work the prescribed standard hours of duty of 7.5 hours per day, from 8.30 am to 5.00 pm (or other standard hours determined to genuinely address the employee’s needs) for a period of time at the discretion of the Secretary. The period of time that an employee is reverted to standard hours will be reviewed at regular intervals.
REVERSION TO STANDARD HOURS. Access to the flextime arrangements may be withdrawn in circumstances where:
REVERSION TO STANDARD HOURS. (a) Access to flexible working arrangements will not apply to an employee: (i) where his/her supervisor reasonably considers that the employee is misusing the arrangements; and/or (ii) in any period during which the employee is absent from duty without authorisation or because the employee is engaged in any form of industrial action as defined in the Act.
REVERSION TO STANDARD HOURS. (a) The Director may direct that flex-time does not apply to an Employee or a team:
(i) where there is insufficient work;
(ii) due to operational requirements;
(iii) where an Employee does not adhere to the flex-time requirements; or
(iv) where the Director reasonably considers the Employee’s attendance is unsatisfactory.
(b) Where the Director has given a direction under clause 18.5(a), an Employee must not accrue flex-credits.
(c) Access to flex-time arrangements will be restored where the Director is satisfied that the circumstances warranting the direction under clause 18.5(a) no longer apply.
