Work Life Balance. The Ministry’s objectives are to have workplaces where the work-life balance requirement of employees can be met and employees work in an environment which meets occupational safety and health requirements. The Ministry; NZEI Te Riu Roa; and APEX will monitor workloads to ensure that regular and/or excessive additional hours of work are not required. To facilitate this, the parties agree to use established forums whereby, representatives will meet with the Ministry to discuss union members’ experiences and put forward such matters for the Ministry consideration and resolution.
Work Life Balance. (1) The employer is committed to workplace practices that improve the balance between work and life for its employees, irrespective of gender.
(2) The parties agree that requests by employees to access work-life balance initiatives will be considered. Work-life balance initiatives shall include, but not be limited to: Flexible working arrangements, including telecommuting/working from home and co- working spaces/distributed work centres; Secondments and interchanges; Career breaks; and Transition to retirement.
(3) The employer acknowledges the employees’ entitlements to request flexible work arrangements in accordance with the Industrial Relations Act 2016 and its obligations in deciding those requests.
(4) The employer will review the Flexible Work Arrangements policy in consultation with Together Queensland Union.
Work Life Balance. MATERNITY LEAVE WITHOUT PAY (as per Common Issues)
Work Life Balance. 2.14.1. The public service has pioneered work-life balance arrangements, which support the recruitment and retention of staff and contribute to wider public policy objectives, including those of increasing and maintaining female participation in the labour market, and achieving gender balance in career progression.
2.14.2. The parties agree that access to work-life balance arrangements, including flexible working and other arrangements, should be available to the greatest extent possible across the public service subject to service and business needs and local implementation.
2.14.3. In those areas where flexi-time currently exists and, with full regard to service delivery requirements and business needs, arrangements may be made to enable annual leave in excess of the statutory minimum to be used on the flexi-clock to allow staff to reduce their working hours to address work-life balance issues that may arise. This will initially be done on a confined pilot basis, with a view to further extension, subject to a comprehensive assessment of the operational and cost implications.
2.14.4. Management in each sector will also establish mechanisms to monitor progress in relation to gender balance in career progression.
2.14.5. The parties further agree that disputes over the local and sectoral implementation of work-life balance policies should be processed through the normal dispute resolution processes.
Work Life Balance. The Administration and the CSU-AAUP are committed to the ongoing development and implementation of working conditions and benefits that facilitate each faculty member’s ability to achieve a healthy work-life balance regardless of gender, age, or family life-style status. CSU views work-life balance as a means to enable faculty to fulfill their career aspirations at the University as well as meet their responsibilities outside of work, and to improve our ability to attract and retain talented faculty. Currently policies and procedures are being developed to address three issues:
(1) Tenure clock extension rules for probationary faculty with child-birth or personal/family medical and health needs (see Article 12.11 (4));
(2) Temporary modified duties for faculty with acute personal or family care situations;
(3) Proximate employment needs and other arrangements for partners of faculty who are in a dual academic career relationship. Unless otherwise stated, these policies will be stated in the University Faculty Personnel Policies or other appropriate locations.
Work Life Balance. 5.1 The Administration and the CSU-AAUP are committed to the ongoing development and implementation of working conditions and benefits that facilitate each faculty member’s ability to achieve a healthy work-life balance regardless of gender, age, or family life-style status. CSU views work-life balance as a means to enable faculty to fulfill their career aspirations at the University as well as meet their responsibilities outside of work, and to improve our ability to attract and retain talented faculty. Currently policies and procedures are being developed to address three issues:
1) Paid parental leave;
2) Temporary modified duties for faculty with acute personal or family care situations;
3) Proximate employment needs and other arrangements for partners of faculty who are in a dual academic career relationship. Unless otherwise stated, these policies will be stated in the University Faculty Personnel Policies or other appropriate locations.
5.2 An employee who is eligible for time off under the Family Medical Leave Act (FMLA) due to the birth or adoption of a child may use sick leave for the duration of the FMLA leave. The provisions of the sick leave bank under Section 19.3 shall apply.
Work Life Balance. This is a new clause to replace clause 46 in the current agreement with improvements, such as allowing access to the purchase of additional leave provision to employees in a teaching capacity. The clause retains the Commissioner’s commitment to providing employees with flexibility to assist in balancing work and life commitments. The new clause sets out more clearly the factors involved when considering a flexible work arrangement (must work for the employee, the agency and customers). It provides a more comprehensive list and explanation of the flexible work options available to employees under the new Agreement. The clause stipulates the timeframe for responding to an employee’s request (i.e. CEO or delegate must respond in writing within 21 days) and the request may only be refused on reasonable business grounds. What constitutes ‘reasonable business grounds’ has been included in the definitions clause at the start of the Agreement. The clause also provides that, subject to approval, employees may work from home or another location to facilitate flexible work and that only the CEO can refuse request to work from home.
Work Life Balance. Work Life Balance Initiatives
Work Life Balance. The Administration and the AAUP-LS are committed to the ongoing development and implementation of working conditions and benefits that facilitate each faculty member’s ability to achieve a healthy work- life balance regardless of gender, age, or family life-style status. CSU views work-life balance as a means to enable faculty to fulfill their career aspirations at the University as well as meet their responsibilities outside of work, and to improve our ability to attract and retain talented faculty. Currently policies and procedures are being developed to address three issues:
1) Tenure clock extension rules for probationary faculty with childbirth or personal/family medical and health needs (see Article 12, section 8.A. (4));
2) Temporary modified duties for faculty with acute personal or family care situations;
3) Proximate employment needs and other arrangements for partners of faculty who are in a dual academic career relationship. Unless otherwise stated, these policies will be stated in the University Faculty Personnel Policies or other appropriate locations.
Work Life Balance. 23.1. The employer is committed to workplace practices that improve the balance between work and life for all its employees.
23.2. The parties agree that requests by employees to access work-life balance initiatives will be considered. Work- life balance initiatives shall include, but not be limited to: Flexible working arrangements, including telecommuting/working from home and co-working spaces/ distributed work centres; Secondments and interchanges; Career breaks; Transition to retirement.
23.3. The employer acknowledges the employee’s entitlements to request flexible work arrangements in accordance with the Industrial Relations Act 2016 and its obligations in deciding those requests. On a half yearly basis, a communication will be sent to entities by the Office of Industrial Relations emphasising the commitment to workplace flexibility and entity obligations in accordance with the Industrial Relations Act 2016.
