Common use of Work Life Balance Package Clause in Contracts

Work Life Balance Package. 18.1 Work Life Balance Initiatives (a) Territory Generation is committed to providing employees with flexibility to assist in balancing work and life commitments. The following initiatives may be accessed by employees (with the exception of clause 18.4, this clause does not apply to casual employees): (i) use of individual flexible arrangements as per clause 16; (ii) home-based work; (iii) job sharing; (iv) part-time work; (v) career breaks; (vi) part-year employment; (vii) short term absences for family and community responsibilities; and (viii) use of flexible working hours (flextime). (b) In addition to the above, the following initiatives in relation to leave may also be accessed by employees to assist in balancing work and life commitments: (i) utilisation of recreation leave at half pay; (ii) purchase of additional leave; and (iii) advance notice of extended leave without pay (up to 12 months). 18.2 General Principles in relation to Work Life Balance Initiatives: (a) An employee’s request to access work life balance initiatives: (i) must be in writing; and (ii) set out details of the change sought and the reasons for the request. (b) When considering applications from employees wishing to access the initiatives specified in clause 18.1(a), the CEO must ensure that: (i) Territory Generation’s operational requirements are met and services are not disrupted; (ii) employees fulfil the criteria outlined in this clause; (iii) fair and reasonable consideration is given to employee applications; and (iv) arrangements can be put in place to ensure that approval of the application will not result in unreasonable increases in the workload and overtime required to be performed by other employees. (c) When considering applications from employees wishing to access the leave initiatives in clause 18.1(b), the CEO must consider whether the application is justified in light of available leave credits and should not approve applications in circumstances where employees are likely to have significant accrued leave entitlements at the time of accessing the leave initiatives. (d) The CEO must provide written reasons for a decision where an employee’s application is refused. (e) The CEO may establish internal procedures for assessing an employee’s application, which must not be inconsistent with the provisions of this clause. (f) Employees accessing the initiatives provided under this clause are to continue to have the same opportunities in relation to access to training and development, information and meetings, as other employees. (g) Employees accessing the initiatives provided under this clause may only engage in paid outside employment in accordance with clause 61 of PSEM Act. 18.3 In addition to the general principles contained in this clause, access to the initiatives described in: (a) Clause 18.1(a) and 18.1(b)(iii) above must be in accordance with any relevant Agreement provisions, guidelines or policies; and (b) Clause 18.1(b)(i) and 18.1(b)(ii) above must be in accordance with the specific requirements of Schedule 6.

Work Life Balance Package. 18.1 Work Life Balance Initiatives (a) Territory Generation Jacana Energy is committed to providing employees with flexibility to assist in balancing work and life commitments. The following initiatives may be accessed by employees (with the exception of clause 18.4, this clause does not apply to casual employees): (i) use of individual flexible working arrangements as per clause 16; (ii) home-based work; (iii) job sharing; (iv) part-time work; (v) career breaks; (vi) part-year employment; (vii) short term absences for family and community responsibilities; and (viii) use of flexible working hours (flextimeflexitime). (b) In addition to the above, the following initiatives in relation to leave may also be accessed by employees to assist in balancing work and life commitments: (i) utilisation of recreation leave at half pay; (ii) purchase of additional leave; and (iii) advance notice of extended leave without pay (up to 12 months). 18.2 General Principles in relation Relation to Work Life Balance Initiatives: (a) An employee’s request to access work life balance initiatives: (i) must be in writing; and (ii) set out details of the change sought and the reasons for the request. (b) When considering applications from employees wishing to access the initiatives specified in clause 18.1(a)18.1, the CEO must ensure that: (i) Territory GenerationJacana Energy’s operational requirements are met and services to the public are not disrupted; (ii) employees fulfil the criteria outlined in this clause; (iii) fair and reasonable consideration is given to employee applications; and (iv) arrangements can be put in place to ensure that approval of the application will not result in unreasonable increases in the workload and overtime required to be performed by other employees. (c) When considering applications from employees wishing to access the leave initiatives in clause 18.1(b), the CEO must consider whether the application is justified in light of available leave credits and should not approve applications in circumstances where employees are likely to have significant accrued leave entitlements at the time of accessing the leave initiatives. (d) The CEO must provide written reasons for a decision where an employee’s application is refused. (e) The CEO may establish internal procedures for assessing an employee’s application, which must not be inconsistent with the provisions of this clause. (f) Employees accessing the initiatives provided under this clause are to continue to have the same opportunities in relation to access to training and development, information and meetings, as other employees. (g) Employees accessing the initiatives provided under this clause may only engage in paid outside employment in accordance with clause 61 of PSEM Act. 18.3 In addition to the general principles contained in this clause, access to the initiatives described in: (a) Clause clauses 18.1(a) and 18.1(b)(iii) above must be in accordance with any relevant Agreement provisions, guidelines or policies; and (b) Clause clauses 18.1(b)(i) and 18.1(b)(ii) above must be in accordance with the specific requirements of Schedule 65. 18.4 Formal Requirements (a) (i) In accordance with the FW Act, where an employee, including an eligible casual employee, is making a request to change their working arrangements because certain circumstances, as set out in clause 18.4(a)(ii) below, apply to them and the employee would like to change their working arrangements because of those circumstances, the requirements of this clause will apply. (ii) The following are the circumstances, the employee:  is the parent, or has responsibility for the care, of a child who is of school age or younger;  is a carer (within the meaning of the Carer Recognition Act 2010);  has a disability;  is 55 or older;  is experiencing violence from a member of the employee’s family;  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 violence from the member’s family.

Work Life Balance Package. 18.1 20.1 Work Life Balance Initiatives (a) Territory Generation PWC is committed to providing employees with flexibility to assist in balancing work and life commitments. The following initiatives may be accessed by employees (with the exception of except for clause 18.420.4, this clause does not apply to casual employees): (i) use of individual flexible arrangements as per clause 1618; (ii) home-based work; (iii) job sharing; (iv) part-time work; (v) career breaks; (vi) part-year employment; (vii) short term absences for family and community responsibilities; and (viii) use of flexible working hours (flextime). (b) In addition to the above, the following initiatives in relation to leave may also be accessed by employees to assist in balancing work and life commitments: (i) utilisation of recreation leave at half pay; (ii) purchase of additional leave; and (iii) advance notice of extended leave without pay (up to 12 months). 18.2 20.2 General Principles in relation to Work Life Balance Initiatives: (a) An employee’s request to access work life balance initiatives: (i) must be in writing; and (ii) set out details of the change sought and the reasons for the request. (b) When considering applications from employees wishing to access the initiatives specified in clause 18.1(a20.1(a), the CEO must ensure that: (i) Territory GenerationPWC’s operational requirements are met and services to the public are not disrupted; (ii) employees fulfil the criteria outlined in this clause; (iii) fair and reasonable consideration is given to employee applications; and (iv) arrangements can be put in place to ensure that approval of the application will not result in unreasonable increases in the workload and overtime required to be performed by other employees. (c) When considering applications from employees wishing to access the leave initiatives in clause 18.1(b20.1(b), the CEO must consider whether the application is justified in light of available leave credits and should not approve applications in circumstances where employees are likely to have significant accrued leave entitlements at the time of accessing the leave initiatives. (d) The CEO must provide written reasons for a decision where an employee’s application is refused. (e) The CEO may establish internal procedures procedures, for assessing an employee’s application, which must not be inconsistent with the provisions of this clause. (f) Employees accessing the initiatives provided under this clause are to continue to have the same opportunities in relation to access to training and development, information and meetings, as other employees. (g) Employees accessing the initiatives provided under this clause may only engage in paid outside employment in accordance with clause 61 of PSEM Act. 18.3 20.3 In addition to the general principles contained in this clause, access to the initiatives described in: (a) Clause 18.1(aclause 20.1(a) and 18.1(b)(iii20.1(b)(iii) above must be in accordance with any relevant Agreement provisions, guidelines or policies; and (b) Clause 18.1(b)(iclause 20.1(b)(i) and 18.1(b)(ii20.1(b)(ii) above must be in accordance with the specific requirements of Schedule 6.

Work Life Balance Package. 18.1 Work Life Balance Initiatives (a) Territory Generation Power and Water is committed to providing employees with flexibility to assist in balancing work and life commitments. The following initiatives may be accessed by employees (with the exception of clause 18.4except for those employed on a casual basis), this clause does not apply subject to casual employees):operational requirements: (i) use of individual flexible arrangements as per clause 16Flexible working hours; (ii) homeHome-based work; (iii) job Job sharing; (iv) partPart-time work; (v) career Career breaks; (vi) partPart-year employment;; and (vii) short Short term absences for family and community responsibilities; and (viii) use of flexible working hours (flextime). (b) In addition to the above, the following initiatives in relation to leave (the details of which are set out in Attachment 3) may also be accessed by employees to assist in balancing work and life commitments: (i) utilisation Utilisation of recreation leave at half pay; (ii) purchase Purchase of additional leave; and (iii) advance notice of extended leave without pay (up to 12 months)NTPS Extended Leave Scheme. 18.2 General Principles in relation to Work Life Balance Initiatives: (a) An employee’s request to access work life balance initiatives: (i) must be in writing; and (ii) set out details of the change sought and the reasons for the request. (b) When considering applications from employees wishing to access the initiatives specified in sub-clause 18.1(a)18.1, the CEO MD must ensure that: (i) Territory GenerationPower and Water’s operational requirements are met and services to the public are not disrupted; (ii) employees fulfil the criteria outlined in this clause; (iii) fair and reasonable consideration is given to employee applications; and (iv) arrangements can be put in place to ensure that approval of the application will not result in unreasonable increases in the workload and overtime required to be performed by other employees. (cb) When In addition, when considering applications from employees wishing to access the leave initiatives in sub-clause 18.1(b), the CEO MD must consider whether the application is justified in light of available leave credits and should not approve applications in circumstances where employees are likely to have significant accrued leave entitlements at the time of accessing the leave initiativesentitlements. (dc) The CEO MD must provide written reasons for a decision where an employee’s application is refused. (ed) The CEO MD may establish internal procedures for assessing an employee’s application, which must not be inconsistent with the provisions of this clause. (fe) Employees accessing the initiatives provided under this clause are to continue to have the same opportunities in relation to access to training and development, information and meetings, as other employees. (gf) Employees accessing the initiatives provided under this clause may only engage in paid outside employment in accordance with clause 61 of PSEM ActPSEMA and clause 15 of Employment Instruction 13 (NTPS Code of Conduct). 18.3 In addition to the general principles contained in this clause, access to the initiatives described in: (a) Clause 18.1(a) and 18.1(b)(iii) above must be in accordance with any relevant Agreement workplace agreement provisions, guidelines or policies; and (b) Clause 18.1(b)(i) and 18.1(b)(ii18.1(b) above must be in accordance with the specific requirements of Schedule 6Attachment 3.