WORKING FROM HOME. 22.1 Subject to this clause, the employer may consider the introduction of working from home arrangements. The introduction of working from home arrangements does not provide for the employees primary place of work to be moved from the employee’s headquarters/work base to the employee’s home.
22.2 Statutory requirements apply to employees working from home as they do to employees working at the workplace. The Employer must ensure understanding and compliance of all affected parties with all statutory responsibilities prior to any arrangements being sanctioned.
22.3 The Employer is required to undertake a risk assessment of the work activities carried out by employees to identify and manage hazards. In carrying out any assessment, the employer must look at who and what may be affected by, and the possible effects of the work being done from home.
22.4 The introduction of working from home arrangements is subject to:
(a) the employees duties are those they would normally undertake at their headquarters/work base;
(b) the nature of employees’ work being such that it is suited to working from home arrangements;
(c) approval of any arrangement being at the discretion of the employer;
(d) employees agreeing to enter into the working from home arrangements;
(e) the introduction of working from home arrangements being in accordance with the provisions of the employer’s policy; and
(f) the employer’s policy and procedures addressing:
(i) general obligations of both the employer and employees, including such things as insurance, separation of overheads billed to the homeowner and the employee’s ordinary hours of work while working from home;
(ii) duty of care responsibilities owed by the employer and employee under the
(iii) all additional statutory obligations affecting the employer/employee relationship.
WORKING FROM HOME. (i) Supervisors may allow employees to work from home, however working from home is not to be a routine arrangement.
(ii) Employees covered by this Agreement may be given approval to work from home from time to time.
(iii) Greater access to working from home is to be given to employees where:
(a) family members are sick;
(b) where a project/report is requiring urgent completion and for productivity reasons working from home will achieve this;
(c) for weekend and night emergency incident management; or
(d) where the nature of the work allows for it.
(iv) In some cases where family members are sick, employees may work from home and combine this with their entitlement to Family and Community Service Leave (where available and appropriate).
(v) When working at home, employees must ensure that they are contactable by their office.
(vi) Employees are covered by workers compensation where prior approval has been given to the employee to work from home.
WORKING FROM HOME. An employee who wishes to work from home on an assigned task(s) shall request prior approval from the authorized representative of the employer. Such approval shall not be unreasonably withheld. The parties recognize that such requests shall not be recurring working conditions, unless there are extenuating circumstances.
WORKING FROM HOME. 51.1. Subject to this clause, the Employer may consider the introduction of working from home arrangements. The introduction of working from home arrangements does not provide for the Employee’s primary place of work to be moved from the Employee’s headquarters/work base to the Employee’s home.
51.2. Statutory requirements apply to Employees working from home as they do to Employees working at the Employer’s workplace. The Employer must ensure understanding and compliance of all affected parties with all statutory responsibilities prior to any arrangements being sanctioned.
51.3. The Employer is required to undertake a risk assessment of the work activities carried out by Employees to identify and manage hazards. In carrying out any assessment, the Employer must look at who and what may be affected by, and the possible effects of, the work being done from home.
51.4. The introduction of working from home arrangements is subject to:
(a) The Employee’s duties are those they would normally undertake at their headquarters/work base;
WORKING FROM HOME. The Commission will not impose caps on groups of employees on the time that may be approved to work from home or remotely, with each request to be considered on its merits. The Commission may provide equipment necessary for, or reimbursement, for all or part of the costs associated with establishing a working from home arrangement. An employee working from home is covered by the same employment conditions as an employee working at an office site under this Agreement. The Commission will provide employees with guidance on working from home safely. Employees will not be required by the Commission to work from home unless it is lawful and reasonable to do so. This may include where circumstances prevent attendance at an office during a pandemic or natural disaster. In these situations, the Commission will consider the circumstances of the employees and options to achieve work outcomes safely. Employees may request ad-hoc flexible working arrangements. Ad-hoc arrangements are generally one-off or short-term arrangements for circumstances that are not ongoing. Employees should, where practicable, make the request in writing and provide as much notice as possible. Requests for ad-hoc arrangements are not subject to the request and approval processes detailed in clauses 5.73 to 5.82. The Commission should consider ad-hoc requests on a case-by-case basis, with a bias to approving ad-hoc requests, having regard to the employee’s circumstances and reasonable business grounds. Where a regular pattern of requests for ad-hoc arrangements from an employee emerges, the Commission should consider whether it is appropriate to seek to formalise the arrangement with the employee. An employee may request to work an alternative regular span of hours (bandwidth hours). If approved by the Commissioner, hours worked on this basis will be treated as regular working hours and will not attract overtime payments or shift penalties. The Commission will not request or require that any employee alter their regular span of hours (bandwidth hours) under these provisions. Employees are entitled to the following holidays each year as observed at their normal work location in accordance with the FW Act:
1 January (New Year’s Day); 26 January (Australia Day); Good Friday and the following Monday;
WORKING FROM HOME. You must not use your home to run a business, unless we give you written permission. We will not refuse permission unless we feel that the business is likely to cause a nuisance or annoy other people, or damage the property. Examples of businesses we would not allow include:
7.6.1 repairing and maintaining cars
7.6.2 selling cars, or
7.6.3 using the property or communal areas as a place to buy, sell or store scrap metals, or other goods.
WORKING FROM HOME. 23.9.1 Circumstances may arise in some departments where it may prove productive for the operation that a Member work from home. In these exceptional circumstances the manager will discuss the opportunity with the Member and, if mutually agreed upon, the Member will be permitted to work from home on a without prejudice or precedent basis.
23.9.2 Ongoing work from home arrangements are only permitted if outlined in the offer of employment.
23.9.3 Reasons to work from home may include, but are not limited to, the following:
23.9.3.1 The Member works in a cubicle space or an area with high traffic and working from home would allow for focus and productivity during peak periods or around tight projects timelines;
23.9.3.2 The Member has meaningful and time sensitive work that can be performed at home, but cannot reach the workplace due to inclement weather and the University is open;
23.9.3.3 The Member is required to travel to a different campus or to an off-campus location as part of their workday and that location is close to their home;
23.9.3.4 The Member holds a position which requires them to monitor and interact with the systems on a predictable basis, outside of normal work hours, and the Member has been provided with task appropriate devices to perform the work;
23.9.3.5 The Member has work that can be done outside of their normal working hours (i.e. overtime) that can be performed from a remote location;
23.9.4 Notwithstanding Article 23.
9.3.5 Members are not eligible for additional compensation arising from this arrangement, unless provided for under the Collective Agreement.
WORKING FROM HOME. 3.11.1 You must not use your home to run a business, unless we give you our permission in writing. We will not refuse permission unless we feel that the business is likely to cause a nuisance or annoy other people, or damage the property. Some examples of businesses we would not allow include: • repairing and maintaining cars; and • selling cars.
WORKING FROM HOME. 67.1 Sub-clause 67.2 below applies to the following Health Services only:
67.1.1 Royal Women’s Hospital; and
WORKING FROM HOME. (a) It may be possible for an employee to work from home on an ad-hoc basis. In such circumstances, arrangements to work from home will be negotiated on a case-by-case basis between the employee and the relevant manager.
(b) Where approval is recommended but prior to being granted, People & Culture will be advised in writing so that appropriate advice may be given regarding documentation and occupational health and safety requirements.
(c) Approval for a working at home arrangement shall be at the discretion of the employee’s manager.
