WORKING FROM HOME. 41.1 Subject to this clause, employers 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.
WORKING FROM HOME. (i) Supervisors may allow employees to work from home, however working from home is not to be a routine arrangement.
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:
WORKING FROM HOME. 42.01 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. (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.
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. Ad-hoc arrangements 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. Altering span of hours 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. PUBLIC HOLIDAYS Employees are entitled to the following holidays each year as observed at their normal work location in accordance with the FW Act:
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.
WORKING FROM HOME. 67.1 Sub-clause 67.2 below applies to the following Health Services only:
WORKING FROM HOME. Where possible, employees may request permission for work-at- home assignments. If the request is denied, upon written request by the employee, his or her immediate supervisor will provide a written explanation for why the employee has been denied permission to work at home.
WORKING FROM HOME. The Parties agree to meet within 90 days of ratification to establish a Work From Home Committee. This Committee shall consist of three representatives of the Employer and three representatives of the Union. It is understood that the Local President, National Servicing Representative, Vice President – Human Resources and President & CEO have the right to sit with the Committee. This Committee shall meet on a quarterly basis, or more regularly as may be required, to discuss potential benefits for any work from home agreement.
