ADDITIONAL ALTERNATIVE WORKING ARRANGEMENTS Sample Clauses

The 'Additional Alternative Working Arrangements' clause establishes the terms under which employees may utilize work options outside of standard arrangements, such as remote work, flexible hours, or job sharing. It typically outlines the eligibility criteria, approval process, and any limitations or conditions that apply to these alternative setups. By providing a structured framework for non-traditional working methods, this clause helps accommodate diverse employee needs while maintaining operational efficiency and clarity for both parties.
ADDITIONAL ALTERNATIVE WORKING ARRANGEMENTS. 11.1 In addition to the alternative working arrangements provided in Clause 16 (4) of the Award, Accrued Days Off and Enhanced Flexitime may be worked as specified in this clause. Each of the alternative working arrangements is a ‘stand alone’ arrangement and an individual employee may work under more than one arrangement at any time if authorised by the employer. 11.2 The provisions under this clause and flexitime under clause 16(7) of the Award shall apply to part time employees on a pro-rata basis.
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Related to ADDITIONAL ALTERNATIVE WORKING ARRANGEMENTS

  • Alternative Work Schedule An alternate forty (40) hour work schedule (other than five (5) uniform and consecutive eight (8) hour days in a seven (7) day period), or for hospital personnel an eighty (80) hour workweek in a fourteen (14) day period and other mutually agreed upon schedules that comply with applicable federal and state law. Employee work schedules normally include two (2) consecutive days off.

  • Alternative Work Schedules Employees may request alternative work schedules such as a nine (9) day - 80 hour two week schedule or a four (4) day - 40 hour week schedule. Management will respond to an employee's request within 15 calendar days. Any changes from existing work schedules will be based on the needs of the service as determined by Management. Employees covered by the Fair Labor Standards Act will not be placed on alternate work schedules that mandate the payment of overtime under the Act.

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Flexible Working Arrangement (a) The Parties recognise the importance of flexible working arrangements and the right of Employees to make requests under section 65 of the Fair Work Act for flexible working arrangements. An Employee may request a flexible working arrangement if any of the following circumstances apply to the Employee: (i) the Employee is pregnant; (ii) the Employee is the parent, or has responsibility for the care, of a child who is of school age or younger; (iii) the Employee is a carer (within the meaning of the Carer Recognition Act 2010); (iv) the Employee has a disability; (v) the Employee is 55 or older; (vi) the Employee is experiencing violence from a member of the Employee’s family; (vii) the Employee 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.

  • REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS 49.1 Employee may request change in working arrangements s.65 of the Act. Note 1: Section 65 of the Act provides for certain Employees to request a change in their working arrangements because of their circumstances, as set out in s.65(1A).