FLEXIBLE WORK PRACTICES Sample Clauses

FLEXIBLE WORK PRACTICES. The introduction of flexible work practices is designed to improve productivity, improve product quality, and reduce down time and lower costs while ensuring that the work is completed in a safe manner. The efficiencies that result from flexible work practices are also intended to assist in fulfilling the intention of the Contracting provisions of the Collective Agreement.

FLEXIBLE WORK PRACTICES. The parties acknowledge the importance of flexible work practices in promoting the efficient operation of a manufacturing environment.

FLEXIBLE WORK PRACTICES. Council is supportive of flexible work provisions for employees. This may include options for certain positions to work from home subject to the demands of the position, relevant workplace health and safety legislation, Queensland Health directions or by way of mutual agreement between the employee and the Branch Manager/General Manager or Chief Executive Officer. Ipswich City Council will support Flexible Work Arrangements in agreed circumstances with the provision of suitable technology to support its employees to complete their duties. Council will maintain a Procedure and share this with all employees via the Council intranet.

FLEXIBLE WORK PRACTICES. 10.1. MI strives to ensure the continuing commercial viability of its business and support the provision of cost effective services to customers and shareholders. When operational considerations allow, MI will support flexible working arrangements to enable Employees to plan to balance work and personal commitments.

FLEXIBLE WORK PRACTICES. 94.1 This supplements Section 65 of the Fair Work Act 2009. 94.2 A full-time employee may apply, in writing, to work on a part-time basis for a fixed period; after which time he/she would again revert back to full-time status. 94.3 In giving consideration to the employee’s application to move to part-time work for a fixed period, the School will take into account the following: (a) the employee’s particular circumstances that give rise to the application; (b) the impact that refusal of the application may have on the employee and his/her family; and (c) the operational requirements of the School, including the School’s capacity to reorganise work arrangements, secure competent replacement employees and the impact on students and other employees. 94.4 Such arrangements shall only be made at the request of the employee and by agreement with the School. The request shall be made prior to the commencement of the School year.

FLEXIBLE WORK PRACTICES. The following flexibilities are intended to support our core competencies as contained in the site classification structure contained in Appendix I. i. All employees are to interchange as needs dictate. ii. All employees are to perform general maintenance duties that they have been instructed and trained to safely perform, including but not limited to lubrication tasks, safety checks, preventative maintenance and corrective maintenance on vehicles, equipment and the like. iii. All employees are responsible for housekeeping of the site and cleaning duties in respect to their immediate work area, including sweeping, cleaning up of discarded packing materials, wash down of vehicles etc. iv. All employees may use the plant equipment and vehicles as required / authorised, providing they are licensed (if applicable) and trained to safely perform the task. v. All employees may be required to answer the telephones, handle customer enquiries and take orders etc. This should be handled in a professional customer service manner. vi. All employees may be required to use the computer system (including ASW). vii. All employees may be required to handle deliveries of product in Company vehicles, from time to time, to meet urgent requirements of customers providing safety requirements are satisfied. viii. All employees participate in the Company stocktaking and cycle count procedures as required. This may involve work outside ordinary hours. ix. No demarcation of any kind will exist on the site between classifications including staff and wages positions provided that this flexibility does not diminish current employment status. It is essential that all employees maintain flexible work practices for the efficient and effective running of the business. x. All employees will be required to work within the operating procedures, and meet quality and safety standards. xi. All employees have responsibility for quality assurance. xii. Employees need to be capable of and willing to rotate through all of the functions and duties contained within these descriptions. xiii. Employees may be transferred, on a temporary basis, within a site between positions and departments in accordance with business needs. xiv. The Company may direct an employee to carry out duties that are within the limits of the employees' skill, competence and training. xv. Any direction issued by the Company shall be consistent with the Company's responsibility to provide a safe and healthy work environment.

FLEXIBLE WORK PRACTICES. 3.7.1 In the interests of efficiency, flexibility, and a harmonious workplace, employees agree to be available for any work in any Department or section that is within their qualification and skill base. 3.7.2 Where, due to inclement or adverse weather conditions, machinery or equipment breakdown, non-supply of materials or any other reason, employees are prevented from undertaking their normal work, employees shall be provided with alternate productive work or training may be organised to maximise the benefit of such unproductive time.

FLEXIBLE WORK PRACTICES. 2.6.1 A full-time employee may apply in writing to work on a part-time basis for a fixed period, after which time the employee would again revert back to full-time status. 2.6.2 In giving consideration to the employee’s application to move to part-time work for a fixed period, the employer will take into account the following: (a) The particular circumstances of the employee that give rise to the application; (b) The impact that refusal of the application may have on the employee and their family; and (c) The operational requirements of the school, including the employer’s capacity to reorganize work arrangements, secure competent replacement employees and the impact on other school employees. 2.6.3 Such arrangements shall only be made at the request of the employee and by agreement with the employer. The request must be made prior to the commencement of the school year.

FLEXIBLE WORK PRACTICES a. The RAC is committed to fostering our value, Employee Fulfilment, through the provision of flexible work practices that promote work and life balance. Flexible work practices are generally outside ordinary and established arrangements. They can be requested by the employee and considered by the leader in the context of operational requirements and our value, Members First. b. An employee’s entitlements under this clause are applied as per the Fair Work Act 2009 (Cth) and the National Employment Standards. c. An employee is not entitled to make a request for flexible work practices unless they have completed at least 12 months of continuous service with the RAC immediately before making a request. d. Long term casual employees are also entitled to make a request for flexible work practices if they have completed at least 12 months of continuous service with the RAC immediately before making a request and have been employed regularly and there is a reasonable expectation of continuing employment. e. An employee who is a parent, or has responsibility for the care, of a child may request RAC for a change in working arrangements to assist the employee to care for the child if the child: i. is under school age; or ii. is under 18 and has a disability. f. Flexible work practices may include: i. Alternative working hours arrangements. ii. Preferred rosters and work schedules. iii. Access to part-time hours. iv. Job sharing. g. The request must be in writing and set out the changes sought and the reasons for the change. h. Requests for flexible work practices will be genuinely considered by the RAC. i. RAC will provide the employee with a written response within 21 days of the request being made, stating whether the RAC grants or refuses the request. Where a request cannot be met, the RAC will communicate the reason(s) to the employee. j. In order for the RAC to meet requests for flexible work practices, an employee may have to permanently transfer to other teams and/or locations. This transfer however, will only occur if the employee accepts such a change associated with their request and the RAC can reasonably accommodate that employee in a new team and/or location. k. Provided the employee’s request is genuinely based on parental responsibilities, RAC may refuse the request only on reasonable business grounds; such grounds may include an adverse impact on Members First, cost, lack of adequately skilled employees and an adverse impact on efficiency. Flexible w...