Common use of Request for Flexible Working Arrangements Clause in Contracts

Request for Flexible Working Arrangements. An employee may apply to the head of service for flexible working arrangements to support their work and life balance. The head of service must give the employee a written response to the request within twenty-one calendar days of receiving the request, stating whether the request is approved and the reasons if the request is refused. Nothing in this clause diminishes any provisions expressed elsewhere in this Agreement, where those entitlements are entitlements in their own right. An employee may request flexible working arrangements, in accordance with the FW Act, in the following circumstances. The employee: seeks working arrangements to suit their personal circumstances; or has a parental or other caring responsibility for a child of school age or younger; or has a caring responsibility for an individual with a disability, a terminal or chronic medical condition, mental illness or is frail and aged; or has a disability; or is over the age of 55; or is experiencing family violence; or is providing personal care, support and assistance to a member of their immediate family or household because they are experiencing family violence. To assist employees in balancing work and personal committments, flexible working arrangements are provided throughout this Agreement. Examples of these flexible working and leave arrangements include, but are not limited to: flexible starting and finishing times (including at B7); ability to take a few hours off work, and make it up later; home based work on a short or long term basis (E7); part-time work (E4, E6); job sharing (E5); purchased leave (F9); annual leave (F7); long service leave (F26); leave without pay (F25); and leave not provided for elsewhere (F25). The flexible working arrangement will be recorded in writing and run for a specified duration of up to three years. At the end of the flexible working arrangement’s period of operation, unless a new flexible working arrangement is entered into, the default will be that the employee returns to their nominal status. Approved flexible working arrangements may be reviewed annually at which time the circumstances under which the flexible working arrangements were originally granted will be examined and reassessed. Employees that have an existing flexible working arrangement at the commencement of this Agreement will have that arrangement reviewed within 12 months of commencement of this Agreement. The head of service may only deny an employee’s request for flexible working arrangements or a variation to existing flexible working arrangements where there are reasonable business grounds for doing so. Reasonable business grounds to deny a request are that: the new working arrangements requested by the employee would be too costly to implement, or would likely result in a significant loss in efficiency or productivity, or would likely have a significant negative impact on service; there is no capacity to change the working arrangements of other employees to accommodate the new working arrangements requested by the employee; it would be impractical to change the working arrangements of other employees or recruit new employees to accommodate the new working arrangements requested by the employee; it would be a genuine risk to the health and safety of an employee(s); or demonstrable exceptional circumstances have arisen that mean the request cannot be approved. Where a request is not approved the head of service will consult with the employee to explore alternative arrangements.

Request for Flexible Working Arrangements. An employee may apply to the head of service for flexible working arrangements to support their work and life balance. The head of service must give the employee a written response to the request within twenty-one calendar days of receiving the request, stating whether the request is approved and the reasons if the request is refused. Nothing in this clause diminishes any provisions expressed elsewhere in this Agreement, where those entitlements are entitlements in their own right. An employee may request flexible working arrangements, in accordance with the FW Act, in the following circumstances. The employee: seeks working arrangements to suit their personal circumstances; or has a parental or other caring responsibility for a child of school age or younger; or has a caring responsibility for an individual with a disability, a terminal or chronic medical condition, mental illness or is frail and aged; or has a disability; or is over the age of 55; or is experiencing family violence; or is providing personal care, support and assistance to a member of their immediate family or household because they are experiencing family violence. To assist employees in balancing work and personal committments, flexible working arrangements are provided throughout this Agreement. Examples of these flexible working and leave arrangements include, but are not limited to: flexible starting and finishing times (including at B7B7 -); ability to take a few hours off work, and make it up later; home based work on a short or long term basis (E7E7 -); part-time work (E4E4 -, E6E6 -); job sharing (E5E5 -); purchased leave (F9F9 -); annual leave (F7F7 -); long service leave (F26F26 -); leave without pay (F25F25 -); and leave not provided for elsewhere (F25F25 -). The flexible working arrangement will be recorded in writing and run for a specified duration of up to three years. At the end of the flexible working arrangement’s period of operation, unless a new flexible working arrangement is entered into, the default will be that the employee returns to their nominal status. Approved flexible working arrangements may be reviewed annually at which time the circumstances under which the flexible working arrangements were originally granted will be examined and reassessed. Employees that have an existing flexible working arrangement at the commencement of this Agreement will have that arrangement reviewed within 12 months of commencement of this Agreement. The head of service may only deny an employee’s request for flexible working arrangements or a variation to existing flexible working arrangements where there are reasonable business grounds for doing so. Reasonable business grounds to deny a request are that: the new working arrangements requested by the employee would be too costly to implement, or would likely result in a significant loss in efficiency or productivity, or would likely have a significant negative impact on service; there is no capacity to change the working arrangements of other employees to accommodate the new working arrangements requested by the employee; it would be impractical to change the working arrangements of other employees or recruit new employees to accommodate the new working arrangements requested by the employee; it would be a genuine risk to the health and safety of an employee(s); or demonstrable exceptional circumstances have arisen that mean the request cannot be approved. Where a request is not approved the head of service will consult with the employee to explore alternative arrangements.

Request for Flexible Working Arrangements. An employee may apply to the head of service for flexible working arrangements to support their work and life balance. The head of service must give the employee a written response to the request within twenty-one 21 calendar days of receiving the request, stating whether the request is approved and the reasons if the request is refused. Nothing in this clause diminishes any provisions expressed elsewhere in this Agreement, where those entitlements are entitlements in their own right. An employee may request flexible working arrangements, in accordance with the FW Act, in any of the following circumstances. The circumstances relating to the employee: seeks They seek working arrangements to suit their personal circumstances; or . The employee has a parental or other caring responsibility for a child of school age or younger; or has . They have a caring responsibility for an individual with a disability, a terminal or chronic medical condition, mental illness or is frail and aged; or has . They have a disability; or is . They are over the age of 55; or is 55 years old. They are experiencing family violence; or is . They are providing personal care, support and assistance to a member of their immediate family or household because they are experiencing family violence. To assist employees in balancing work and personal committments, flexible working arrangements are provided throughout this Agreement. Examples of these flexible working and leave arrangements include, but are not limited toto the following: flexible Flexible starting and finishing times (including at B7); ability 27 -) Ability to take a few hours off work, and make it up later; home later Home based work on a short short-term or long long-term basis (E7); part57 -) Part-time work (E454 -, E6); job 56 -) Job sharing (E5); purchased 55 -) Purchased leave (F9); annual 69 -) Annual leave (F767 -); long . Long service leave (F26); leave 626 -) Leave without pay (F25); and leave 625 -) Leave not provided for elsewhere (F25625 -). The flexible working arrangement will must be recorded in writing and run for a specified duration of up to three 3 years. At the end of the flexible working arrangement’s period of operation, unless a new flexible working arrangement is entered into, the default will be is that the employee returns to their nominal status. Approved flexible working arrangements may be reviewed annually at which time the circumstances under which the flexible working arrangements were originally granted will be examined and reassessed. Employees that have an existing flexible working arrangement at the commencement of this Agreement will must have that arrangement reviewed within 12 months of commencement of this Agreement. The head of service may only deny an employee’s request for flexible working arrangements or a variation to existing flexible working arrangements where there are reasonable business grounds for doing so. Reasonable business grounds to deny a request are thatinclude any of the following: the The new working arrangements requested by the employee would be too costly to implement, or would likely result in a significant loss in efficiency or productivity, or would likely have a significant negative impact on service; there . There is no capacity to change the working arrangements of other employees to accommodate the new working arrangements requested by the employee; it . It would be impractical to change the working arrangements of other employees or recruit new employees to accommodate the new working arrangements requested by the employee; it . It would be a genuine risk to the health and safety of an employee(s); or demonstrable . Demonstrable exceptional circumstances have arisen that mean the request cannot be approved. Where a request is not approved the head of service will must consult with the employee to explore alternative arrangements.