{"component": "clause", "props": {"groups": [{"snippet": "\u200c VOLUNTARY FLEXIBLE WORKING ARRANGEMENTS\u200c\n10.1 The parties acknowledge the mutual benefit to the employer and employee of Voluntary Flexible Working Arrangements (VFWA) to balance work and other (including family) commitments.\n10.1.1 Agencies will promote and improve the awareness of VFWAs in the public sector during the life of this Enterprise Agreement.\n10.1.2 A Chief Executive will consider an employee\u2019s request to participate in a VFWA having regard both to the operational needs of the agency or particular workplace, and the employee\u2019s circumstances.\n10.1.3 This clause applies for the period an employee participates in a VFWA.\na) Subject to this clause, the salary or wages payable to an employee, or applicable to a position, where the employee elects to participate in a VFWA, will be adjusted to take account of the VFWA in which the employee is participating, notwithstanding any other provision in, or Schedule of, this Enterprise Agreement or relevant Award.\nb) Where an employee is participating in a Purchased Leave type of VFWA, the rate of pay to be used for calculating overtime payments, leave loading or shift penalties will be the rate of pay that would have been payable had the employee not been participating in the Purchased Leave arrangement.\nc) Where an employee is participating in a Compressed Weeks type of VFWA, the nominated normal hours for any day will constitute the employee\u2019s ordinary hours for the day. Overtime will only be payable where the employee is required to work hours in excess of those ordinary hours on any day or in excess of the total of those ordinary hours in a week.\nd) Where, on cessation of employment, the employer makes a payment in lieu of notice; or a payment in respect of accrued recreation or long service leave entitlements (instead of transferring leave credits to another employer party to this Enterprise Agreement in the event the employee immediately becomes employed by that employer party), the payment thereof (or the transferred leave credits) shall have regard to any period/s in which the employee participated in a VFWA and be adjusted accordingly. PAID MATERNITY LEAVE AND PAID ADOPTION LEAVE\u200c\n10.2 Paid maternity leave and paid adoption leave applies in accordance with this clause. This clause comes into effect on 22 December 2009.\n10.2.1 Subject to this clause, an employee, other than a casual employee, who has completed 12 months continuous service immediately prior to the birth of the child, or immediately prior to taking custody of an adopted child (as applicable), is entitled to: sixteen (16) weeks paid maternity or adoption leave (as applicable) on or after 22 December 2009 (the \u201capplicable maximum period\u201d).\n10.2.2 An employee who, at the time of taking such paid maternity or adoption leave, has been employed in the SA public sector for not less than five (5) years (including any periods of approved unpaid leave), will be entitled to eighteen (18) weeks on or after 14 January 2011 (the \u201capplicable maximum period\u201d).\n10.2.3 The following conditions apply to an employee applying for paid maternity leave or paid adoption leave:\na) The total of paid and unpaid maternity/adoption/parental/special leave is not to exceed 104 calendar weeks in relation to the employee\u2019s child. For the purposes of this clause, child includes children of a multiple birth/adoption.\nb) An employee will be entitled to the applicable maximum period, paid at the employee\u2019s ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences. The paid maternity/adoption leave is not to be extended by public holidays, rostered days off, programmed days off or any other leave falling within the period of paid leave.\n10.2.4 At the time of applying for paid maternity leave or paid adoption leave, the employee may elect in writing:\na) To take the paid leave in 2 periods split into equal proportions during the first 12 months of the commencement of their paid leave; or\nb) To take the paid leave at half pay in which case, notwithstanding any other clause of this Enterprise Agreement, the employee will be entitled, during the period of leave, to be paid at half the ordinary rate of pay (excluding allowances, penalties or other additional payments) from the date maternity/adoption leave commences; or\nc) A combination of (a) and (b).\n10.2.5 Part time employees will have the same entitlements as full time employees, but paid on a pro-rata basis according to the average number of contracted hours during the immediately preceding 12 months (disregarding any periods of leave).\n10.2.6 During periods of paid or unpaid maternity leave, sick leave with pay will not be granted for a normal period of absence for confinement. However, any illness arising from the incidence of the pregnancy may be covered by sick leave to the extent available, subject to the usual provisions relating to production of a medical certificate and the medical certificate indicates that the illness has arisen from the pregnancy.\n10.2.7 Where both prospective parents are employees covered by this Enterprise Agreement, the period of paid maternity or adoption leave (as applicable) may be shared by both employees, provided that the total period of paid maternity or adoption leave does not exceed the applicable maximum and that the leave is taken in periods of not less than four weeks and has regard to the operational needs of the agency or agencies.\n10.2.8 The entitlements in this clause will be in addition to, but cannot be taken at the same time as, leave that may be taken as a result of the Commonwealth\u2019s Paid Parental Leave scheme. RETURN TO WORK ON A PART TIME BASIS\u200c\u200c\n10.3 Subject to this clause, an employee is entitled to return to work after maternity or adoption leave on a part time basis, at the employee\u2019s substantive level, until the child\u2019s second birthday.\n10.3.1 The following conditions apply to an employee applying to return on a part time basis:\na) The employee will provide such request at least 6 weeks prior to the date on which the employee\u2019s maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonably be required, including the proportion of time sought, and the date of the relevant child\u2019s second birthday.\nb) At least 6 weeks prior to the relevant child\u2019s second birthday, the employee will advise the Chief Executive whether the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis.\nc) An employee\u2019s return to work part time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave. FAMILY CARER\u2019S LEAVE\u200c\n10.4 For the purpose of this clause, the following are to be regarded as members of a person\u2019s family: a spouse (including a defacto spouse or a former spouse); a child or step child; a parent or parent in-law; any other member of the person\u2019s household; a grandparent or grandchild; any other person who is dependent on the person\u2019s care.\n10.4.1 An employee (other than a casual employee) with responsibilities in relation to a member of the employee\u2019s family who needs the employee\u2019s care and support due to personal injury or for the purposes of caring for a family member who is sick and requires the employee\u2019s care and support or who requires care due to an unexpected emergency, is entitled to up to 10 days (or the equivalent in hours) of their accrued sick leave entitlement in any completed year of continuous service (pro rata for part time employees) to provide care and support for such persons when they are ill.\n10.4.2 This access is available if the following conditions are satisfied: the employee must have responsibility for the care of the family member concerned; and the employee produces satisfactory evidence of sickness of the family member, if requested.\n10.4.3 The ability to access this leave does not in any way limit an employee\u2019s right to apply for special leave in accordance with arrangements provided elsewhere for this leave. REIMBURSEMENT OF REASONABLE CHILD CARE COSTS\u200c\n10.5 Where an employee, other than a casual employee, is given less than 24 hours prior notice that the employee is required to work outside of their ordinary hours of work, and consequently the employee utilises paid child care, the agency will reimburse the reasonable child care costs incurred by the employee arising from performing such work, subject to this clause.\n10.5.1 The prior period of 24 hours is to be calculated from the time at which the work is to begin.\n10.5.2 The work, or the hour/s to be worked, is not part of a regular or systematic pattern of work or hour/s performed by the employee.\n10.5.3 The reimbursement will be in respect of the reasonable costs incurred by the employee in respect of the work.\n10.5.4 Reimbursement will be made for child care costs in respect of Registered Care or Approved Care after all other sources of reimbursement have been exhausted. Where the child care costs are incurred for child care not in a registered or approved centre, reimbursement will be made in accordance with a child care reimbursement rate, and guidelines, published from time to time by the CPE or the employee\u2019s agency.\n10.5.5 The employee will provide the agency with a Child Benefit Claim Form for either Registered Care or Approved Care, tax invoice/receipt, or other supporting documentation as may from time to time be required detailing the cost incurred, or reimbursement sought, in respect of the work.\n10.5.6 For the purposes of this clause, a reference to work is a reference to the work outside the employee\u2019s ordinary hours, or regular or systematic pattern of work or hour/s, for which less than 24 hours prior notice is given. REIMBURSEMENT OF REASONABLE TRAVEL COSTS\u200c\n10.6 Where an employee, other than a casual employee, is required to work outside of their ordinary hours of work and the period of work starts or finishes outside of the ordinary timetabled operating hours of public transport, the employee will be entitled to reimbursement of reasonable home to work or work to home (as applicable) travel costs, subject to this clause.\n10.6.1 The work, or the hour/s to be worked, is/are not part of a regular or systematic pattern of work or hour/s performed by the employee.\n10.6.2 The employee ordinarily uses public transport.\n10.6.3 Travel is by the most direct or appropriate route.\n10.6.4 Reimbursement of reasonable taxi costs, or mileage at a rate determined from time to time by the CPE.\n10.6.5 The employee will provide the agency with such tax invoice/receipt or other supporting documentation as may from time to time be required detailing the cost incurred or reimbursement sought.", "size": 7, 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It specifies terms regarding: Voluntary Flexible Working Arrangements; Family Carers Leave; Paid Maternity/Adoption/Surrogacy Leave; Return to Work on a Part Time Basis; and Reimbursement of Reasonable Child Care Costs. The main difference is changes to Family Carers Leave, Paid Partner Leave and inclusion of a new provision \u2018employees who are breastfeeding\u2019.", "size": 2, "samples": [{"hash": "8cUV8WSTzHi", "uri": "/contracts/8cUV8WSTzHi#worklife-flexibility", "label": "Enterprise Agreement", "score": 30.9568215901, "published": true}], "snippet_links": [{"key": "this-clause", "type": "clause", "offset": [0, 11]}, {"key": "similar-to", "type": "definition", "offset": [15, 25]}, {"key": "current-agreement", "type": "definition", "offset": [30, 47]}, {"key": "voluntary-flexible-working-arrangements", "type": "clause", "offset": [79, 118]}, {"key": "carers-leave", "type": "definition", "offset": [127, 139]}, {"key": "surrogacy-leave", "type": "clause", "offset": [165, 180]}, {"key": "work-on-a-part-time-basis", "type": "clause", "offset": [192, 217]}, {"key": "reimbursement-of-reasonable-child-care-costs", "type": "clause", "offset": [223, 267]}, {"key": "changes-to", "type": "clause", "offset": [292, 302]}, {"key": "paid-partner-leave", "type": "clause", "offset": [324, 342]}, {"key": "inclusion-of-a", "type": "clause", "offset": [347, 361]}, {"key": "employees-who", "type": "clause", "offset": [377, 390]}], "hash": "77ea2695e5b579a3e3037d20f1c97bb2", "id": 3}, {"snippet": "This clause is the same as the current clause. wage increases of 3.0% per annum GHWDLOHG L2Q: P a\u00b5rity$SSHQGL[ :DJH. VOp\u00b6erative dates are: from the first full pay period (ffpp) on or after 15 December 2022, 15 December 2023, 15 December 2024 and 15 December 2025.", "size": 1, "samples": [{"hash": "46jFUTkNwMY", "uri": "/contracts/46jFUTkNwMY#worklife-flexibility", "label": "Enterprise Agreement", "score": 23.6557152635, "published": true}], "snippet_links": [{"key": "this-clause", "type": "clause", "offset": [0, 11]}, {"key": "the-current", "type": "clause", "offset": [27, 38]}, {"key": "wage-increases", "type": "definition", "offset": [47, 61]}, {"key": "per-annum", "type": "definition", "offset": [70, 79]}, {"key": "pay-period", "type": "definition", "offset": [160, 170]}, {"key": "december-2022", "type": "clause", "offset": [193, 206]}, {"key": "december-2023", "type": "clause", "offset": [211, 224]}, {"key": "december-2024", "type": "clause", "offset": [229, 242]}], "hash": "185bade91768f2a149165b9ef48b6d09", "id": 4}, {"snippet": "This Clause improves provisions for return to work on a part time basis; treat the employment basis of a second period of maternity leave the same as the pre maternity leave employment basis; and provide for transfer to a safe job during pregnancy or alternatively, paid \u201cno safe job leave\u201d for employees with at least 12 months effective service. Employees who are breastfeeding shall be provided with the facilities and support to enable them to combine the continuation of breastfeeding with their employment. Increased entitlement for partners to access two weeks of accrued sick leave on the birth or adoption of a child.", "size": 1, "samples": [{"hash": "ciQctyjrVZ2", "uri": "/contracts/ciQctyjrVZ2#worklife-flexibility", "label": "South Australian Modern Public Sector Enterprise Agreement: Salaried 2017", "score": 27.11082014, "published": true}], "snippet_links": [{"key": "this-clause", "type": "clause", "offset": [0, 11]}, {"key": "provisions-for", "type": "clause", "offset": [21, 35]}, {"key": "work-on-a-part-time-basis", "type": "clause", "offset": [46, 71]}, {"key": "basis-of", "type": "clause", "offset": [94, 102]}, {"key": "period-of-maternity-leave", "type": "clause", "offset": [112, 137]}, {"key": "the-pre", "type": "clause", "offset": [150, 157]}, {"key": "transfer-to-a-safe-job-during-pregnancy", "type": "clause", "offset": [208, 247]}, {"key": "no-safe-job-leave", "type": "clause", "offset": [272, 289]}, {"key": "employees-with", "type": "clause", "offset": [295, 309]}, {"key": "effective-service", "type": "clause", "offset": [329, 346]}, {"key": "employees-who", "type": "clause", "offset": [348, 361]}, {"key": "facilities-and-support", "type": "clause", "offset": [407, 429]}, {"key": "continuation-of", "type": "clause", "offset": [460, 475]}, {"key": "two-weeks", "type": "clause", "offset": [558, 567]}, {"key": "accrued-sick-leave", "type": "clause", "offset": [571, 589]}, {"key": "birth-or-adoption-of-a-child", "type": "clause", "offset": [597, 625]}], "hash": "b3db9202692bd64a5c7c5be2b99fdf05", "id": 5}, {"snippet": "22 36. PRE-EMPLOYMENT SCREENINGS .............................................................................................23 37. LEAD APRONS AND RELIEF BREAKS .......................................................................................24", "size": 1, "samples": [{"hash": "jORdTwPe48M", "uri": "/contracts/jORdTwPe48M#worklife-flexibility", "label": "Nurses/Midwives (South Australian Public Sector) Enterprise Agreement 2007", "score": 16.1704312115, "published": false}], "snippet_links": [{"key": "relief-breaks", "type": "clause", "offset": [149, 162]}], "hash": "7ea6105c2bd74eb11533d824db119229", "id": 6}, {"snippet": "This clause is largely the same as the current clause. The differences are outlined as follows.", "size": 1, "samples": [{"hash": "3BJqu9n1KpP", "uri": "/contracts/3BJqu9n1KpP#worklife-flexibility", "label": "South Australian Public Sector Wages Parity Enterprise Agreement: Salaried 2012", "score": 20.3470225873, "published": true}], "snippet_links": [{"key": "this-clause", "type": "clause", "offset": [0, 11]}, {"key": "the-current", "type": "clause", "offset": [35, 46]}], "hash": "6177b3c006c14be17a64d9c60526d196", "id": 7}, {"snippet": "VOLUNTARY FLEXIBLE WORKING ARRANGEMENTS", "size": 1, "samples": [{"hash": "1B9DMLpaUcK", "uri": "/contracts/1B9DMLpaUcK#worklife-flexibility", "label": "Enterprise Agreement", "score": 14.1704312115, "published": false}], "snippet_links": [{"key": "voluntary-flexible-working-arrangements", "type": "clause", "offset": [0, 39]}], "hash": "e09538b9261673e58ba10383d6928070", "id": 8}, {"snippet": "Voluntary Flexible Working Arrangements (\u201cVFWA\u201d)", "size": 1, "samples": [{"hash": "8VAiaiVQYwU", "uri": "/contracts/8VAiaiVQYwU#worklife-flexibility", "label": "Enterprise Agreement", "score": 14.1704312115, "published": false}], "snippet_links": [{"key": "voluntary-flexible-working-arrangements", "type": "clause", "offset": [0, 39]}], "hash": "2a319159a4f93b392a90b5b04587cf25", "id": 9}, {"snippet": "7 12. REIMBURSEMENT OF REASONABLE CHILD CARE COSTS ................................................... 8 13. REIMBURSEMENT OF REASONABLE TRAVEL COSTS ........................................................... 8", "size": 1, "samples": [{"hash": "aM8bJBVfdpd", "uri": "/contracts/aM8bJBVfdpd#worklife-flexibility", "label": "Enterprise Agreement", "score": 14.1704312115, "published": false}], "snippet_links": [{"key": "reimbursement-of-reasonable-child-care-costs", "type": "clause", "offset": [6, 50]}, {"key": "reimbursement-of-reasonable-travel-costs", "type": "clause", "offset": [109, 149]}], "hash": "d13000127f4fcdc451841dd57b8e83da", "id": 10}], "next_curs": "Cl0SV2oVc35sYXdpbnNpZGVyY29udHJhY3RzcjkLEhZDbGF1c2VTbmlwcGV0R3JvdXBfdjU2Ih13b3JrbGlmZS1mbGV4aWJpbGl0eSMwMDAwMDAwYQyiAQJlbhgAIAA=", "clause": {"title": "WORKLIFE FLEXIBILITY", "size": 24, "children": [["", ""], ["an-employee", "An employee"], ["paid-maternity-leave-and-paid-adoption-leave", "Paid Maternity Leave and Paid Adoption Leave"], ["return-to-work-on-a-part-time-basis", "Return to Work on a Part Time Basis"], ["family-\u2587\u2587\u2587\u2587\u2587s-leave", "Family \u2587\u2587\u2587\u2587\u2587\u2019s Leave"]], "parents": [["workplace-flexibility", "WORKPLACE FLEXIBILITY"]], "id": "worklife-flexibility", "related": [["flexibility", "Flexibility", "Flexibility"], ["workplace-flexibility", "WORKPLACE FLEXIBILITY", "WORKPLACE FLEXIBILITY"], ["agreement-flexibility", "Agreement Flexibility", "Agreement Flexibility"], ["individual-flexibility-arrangement", "Individual Flexibility Arrangement", "Individual Flexibility Arrangement"], ["individual-flexibility-arrangements", "Individual Flexibility Arrangements", "Individual Flexibility Arrangements"]], "related_snippets": [], "updated": "2025-07-07T12:37:53+00:00", "also_ask": [], "drafting_tip": null, "explanation": "The WORKLIFE FLEXIBILITY clause establishes the right for employees to adjust their work schedules or locations to better accommodate personal needs and responsibilities. Typically, this clause allows for options such as remote work, flexible start and end times, or compressed workweeks, subject to employer approval and operational requirements. Its core function is to promote a healthier work-life balance, increase employee satisfaction, and address the challenges of rigid work arrangements."}, "json": true, "cursor": ""}}