Flexible Hours Arrangement Clause Samples

A Flexible Hours Arrangement clause allows employees and employers to agree on work schedules that differ from traditional fixed hours. This clause typically outlines the process for requesting flexible hours, such as staggered start and end times or compressed workweeks, and may specify any conditions or limitations, like core hours when presence is required. Its core function is to provide adaptability in work schedules, helping to accommodate personal needs or operational demands while maintaining productivity and clarity in expectations.
Flexible Hours Arrangement. ‌ (a) The flexible hours arrangement provides staff (excluding shift workers) and the University flexibility to achieve a better balance between the personal lives and working times of staff, while giving priority to the University’s operational needs and the maintenance of acceptable workflows. (b) The flexible hours arrangement allows for staff to accrue time as ‘flex-time’, on an hour for hour basis, that can then be taken as time off work without loss of pay at a later date. Accumulated credit time is calculated over a four week work cycle, normally to a maximum of fourteen hours and thirty minutes, and the maximum carry over between the four week work cycle will normally be ten hours. Staff cannot accumulate flex-time unless work is available to be performed during the four week cycle and the work is actually performed. Supervisors will not unreasonably refuse a request for a flexible hours arrangement. (c) The flexible hours arrangement is available to all Professional staff excluding casual staff and staff employed on a shift basis. The flexible hours arrangement may be worked in lieu of the ordinary hours of work provided for in Clause 4.2.
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Flexible Hours Arrangement. 10.6.1 In conjunction with, or in addition to any rostered start, a part-time team member may be offered additional hours on a voluntary basis, provided that such additional hours shall be offered: (a) in accordance with the relevant roster principles; (b) on the basis that the additional hours worked will be ordinary hours worked for the purpose of all leave entitlements; and (c) Such hours are worked on a voluntary basis and are paid at the Ordinary Hourly Rate as defined in clause 3.1.10 plus any penalty applicable as prescribed in clause 10.2 or 24.3.1. 10.6.2 Decreasing agreed core hours: (a) A part time team member’s core hours may be reduced due to the operational need of the Company, by up to a maximum of 20% per anniversary year provided that: (i) two (2) weeks’ notice of such reduction is given to the team member concerned; and (ii) hours are not reduced below twenty-four (24) hours over a four (4) week cycle. (iii) Where additional permanent hours become available in the work locations at the time where a team member who had his/her previous hours worked reduced, then that team member will have preference ahead of team members who had no reduction in hours and new team members, to the additional hours of work.
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Flexible Hours Arrangement. The normal hours of work may by mutual agreement be varied to meet the operational needs of the council. Operational needs may include but are not limited to special projects, seasonal work, peak work periods and urgent completion of work. The following flexible arrangements are to apply: • Time to be worked within the hours of 6.00 am to 6.00 pm Monday to Friday (exclusive of public holidays); • Up to ninety four (94) hours in a two week work cycle [that is eighteen (18) hours per fortnight above the ordinary seventy six (76) hours]; • No more than ten point five (10.50) hours per day [that is two hours above the normal eight point five (8.50) hours];
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Flexible Hours Arrangement. Library Staff
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Flexible Hours Arrangement. (Voluntary)
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Flexible Hours Arrangement 
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Related to Flexible Hours Arrangement

  • Flexible Hours Upon the request of an employee and the concurrence of the Employer, an employee may work flexible hours on a daily basis so long as the daily hours amount to seven decimal five (7.5).

  • 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.

  • 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.

  • Cafeteria Plan As of the Distribution Date, Seaport Entertainment or any of its Subsidiaries shall establish or provide a cafeteria plan qualifying under Section 125 of the Code (the “Seaport Entertainment Cafeteria Plan”) allowing for the payment of welfare plan premiums on a pre-tax basis by Transferring Employees. As of January 1 of the calendar year following the calendar year in which the Distribution Date occurs, Seaport Entertainment or any of its Subsidiaries shall amend the Seaport Entertainment Cafeteria Plan to also provide for health care and dependent care flexible spending reimbursement accounts thereunder in which Transferring Employees who meet the eligibility criteria thereof may be immediately eligible to participate. From the Distribution Date until the end of the calendar year in which the Distribution Date occurs, each Transferring Employee who participated in health care or dependent care flexible spending reimbursement accounts under HHH’s cafeteria plan (the “HHH Cafeteria Plan”) immediately prior to the Effective Time will be permitted to continue participation in such flexible spending reimbursement accounts, and applicable elections and payroll deductions that were in effect immediately before the Effective Time will continue, during the Transferring Employee’s continued employment with the Seaport Entertainment Group on and after the Effective Time, with the amount of such payroll deductions transferred to HHH pursuant to the HHH Cafeteria Plan. As soon as practicable following the claim submission deadline under the HHH Cafeteria Plan for claims incurred in the calendar year in which the Distribution Date occurred, the HHH Group shall determine the aggregate accumulated contributions to the flexible spending reimbursement accounts under the HHH Cafeteria Plan made during such year by the Transferring Employees less the aggregate reimbursement payouts made for such year from such accounts to such Transferring Employees (the “Net FSA Balance”). If the Net FSA Balance is positive, the HHH Group shall pay to the Seaport Entertainment Group an amount in cash equal to the Net FSA Balance. From the Distribution Date until the end of the calendar year in which the Distribution Date occurs, HHH shall be solely responsible for all claims for reimbursement from the flexible spending reimbursement accounts incurred by the Transferring Employees during the calendar year that includes the Distribution Date and submitted to the HHH Cafeteria Plan by the Transferring Employee no later than the claim submission deadline with respect to such calendar year, whether such claims are incurred prior to, on or after the Distribution Date, which claims shall be paid pursuant to and under the terms of the HHH Cafeteria Plan.

  • Flexible Spending Account The parties agree that the State shall have the right to use State Employee Health Plan funds to cover the administrative costs of operating the medical and dependent care flexible spending account programs.