Flexible Work Arrangement Remote Work Proposal Review Clause Samples

The Flexible Work Arrangement Remote Work Proposal Review clause establishes the process by which requests for remote work are evaluated and approved within an organization. Typically, this clause outlines the steps employees must follow to submit a remote work proposal, the criteria management will use to assess such requests, and any documentation or justification required. By formalizing the review process, the clause ensures consistency and fairness in granting remote work arrangements, helping to manage expectations and maintain operational efficiency.
Flexible Work Arrangement Remote Work Proposal Review. In the event that an employee submits a Flexible Work Arrangement proposal form to their direct supervisor asking to begin or continue working remotely and that proposal is denied by the employee’s direct supervisor, the employee may obtain a review of that denial by following the procedure in this section. The decisions made by the Employer and its representatives on any Flexible Work Arrangement proposal, including decisions made in the review process set forth in this section, are within the management rights and discretion of the Employer and shall not in any manner or form be subject to the grievance procedure in this Agreement. An employee seeking such review shall initiate a Review Request. Such Review Request must be made by sending an e-mail to their assigned Human Resources (HR) Business Partner within ten calendar days of receiving the denial. Such request must include copies of the original Flexible Work Arrangement proposal form and the denial by the direct supervisor. The Employer may require additional information at any point in this review process and the employee must comply with such requirements in order to be eligible to continue in the review process. Upon receipt of all the required information and any additional information requested, the HR Business Partner will undertake a review of the request and denial. If the HR Business Partner determines it will be useful, they may set a meeting with the Employee to discuss the proposal and Review Request. The Employee may choose to have a union representative present for any meeting between the Employee and the HR Business Partner in connection with this review. The HR Business Partner will give thoughtful consideration to the employee’s Flexible Work Arrangement proposal and the reasons provided for its denial, if any. Thereafter the HR Business Partner will provide the Employee with a final determination by email, copying the union representative who attended the employee’s meeting with the HR Business Partner, if any. The HR Business Partner will endeavor to provide such determination within 21 calendar days of the Employee’s meeting with the HR Business Partner, if any, or if no meeting has been held, within 21 days of the Employee’s submission of the Review Request.
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Related to Flexible Work Arrangement Remote Work Proposal Review

  • 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 Work Schedule A flexible work schedule is any schedule that is not a regular, alternate, 9/80, or 4/10 work schedule and where the employee is not scheduled to work more than 40 hours in the "workweek" as defined in Subsections F. and H., below.

  • 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.

  • Agreement Exceptions/Deviations Explanation If the proposing Vendor desires to deviate form the Vendor Agreement language, all such deviations must be listed on this attribute, with complete and detailed conditions and information included. TIPS will consider any deviations in its proposal award decisions, and TIPS reserves the right to accept or reject any proposal based upon any deviations indicated below. In the absence of any deviation entry on this attribute, the proposer assures TIPS of their full compliance with the Vendor Agreement.