Right to Request Flexible Working Arrangements Sample Clauses
The Right to Request Flexible Working Arrangements clause grants employees the ability to formally ask their employer for changes to their standard working conditions, such as adjusting start and finish times, working from home, or shifting to part-time hours. Typically, this clause outlines the process for submitting a request, any eligibility requirements, and the employer’s obligations to consider and respond to such requests within a specified timeframe. Its core function is to provide a structured mechanism for employees to seek work arrangements that better suit their personal needs, while ensuring employers address these requests fairly and transparently.
Right to Request Flexible Working Arrangements. 9.1 In accordance with and pursuant to section 65 of the FW Act, an Employee may request a change in their working arrangements on the basis of the following circumstances:
(a) the employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) the employee is a carer (within the meaning of the Carer Recognition Act 2010);
(c) the employee has a disability;
(d) the employee is 55 or older;
(e) the employee is experiencing violence from a member of the employee’s family;
(f) 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.
9.2 To avoid doubt, and without limiting clause 9.1, an Employee who:
(a) is a parent, or has responsibility for the care, of a child; and
(b) is returning to work after taking leave in relation to the birth or adoption of the child;
9.3 An Employee is not entitled to make a request under this clause unless:
(a) for an Employee other than a casual Employee – the Employee has completed at least 12 months of continuous service with the Employer immediately before making the request; or
(b) for a casual Employee – the Employee:
(i) is a long term casual Employee of the Employer immediately before making the request; and
(ii) has a reasonable expectation of continuing employment by the Employer on a regular and systematic basis.
9.4 A request made under this clause must be made in writing and set out details of the change sought and the reasons for the change.
9.5 On receipt of a request by an Employee under this clause, the Employer must give the Employee a written response within 21 days, stating whether the Employer grants or refuses the request.
9.6 The Employer may only refuse the request on reasonable business grounds.
9.7 Without limiting what are reasonable business grounds for the purposes of clause 9.6, reasonable business grounds include the following:
(a) that the new working arrangements requested by the Employee would be too costly for the Employer;
(b) that there is no capacity to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employer;
(c) that 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;
(d...
Right to Request Flexible Working Arrangements. If any of the circumstances referred to in subclause 23.2 below apply to a Teacher and the Teacher would like to change his or her working arrangements because of those circumstances, then the Teacher may request the Employer for a change in working arrangements relating to those circumstances
Right to Request Flexible Working Arrangements. 11.1 An Employee may request change in working arrangements if:
(a) any of the circumstances referred to in 11.3 apply to an employee; and
(b) the employee would like to change his or her working arrangements because of those circumstances;
(c) then the employee may request the employer for a change in working arrangements relating to those circumstances.
11.2 Examples of changes in working arrangements include changes in hours of work, changes in patterns of work and changes in location of work.
11.3 The following are the circumstances:
(a) the employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
(b) the employee is a carer (within the meaning of the Carer Recognition Act 2010 );
(c) the employee has a disability;
(d) the employee is 55 or older;
(e) the employee is experiencing violence from a member of the employee's family;
(f) 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.
11.4 To avoid doubt, and without limiting 11.3(a), an employee who:
(a) is a parent, or has responsibility for the care, of a child; and
(b) is returning to work after taking leave in relation to the birth or adoption of the child; may request to work part-time to assist the employee to care for the child.
11.5 The employee is not entitled to make the request unless:
(a) for an employee other than a casual employee--the employee has completed at least 12 months of continuous service with the employer immediately before making the request; or
(b) for a casual employee--the employee:
(i) is a long term casual employee of the employer immediately before making the request; and
(ii) has a reasonable expectation of continuing employment by the employer on a regular and systematic basis.
Right to Request Flexible Working Arrangements. 28.1 If any of the circumstances referred to in subclause 28.2 apply to an Employee, and the Employee would like to change his or her working arrangements because of those circumstances, then the Employee may request the Employer for a change in working arrangements relating to those circumstances.
Right to Request Flexible Working Arrangements.
10.1 The provisions dealing with requests for flexible working arrangements will apply in accordance with the NES.
10.2 Disputes about the application of the provisions of the NES will be dealt with in accordance with Clause 41 Dispute Resolution Procedure.
Right to Request Flexible Working Arrangements. 23.1 An Employee may make a request for a flexible working arrangement in accordance with this clause.
Right to Request Flexible Working Arrangements. 26.1 Clause 26 outlines:
(a) the circumstances in which eligible employees can request flexible working arrangements;
(b) examples of the types of arrangements that may be put in place;
(c) how a request for flexible working arrangements may be made; and
(d) the grounds on which the University may decline a request.
Right to Request Flexible Working Arrangements. In accordance with and pursuant to section 65 of the FW Act, an Employee may request a change in their working arrangements on the basis of the following circumstances:
(a) The employee is the parent, or has responsibility for the care of a child who is of school age or younger;
(b) The employee is a carer (within the meaning of the Carer Recognition Act 2010);
(c) The employee has a disability;
(d) The employee is 55 or older;
(e) The employee is experiencing violence from a member of the employee’s family;
(f) 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. Note: Examples of changes in working arrangements include changes in hours of work, changes in patterns of work and changes in work area.
Right to Request Flexible Working Arrangements. 30.1 In accordance with section 65 of the FW Act, an Employee may request a change in their working arrangements on the basis of the following circumstances:
a) the Employee is the parent, or has responsibility for the care, of a child who is of school age or younger;
b) the Employee is a carer (within the meaning of the Carer Recognition Act 2010);
c) the Employee has a disability;
d) the Employee is 55 or older;
e) the Employee is pregnant;
f) the Employee is experiencing violence from a member of the Employee’s family;
g) 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. Note: Examples of changes in working arrangements include changes in hours of work, changes in patterns of work and changes in location of work.
30.2 To avoid doubt, an Employee who:
a) is a parent, or has responsibility for the care, of a child; and
b) is returning to work after taking leave in relation to the birth or adoption of the child; may request to work part-time to assist the Employee to care for the child.
30.3 An Employee is not entitled to make a request under this clause unless:
a) for an Employee other than a casual Employee, the Employee has completed at least 12 months of continuous service with Barwon Water immediately before making the request; or
b) for a casual Employee, the Employee:
i. is a long term casual Employee of Barwon Water immediately before making the request; and
ii. has a reasonable expectation of continuing employment by Barwon Water on a regular and systematic basis.
30.4 A request made under this clause must be made in writing and set out details of the change sought and the reasons for the change.
30.5 On receipt of a request by an Employee under this clause, Barwon Water must give the Employee a written response within 21 days, stating whether Barwon Water approves or declines the request.
30.6 Barwon Water may only refuse the request on reasonable business grounds.
30.7 Without limiting what are reasonable business grounds for the purposes of this clause, reasonable business grounds include the following:
a) that the new working arrangements requested by the Employee would be too costly for Barwon Water;
b) that there is no capacity to change the working arrangements of other Employees to accommodate the new working arrangements requested by the Employee;
c) that it would b...
Right to Request Flexible Working Arrangements. 50.1 Employee may request change in working arrangement
50.1.1 the Employee is a parent, or has responsibility for the care, of a child, who is of school age or younger;
50.1.2 the Employee is a carer;
50.1.3 the Employee has a disability;
50.1.4 the Employee is 55 or older;
50.1.5 the Employee is experiencing violence from a member of the Employee’s family; or
50.1.6 the Employee provides care or support to a member of the Employee’s immediately 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.
50.2 To avoid doubt, and without limiting subclause 50.
1.1 an Employee who:
(a) is a parent, or has responsibility for the care of child; and
(b) is returning to work after taking leave in relation to the birth or adoption of a child; may request to work part-time to assist the Employee to care for the child.
50.3 The Employee is not entitled to make the request unless:
50.3.1 for an Employee other than a casual Employee—the Employee has completed at least 12 months of continuous service with the Employer immediately before making the request; or
50.3.2 for a casual Employee—the Employee:
(a) is a long term casual Employee of the Employer immediately before making the request; and
(b) has a reasonable expectation of continuing employment by the Employer on a regular and systematic basis.