Work Life Balance Package Clause Samples

Work Life Balance Package. 18.1 Work Life Balance Initiatives (a) Jacana Energy is committed to providing employees with flexibility to assist in balancing work and life commitments. The following initiatives may be accessed by employees (with the exception of clause 18.4, this clause does not apply to casual employees): (i) use of individual flexible working arrangements as per clause 16; (ii) home-based work; (iii) job sharing; (iv) part-time work; (v) career breaks; (vi) part-year employment; (vii) short term absences for family and community responsibilities; and (viii) use of flexible working hours (flexitime). (b) In addition to the above, the following initiatives in relation to leave may also be accessed by employees to assist in balancing work and life commitments: (i) utilisation of recreation leave at half pay; (ii) purchase of additional leave; and (iii) advance notice of extended leave without pay (up to 12 months). 18.2 General Principles in Relation to Work Life Balance Initiatives: (a) An employee’s request to access work life balance initiatives: (i) must be in writing; and (ii) set out details of the change sought and the reasons for the request. (b) When considering applications from employees wishing to access the initiatives specified in clause 18.1, the CEO must ensure that: (i) Jacana Energy’s operational requirements are met and services to the public are not disrupted; (ii) employees fulfil the criteria outlined in this clause; (iii) fair and reasonable consideration is given to employee applications; and (iv) arrangements can be put in place to ensure that approval of the application will not result in unreasonable increases in the workload and overtime required to be performed by other employees. (c) When considering applications from employees wishing to access the leave initiatives in clause 18.1(b), the CEO must consider whether the application is justified in light of available leave credits and should not approve applications in circumstances where employees are likely to have significant accrued leave entitlements at the time of accessing the leave initiatives. (d) The CEO must provide written reasons for a decision where an employee’s application is refused. (e) The CEO may establish internal procedures for assessing an employee’s application, which must not be inconsistent with the provisions of this clause. (f) Employees accessing the initiatives provided under this clause are to continue to have the same opportunities in relation to access to tra...
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Work Life Balance Package. There is no substantive change to this clause (gender neutral updates).
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