WORKING FLEXIBLY Clause Samples

WORKING FLEXIBLY. 21.1. The following principles reflect the objectives of the Company about working flexibly: 21.2. The Company supports our employees to work flexibly where it meets their needs and those of our customers and business operations. 21.3. In accordance with Company policy, the Company is committed to continuing to support flexible working where possible, including hybrid working arrangements, such that many of our employees can continue to divide their time working between home and the office. Your requests will be considered by the Company and only refused on reasonable business grounds. Such arrangements can be made in conjunction with other flexible working arrangements. 21.4. The Company recognises that sometimes employees need the flexibility to balance their work with their commitments outside of work such as family, carer or lifestyle commitments. Examples of flexible work arrangements may include, but are not limited to, 9 day fortnights, change in work location or compressed working weeks. 21.5. You can visit the flexible working arrangements site on the intranet for more information on your ability to request flexible work arrangements under Company policy. 21.6. Section 6: Consultation, dispute resolution and union matters does not apply to flexible work arrangements made under this clause. Details on the resolution procedure are contained in Company policy.

WORKING FLEXIBLY. General arrangements - the parties agree to;

WORKING FLEXIBLY. 19.1. Telstra recognises that sometimes employees need the flexibility to balance their work with their commitments outside of work such as family, carer or lifestyle commitments. Examples of flexible work arrangements may include, but are not limited to, 9 day fortnights, change in work location or compressed working weeks. 19.2. You can visit the flexible working arrangements site on the intranet for more information on your ability to request flexible work arrangements under Telstra policy. 19.3. Section 6: Consultation, dispute resolution and union matters does not apply to flexible work arrangements made under this clause. Details on the resolution procedure are contained in Telstra policy.

WORKING FLEXIBLY. 23.1. The following principles reflect the objectives of the Company about working flexibly: 23.2. The Company supports our employees to work flexibly where it meets their needs and those of our customers and business operations. 23.3. The Company recognises that sometimes employees need the flexibility to balance their work with their commitments outside of work such as family, carer or lifestyle commitments. Examples of flexible work arrangements may include, but are not limited to, 9 day fortnights, change in work location or compressed working weeks. 23.4. You can visit the flexible working arrangements site on the intranet for more information on your ability to request flexible work arrangements under Company policy. 23.5. Section 6: Consultation, dispute resolution and union matters does not apply to flexible work arrangements made under this clause. Details on the resolution procedure are contained in Company policy.

WORKING FLEXIBLY. 17.1. Working flexibly is an arrangement available to all Legal and Executive Level employees. 17.2. The hours of duty of employees will be managed to facilitate flexibility in working arrangements within the CDPP to balance the operational needs of a legal practice with the personal needs of employees. All employees should record the actual times of arrival and departure to and from work. 17.3. All employees will agree on their pattern of attendance at work subject to the approval of their Supervisor/Manager in accordance with these provisions. 17.4. Supervisors/Managers and their Legal and Executive Level employees will work together to manage workloads and working hours. Supervisor/Managers have a responsibility to minimise the extent to which employees at this level work exceptionally long hours. 17.5. Legal and Executive Level employees may have the flexibility to choose their start and finish times, subject to: a. primary consideration should be given to the operational requirements of the Office whilst taking into account the need to balance this with the individual’s personal circumstances; and b. the employee working their required hours of duty; and c. complying with any reasonable direction made in accordance with this Agreement to attend the workplace in an alternative pattern of hours as and when required, including a direction to work less hours. 17.6. Where an employee is regularly and unavoidably working in excess of ordinary hours for sustained periods, the Supervisor/Manager and employee should agree to arrangements for reasonable time off in lieu. Agreed time off is to be taken as soon as possible after the additional work has been performed to support work/life balance and as an aid to the rest and recuperation process. Access to time of in lieu in accordance with this clause will not be unreasonably withheld. 17.7. Where agreement cannot be reached, the Supervisor/Manager may direct the employee to take reasonable time off in lieu within a reasonable time following the working of the excess hours. 17.8. Reasonable time off for Legal and Executive Level employees is not on an hour for hour basis. 17.9. In determining what reasonable time off with pay is, the following factors will be taken into account: a. The additional hours worked; b. The impact on the health and wellbeing of the employee; and c. The nature and level of the employee’s role.

WORKING FLEXIBLY. ‌ Employees are encouraged to work flexibly. A minimum break of at least nine continuous hours will be provided, whenever possible, between two full periods of duty. Full periods of duty include up to 12 hours at sea worked. Those 12 hours may be spread over up to a maximum 15-hour period, to ensure the observer gets a minimum 9-hour break. If a break of at least nine continuous hours cannot be provided between periods of qualifying duty, the duty will be regarded as continuous until a break of at least nine continuous hours is taken. A 9-hour break must be taken as soon as it is reasonably practicable to do so. This is intended only to apply in exceptional circumstances including emergencies, and Observer Services must be informed as soon as possible. If the observer needs to work longer hours for other reasons preapproval must be obtained. The additional hours (until a nine-hour break is taken) will be paid at normal rates. Employees are not expected to be 'on-call’ during their off-duty 12 hours. However, an observer may respond to a significant event such as a Maui Dolphin landing, an on-vessel emergency, or other events deemed necessary by MPI.

WORKING FLEXIBLY. The parties to the Agreement agree that an employee’s pattern of working hours under this Agreement must ensure that the operational needs of ARPANSA are met. Important considerations when employees and supervisors consider the pattern of working hours will be the impact on external and internal clients, the particular work group, other ARPANSA employees and the personal needs of the employee for flexible working arrangements.

WORKING FLEXIBLY. Hours of work The standard ordinary hours of duty for full-time Employees (other than Designated Hours Employees) covered by this Agreement will be 37.5 hours per week. The standard working day is 7 hours and 30 minutes. Part-Time Employees’ standard ordinary hours of duty are those agreed in their part-time work agreement. Designated Hours Employees will work an average of 37.5 hours per 7 days (Monday to Sunday) over a four week settlement period. For health and safety reasons Employees should not work more than 10 hours ordinary duty on any one day unless specifically approved by their Manager to do so; nor should Employees work more than five consecutive hours without at least a 30 minute break. Where an Employee is required to work abnormally long hours (including due to travel requirements) and are not eligible for overtime payment or to use flextime provisions, some TOIL of extra hours may be permitted by Managers. Flexible working hours The bandwidth for ordinary hours will be from Monday to Friday (other than on public holidays and other days which are not working days for the Department’s Employees) and: For NMI Employees—7.00 am to 9.00 pm; For Questacon Employees—7.00 am to 10.00 pm; and For all other Employees—7.00 am to 7.00 pm. All Employees up to and including APS level 6 (and equivalent Designations) will have access to flextime to allow them to plan their work hours subject to them not carrying: a flextime debit of more than 10 hours; or a flextime credit of more than one standard working week from one settlement period to the next. The Secretary may withdraw an Employee’s access to flextime: where there is insufficient work; or due to operational requirements; or where an Employee does not adhere to the flextime requirements; or where an Employee’s Manager considers the Employee’s attendance is unsatisfactory. More detailed guidance is available in the Department’s policies and procedures relating to flexible working hours. Working flexible hours could include variations in attendance times and short term absences (TOIL) without the need for a leave application. Part-time work and/or job sharing Employees will have access to part-time work and job share arrangements in appropriate circumstances. The specified weekly hours for Part-Time Employees can be any number of hours less than full-time hours, and will be a minimum of three consecutive hours on any day (or an alternative period agreed by the Secretary and the Employee). Regular hour...

WORKING FLEXIBLY. 16.1 Our workplaces and the way we work must demonstrate and ensure our commitment to customer experience excellence, and our commitment to providing employees with opportunities to balance their working and personal lives. 16.2 Our working flexibly approach is underpinned by our Working Flexibly Principles: • Customer experience excellence is our commitment We will prioritise our customers and the way we treat them, continuing to be responsive to the needs of the business • Connection, communication and collaboration We will connect and collaborate effectively without compromising our safety and wellbeing • Trust and flexibility to balance business and individual needs Employees and leaders work together and are trusted and supported to make decisions and understand what works best for them and the business • Our success is measured by behaviour and outcomes Employees and leaders are accountable and empowered to achieve quality outcomes • Efficient use of resources and value for money We consider the cost benefit of any potential changes and make financially sustainable decisions 16.3 Clause 17.13 provides a Working Flexibly option for groups of employees (e.g. within a team or service delivery area). 16.4 As a general statement of principle, an individual employee may request a flexible working arrangement. All such flexible working arrangements must be mutually agreed between the employee and the City of ▇▇▇▇▇▇▇ ▇▇▇▇▇, considering the needs of all affected parties, our Working Flexibly Principles, the operating requirements of the job and the outcomes required of the job. 16.5 The employer is committed to supporting employee’s transition to retirement, and a flexible working arrangement may be agreed upon to support this. 16.6 Whilst it may not be possible for all employees to access the full range of flexible working arrangements due to requirements of their individual jobs, where there is mutual agreement a range of flexible working arrangements may be available and requests will be given due consideration. 16.7 Ongoing flexible working arrangements will be documented and agreed by the employee and the City of ▇▇▇▇▇▇▇ ▇▇▇▇▇. Documentation will include the period for which the arrangement applies (or a date for review if an ongoing arrangement is requested), hours of work, duties of the employee and the organisation and any other relevant information.