SCHEDULE 25 - FLEXIBLE WORKING POLICY
1.
ABOUT THIS POLICY
1.1
We are committed to providing equality of opportunity in employment and to developing working practices and policies that support work-life balance. This Flexible Working Policy gives eligible employees an opportunity to formally request a change to their working pattern in accordance with the statutory procedure for such requests. Managers are encouraged to facilitate requests unless they cannot be accommodated for business or operational reasons.
1.2
No one who makes a request for flexible working will be subjected to any detriment or lose any career development opportunities as a result.
1.3
This policy applies to all employees. It does not apply to agency workers, consultants or self-employed contractors.
1.4
This policy does not form part of any employee's contract of employment and we may amend it at any time.
2.
PERSONNEL RESPONSIBLE FOR IMPLEMENTING THE POLICY
2.1
Our board of directors (the board) has overall responsibility for the effective operation of this policy and for ensuring compliance with the relevant statutory framework. Day-to-day responsibility for operating the policy and ensuring its maintenance and review has been delegated to the General Manager. Managers have a specific responsibility to ensure the fair application of this policy and all members of staff are responsible for supporting colleagues and ensuring its success.
2.2
3.
FORMS OF FLEXIBLE WORKING
3.1
Flexible working can incorporate a number of possible changes to working arrangements, such as:
(a) reduction or variation of working hours;
(b) reduction or variation of the days worked; and/or
(c)
working from a different location (for example, from home).
3.2
The possible changes to working arrangements mentioned in paragraph 3.1 may also involve:
(a) starting a job share;
(b) working a set number of hours a year, rather than a week (annualised hours);
(c)
working from home (whether for all or part of the week);
(d) working only during term-time (part-year working);
(e) working compressed hours; and/or
(f)
working flexi-time.
4.
ELIGIBILITY FOR THE FORMAL RIGHT TO REQUEST PROCEDURE
4.1
To be eligible to make a request under the formal procedure set out in paragraph 5 to paragraph 8 you must:
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