All academic and professional staff are entitled to a Flexible Working Arrangement. The nature of that arrangement may include:
The nature of a staff member's Flexible Working Arrangement will be negotiated in accordance with the principles and procedures outlined below.
5.1.1 Principles Guiding Flexible Work Arrangements
188.8.131.52 In evaluating a staff member's request for Flexible Working Arrangement, the following principles will apply:
184.108.40.206 In considering any application for flexible working arrangements, the University will take into account all relevant factors including:
No single factor will be determinative and all relevant factors will be weighed together.
5.1.2 Applications for Flexible Working Arrangements
220.127.116.11 A request for a Flexible Working Arrangement must be lodged in writing through appropriate channels. The request must set out the details of the change sought, including the duration (up to 12 months), and an outline of how the Flexible Working Arrangement aligns with the principles and factors outlined in clause 5.1.1.
18.104.22.168 Flexible working arrangements will be reviewed annually. The staff member and University can agree to change a flexible working arrangement at any time. A staff member may also request ad hoc or short-term changes to work times or locations. The University will only refuse such a request where it is not reasonably practicable to accommodate the request.
5.1.3 Staff location and availability
22.214.171.124 The parties recognise that the University has important obligations and liabilities under work health and safety and workers' compensation legislation, and therefore has a legitimate interest in knowing where any particular staff member is working on any particular day.
and they propose to work from a different location on a particular day, the staff member will submit a notification through the approved HR system. The staff member may be required to submit a declaration regarding the safety of the proposed alternative workplace.
5.1.4 Right to Disconnect
126.96.36.199. The University will implement measures to ensure, as far as is reasonably practicable, that a staff member is not contacted by phone or electronic communication except in the circumstances outlined in 188.8.131.52 (a) - (c) below where it is stated or implied that a response or consideration is required prior to the time at which the staff member will next be working their normal hours. Such measures will include informing managers, supervisors, and students that they cannot expect responses to communications outside of working hours, subject to the exceptions outlined below.
184.108.40.206. A staff member will not be required or expected to respond to such contact outside of the circumstances described in (a) - (c) below. Those circumstances are:
For the purposes of this clause only, an academic staff member's regular working hours are deemed to be 8am-6pm, or where they are scheduled to perform work outside of these hours (such as the delivery or coordination of a timetabled class) their regular working hours will include those hours they are scheduled to work.
220.127.116.11 A staff member will not be prejudiced in their employment on the basis that they have not responded to communications outside of their normal working hours unless that communication falls into one of the exceptions in 18.104.22.168 above.
5.1.5 Changing Patterns of Work Including Reversion to Part-Time Work
A full-time staff member may apply to work part-time on a temporary or ongoing basis according to the staff member's contract of employment and the needs of the University. There is no limit to the fraction of full-time workload that a part-time staff member may work, although this is at the discretion of the University.
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