Voluntary Flexible Work Arrangement: Reduced Employment Fraction for Care of Child Procedure

Related Policy: Workforce Management Policy

1. Eligibility and Conditions: Enterprise Agreement Information

2. Application Process: Enterprise Agreement Information

3. Terminating a Flexible Work Arrangement: Enterprise Agreement Information

4. Further Information

Purpose

Details the general conditions, eligibility and application process for a voluntary flexible work arrangement - reduced employment fraction for care of child.

Scope and Application

This procedure applies to staff who are parents, or those who have responsibility for the primary care of a child that is under 19 years of age. Casual staff are entitled to request a reduced employment fraction for care of child if they meet the following conditions:

* they have been employed by the University on a regular and systematic basis for a sequence of periods of employment of at least 12 months immediately before making the request; and

* there is a reasonable expectation of continuing employment on a regular and systematic basis.

1. Eligibility and Conditions: Enterprise Agreement Information (as amended or replaced)

* Clause 4.14 - Voluntary Flexible Work Arrangements

2. Application Process: Enterprise Agreement Information (as amended or replaced)

* Clause 4.14 - Voluntary Flexible Work Arrangements

* Reduced Employment Fraction for Care of Child Application Form

Application Process: Fair Work Act 2009 Information

In line with the Fair Work Act 2009 (National Employment Standards), an eligible staff member who requests a change in working arrangements to assist them to care for a child who:

a) is under school age; or

b) is under 18 and has a disability

must receive a written response to their application within 21 days stating whether the employer grants or refuses their request.

Such applications may only be refused on reasonable business grounds. The following factors may be relevant when determining what constitutes reasonable business grounds for refusing a request for a flexible work arrangement:

* the effect on the work area and the University's operations of approving the request, including the financial impact of doing so and the impact on efficiency, productivity and customer service;

* the inability to organise work among existing staff; and

* the inability to recruit a replacement staff member or the practicality or otherwise of the arrangements that may need to be put in place to accommodate the staff member's request.

If an application is refused, the staff member must be provided with the reasons for the refusal in writing by the appropriate supervisor in accordance with the Vice-Chancellor and President's Delegations of Authority.

3. Terminating a Flexible Work Arrangement: Enterprise Agreement Information (as amended or replaced)

* Clause 4.14 - Voluntary Flexible Work Arrangements

4. Further Information

If you require assistance in understanding any aspect of this document, please contact the Human Resources Service Centre, extension: 31111 or email: hrservicecentre@adelaide.edu.au

Please use the following URL instead of linking to individual documents:
http://www.adelaide.edu.au/policies/3243