Flexi-time

Flexi-time is an arranged agreement between a Manager and staff member in which they mutually agree to vary their staff member’s commencing, ceasing and meal break times while still maintaining the total number of hours worked over a period. Another version of flexi-time is when time off in lieu accrued when a staff member works longer than 7.35 hours per day or 36.75 hours per week. These accrued hours can be used to reduce the work hours during other days within the week/fortnight.

Since 2006, record keeping requirements under the Workplace Relations Act 1996 require staff members, entitled to overtime or penalty rates, to record hours for worked in excess of their ordinary work hours. This means that:

• Academic staff members (all levels of classification) and professional staff classified HEO8 and above are not entitled to flexi-time because they are not entitled to overtime or penalty rates.
• Professional staff classified HEO1-7 when working more than 7.35 hours per day or 36.75 hours per week (full-time equivalent, or FTE) must complete a time record. Where the staff member works their required FTE hours ie. 7.35 hours per day and no additional hours/time, no time record is required. The University provides an electronic time record template for recording flexi-hours.

Flexi-time arrangements take into account the current and operational needs of the work area. This means that some positions or work areas will not be able to accommodate flexi-time. The University’s Flexi-time Guidelines provide further information on the scope and use of flexi-time by professional staff members.

Benefits

• Flexi-time enables the arrangement of working hours to suit personal or family commitments, particularly staff with dependent children. For example, by commencing work at a later time or finishing work at an earlier time enables many parents to drop their children off to school in the mornings or pick them up in the afternoon.
• Accumulating additional hours then having long stretches of time off work allows employees to more effectively pursue broader career/personal/social and community responsibilities and interests.
• Employees who are better able to manage their work-life balance more effectively are more likely to have high staff morale, greater employee satisfaction and work commitment resulting in a more enriched working environment and a correspondingly more vibrant, creative and productive workforce.

Potential Disadvantages

• Flexi-time arrangements may mean there are inadequate staff levels at some times.
• Staff are required to keep detailed records of flexi-time, which is resource intensive and time-consuming.

Suggestions for overcoming potential problems

• Good planning prior to the introduction of the flexi work arrangements is crucial to preventing many of the potential problems that may arise under this type of arrangement. The University provides information for managers, including steps to be followed in negotiating flexible work arrangements and a checklist to assist with this process. Guidelines to be followed by staff in constructing a flexible work proposal are also provided.
• The University provides an electronic time record template for recording flexi-time.