Flexible Work Arrangements Policy

Policy Owner and Effective Date
People and Culture
Effective Date: 1 December 2017
Version 1

Purpose

TEG acknowledges that due to differing circumstances an employee may need to request a flexible work arrangement. Such circumstances may include family and carer responsibilities, further education and other personal matters.

Scope

This Policy applies to all employees of TEG.

1. Achieving workplace flexibility

TEG commits to consider an employee’s request for flexible working arrangements.

Particular categories of employees that are eligible for flexible working arrangements are outlined in detail in the relevant employment legislation.

The range of flexible working arrangements that may be considered are as follows:

  1. part-time work;
  2. part-time work returning from parental leave;
  3. casual work;
  4. job sharing;
  5. Variable starting and finishing time;
  6. Time of in lieu after extra hours have been worked;
  7. Working from home an additional day;
  8. Phasing into retirement;
  9. Career breaks, for employees who have completed a specified period of service with the Company; and
  10. Other reasonable arrangements requested by employees.

2. Process

Employees

  1. An employee must provide a formal written request for a flexible work arrangement to their Manager. The request should detail the nature of the proposed arrangement, (period of time, location, hours, responsibilities) a proposal on how you think this might work, and any considerations the Company should be aware of regarding the reason for the request.

Managers

  1. Managers, in consultation with a P&C Representative, must assess applications for flexible work arrangements as detailed in the relevant employment legislation.
  2. Provide a written response detailing the outcome of the assessment and the details of any flexible work arrangement put in place, within 21 days of the application being made.

3. Outcome

After assessment of an application for a flexible working arrangement against the relevant employment legislation and the needs of the business the Company will provide a written response which will detail one of the following:

  1. A request for further information to support the application;
  2. The conditions and details of an agreed flexible work arrangement;
  3. An explanation of why your flexible work arrangement request has been declined.

4. Legislation

Based on the location of employment you will have relevant employment legislation that outlines your rights as an employee.  

The details of these rights pertaining to flexible working arrangements can be found at the following links:

Australia Fair Work Act – the right to request flexible working arrangements

New Zealand – Benefits, rights and responsibilities

Malaysia – Employment Act 1955

Singapore – Ministry of Manpower

Philippines– Department of Labor and Employment

UK – Flexible Working

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