Staff can access flexible working hour arrangements in line with the Flexible Working Hours Policy and set up a formal arrangement for recording daily hours of work and the accumulation of time credits.
ECU supports the right for all employees to request flexible working arrangements to help manage their work and life responsibilities. It is beneficial for work areas to collectively discuss options that best suit the operational requirements of their work area to achieve a shared understanding of the options available and the rights and responsibilities for the team members impacted by different ways of working.
While supporting flexible work arrangements is good practice where it is feasible to do so, there are National Employment Standards (NES) that establish a legal right to request a flexible work arrangement when employees are impacted by specific circumstances.
Staff can access flexible working hour arrangements in line with the Flexible Working Hours Policy and set up a formal arrangement for recording daily hours of work and the accumulation of time credits.
An Annualised Hours Arrangement is a flexible work arrangement under which Professional staff can work a yearly quota of hours instead of hours per week. This may help you to work more during very busy periods, and less at other times.
Academic staff may be appointed to one of four academic roles that reflect their contribution to the University.
These roles are:
Teaching and Research Scholar
Research Focused Scholar
Teaching Focused Scholar
Practitioner Scholar
More information about these roles is contained in the ECU Enterprise Agreement.
The self-directed nature of an academic career allows academic staff a level of flexibility in their work, outside of timetabled commitments.
It may be possible to request a temporary or permanent change in the number of hours you work. Talk to your manager first and your Business Partner.
Home-based work means the performance of your University work undertaken at your home.
Participation in home-based work is not automatic and is subject to operational needs. Requests for home-based work will be considered on a case-by-case basis.
If you are interested in a home-based work arrangement, read the guide below in conjunction with the Guide to Flexible Working Arrangements and the Flexible Working Hours Policy before discussing the possibilities with your manager.
Once arrangements are agreed, complete a Flexible Work Request form and Home-Based Work (HBW) Assessment form with your manager. These need to be approved before the HBW arrangement commences.
If you are considering retirement in the near future you may consider converting to a transitional arrangement prior to leaving ECU. The arrangement will include a fixed-term contract and part-time appointment of at least 50% of a full-time equivalent for a period of between 1 to 3 years. More information can be found in the on our ceasing employment page: http://intranet.ecu.edu.au/staff/centres/human-resources-service/our-services/ceasing-employment/retiring-from-ecu
You may request to purchase up to 8 weeks of additional annual leave per year. To discuss this further speak to your line manager and contact the Payroll Services Help desk payroll@ecu.edu.au
Applications and arrangements can be made to work within a deferred salary scheme, this will allow you to take one year of leave after completing four years of service. Your pay will be reduced to 80% over the total of the five years. For more information you can contact the Payroll Services Helpdesk payroll@ecu.edu.au
With agreement from your Line Manager and relevant Line Executive before working approved overtime, you may elect to take time off in lieu instead of being paid for the overtime. See eligibility and conditions for TOIL in the ECU Enterprise Agreement and Guidelines - Time off in Lieu. Download the Authorised Overtime and Additional Hours Claim Form.
The Fair Work Act 2009 provides employees with the legal right to request flexible working arrangements if they are:
Additionally, if an employee is a parent of a child or has responsibility for the care of a child and is returning to work after taking parental leave, the employee may request to return to work on a part-time basis to assist them care for the child.
ECU requires all decisions regarding flexible work requests to be documented and responded to in writing by the relevant Line Manager.
If you are a Line Manager and you receive a request for a flexible work arrangement because of one of the above NES circumstances, the Fair Work Act specifically requires you to:
Written responses need to advise the employee whether the request is approved, and/or whether there are other changes in the employee’s working arrangements that would accommodate, to any extent, the employee’s circumstances.
Where a request cannot be accommodated, the written response needs to include the reasons for the decision including the business ground(s) and an explanation of how those grounds apply to the request.
If an employee has made the request because of a NES circumstance and the request is declined your response must also include information advising the employee how they may appeal your decision, via the People and Culture Business Partner, to the Director People and Culture or their delegated authority to attempt to resolve the matter at the workplace level.
If discussions at the workplace level do not resolve the matter, the employee may refer the matter as a dispute to the Fair Work Commission.
Use the Manager’s Flexible Work Request Checklist to assist you in assessing a request. If the request cannot be easily accommodated, talk with a People and Culture advisor or Business Partner immediately. Remember there is a requirement to respond within 21 days and you need to have met with the employee to discuss their request and any alternative options with them prior to making your decision.
Your People and Culture Business Partner can provide you advice on responding to requests and your obligations.