Flexible Working Arrangements
Flexible Working Arrangements
As an 'Employer of Choice for Women,' UWS is keen to continue its long standing reputation for fairness and equity in the workplace. The University proactively supports flexible work practices which enable it to attract and retain high quality staff. Flexible workplaces benefit both employees and employers, they make good business sense.
The University also has statutory obligations to ensure that members of staff are not subject to discrimination due to their family responsibilities and that staff have a right to request flexible working arrangements in certain circumstances.
UWS has flexible work policies, practises and services including :
- Flexible Working Hours Scheme (for general staff) (opens in a new window)
- Part-time employment
- Job Share
- Purchased Annual Leave (PAL) Scheme Policy (opens in a new window)
- Late career transitioning options (opens in a new window)
- Childcare centres on campuses (opens in a new window)
Salary sacrificing to accommodate staff who have children in childcare (opens in a new window)
Support for staff with children and breastfeeding mothers. (opens in a new window)
There are also a range of leave options available to assist staff balance work, family and life demands including:
- Personal leave - can be for family, cultural, religious, bereavement or special needs
- Parental leave - maternity, foster care, adoptive and partner leave
- Reduced hours return to work option after parental leave
- Sick leave
- Long service leave
- Australian Defence Force Reserves Training leave
- Emergency Services Call Out leave
- Leave Without Pay
UWS is committed to its obligation to staff under the Fair Work Act 2009. Under the Act eligible staff have the right to request flexible working arrangements.
You are an eligible employee if:
you have completed at least 12 months continuous service with UWS before making the request or:
you are a casual employee and have been employed by UWS on a regular and systematic basis in a sequence of periods totalling at least 12 months, and you have a reasonable expectation of continuing employment at UWS,and
have in your care a child who is school age or younger
are a carer (as defined in the Carer Recognition Act 2010)
you have a disability
are 55 or older
are experiencing family or domestic violence
are caring for or supporting an immediate family or household member who requires care or support because of family or domestic violence
What you need to do:
You need to submit a formal written request notifying your supervisor that you wish to undertake an individual flexible working arrangement (IFA). The request should set out the details of the change sought and the reason for the requested change.
Here are some helpful hints for when writing your proposal:
clearly explain your situation and what your needs are
- make sure your request is reasonable and accommodates everyone.
What your supervisor will do:
Once your application has been received your supervisor has 21 days in which to respond to your request in writing. Your request can only be refused under reasonable business grounds. If your request is refused you will receive a written response containing the reason for the refusal. The Fair Work Commission has released several documents relating to the application for a flexible working arrangement and they can be found in the box on the right.