Flexible Working Arrangements

Flexible Working Arrangements

• Background
• Flexible Work Options and Services 
• Negotiating Flexible Working Arrangements 
   

Background

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 that include:

• Ensuring that members of staff are not subject to discrimination due to their family responsibilities
• Staff with responsibility for children under school age, or a child under the age of 18 with a disability have a right to request flexible working arrangements.

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Flexible Work Options and Services

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) 

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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

More information on leave options can be found from Office of People and Culture  (opens in a new window) or in your Staff Enterprise Agreement. (opens in a new window)

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Negotiating Flexible Working Arrangements

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
• you have in your care a child who is either under school age or 18 and under with a disability.

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 Ombudsman has released several documents relating to the application for a flexible working arrangement and they can be found in the box on the right.

For more information please contact Equity and Diversity or Office of People and Culture(opens in a new window).

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