Flexible Working Arrangements - Policy

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1. Purpose and Objectives

This policy outlines the flexible working arrangements that are available to staff members. Flexible working arrangements are provided through the Enterprise Agreement; Flexible Working Arrangements Policy; and the Fair Work Act 2009 (Cth).

2. Definitions, Terms, Acronyms

Authorised Officer – the officer authorised to exercise the relevant HR power or function in accordance with the HR Authorisation Schedule

Enterprise Agreement - The University of Queensland Enterprise Agreement 2014 – 2017

3. Policy Scope/Coverage

This policy applies to all continuing, research (contingent funded), and fixed-term staff members. Any exceptions are detailed in the relevant procedure.

4. Policy Statement

The University seeks to attract and retain high quality staff members through the provision of flexible work arrangements.

Flexible work arrangements allow a staff member to vary their work arrangements to provide greater flexibility to balance their personal and professional lives.

Flexible work arrangements are individually negotiated between the staff member and the University.

The University will not unreasonably refuse a request for flexible working arrangements.

A staff member will not be disadvantaged by requesting or accessing flexible working arrangements.

5. Flexible Working Arrangements

The University has the following flexible work arrangements available:

A staff member may apply for a flexible working arrangement in accordance with the relevant procedure.

5.1 Right to request flexible working arrangements

Certain staff members have the ‘right to request’ a flexible work arrangement in accordance with the Fair Work Act 2009 (Cth).

5.1.1 Requests for flexible working arrangements

In accordance with Section 65, Division 4 of the Fair Work Act 2009 (Cth), a staff member may request a change to their working arrangements in the following circumstances:

  • The staff member is a parent or has responsibility for the care of a child who is of school age or younger;
  • The staff member is a carer in accordance with the Carer Recognition Act 2010 (Cth);
  • The staff member has a disability;
  • The staff member is 55 years of age or older;
  • The staff member is experiencing violence from a family member; or
  • The staff member is providing care or support to a member of their immediate family or a member of their household who is experiencing violence from their family.

A staff member is not entitled to make a request under this section unless the staff member has completed at least 12 months of continuous service with the University before making the request.

Where a request is submitted under these provisions, the University is required to provide a written response within 21 days of receipt of the request.

The University may only refuse a request for flexible working arrangements made in accordance with Section 65, Division 4 of the Fair Work Act 2009 (Cth) on reasonable business grounds.

Chief Human Resources Officer Dr Al Jury
Chief Human Resources Officer Dr Al Jury