Working Arrangements

14.1.1   Subject to this clause, the normal hours of duty shall be 37.5 per week to be worked in one period of 7.5 hours per day (exclusive of meal breaks) between the hours of 6.00 am and 8.30 pm Monday to Friday inclusive, provided that by agreement between the University and an employee, the hours may be varied from time to time for that employee.

14.1.2   The implementation of the working of ordinary hours referred to in 14.1.1 above shall be agreed in each work location to reflect work demands, the needs of employees and the needs of clients. Any employee who is unable to work beyond 6 pm due to family responsibilities or who for any other reason is aggrieved and where agreement cannot be reached at the local level the matter shall be progressed under clause 52 – Grievance Settlement Procedures of this Agreement. Whilst grievance settlement procedures are taking place, existing working arrangements shall continue.

14.1.3   In implementing the working of ordinary hours referred to in 14.1.1 above employees will be provided with a minimum of four weeks' notice when it is intended to vary the hours normally worked by the employee or employees. Provided that an employee may agree to accept a shorter period of notice in which case any variation to the hours may commence prior to the four week notice period having expired.

14.1.4   The normal hours of duty for the Security Superintendent shall be 10 am - 6.00pm Monday, Tuesday, Wednesday and Friday and 4.00 pm - 12 midnight on Thursdays. Provided that with the agreement of the employee the hours worked may be varied to meet operational requirements.

14.1.5   The normal hours of duty referred to in subclause 14.1.1 may in the case of cleaning and gardening staff be worked between the hours of 5.00 am and 6.00 pm provided that any arrangements whereby the commencement time is earlier than 6.00 am are made with the agreement of the employee. Where such agreement is reached to commence work prior to 6.00 am the hours worked do not constitute a shift and the provisions of clause 28 – Shiftwork: Conditions and Allowances shall not apply.

14.1.6   The employee may consult with their employee representative on any recommended change to the hours worked.

14.2.1   Where the working of flexible hours of duty by an employee is deemed practicable the employee will be given this option, as prescribed by this clause, or by arrangements approved by the Vice-Chancellor.

14.2.2   An employee who works flexible hours may select their own start and finish times between the hours of 6.00 am - 8.30 pm Monday-Friday, provided that they perform the work required and attend at specific times as required by their supervisor.

14.2.3   An employee who works flexible hours is required to be on duty for all core time periods as stipulated in University policy unless the employee is on approved leave or unavoidably absent due to illness.

14.2.4   The settlement period for recording time worked shall consist of four weeks and the normal hours of work shall be 150 hours. Hours in excess of 150 hours to a maximum of 22.5 hours will carry over into the next settlement period. Any credit hours in addition to 22.5 hours will be lost unless approval by the Head, to bank the flexi leave beyond this. Flexi leave which has been banked will not be paid out and must be cleared within a 12 month period. The Head and the employee must ensure that flexi leave is cleared at a mutually convenient time.

14.2.5(a)   An employee who has in excess of 15 debit hours at the end of the settlement period will enter into an arrangement to clear the debit hours. The employee may choose to work the additional hours to make up the time, offset the debit against their leave or, have the salary equivalent of those hours debited against their salary. Employees who continue to have excess debit hours may be placed on standard working hours.

14.2.5(b)   Notwithstanding 14.2.5(a) of this subclause the Head, may approve the accumulation of debit hours in excess of 15 hours to accommodate fluctuating or seasonal workloads without the requirement to take leave without pay. The Head and the employee are responsible for ensuring accumulated debit hours are cleared within a mutually agreed time frame.

14.2.6   Flexi leave may be taken in minimum periods of an hour and may be taken on consecutive days to a maximum of 22.5 hours, where it is practicable and convenient.

14.2.7   The supervision of flexible working hours in accordance with this clause and University policy is the responsibility of the Head or nominee.

14.3.1   Subject to Equal Opportunity of Employment, Affirmative Action and Occupational Health & Safety policies of the University, approval may be given by an authorised officer for an employee to work annualised hours where it is deemed practicable and convenient. In establishing the arrangements for annualised hours, the employee may elect to be represented by an employee representative.

14.3.2   Every arrangement to work annualised hours is to be applied for a specifically negotiated period. The period is to be a maximum of one year and a minimum of one month. The employee or the employer may provide notice at any time of their intention to withdraw from the annualised hours work arrangement. The notice period required shall be four weeks provided that a lesser period of notice may be given at any time if the employer and the employee agree.

14.3.3   Based on the requirement that a full time employee works 1731 hours per annum, these hours may be annualised and the following limits shall apply:

14.3.4   Work will normally be conducted Monday to Friday provided that hours worked in excess of 10 hours on any day Monday to Friday or any hours worked on a Saturday or Sunday will be paid in accordance with clause 24 – Overtime

14.3.5   The following details must be negotiated, documented in writing and agreed to by the employee prior to the commencement of any arrangement to work annualised hours:

14.4.1   The University may make appointments to vacant positions for a paid year normally to coincide with the academic year. In these circumstances employees will receive an annualised salary calculated on a pro-rata basis in the proportion of the hours worked over the year.

14.4.2   Leave shall be taken in line with rosters developed by the Head or nominee and shall count as service for long service leave and increment purposes. All leave taken during the appointment will be paid at the annualised salary rate.

14.4.3   Payment to an employee proceeding on annual leave, in excess of the current year entitlement, or long service leave shall be calculated on a pro rata basis having regard for any period of full-time or part-time employment.

14.4.4   Sick leave or any other paid leave shall be paid at the annualised salary rate of full-time salary.

14.4.5   An employee who is required to work overtime shall be entitled to payment in accordance with the provisions of clause 24 – Overtime and such payment shall be based on the full-time rate of pay applicable to the classification of the position occupied.

14.4.6   For the period of appointment, superannuation contributions shall be based on the actual salary paid.

14.4.7   No existing employee will be required to convert to an Academic Year appointment, however nothing precludes an employee from requesting this form of employment.

14.4.8   Prior to advertising positions on this basis, it will be necessary to demonstrate that the duties of the vacant position are closely linked to commitments of the academic year and activities which are predominantly student driven.