The University of Western Australia
The University is committed to supporting flexible work and leave practices (Life Balance). This policy defines the nature and purpose of Life Balance entitlements to support employees accommodating various priorities at work, home and in their community. This policy also outlines the responsibilities of managers when considering requests for flexible work or leave arrangements and the requirement for a transparent and responsive decision making process.
"Employee" means a person employed by the University who has an ongoing or fixed term contract under the terms of the following Agreements (as amended or replaced from time to time): Academic Staff Agreement, General Staff Agreement, Child Care Employees Agreement and the ELICOS Agreement.
"FTE" means full time equivalent, eg an FTE of 1.0 means an employee is equivalent to full-time, while an FTE of 0.5 means the employee works half-time.
"Supervisor" means the person who is responsible for day-to-day supervision of the employee.
"University" means The University of Western Australia.
View the many University policies which support flexible work and leave practices.
A key University priority is to recruit, develop and retain the highest quality staff and to provide a working environment that enables staff to optimise their contribution to the University. The Life Balance strategy, as part of the University's commitment to diversity, will support this key priority.
The University supports a Life Balance philosophy where paid work and personal life are not seen as competing priorities, allowing management to integrate Life Balance and well being strategies into operational plans and processes. Various options of flexible work arrangements are available for all positions within the University.
The University recognises that policies which support Life Balance -
The University also recognises that Life Balance is a personal choice that will vary greatly between individuals and over time. Employees may experience a number of changing priorities throughout their working lives. A focus on achieving Life Balance will support employees by providing a level of autonomy and flexibility within their work role to accommodate various priorities at work, home and in their community. Such changes may include -
At the core of Life Balance is a commitment by the University to provide employment conditions which are based on the right of employees to request flexible working arrangements. Employees are encouraged to access flexible work and leave benefits and should-
The commitment of managers is paramount to the success of Life Balance strategies. Managers are responsible for implementing Life Balance policies and practices within their area of responsibility. Supervisors and managers are to -
Managers can only refuse a reasonable request for work and leave flexibility on the basis of reasonable business grounds.
Possible grounds for refusing requests for flexible work or leave arrangements may include -
Application for Work or Leave Flexibility
Employees should -
- consider 1.1 above.
- submit an application to their Approved Delegate as outlined in the procedures of the various University flexible work and leave policies.
Supervisors/Managers should -
- consider all requests as outlined in 1.2 above.
Refusal of Request for Work or Leave Flexibility
If the manager/supervisor has any reservations or queries about approving a request, they are to contact the appropriate area of Human Resources ( ERMS, Equity and Diversity or Safety and Health) for assistance before refusing the application on reasonable business grounds.
Following discussion with the employee and an explanation of any refusal of an application being provided in writing, the employee may exercise their capacity to seek a review by Director, Human Resources.
If an employee's application has been refused, they may choose to contact the appropriate area of Human Resources ( ERMS, Equity and Diversity or Safety and Health) for clarification of the refusal on reasonable business grounds. If the employee still considers any refusal unreasonable, they may exercise their capacity to seek a review of decision making by Director, Human Resources. The employee is to follow these four steps-
1. advise their
manager/supervisor that they intend seeking
TRIM File No:
Related Policies or legislation:
View policies which support Life Balance