Enterprise Agreement 2011-14 - Department of Climate Change

Department of Climate Change and Energy Efficiency – Enterprise Agreement 2011-14
17.7. The individual may refer the matter to Assistant Secretary Human Resources in the first
instance to have the matter reviewed. The Assistant Secretary Human Resources will make a
recommendation to the Secretary and advise the employee of the outcome. This does not
preclude the individual from accessing any other form of dispute resolution if the matter is
still unresolved after the review.
18. Hours of work
18.1. The Department recognises that employees have responsibilities outside the workplace that
may limit their ability to adjust their normal working patterns in response to workload
pressures. Managers will accommodate those responsibilities wherever possible and will
consult with an employee if there is a need for the employee to work beyond their normal
hours of work. Employees undertake to meet reasonable demands asked of them by their
managers in times of workload pressures.
18.2. Ordinary hours of work for full-time employees are 37.5 hours per week (standard day -7
hours and 30 minutes). Standard attendance hours are from 8.30am to 12.30pm and 1.30pm
to 5.00pm Monday to Friday
18.3. The default span of hours during which an employee may work his or her ordinary hours is
7.00am to 7.00pm Monday to Friday. The span of hours may be varied to an alternative 12
hour period by agreement, in writing, between an employee and his or her Assistant
Secretary. Where an employee requests to work outside this bandwidth, e.g. on Saturday or
Sunday, he or she may do so with the agreement of his or her manager. Any hours worked
on this basis will be considered ordinary hours and not attract overtime.
18.4. An employee’s normal hours are those hours and time, within the agreed bandwidth, that
the employee works on a regular basis. The pattern of hours by which an employee will work
his or her ordinary hours should be agreed with his or her supervisor
18.5. An employee may be reverted to standard ordinary hours where:
o if an employee’s supervisor considers that the employee’s attendance is
unsatisfactory or an employee is misusing flextime; or
o an employee and his or her supervisor cannot agree on a pattern of hours.
18.6. Where reversion to ordinary hours is being considered the manager must discuss the
proposed action with the affected employee prior to making their decision. The decision
should be in writing outlining the reasons why the employee is being reverted and the
requirements that need to be met before access to flexible arrangements is restored.
18.7. All employees covered by this Agreement are required to record their working hours. APS 1
to 6 employees who are seeking to access flextime must record their attendance on DCCEE’s
timekeeping system. EL Staff who are seeking to access TOIL should provide evidence of
hours worked. The preferred option is for EL staff to use DCCEE’s timekeeping system.
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