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Flexible Working Arrangements Policy

What Are Flexible Working Arrangements?

Flexible working arrangements  can assist employees to achieve a balance between their work-life and personal-life. They can support parents to manage the parental demands that are associated with caring for a young, school age or disabled child. Flexible working arrangements are not just for parents. Other staff can also negotiate an arrangement if they are required to support or care for other family members. Flexible work arrangements can increase staff retention, decrease absenteeism and generate improved productivity and job satisfaction.

Examples of flexible working arrangements can include changes to: 

  • Hours of work (start and finish times)
  • Patterns of work (split shifts or job sharing)
  • Work location (work from home)

Who can request flexible working arrangements?

If you have worked for Global Marketplace for 12 months (or more) and are employed either part-time or full-time, you can request a flexible working arrangement if any of the following applies to you:

  • You are the parent of, or have responsibility for the care of young or school aged child
  • You are a carer (under the Carer Recognition Act, 2010)
  • You have a disability
  • You are 55 or older
  • You are experiencing family or domestic violence
  • You provide care or support to a member of your household or immediate family who requires care and support due to family or domestic violence

Below are some examples of who can apply

  • Greg wants to start work at 10am instead of 9am so he can take his son to pre-school. He can request flexible working arrangements to help him care for his son
  • Shirley is 60 years old and wants to finish early on Wednesdays so she can volunteer at her local hospital. She can request flexible working arrangements because she is over 55 years old

Casual Employees 

Casual employees can make a request if:

  • They have been working for Global Marketplace regularly and systematically for at least 12 months
  • There is a reasonable expectation of his or her work continuing on a regular and systematic basis

Requesting a Flexible Working Arrangement

  • Your request must be submitted in writing
  • Outline the changes you are requesting
  • Explain the reasons why you are requesting the change

Setting out a formal written request will support you to start a discussion with your manager. Following this, a discussion can take place that will enable both parties to understand each others’ needs and consider if and how they can be accommodated.

Global Marketplace will consider your request and take into consideration:

  • The nature of the employee’s work and parental or carer responsibilities
  • The nature and cost of the arrangements required for an employee to fulfil their family or carer responsibilities
  • The financial circumstances of Global Marketplace
  • The size and nature of the workplace and business
  • The effect of the flexible working arrangements on the workplace, including the financial impact on the business
  • The consequences for Global Marketplace of having the flexible working arrangement in place
  • The consequences for the employee of not having the flexible working arrangements

You will be provided with a written response that will grant or refuse your request within 21 days of submitting your request. Global Marketplace can only refuse a request on reasonable business grounds. If your request is refused the written response will include the reason fro the refusal. Reasonable business grounds include:

  • The arrangement is too costly for Global Marketplace
  • Other employees’ working arrangements can’t be changed to accommodate the request
  • It would be impractical to change other employees’ woking arrangements or hire new employees to accommodate the request
  • The request would result in a significant loss of productivity of have a negative impact on customer service

Options for Flexible Work Practices

Some common flexible working arrangements that may be considered by Global Marketplace include:

  • Altered start and finish times
  • Part-time work or job share
  • Graduated return to work (if returning from parental leave)
  • Purchased leave (48/52 leave) – where employees take an additional four weeks leave per year by adjusting  his or her salary to 48 weeks paid over the full 52 weeks
  • Working more hours over less days
  • Working additional hours to make up for time take off work
  • Changing the location of work or the need to travel to work (working from home)

Employees utilising flexible work practices will be treated no less favourably than any other employee. Flexible working is not a barrier to promotion or supervisory responsibilities.

Working from home

Global Marketplace understands that in some cases employees will be unable to attend the office but may be willing to work from home. These cases are distinct from the typical reasons for personal leave involving illness, injury, care or other serious personal matters. Typical scenarios for not attending the office but being able to work from home may be the need to remain home for a service technician to attend to a fault, or a mechanical breakdown with an employee’s motor vehicle.

If this situation arises then the Employee should make arrangements with the Manager ahead of time (where possible).  Each employee will have a maximum of eight occasions per year that they are able to work from home.  These will be based on a calendar year and will be recorded by the Financial Controller.  Once the limit has been reached, unless otherwise agreed with your Manager, any other occasion will be considered as leave and the appropriate Leave Form will need to be completed and returned to the Financial Controller for processing.  Per the Employee Expense Claim Policy expenses such as home internet usage cannot be claimed as a result of the employee working from home.

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