- The University recognises the importance and derived benefits of Hybrid Working arrangements. The University is committed to supporting employee wellbeing and attracting and retaining a productive and highly skilled workforce, whilst balancing the need to maintain a strong team-based culture on campus.
- The University recognises there is no ‘one-size-fits-all’ approach to working. Our workplace is diverse, and each employee will have their own preferred ways of working for them and within their teams. This Procedure aims to provide a framework to guide a level of consistency across the application of hybrid work.
- The University is known for its vibrant campus life, created through events, retail and facilities that contribute to the positive campus experience. This connection to campus is important and is best achieved through a level of campus presence.
- The University acknowledges that it is not always appropriate or practical for an Employee to carry out their duties in a Hybrid Working arrangement. Hybrid Working arrangements must consider the duties of the individual and may be refused on Reasonable Business Grounds.
- The University recognises there are challenges of working only remotely for some staff, which may include social isolation, poor time management, inability to ‘switch off’, and communication and coordination challenges.
- There is no expectation that staff respond to phone or email communications outside of hours. There may be some circumstances where this may be necessary, for example for staff on emergency or on-call duties, or where the nature of the work and/or the position require that the employee be contactable for example, when travelling overseas for work.
- The University recognises the need to ensure university facilities remain as flexible as our workforce and may change assigned workspace arrangements where an employee moves to an approved Hybrid Working arrangement to better accommodate its workforce.
- As part of the University's commitment to a flexible workforce, employees have the opportunity to apply to work from home in accordance with these Procedures for a portion of their ordinary hours to be undertaken in a Hybrid Work Arrangement, with 40% of their ordinary full-time equivalent (FTE) fraction as a benchmark.
- The University recognises that infrequent and ad hoc flexible arrangements may be agreed between an employee and their manager at any time, subject to operational requirements.
- There may be instances where employees with Hybrid Work Arrangements will be required to attend campus on a day they would normally work from home, or a greater proportion of on-campus work is needed for a period. An employee must not refuse a reasonable direction to attend the workplace for such instances as and when required.
- An employee in receipt of a relevant allowance, for example a First Aid Officer allowance, must be available to work on campus.
Working from Home arrangements are not an automatic entitlement and may be reasonably refused in accordance with these procedures.
Applying for a Hybrid Working arrangement
4.1 An Employee who wishes to apply for a Hybrid Work arrangement should in the first instance discuss this informally with their Manager. Following this discussion, the Employee should submit the following as a formal request to their Manager for consideration:
a) Hybrid Work Agreement
4.2 The Hybrid Work Agreement must clearly outline:
a) The duties to be performed;
b) The expected pattern of work to be worked from home (e.g. Every Thursday, every second Tuesday); and
c) Confirmation the proposed hybrid working location meets the required work health and safety obligations.
4.3 Once approved, the Hybrid Work arrangement remains in place until it expires, noting that approval is for a maximum end period of 12 months following the initial date of approval
Assessing a proposed Hybrid Working arrangement
4.4 A Manager should not unreasonably refuse a request for a Hybrid Work arrangement where it aligns with the Principles, except in the circumstances where:
a) the proposed Hybrid Working arrangement will negatively impact productivity, having consideration for the nature of the Employee’s duties, the operational requirements of the business unit, the Employees performance and any supervisory responsibilities;
b) the Hybrid Working arrangement will impede working relationships and team building within the business unit;
c) the University and/or Employee will be unable to comply with respective Work Health and Safety responsibilities;
d) the Working from Home location is unsuitable (which may include that the Employee has unsuitable internet, security and cyber security arrangements for document management, communication arrangements etc.
e) any other factors identified by the Employee; or
f) there are Reasonable Business Grounds for refusal, as defined under Section 8. Definition
4.5 Each proposed Hybrid Working arrangement will be considered on a case-by-case basis.
4.6 A Manager must assess each proposal on its merits and in accordance with these Procedures.
Accepting a Proposal
4.7 If the Manager is satisfied that the proposed Hybrid Working arrangement:
a) aligns to the Principles
of the Procedure;
b) supports the outcomes of and considers the business unit and employee; and
c) can be conducted in a safe manner,
Then the Manager may approve the Working from Home arrangement by signing the Hybrid Work Agreement.
Recording the Hybrid Working arrangement
4.8 All approved Hybrid Work Agreements must be recorded and uploaded within the Employees Performance and Development Plan
under the About Me
Declining a Proposal
4.9 If the Manager is not satisfied that the proposed Hybrid Working arrangement meets the above criteria for Hybrid Working, the Manager may elect to negotiate suitable terms for the proposed Hybrid Working arrangement that may be more suitable for the business area or decline the proposal.
4.10 Should the Manager decline the proposal, the Manager must advise the Employee of the reasons. It is recommended that Managers discuss with their People and Diversity Business Partner before formally declining the Hybrid Working arrangement.
Review of Decision
4.11 If the Employee is not satisfied by the decision of the Manager to decline the proposal, they may seek support from People and Diversity by contacting their People and Diversity Business Partner or the People Services team.
4.12 People and Diversity will support a facilitated conversation between the Employee and Manager. If resolution is not achieved, nothing in this procedure prevents an employee from raising a grievance in accordance with Schedule 5 Grievance Resolution Procedure under the Enterprise Agreement.
4.13 Employees Working from Home are covered by the same principles of the Safety, Rehabilitation and Compensation Act 1988 (Cth)
that apply to employees working on University Premises.
4.14 If an Employee has an accident or sustains an injury whilst Working from Home, they must report the incident to their Manager and via the online Incident Report Form
as soon as practicable, and within 12 hours.
4.15 Employees should be aware that Working from Home may not be appropriate for rehabilitation and return to work cases following an injury.
Monitoring the Effectiveness and Reviewing a Hybrid Working Arrangement
4.16 An approved Hybrid Working Arrangement should be monitored and regularly discussed by the Employee and their Manager to ensure it is achieving the outcomes of both the Employee and the University. This will assist in early identification and prompt resolution of any issues that may arise from the arrangement.
4.17 A Hybrid Working arrangement must be reviewed if there are changes to the arrangement and in instances of unsatisfactory performance.
4.18 If the Hybrid Working arrangement is not functioning as intended and the issues cannot be rectified through monitoring discussions, the Manager or Employee may terminate the Hybrid Working Arrangement by providing the other party with at least two weeks written notice.