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Responsible Officer: Executive Director, Human Resources Division
Implementation Officer: Executive Director, Human Resources Division

First Approved by:
Vice-President (Administration) on 29 March 2004

Amendments Approved by:
Vice-Chancellor on 16 November 2005
(amended to conform to new Enterprise Bargaining
Agreement and Higher Education Workplace Relations

Vice-Chancellor on 20 February 2009
(revised as part of Policy Review Project);

Vice-Chancellor on 7 October 2009
(Responsible Officer changed from Chief Operating
Officer to Director, Human Resources Division);

Vice-Chancellor on 25 March 2011
(amendments to update the content to ensure consistency
with the Deakin University Enterprise Agreement 2009–2012,
and to clarify processes)

Flexible Work Arrangements Procedure

The new Deakin University Enterprise Agreement 2013 came into effect on 25 November 2013 and this policy/procedure is currently under review. Affected policies and procedures will be updated as soon as possible to reflect any new changes.
This procedure was approved by the Vice-Chancellor on 29 March 2004 and incorporates all amendments to 25 March 2011.
This document is pursuant to the Work Arrangements Policy.

Carer: is a person on whom another person is wholly or substantially dependent for ongoing care and attention, other than a person who provides that care and attention wholly or substantially on a commercial basis; and

Parent: includes a step-parent, adoptive parent, foster parent or guardian.

1Flexible work arrangements, including flexible work hours, are available to staff members as specified on the University website and in the Workloads and Hours of Work Procedure.
Conversion to Part-Time Hours
2The Executive Director, Human Resources Division (HRD) may offer a full-time continuing staff member aged 50 years or over the option of converting to part-time hours, normally at 0.5 time fraction, and for a period of up to 3 years.
2.1Following the acceptance of such an offer, the staff member will determine the work hours and job responsibilities jointly with his or her manager, ensuring that the arrangement meets the operational needs of the area.
2.2Employer and staff member superannuation contributions will be maintained at the full-time rate based on the staff member’s full-time salary, subject to the provisions of the relevant superannuation scheme.
2.3Unless otherwise agreed, this will be considered a transition to retirement’ arrangement and at the end of the conversion period the staff member’s employment with the University will cease.
Conversion to a Fixed-term Contract
3The Executive Director, HRD may offer a continuing staff member aged 50 years or over the option of moving to a non-renewable fixed-term contract of up to 3 years, subject to the following provisions:
3.1The duties of the fixed-term contract are substantially the same as the duties of the continuing position held by the staff member immediately prior to entering the arrangement.
3.2The staff member will receive a salary loading of 10% for the fixed-term period, which will be superannuable in accordance with the relevant superannuation scheme’s regulations.
3.3At the end of the fixed-term contract the staff member’s employment with the University will cease.
Working from Home
4General staff members may on occasion work from home, with the approval of their managers, for an agreed period of time. The staff member and manager will complete a Working from Home Agreement if the staff member is to work from home for more than 1 week.
Family Friendly Arrangements
5Staff members are provided with a range of family friendly leave entitlements as specified in the Leave and Public Holidays Procedure.
6Where a staff member is unable to take leave to care for a sick child or parent, the staff member and his or her manager may make another arrangement, which may include the staff member working from home, taking time off in lieu of hours worked, or taking leave without pay.
6.1Where a child has an injury or another non-contagious condition, the manager may permit the staff member to bring the child to the workplace for a limited period of time. This approval may be withdrawn at the manager’s discretion at any time.
7Managers will accommodate reasonable requests from staff members for flexible arrangements to support breastfeeding, including time off to breastfeed and/or flexible meal breaks and work commencement and finishing times. Breastfeeding facilities are available at all campuses.
Arrangements for Staff with Parental and Carer Responsibilities
For the purposes of paragraph 8 of this procedure, ‘staff member’ includes a person who is offered employment by the University, even if that person has not commenced working for the University.
8A request for flexible work arrangements due to responsibilities as a parent or carer must be in writing. It must set out the details of the change sought and the reasons for the change, on the Request for Flexible Working Arrangements form (’the Form’). The Guidelines for Making and Dealing with Requests for Flexible Working Arrangements (the Guidelines) include examples of flexible work arrangements.
8.1The Form, when completed, must be submitted to the staff member’s immediate supervisor. The staff member and the supervisor are encouraged to discuss the working arrangements and, where possible, reach an agreement that balances the responsibilities of the staff member as parent or carer and the operational requirements of the University.
8.2The supervisor should discuss the request with their manager and may seek advice from HRD. Depending on the nature of the requested changes, the manager may need to refer the request to the head of the organisational area for consideration and approval prior to responding to the request.
8.3The supervisor and manager must consider all relevant facts in relation to the staff member’s request and should consult the Guidelines prior to making a final decision.
8.4The manager or the head of organisational unit will formally respond to the request, in writing, within 21 days of the request being made, either agreeing to the request or refusing the request on ‘reasonable business grounds’ (see the Guidelines for further information). If the request is refused, the response must include details of the reasons for the refusal.
8.5If the request is agreed to, the response will include details of the approved arrangements, the duration of the arrangements (including any trial period), the process for review of the arrangements and any steps which aim to include the staff member in workplace communications, consultation processes, social activities and (as far as possible) attendance at relevant training or staff meetings (the Guidelines provide advice in relation to agreeing to requests).
8.6If a staff member is not satisfied with the formal response to his or her request, they may appeal the outcome of their request to their head of organisational unit or to the Executive Director, HRD, who may re-consider the request.
8.7All staff members must ensure that personal information disclosed by another staff member in the course of making a request is managed in accordance with the Privacy Policy.
Children on Campus
9Children are allowed on campus provided that they are under the direct supervision of a parent or guardian at all times, and within the following limits:
  • children may accompany a parent or guardian into a campus catering facility or the University Library
  • children are not permitted in workshops, laboratories, special purpose classrooms or onto building sites, except with the prior approval from the person responsible for such facilities
  • children are not permitted in any other part of the workplace without the approval of the relevant manager.

Deakin University Enterprise Agreement 2013
Deakin University website
Fair Work Act 2009 (Cth)
Guidelines for Making and Dealing with Requests for Flexible Working Arrangements
Leave and Public Holidays Procedure
Privacy Policy
Request for Flexible Working Arrangements form
Work Arrangements Policy
Working from Home Agreement
Workloads and Hours of Work Procedure


The Executive Director, Human Resources Division is responsible for the development, compliance monitoring and review of this procedure.


The Executive Director, Human Resources Division is responsible for the promulgation and implementation of this procedure throughout the University.

Printed copies of this document may not be current. Please refer to The Guide for the most recent version.
Deakin University 2015