Documents Workplace Relations 10.14379.pdf - Chief Minister's ...
Documents Workplace Relations 10.14379.pdf - Chief Minister's ...
Documents Workplace Relations 10.14379.pdf - Chief Minister's ...
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Legislative Assembly JVlembers' :Stan Enterprise Agreement uratt Without Yrejudice<br />
is committed the concept<br />
of work and life balance and recognises the<br />
importance of employees balancing work and<br />
personal life.<br />
40.2 The parties acknowledge that aU employees have<br />
commitments outside the workplace. These<br />
commitments may relate to family, to the<br />
community and to genl':ral health and wellbeing.<br />
Given the diverse nature of the workforce in the<br />
ACf public sector, the parties recognise that<br />
employees have different needs at different times.<br />
40.3 The parties recognise the need to provide suft1cient<br />
support and flexibility at the workplace to assist<br />
employees in achieving work and life balance.<br />
While familY friendly initiatives are important<br />
aspects of work and life balance, it is also important<br />
that all employees, at all stages in the employees'<br />
working lives, are supported in this manner.<br />
40.4<br />
40.5 The Member will only deny an employee's request<br />
for leave or variation to workplace arrangements<br />
provided under this Agreement where t)1ere arc<br />
operational reasons for doing so. Where a request<br />
is not approved the Member will, if so requested in<br />
writitlg by the employee, provide the reasons for<br />
that decision to the employee in writing. Where a<br />
request is not approved the Member will consult<br />
with the to detem1ine mutually<br />
I<br />
importance of employees balancing work and<br />
personal life. The appropriate balance is a critical<br />
element in developing and maintaining healthy and<br />
productive workplaces. While it is acknowledged<br />
that peak workload periods may necessitate some<br />
extra hours being \VOrked by some employees, this<br />
should be regarded as the exception rather than the<br />
mle.<br />
41.2 Members and employees have a responsibility to ·<br />
minimise the extent to which.excessivc hours are<br />
worked. In the circumstances where work pressures<br />
result in the employee being required to work, or is<br />
likely to work, excessive hours over a significant<br />
period, the Member and employee together must<br />
reView workloads and priorities and detennine<br />
appropriate strategies to address the situation. In<br />
doing so, the Member will consider and implement<br />
one or more of the following strategies to reduce the<br />
. amount of excessive hours being accumulated:<br />
(a) review of workloads and priorities;<br />
(b) re·allocation of resources;<br />
(c) consideration of appropriate arrangements for time<br />
off in lieu or other recompense;<br />
(d) review staffing levels and/or classifications within<br />
the work group.<br />
41.3 The relevant corporate areas wilt consult with the<br />
LAMS Consultative Committee about the<br />
development and implementation of appropriate<br />
strategies to deal with issues associated with<br />
and<br />
concept<br />
of work and life balance and recognises the<br />
importance ofcmployees balancing work and<br />
personal life.<br />
El.2 All employees have commitments outside the<br />
workplace. These commitments may relate to family,<br />
to the community and to general health and<br />
wellbeing. Given the diverse nature of the workforce<br />
in the ACT public sector, it is recognised that<br />
employees have different needs at different times.<br />
EIJ The Territory recognises the need to provide<br />
sufticient support and flexibility at the workplace to<br />
assist employees in achieving work and life balance.<br />
While family friendly initiatives are important<br />
aspects of work and life balance, it is also important<br />
that all employees, at all stages in the employees'<br />
working lives, arc supported through this Agreement.<br />
E1.4 The Member will only deny an employee's request<br />
for leave or variation to wortqJ!ace arrangements<br />
provided under this Agreement where there arc<br />
operational reasons for doing so. Where a request is<br />
not approved the Member will, if so requested in<br />
writing by the employee, provide the reasons for that<br />
decision to the employee in writing. Where a request<br />
is not approved the Member will consult with the<br />
employee to detennine mutually convenient<br />
alternative arrangements. ·<br />
balancing work amqJ