Employment Variations
Introduction
1. As a means of better balancing work and personal responsibilities, employees may apply to reduce or increase their employment fraction on a temporary or continuing basis.
2. The requirements of the workplace will be taken into account when a request is considered. Approval to vary an employee's employment fraction will only be given if the workplace will not be adversely affected by the changes proposed.
Delegations
3. Refer to HR Delegations for delegations relating to employment variations.
Effect on Entitlements
4. Employees working less than full-time will be paid on a proportionate basis to a full-time employee of the same classification and salary step for the period of the variation.
5. Employees should contact HR Services to discuss the implication that changes in their employment fraction will have on their superannuation contributions and entitlements.
Conditions
6. When a temporary variation is approved, an employee may return to their original substantive fraction when the period of the variation expires. Where a variation has been approved on a continuing basis, there is no right of return to the substantive employment fraction.
Procedures
7. Employees should initially discuss their preference to vary their employment fraction with their supervisor.
8. For a temporary variation of up to twelve months, a completed Employment Variation Form should be completed and referred to the Head of the Work Unit for consideration. If the request is approved, the application is referred to HR Services for implementation.
9. For a permanent variation, a written request from the employee, together with a recommendation from their supervisor, should be referred to the relevant Executive Member for consideration. The date of effect of the variation and, for professional employees, the daily hours of the proposed variation are required. If the request is approved, the application is referred to HR Services for implementation and a letter of confirmation of the altered arrangements will be sent to the employee.
10. Where the delegated officer is unable to approve the variation because of workplace considerations, they will advise the employee accordingly.
Updated: 01 November 2012