Document Feedback - Review and Comment
Step 1 of 4: Comment on Document
How to make a comment?
1. Use this to open a comment box for your chosen Section, Part, Heading or clause.
2. Type your feedback into the comments box and then click "save comment" button located in the lower-right of the comment box.
3. Do not open more than one comment box at the same time.
4. When you have finished making comments proceed to the next stage by clicking on the "Continue to Step 2" button at the very bottom of this page.
Important Information
During the comment process you are connected to a database. Like internet banking, the session that connects you to the database may time-out due to inactivity. If you do not have JavaScript running you will recieve a message to advise you of the length of time before the time-out. If you have JavaScript enabled, the time-out is lengthy and should not cause difficulty, however you should note the following tips to avoid losing your comments or corrupting your entries:
-
DO NOT jump between web pages/applications while logging comments.
-
DO NOT log comments for more than one document at a time. Complete and submit all comments for one document before commenting on another.
-
DO NOT leave your submission half way through. If you need to take a break, submit your current set of comments. The system will email you a copy of your comments so you can identify where you were up to and add to them later.
-
DO NOT exit from the interface until you have completed all three stages of the submission process.
(1) This Procedure is effective from 11 November 2019. (2) This Procedure outlines the range of flexible work arrangements available at the University and the processes for requesting and approving these flexibilities. (3) This Procedure applies to all staff of the University. For staff employed on Senior Staff Performance Contracts, this Procedure applies subject to clause 19 of the Deakin University Enterprise Agreement 2017 (EA). (4) This Procedure is pursuant to the Flexible Work Arrangements policy. (5) Flexible work arrangements can be temporary or permanent and informally agreed or formally documented, depending on the nature of the staff member’s request and what can be reasonably accommodated and agreed to by the University. (6) Where a staff member has caring responsibilities for: (7) Examples of family friendly working arrangements may include: (8) The University is an accredited breastfeeding friendly workplace. Staff will be supported by their manager with 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. (9) Where a staff member has a child who has an injury or another non-contagious medical condition, the staff member may request to bring the child to the workplace for a limited period of time. Any approval may be withdrawn at the manager's discretion at any time. (10) Children of staff are also allowed on campus provided that they are under the direct personal supervision of a parent or guardian at all times, and within the following limits: (11) Clause 10 does not apply to any child who is a current Deakin student. (12) The University provides access to information and communication technology to enable staff to stay connected whether they are working at another University campus, from home or anywhere else. (13) Managers may require a staff member to work at different locations in accordance with their position description and duties. In addition, staff may request to work from a different location than their usual workplace. This Procedure only applies where working at another location is staff initiated. (14) A staff member can request to work from a different location on an ad hoc or regular basis, and at other University campuses, at the staff member’s home or other locations. (15) There is no provision for staff who wish to work from Deakin Downtown as an alternative to, or substitute for, working at their respective home campus. (16) Approval of any such arrangement is at the discretion of the staff member’s manager. (17) Managers are encouraged to support staff working at other locations, however, no arrangement should adversely impact the efficiency of their work area. In assessing a request by a staff member, managers should take into account the nature of the work being performed, the availability of suitable resources for the staff member to perform their duties and ensure that the arrangement benefits both the staff member and the University. (18) Where a manager approves a staff member to work on an ad hoc basis at any location, or on a regular basis at any University location, no formal Agreement is required. (19) An Agreement is required where a staff member is seeking to work for one or more days per week for more than a month from the staff member’s home or another non-University location. (20) Arrangements which require an Agreement must only be approved by a manager where the: (21) If an Agreement is approved by the manager, the Agreement will be provided to the staff member and included in the staff member’s DeakinAchieve Plan. (22) Agreements must be reviewed by the manager to determine whether the arrangements should continue every three months (or more frequently as determined by the manager). (23) Professional staff may be employed under a part-year arrangement, in accordance with clause 12 and Schedule F of the Enterprise Agreement (EA), on a continuing or fixed-term basis to work one or more periods in a 12 month period. During the periods of the year the staff member is not required to work, they are deemed to be on leave without pay. (24) Flexible Ordinary Hours arrangements may be approved to meet operational requirements or to accommodate personal circumstances. (25) To engage a staff member under a Flexible Ordinary Hours arrangement, refer to the Workloads and Hours of Work procedure and the Flexible Work Arrangements guidelines. (26) Professional staff may be employed under a part-year arrangement, in accordance with clause 12 and Schedule F of the (27) To engage a staff member under a part-year employment arrangement, refer to the Flexible Work Arrangements guidelines. (28) Professional staff may be employed under an annualised hours arrangement, in accordance with clause 13 and Schedule F of the (29) Staff engaged under annualised hours are paid an average time fraction salary in accordance with the (30) To engage a staff member under an annualised hours arrangement, refer to the Flexible Work Arrangements guidelines. (31) Pre-retirement conversion contracts can provide flexibility and financial benefits to eligible staff transitioning to retirement and enable areas to effectively manage their workforce. (32) The Executive Director, Human Resources or nominee may offer eligible staff members one of the following pre-retirement contracts: (33) A pre-retirement contract will only be offered to an eligible staff member by the Executive Director, Human Resources or nominee where they consider it to be mutually beneficial for the University and the staff member taking into account: (34) Where a manager is considering a pre-retirement contract as part of managing their workforce they must first discuss this with their HR Partner. (35) Following these discussions, the manager must submit a business case addressing clauses 32 and 33 to their HR Partner who will provide this request to the Executive Director, Human Resources or nominee for consideration and determination. (36) The Executive Director, Human Resources or nominee will determine the duration of any offer of a fixed-term contract based on the University’s anticipated length of time it will take to: (37) Where a staff member accepts an offer of a pre-retirement conversion, the manager and the staff member will determine the work hours and job responsibilities, ensuring that the arrangement meets the operational needs of the area. (38) Unless otherwise agreed by the Executive Director, Human Resources or nominee this pre-retirement contract will be considered a transition to retirement arrangement and at the end of the fixed-term contract the staff member's employment with the University will cease. (39) At the discretion of the relevant member of the Executive, the University may engage the staff member as a casual staff member following cessation of their pre-retirement contract of employment. (40) A staff member seeking one or more flexible work arrangements must first discuss their proposed flexibility with their manager. Managers and staff should consult the Flexible Working Arrangements site for additional information. (41) A manager should assess any flexibility requests with an open, transparent and fair approach and with the aim of working towards a mutually beneficial outcome for the staff member and the University, taking into account the operational requirements of the staff member’s work area. (42) Any request by a staff member for any flexible work arrangement will be considered by their manager within a reasonable timeframe. (43) In considering flexible work arrangement requests, managers should to take into account: (44) If a solution is not immediately achievable, where appropriate, the manager should propose a timeframe in the future for when flexible work arrangement options can be revisited. (45) If a staff member has been employed by the University for more than 12 months and they are making a request for flexible work arrangements and they are: (46) Managers may seek support and guidance from their HR Adviser, HR Partner or their Head of Organisational Unit in considering a flexible work arrangement request. (47) Where a manager supports a request for flexible work arrangements (other than a pre-retirement contract which requires the approval of the Executive Director, Human Resources or nominee), the manager should confirm the flexible work arrangement, including the duration of the arrangement, in writing to the staff member. The manager should also inform their HR Adviser where any agreed flexibility needs to be reflected in DeakinPeople, such as a change to work patterns or time fraction. (48) If a request for flexibility is not supported by a manager, the staff member may seek review of the decision by the Executive Director, Human Resources or nominee. The Executive Director, Human Resources or nominee may, in consultation with the staff member and the manager; (49) Flexible work arrangements must be recorded, discussed and reviewed regularly by the manager as part of ongoing and regular conversations, and as part of a staff member’s regular DeakinAchieve discussions. (50) For the purpose of this Procedure:Flexible Work Arrangements procedure
Section 1 - Preamble
Section 2 - Purpose
Section 3 - Scope
Section 4 - Policy
Section 5 - Procedure
Flexible work arrangements for staff with parental or caring responsibilities
Working at other locations on an ad hoc or regular basis
Where an Agreement is required
Flexible work patterns and flexible hours of Professional staff
Flexible ordinary hours span – Professional staff
Part-year employment – Professional staff
Annualised hours – Professional staff
Pre-retirement conversion contracts
Applying for Flexible Work Arrangements
Section 6 - Definitions