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LGP Flexible Working Arrangements

LGP encourages a balance between work, family commitments and life activities for its employees. The ability to offer flexible work arrangements, where appropriate to the operation of the business, presents benefits to LGP employees that go beyond financial rewards. We support employees discussing the possibility of utilising flexible working arrangements as part of their work/life balance considerations. 

Examples of changes in working arrangements may include: 

  • Changes in hours of work, such as a reduction in hours worked, changes to start/finish times, or compressed hours (employee works additional daily hours to provide for a shorter working week or fortnight);
  • Changes in patterns of work, such as working ‘split-shifts’, or job-sharing arrangements;
  • Changes in location of work, such as working from home or another appropriate location (refer to the Remote Working Policy regarding the ‘Procedure for the Working Requests’; or
  • A graduated return to work, for employees returning from a period of extended leave, such as parental leave, long service leave or personal/carers’ leave.

Employees utilising flexible work practices will not be treated less favourably than any other employee. 

LGP reserves the right to change an employee’s flexible working arrangements, with reasonable notice, should LGP’s business circumstances change, or the role occupied by the flexible worker changes, and business circumstances determine that flexible work arrangements cannot apply. Reasons for such a change will be provided to the employee.

 

Eligibility for a Flexible Working Arrangement 

Employees (other than a casual employee) who have worked with LGP for at least 12 continuous months, have a right to request flexible working arrangements. This includes an employee who: 

  • is suffering from a medical condition;
  • is a parent, or has responsibility for the care, of a child who is school aged or younger;
  • is a carer (under the Carer Recognition Act 2010);
  • has a disability;
  • is 55 years of age or older;
  • is experiencing family or domestic violence; or
  • provides care or support to a member of their household or immediate family who requires care and support because of family or domestic violence.

Casual employees can make a request if: 

  • they have been working with LGP regularly and systematically for at least 12 months; and
  • there is a reasonable expectation of continuing work with LGP on a regular and systematic basis.

LGP will only refuse such a request for a flexible working arrangement by an eligible employee on ‘reasonable business grounds’. 

Reasonable business grounds may include: 

  • the requested arrangements are too costly;
  • other employee’s working arrangements cannot be changed to accommodate the request;
  • it is impractical to change other employees’ working arrangements, or to engage additional resources to accommodate the request; and/or
  • the request would result in a significant loss of productivity or have a significant negative impact on customer service.

 

Other Requests for a Flexible Working Arrangement 

Flexible working arrangements may be available in other cases, to allow employees to vary their starting and finishing times each day, within established limits. Flexible hours may be possible if a mutually workable schedule can be negotiated with the employee’s Head of Department. Such issues as staffing needs, the employee’s performance, the nature of the role, and work health and safety hazards will be considered before approval of a flexible working arrangement. 

 

Requesting a Flexible Working Arrangement 

Employees should consult their manager to make a request for consideration for participation in a flexible working arrangement. The request must be provided in writing to the Head of Department, and explain what changes are being asked for and the reasons for the requested change. 

 

Consideration of a Flexible Working Arrangement 

LGP will discuss the request for a flexible working arrangement with the employee, to try to reach an agreement about changes to the employee’s working conditions, taking into consideration: 

  • the needs of the employee;
  • consequences for the employee if changes in working conditions are not made; and
  • any reasonable business grounds for refusing the employee’s request.

Circumstances that may be relevant to consider include: 

  • the nature of the employee’s work and parental or carer responsibilities;
  • the nature and cost of the arrangements required for an employee to fulfill their family or carer responsibilities;
  • the financial circumstances of LGP; and/or
  • the effect of the flexible working arrangements on the workplace, including the financial impact on the business.

Other factors that might be relevant to take into account include:

  • when the arrangement is to commence;
  • how long the arrangement is to last;
  • information that has been provided by the employee about their situation;
  • the accrued leave entitlements of the employee, such as personal/carer’s leave, annual leave or long service leave; and/or
  • whether any legal or other constraints affect the feasibility of LGP to accommodate the responsibilities, such as work health and safety legislation, or industrial relations legislation.

The decision to grant or refuse a flexible working arrangement will be made by the Head of Department.

 

Response to a Request for a Flexible Working Arrangement 

LGP will provide a written response granting or refusing the request for a flexible working arrangement, within 21 days. If the request is refused, the reason/s for refusal will be detailed in the response. 

Where a request is granted, the manager will consider the appropriate communication to the team and will convey the message accordingly.