Voluntary flexible working arrangements (VFWA) have been designed to allow employees to put in place arrangements which reduce the tension between paid work and other important aspects of employees' lives.

It is recognised that a balance between work, life responsibilities and interests improves the overall health and productivity of employees.  It is in the interest of both individuals and the employers that employees are able to meet what might have previously been seen as conflicting priorities.

PSA members have access to a wide range of employment arrangements designed to assist employees better balance their work/life responsibilities.  However not as many members as was expected appear to have applied for these provisions. The PSA is aware that local managers discourage many employees from applying for any changes to their employment arrangements.

The PSA strongly suggest that any application for VFWAs should be in writing and made directly to the Chief Executive.  The Chief Executive has the delegation to approve the arrangements.  This also means that the Chief Executive will refer the application to Human Resources and there will be a record of the application.

The South Australian Government Wages Parity (Salaried) Enterprise Agreement 2006 states:

“Clause 9.1.2: A Chief Executive will consider an employee's request to participate in a VFWA having regard both to the operational needs of the agency or particular workplace, and the employee's circumstances.

Clause 9.1.4: The Commissioner for Public Employment will continue to promote, monitor and evaluate the use of VFWA within administrative units.”

These clauses in the current Enterprise Agreement reinforce how important it is for employees to put their applications in writing to the Chief Executive and not rely on conversations with their local managers.

The PSA experience is that written applications for VFWAs are much more likely to be successful than seeking verbal advice from management.

The types of VFWAs available include:-

1. Part-time employment: This provides the opportunity to put forward a request for part-time employment under any arrangement which suits individual needs.

   The South Australian Government Wages Parity (Salaried) Enterprise Agreement 2006 contains additional rights to part time employment:
   
   “Clause 9.3: RIGHT TO WORK ON A PART TIME BASIS
   An Employee is ENTITLED to return to work after maternity or adoption leave on a PART TIME BASIS, at the employee's substantive level, until the child's second birthday.
   
   9.3.1: The following conditions apply to an employee applying to return on a part time basis:
   
   (i) The employee will provide such request at least 6 weeks prior to the date on which the employee's maternity or adoption leave is due to expire, and will provide to the Chief Executive such information as may reasonable be required, including the proportion of time sought, and the date of the relevant child's second birthday.
   
   (ii) At least 6 weeks prior to the relevant child's second birthday, the employee WILL ADVISE the Chief Executive WHETHER the employee will revert to employment on a full time basis or seeks to continue to be employed on a part time basis.
   
   (iii) An employee's return to work part time will be on a non-discriminatory basis so as to operate in the same manner as any other employee returning from a period of leave."
   
   This clause not only allows a person to return on a part time basis, but to apply for permanent part-time after the relevant child's second birthday.

2. Compressed Weeks: Employees can apply to work longer hours on a daily basis to have a regular day off either on a weekly or fortnightly basis.

3. Purchased Leave: This allows an employee to take a period of leave without pay each year but average the salary over 52 weeks.  The examples given usually discuss a period of 4 weeks unpaid leave, however, it does not need to be restricted to an additional 4 weeks leave per year.

4. Working from Home: There are some jobs in the public sector that can easily be performed at home. This option allows people in those occupations to apply to work from home.

5. Flexi time: This provision has been in place for some years.

6. Special Leave: Either paid or unpaid is also available, paid leave is specifically tied to unique circumstances.

7. Long Service Leave taken in single days: The taking of long service leave in single days is a relatively new provision.  This can be used in a variety of ways.  For those who have no paid sick leave entitlements left, long service leave in single days provides a further option. Employees may also wish to consider working part-time but being paid full time, by taking regular single days of long service leave.  For instance, 3 days per work at work, 2 single days of long service leave per week = actually working 3 days but getting paid for 5 days.

IT IS IMPORTANT TO NOTE verbal requests for leave are easily dismissed. PUT YOUR APPLICATION IN WRITING TO THE CHIEF EXECUTIVE.

The provisions for VFWAs require applications to be given serious consideration.  In that context it may be helpful to provide some explanation as to why you wish to alter your current working arrangements in the manner outlined.

PSA WORKING FOR YOU

21 August 2007