Normalising flexibility

Intro Text





Key Messages

2 (10 – 14 May)

Normalising flexibility

Launch online resources

Drop in online sessions to support staff and supervisors have productive conversations about flexibility:

Drop in session 1)

Tuesday 11 May 1 -2 pm

Drop in session 2)

Thursday 13 May 1.30 – 2.30

  • Provide   people with a better understanding of the wide range of flexible work   practices that are available
  • Support   staff and supervisors to have respectful conversations about workplace   flexibility.
  • Discuss   the challenges and benefits of a ‘hybrid’ model
  • Opportunities   to challenge mindsets and check our bias
  • This   supports us in building a diverse, inclusive and adaptable workforce

P&C team

  • We want   to support people to do their best work
  • You are   expected to spend the majority of your time on campus (eg 3 out of 5 days)
  • Managers are empowered at the   local level to negotiate and set the most appropriate arrangements for their   staff
  • We want   to incorporate what worked well in 2020 into our future ways of working
  • We will   take an inclusive approach
  • Mutual   trust and respect is critical
  • Heading 1
    • Non-standard start and finish times: Start and finish times vary within regular contracted hours of duty. Hours are based on the employee’s needs and approved by a supervisor.
    • Compressed working week: Working fulltime hours in less than the traditional 5-day workweek by increasing daily hours worked.
    • Purchased leave: The University has several leave options for you to consider, please contact HR Assist for more detail.
  • Heading 2
    • Part-time hours: A reduction in number of hours worked per week or fortnight. This requires a balance between a staff member’s personal requirements, role requirements and impact on requestee’s team.
    • Transition period part-time: Staff member gradually returning to work after a major life event (e.g., birth or an adoption of a child) by working part-time for a set period of time and eventually returning to full-time work.
    • Job share: No more than two staff members sharing the duties of one full-time position with each staff member working part-time. Each job share partner will have the same position title and position description. This arrangement is appropriate when the responsibilities are distinct and easily separated.
    • Transition to Retirement: The University have several retirement options for you to consider, please refer to the retirement procedure *hyperlink* or contact your local HR representative for more detail.
  • Heading 3
    • Working from home: Work one or some of your working pattern from home. Working from home arrangements requires consideration of health and safety requirements.
    • Alternate work location: Work at another University of Melbourne building or campus alternate to your official place of work.