Features and benefits of flexible working arrangements

The University encourages managers/supervisors and employees to discuss the possibility of utilising flexible work arrangements as part of work/life balance considerations. 

All flexible working arrangements are voluntary and instigated at the employee's request, however not all options may be appropriate and available in all work areas.  Employees must discuss accessing any of the flexible work options with their manager/supervisor who will then seek approval or otherwise from the Category 4 Delegate or above.  The delegate will then provide Human Resources with written advice of the variation to the employee's working arrangements along with details of funding to support the request.

Fractional Employment (or Job Sharing)

Features Benefits Examples
  • enables employees to reduce their working hours to a fraction of their current hours (sometimes referred to as part-time employment).
  • can be combined with a conversion to fixed term employment or may remain as a continuing appointment.
  • for employees between 55 and 65 years of age, may be combined with a Transition to Retirement Scheme through the relevant superannuation fund to maintain full-time income whilst working fractional hours.
  • allows employees to pursue other interests or responsibilities outside of work.
  • can provide the faculty or section with flexibility in terms of coverage of work requirements.
  • can retain valuable corporate knowledge in the workplace.
  • superannuation considerations.

Salary impact of converting from full time to 0.7 FTE:

  • Level A Step 8 - $1224.58 per fortnight nett
  • Level B Step 6 - $1472.17 per fortnight nett
  • Level C Step 6 - $1706.65 per fortnight nett
  • Level 4 Step 2 - $904.39 per fortnight nett
  • Level 5 Step 2 - $983.94 per fortnight nett
  • Level 6 Step 2 - $1099.80 per fortnight nett

These examples apply to UniSuper members only - individual calculations will need to be made for QSuper members.

These are examples only and employees should seek independant financial advice in relation to their individual circumstances.

Annualised Hours Employment

Features Benefits Examples
  • enables employees to be engaged on a continuing or fixed-term basis for a specific number of nominated hours within a 12 month period to meet work requirements.   
  • employee receives payment for the total number of nominated hours averaged into a fortnightly salary (including annual leave and loading). 
  • for employees between 55 and 65 years of age, may be combined with a Transition to Retirement Scheme through the relevant superannuation fund to maintain full-time income whilst working reduced hours.
  • allows employees to pursue other interests or responsibilities outside of work.
  • provides faculty/section with flexiblity to vary working arrangements to meet peak periods of activity throughout the year. 
  • employee receives a regular fortnightly salary regardless of work activity (ie hours per fortnight) during the year. 
  • superannuation considerations.

Please contact Human Resources Payroll section directly for examples of annualised hours payment calculations.

These are examples only and employees should seek independant financial advice in relation to their individual circumstances.

48/52 Weeks Per Year Working Arrangements

Features Benefits Example
  • a full-time employee may convert to a 48/52 weeks per year employment arrangement and apply to take up to eight weeks annual leave in a year and receive 48 weeks salary, payable over the full 52 weeks.
  • an employee will become a fractional employee at 48/52 of a full time work load, with all benefits accruing on that basis.
  • for employees between 55 and 65 years of age, may be combined with a Transition to Retirement Scheme through the relevant superannuation fund to maintain full-time income whilst working fractional hours.
  • allows employees to pursue other interests or responsibilities outside of work, particularly for employees with carer responsibilities. 
  • an employee has effectively had four weeks leave without pay approved but rather than lose the value of the four weeks salary in one period, the salary impact of four weeks leave without pay is spread over 26 pay periods.
  • superannuation considerations.

Salary impact of converting from full time to 48/52 (69.23 hours per fortnight for academic staff; 66.46 hours per fortnight for professional staff):

  • Level A Step 8 - $1550.21 per fortnight nett
  • Level B Step 6 - $1877.03 per fortnight nett
  • Level C Step 6 - $2184.65 per fortnight nett
  • Level 4 Step 2 - $1145.19 per fortnight nett
  • Level 5 Step 2 - $1231.19 per fortnight nett
  • Level 6 Step 2 - $1385.18 per fortnight nett

These examples apply to UniSuper members only - individual calculations will need to be made for QSuper members.

These are examples only and employees should seek independant financial advice in relation to their individual circumstances.

Refocusing of Activities - Research or Teaching Specialisation and Scholarship Appointments

Features Benefits Example
  • enables academic staff to convert to research or teaching specialisation and scholarship duties.
  • normally done in conjunction with conversion to fractional working hours.
  • provides academic staff the opportunity to focus on area of expertise and interest
  • provides faculty or section with ability to accommodate employee preferences and retain corporate knowledge 

 

Salary impact of converting from full time teaching and research appointment to 0.5 research only appointment: 

  • Level A Step 8 - $922.13 per fortnight nett
  • Level B Step 6 - $1110.40 per fortnight nett
  • Level C Step 6 - $1277.04 per fortnight nett

These examples apply to UniSuper members only - individual calculations will need to be made for QSuper members.

These are examples only and employees should seek independant financial advice in relation to their individual circumstances.

Other flexible working arrangements available at the University include:

  • casual employment - enables the University to engage employees in intermittent, irregular employment on an hourly basis to suit operational requirements.  In addition to extending the University's flexibility in regard to employment, employees are compensated by a loading in lieu of some employment benefits and flexible working arrangements.
  • term employment - enables Faculties or Sections to engage a professional employee on a continuing basis for up to a minimum of 26 weeks a calendar year to suit peak periods of work activity.  Employees must only work a minimum of 15 hours each week.  Employees are advised at the beginning of the calendar year what hours they will be required to work.
  • specified project work - enables employees to be appointed on either a casual or fixed term basis to work on specific projects from time to time and provides greater flexibility to both the employee and the University.  
  • transfer to another cost centre - employees may voluntarily seek to refocus their work by transferring to another cost centre and may apply to do so.  A program of professional development, if necessary, would be agreed between the receiving cost centre and the employee.  The releasing cost centre may also contribute salary and other costs to the receiving cost centre for a short time to compensate for the transfer.  This would be negotiated between the two cost centres concerned.  Transfers can be made on an agreed trial basis.
  • other flexible working arrangements – review working arrangements of employees to ensure the needs of the employee and the University in terms of working hours and/or workload are being met in the most efficient and cost effective manner.  Ordinary hours of work for professional employees are 36 hours per week to be worked on any consecutive days in the week, Monday to Sunday inclusive between 6.00am and 10.00pm.  Ordinary hours of work will not exceed 10 hours on any one day, and the number of days worked in a seven day cycle will not normally exceed five.  Employees workloads may be reduced by the employee and employer voluntarily renegotiating duties and responsibilities.  Academic employees wishing to vary their working hours should discuss this with their Supervisor in the first instance.