The University recognises the importance of work-life balance and that the ability to work flexibly can provide an effective way for staff to manage the dual responsibilities of work and home. Requests from staff for changes in working conditions to achieve this will be sympathetically considered subject to consideration of relevant business needs.
A member of staff requesting flexible working must have at least 26 weeks continuous service at the date of the application.
Only one application for flexible working can be made in any twelve-month period. Under normal circumstances, a successful request for flexible working will result in a permanent change to terms and conditions of employment. The University may on a case by case basis agree to a temporary variation up to a maximum of two years in duration.
An employee has the right to be accompanied by a colleague at all meetings to discuss a request for flexible working.
A formal request for flexible working should be made in writing to the Head of Section/Department. A pro forma is attached for this purpose.
Within 28 days of receipt of the request, the Head of Section/Department, or nominee, will meet with the employee to explore the requested work pattern in depth, and to discuss whether and how it might be accommodated. This meeting will also provide an opportunity to consider other alternative working patterns should there be problems in accommodating the desired work pattern.
Within 14 days after the date of the meeting, the Head of Section/Department, or nominee, will write to the employee to either agree to a new work pattern and a start date; or to provide a clear business ground(s) as to why the application cannot be accepted and the reasons why the ground(s) applies in the circumstances.
The following sections only apply if an unsuccessful request relates to: i) the care of a child under the age of 16, or where the child is disabled and under the age of 18; or ii) an adult requiring care.
An appeal may be made against the decision and must be made in writing and received by the Director of HR within 14 days of the receipt of the original decision.
Appeal hearing will be convened within 14 days. The Director of HR (or nominee) will hear the appeal and his/her decision is final. The employee will be notified in writing of the decision within 14 days.