Flexible Work Polilcy
Adminovate is committed to supporting employees through flexible working arrangements. We believe that with the right balance, flexible working arrangements can have a positive impact on both the work environment and the work/life balance of individuals.
Adminovate offers all employees the option of flexible working arrangements, however certain criteria need to be met to ensure that any arrangements are beneficial to both the employee and the work environment, as well as maintaining productivity and KPIs.
This policy has been designed with both the needs of individual staff members and of Adminovate in mind.

Types of Flexible Work
Flexible Work Arrangements can be for a specified period or on an ongoing basis. Flexible working arrangements can involve changing:

• hours of work (e.g. start and finish times)
• patterns of work (e.g. job sharing)
• locations of work (e.g. working from home).

The types of flexible work arrangements include:

• Flexible hours of work and rostering—changing start or finish times, or splitting shifts;
• Time In Lieu (TIL) —working approved overtime and being compensated by paid time off from work instead of being paid for working overtime. It can include flexitime, where employees can 'bank' extra hours they work in exchange for time off;
• Telecommuting (WFH) —working away from the official workplace (usually at home);

• Part-time and casual work—working:
  • less than full-time and being paid on a pro-rata (proportionate) basis for that work;
  • days or hours that suit the employee with no ongoing commitment for work from the employer,
• Job sharing—a full-time job shared by 2 or more employees who are paid on a pro-rata basis for the part of the job they complete;
• Purchased leave—allows an employee to use part of their annual salary to buy extra leave;
• Unpaid leave—leave for unplanned events where the employee is not paid;
• Gradual increase or decrease in work hours—for example, before or after parental leave, or before retirement;
• Flexibility around breaks and when they are taken.

 
Assessment Process for Flexible Work Arrangements
In assessing any flexible work arrangement, the Management Team will consider the following:

• Cover for the role the team member is currently providing;
• Ability of other team members to continue to deliver team’s KPIs and meet client requirements;
• In addition to the above considerations:
  • Where TIL is involved, the nature of the employee’s contract (permanent or casual employment) with Adminovate. (this option is not available for casual team members due to the nature of casual employment).
  • Where WFH arrangements are involved, whether the employee meets the following requirements:
    • The employee has been employed with Adminovate for a period of not less than two (2) years.
    • The employee has a consistent (not less than six (6) months) record of meeting KPIs in an onsite capacity.
    • The employee has a proven ability to work autonomously.
    • The employee has demonstrated the ability to troubleshoot technical issues autonomously, including but not limited to the independent set up and pack down of equipment.
    • The employee is able to demonstrate a health and safety compliant work environment in the home office space.
    • The employee is able to demonstrate the safety of the equipment in both the home office and transportation to and from the office.
    • The employee is able to adhere to strict confidentiality requirements for client sensitive information.
    • The employee is able to demonstrate in an ongoing capacity the ability to adhere to the above, specifically in respect of the ability to work autonomously and to meet KPIs.
  • Where job-sharing is involved, the availability for a staff member to complement the days/hours requested.
  • Where purchased leave is involved, the nature of the employee’s contract (permanent or casual employment) with Adminovate. (this option is not available for casual team members due to the nature of casual employment).

To apply for any of the above flexible work arrangements, the employee will need to apply using the appropriate form found on the staff intranet, and management will consider the application using the above criteria, such approval not to be unreasonably withheld. Management will respond in writing of their decision after due consideration. Any questions or concerns the employee may have in relation to the Management Team’s decision can be raised in an in-person meeting.