Flexible Working Hours Agreement 2022 NSW Department of Education Details
"Learn about the Flexible Working Hours Agreement 2022 between NSW Department of Education and the Public Service Association. It covers employees in various roles, including Non-School Based Teaching Service Staff, detailing settlement periods, accrued work time, and bandwidth provisions."
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Flexible Working Hours Agreement 2022 NSW Department of Education
Flexible Working Hours Agreement 2022 The Agreement is effective from 19 December 2022. The Agreement is between the Department of Education (DoE) and the Public Service Association. The Agreement applies to Departmental public service employees in network offices and state offices who are covered by existing flex leave arrangements. The Agreement also applies to public service positions in schools including School Psychologists, Student Support Officers, Technical Support Officers and Business Managers * * Please note that Business Managers employed under the SAS Staff Award are not covered by this Agreement or eligible for flex leave. 2
Non School Based Teaching Service Staff (NSBTS) This agreement also applies to Non School Based Education Teaching Service Staff - these are teachers who are seconded from a teaching position or who are deployed in an administrative position and who work administrative hours and conditions. The provisions of the DoE Flexible Working Hours Agreement 2022, with the exception of clause 12, Overtime, shall apply to such staff. When a non-school based Education Teaching Service staff member is directed to work excess hours (overtime) outside of the agreed bandwidth, the Education Commission Determination No. 39 of 1982 dealing with "Excess Hours and Compensatory Leave" will continue to apply to such a staff member. 3
Summary of Provisions 1 12 week settlement period Contract hours are 420 hours for employees working 35 hours per week Allows for up to a maximum of 6 flex days (taken as full full or days days only) to be taken during the settlement period. Flex days need to be approved by manager before before being taken and will be approved based on operational convenience. 4
Summary of Provisions 2 Accrued work time (AWT) should be at least 406 hours by the end of the settlement period. Employees can carry forward up to 42 hours credit or 14 hours debit. For hours less than 406, a recreation leave form must be submitted. (Leave without pay, where no recreation leave is available). Total AWT can be up to 462 hours (420 contract hours + 42 AWT). Hours beyond 462 will be forfeited. Where it is obvious that an employee may exceed 462 hours, the manager and employee may meet to identify the reason for the additional hours and develop a strategy to address the cause, if require. 5
Summary of Provisions - 3 Bandwidth Bandwidth There are various bandwidths contained within the Agreement: A standard bandwidth for all employees, excluding ECE field based employees and Training Advisors and Training Coordinators within Training Services NSW, of 7.30am to 6.00pm A maximum bandwidth for ECE field based employees of 13 hours, the earliest starting time of 7.00am and the latest finishing time of 8.00pm A standard bandwidth for Training Advisors and Training Coordinators within Training Services NSW of 6.00am to 8.00pm Employees hours of work within the bandwidth are determined by managers in consultation with the employee, taking into account a range of factors (see Cl 7.5 of Flex Agreement). In order to meet operational and/or customer service needs, employees in a business unit may be required to work a specific pattern of hours within the bandwidth 6
Summary of Provisions - 4 Coretime Coretime The standard bandwidth for all employees, excluding ECE field based employees, is 9.30am to 3.00pm The coretime for ECE field based employees is a floating period of any six continuous hours (including a meal break of not less than 30 minutes and no more than 3 hours) within the bandwidth Employees are required to be on duty during the coretime. If not on duty during this time, employees are required to submit a leave application, such as recreation leave or extended leave 7
Summary of Provisions - 5 Determining Employee Working Hours Determining Employee Working Hours In line with Clause 7.5, employee working hours and patterns of work can be determined by the Department in consultation with the employee, taking into consideration the following factors: The operational requirements of the business unit and team; Business hours and customer contact hours; Seasonal peaks of work; The availability of productive work within the business unit; The need to limit the working of overtime; Employee personal commitments, needs and requests; Health and safety issues; Equity and fairness issues; Any other factors as may be agreed, from time to time, by the parties 8
Recording Absences on Flex Sheet Flex leave taken do not do not enter hours in adjustment column. Flex leave is deducted from the flex balance Flex leave can only be taken in full days (7 hours) or half days (3 hours 30 minutes) Leave taken, such as recreation leave, sick leave, public holidays, LWOP must enter hours in adjustment column. In SAP, employees are able to apply for leave in actuals* (hours and minutes). * This does not apply to NSBTS employees who will continue to have their leave debited in quarter day increments. 9
Applying for Flex Leave The mechanism for how flex is applied for and approved is a decision at the local level e.g. email request sent to manager, discussion with manager. The SAP HR Payroll includes the option of applying for flex leave. Using this function to apply for flex leave has not been mandated by the Department). If flex leave is applied for in SAP, ensure compliance with the Agreement is maintained, i.e. flex leave can only be applied for and approved in full days (7 hours) and half days (3 hours not in hours and minutes. 30 minutes) not 10
Settlement Periods All employees covered by the new Agreement will have a common twelve week settlement period. Settlement periods from the commencement of the new Agreement are: 30 January 2023 to 21 April 2023 24 April 2023 to 14 July 2023 17 July 2023 to 6 October 2023 9 October 2023 to 29 December 2023 1 January 2024 to 22 March 2024 25 March 2024 to 14 June 2024 17 June 2024 to 6 September 2024 9 September to 29 November 2024 2 December 2024 to 21 February 2025 24 February 2025 to 16 May 2025 19 May 2025 to 8 August 2025 11 August 2025 to 31 October 2025 3 November 2025 to 23 January 2026 The new flex sheet has a drop down option in the date cell on Sheet 1 that will allow you to choose the correct settlement period 11
Further Information For further information please refer to the Industrial Relations Intranet page: Flexible Working Hours Agreement (for flexsheets, key provisions and FAQs) Flexible Working Hours Agreement 2022 (full text of the agreement) Flexsheet QRG (step-by-step guide to complete the flexsheet) 12
