This will be a trial of flexible working arrangements for March to August 2023. It will be reviewed following that time with the intent to incorporate flexible working arrangements into our permanent plans with either this arrangement, or an amended one, depending on the outcomes from the six-month trial.

We seek to balance the two sides of flexible working arrangements – first, the little amount of evidence that has been gathered suggests that startup businesses grow quicker (up to 3.5 times quicker) when all team members are in-office – because of the camaraderie and infectious enthusiasm from being in that kind of environment.

However, we also note that by allowing for flexible working arrangements, we can contribute to better work/life balance for our teams, increased employee retention, shorter commuting times which lead to less carbon emissions, reduced in-office costs and a better overall work culture.

To that end, we are proposing a trial of flexible working arrangements over the next six months, to (1) see if this is a viable option for our company and (2) if it isn’t, work out whether there is an amended policy that would be effective.

The trial policy is as follows:

Once the team member’s supervisor is confident the person can successfully complete their work independently, team members have the flexibility to incorporate 2 days per week of off-site work.

This can be done as 4 half days or 2 full days, and can be on whatever days you like, however not two consecutive days. Our preference is for everyone to be in office on Monday and Tuesday mornings.

We will not keep strict watch on your hours. You are paid a salary, not an hourly rate and part of the reason for that salary being well above award wages is because you are expected to do your job in as much time as it takes. Sometimes you’ll get away with working shorter hours. Sometimes, you’ll need to work a little longer.

Note that your hours should average 40 per week or thereabouts. If your averages start to grow longer, speak to your team leader. There may be time-savings you can make that you haven’t thought of, or there might be a business case for more staff.

Our office opening hours are 7:30am to 5:30pm. You are permitted to work in office between those times.

You are permitted to do 4 long days a week and have the 5th day off, if that is your preference and it does not interfere with providing excellent customer service.

We can accommodate part-time arrangements under the same flexible agreement.

This is a Quid Pro Quo (literally “something for something”) arrangement – you will be expected to meet your obligations to the business in terms of reaching your Key Performance Indicators and contributing to team goals. This is the performance that will be monitored, and if you do not meet your obligations, we will work with you on strategies to do so. If you are not able to meet your obligations while utilising the flexible working arrangements, we may revoke your access to them, until such time as your performance improves.

Part of operating as a high-performing team is ensuring that our clients and candidates are always attended to. If it becomes apparent that our customer service standards are suffering because of flexible working arrangements, we will take measures to improve those standards, which may include reduction or revocation of the flexible working arrangements.

There may be times when we need to insist on you being in office – our intent is to minimise these times, and to give you the greatest amount of notice of those requirements. If those times do arise, you are expected to attend the office.

Note that none of these provisions make up part of your employment agreement nor can they replace the minimum conditions of employment from the National Employment Standards.

We encourage you to (a) take time away when you are too sick to work and (b) take time to be fully absent from work ie: take holidays. The annual leave and personal leave provisions in our labour laws were hard fought and won, so utilise them as you need to.

You do not have to take up the flexible work options. Some people prefer to work at work.

The plan will work if we all behave like courteous, respectful adults toward each other and toward our clients and candidates. Basically, keep your team in the loop about where you are and what you’re working on. If everyone does that, things should go smoothly.

If you have any questions, please see Bree.