Skip to content | Change text size
Policy areas: More information

Workforce Management Procedure - Work Life (Home-based Work)

Parent policy

Workforce Management

Preamble

Increased flexibility and productivity outcomes from a home-based work arrangement may be attractive to both staff and managers. Advantages to staff include a sense of control over work, life, and family and greater flexibility in working schedules to assist in balancing work and other commitments. Advantages for managers include increased morale, commitment and a more motivated workforce. Home-based work arrangements may also assist environmental objectives by reducing pollution caused by travelling to and from work.

The following procedures address the responsibilities of both the University and staff when undertaking home-based work arrangements and apply to professional staff members of the University.

Definitions

Head of unit: head of an academic or organisational work unit, for example Head of School, Head of Department or where applicable, a person acting as his or her nominee.

Home-based work: A voluntary and co-operative arrangement made between a staff member and the University for the regular performance of specified work during ordinary hours of duty at the staff member’s home.

HR Business Partner: is a member of the Monash HR community who operates as a strategic partner responsible for providing a range of human resources services for an assigned Faculty or administrative Division. HR Business Partners are located within a HR Service Hub.

HR Service Hub: is the centre for human resources services and activities within a Faculty or Divisional Cluster.

Staff member: A professional staff member of the University.

Applications for Home-based Work

1. An application for home-based work is made by a staff member signing and dating the prescribed Home-Based Work Agreement and completing Schedules 1 and 2 of the Agreement.

Responsibility - Staff member

2. Each application for home-based work will be considered for approval by the applicant staff member’s manager on a case-by-case basis, taking into account:
  • the nature and requirements of the work normally performed by the staff member and whether or not that work can be undertaken efficiently from home without direct supervision;
  • the reasons for the staff member applying to work from home;
  • the delegation of work to the staff member;
  • the effect on other staff and customer service; and
  • the method of monitoring and assessing the arrangement.

Responsibility - Manager

3. A home-based staff member must be able to work as efficiently and effectively as an equivalent staff member on campus, and home-based work arrangements will not be considered as a substitute for dependent care.

Responsibility - Staff member and manager

Approval/Refusal of Applications for Home-Based Work

1. Before commencement of a home-based work arrangement, an application for home-based work must be approved and Occupational Health and Safety will provide a safety guideline for home-based work for the staff member.

Responsibility - Staff member and manager

2. If an application for home-based work is to be approved, the prescribed Home-Based Work Agreement must be signed by all parties and then forwarded to the relevant HR Service Hub.

Responsibility - Manager

3. The HR Business Partner will then ensure that the approved Home-Based Work Agreement is forwarded to HR Operations for attachment to the staff member’s personnel file.

Responsibility – HR Business Partner

4. If an application for home-based work is to be refused, the reasons for non-approval need to be documented and attached to the staff member’s application and forwarded to the relevant HR Service Hub.

Responsibility - Manager

Terms and Conditions of Home-based Work Arrangements

1. The terms and conditions of a home-based work arrangement will be as specified by the Home-Based Work Agreement, including:

  • occupational health and safety responsibilities;
  • hours of work;
  • access;
  • equipment;
  • insurance;
  • utilities; and
  • review.

Responsibility - Head of unit, acting on advice of the HR Business Partner and Director, Occupational Health and Safety

2. A staff member will be covered by WorkCover if injured while performing University work in his/her designated work area of the home-based work residence.

Responsibility - Director, Occupational Health and Safety

3. A home-based staff member is to continue to have access to staff development opportunities and workplace information.

Responsibility - Manager

Termination of Home-based Work Arrangements

Where the University terminates a home-based work arrangement, the staff member will be transferred to the equivalent office-based position.

Responsibility - Manager

Disputes

Any grievance or dispute relating to these procedures or access to home-based work arrangements will be facilitated in accordance with the procedures outlined in clause 56 - Employment Related Grievance Resolution Procedure of the Monash University Enterprise Agreement (Academic and Professional Staff) 2009.

Responsibility - Director Equity and Diversity and Director Workplace Relations

Related procedures

Related Enterprise Agreement Clauses

Related Documents

Related Forms

Version number: 1.1
Effective date: 1 August 2011
Procedure author: Director, Workplace Relations
Procedure owner: Executive Director, Monash HR
Contact: