A flexible future
UQ is serious about offering our people real flexibility when it comes to their working hours. From job shares and part-time working to career breaks and compressed working hours, we try to help you juggle your work and home life. The alternatives provide options for anyone with personal, family or carer responsibilities outside work, including people with commitments to study, travel, sport and volunteering.
Our managers deal sympathetically with reasonable requests for working time flexibility in special circumstances. Obviously, this needs to take into account the needs of your team and the quality of the service. This applies whether or not you officially work Flexible Working Hours.
Under our Flexible Working Hours Scheme, professional staff may work their required hours flexibly over the week, as long as core attendance times are covered. This means you can start or finish work early, or take a long or short lunch break to suit your needs - as long as you work with your manager to ensure this doesn't affect quality of service.
UQ welcomes job shares, as long as it's practical for the role. Jobs can be divided in a number of ways to suit the job sharers and their managers. As a job sharer on part-time hours you'll receive all the same benefits as full-time staff, with paid benefits on a pro rata basis.
We're happy to offer part-time work and make sure that part-time staff receive the same benefits as full-time staff, with paid benefits on a pro rata basis.
If you are considering your working arrangements as you move towards retirement, options can become available for a flexible pre-retirement contract. Unisuper provides seminars on the 'transition to retirement' strategy. These seminars are advised to staff via email and on the Unisuper website.
In certain exceptional circumstances, for example urgent domestic crises, we allow discretionary special leave for a short period. This can be with or without pay.
UQ’s annualised salary program provides for the University and a staff member to identify areas of operation where it would be mutually beneficial for the staff member to work less than fifty two weeks of the year. The staff member is able to still maintain the status of a continuing appointment, with the entitlements that accompany that form of employment. For example you may agree to work 48 weeks out of the 52 weeks per year and choose to have your salary for those 48 actually worked weeks ‘annualised’ or spread out over 26 equal fortnightly payments.
Staff returning from a period of parental leave have a range of flexible work options available to them. Flexible work arrangements are covered in our parental leave policy.
The University offers staff the opportunity for telecommuting, which enables a staff member to work at the staff member’s place of residence or other agreed location with agreement from the manager.