ࡱ> g 6bjbjVV @r<r<&++++++++8 ,<I,+\,pE-"g-g-g-V..,/A\C\C\C\C\C\C\$adVg\!+,/V.V.,/,/g\++g-g-\///,/4+g-+g-A\/,/A\//V|MYg-Njs`/|W&-\\0\Wd/"dLMYd+MY/,/,/,/g\g\/,/,/,/\,/,/,/,/d,/,/,/,/,/,/,/,/,/ *: Chapter 6: Combining a Military Career with Family Contents  TOC \o "1-2" Appendix M: Chapter 6: Combining a Military Career with Family  PAGEREF _Toc206729816 \h 1 Appendix M.1: Maternity and Parental Leave Policy Overview  PAGEREF _Toc206729817 \h 2 Appendix M.2: Flexible Working Arrangements Policy Overview  PAGEREF _Toc206729818 \h 6 Appendix M.3: Defence Child Care Support  PAGEREF _Toc206729819 \h 14 Appendix M.4: Child Care Priority of Access Guidelines Points Allocation  PAGEREF _Toc206729820 \h 15  Maternity and Parental Leave Policy Overview The ADFs policy on maternity and parental leave is set out in its Pay and Conditions Manual (PACMAN). What types of maternity and parental leave are available to ADF members? There are two types of parental leave available to ADF members: 1. Maternity leave is granted to a member who is pregnant or has recently given birth.144 A total of 52 weeks is available to members, up to 14 weeks of which is paid. Members are able to take recreation leave or long service leave instead of unpaid leave.145 Maternity leave may be taken at half pay (to extend the period of paid maternity leave) if approved.146 If a member returns to work early, she is entitled to take maternity leave again during the 52 week period.147 Anapplication for maternity leave submitted by an eligible member must be approved.148 The ADF recognises maternity leave as being associated with pregnancy and childbirth, and as such, it is not available to members who become parents through adoption or surrogacy.149 2. Parental leave is available to members on continuous full-time service who become the parent of a newborn or adopted dependent child.150 Eligible members may be granted two weeks of paid parental leave and up to 64 weeks of additional unpaid parental leave.151 ADF authorities are not obliged to approve applications for parental leave.152 Who is eligible for maternity or parental leave? Maternity leave All members who are pregnant 20 weeks before the expected date of birth are entitled to a maternity leave absence.153 A member remains entitled to maternity leave if her pregnancy terminates (for example, through miscarriage) 20 weeks or later prior to the expected date of birth. The member must observe the required absence (to be outlined further below) in such a situation.154 ADF members are entitled to paid maternity leave if they have worked a continuous period of 12 months of full-time service in the ADF, or any other employment recognised for the purpose of the Maternity Leave (Commonwealth Employees) Act 1973.155 PACMAN states that A member is not entitled to paid maternity leave for any period of absence before her first 12 months qualifying service. However, [a] member with less than 12 months qualifying service before a period of absence may be entitled to salary if she completes the 12 months during the period of absence. She is entitled for any period of absence that meets both of these conditions: a) It starts when she completes 12 months qualifying service b) It ends when the member has had 14 weeks maternity leave.156 Reservists not on continuous full-time service are not eligible for paid or unpaid maternity leave from the ADF, however they are entitled to a 52 week break from their minimum training service obligation.157 Parental leave Members are entitled to paid parental leave if they: are on continuous full-time service become the parent of, or take full parental responsibility for, a newborn or adopted dependent child are not entitled to paid maternity leave.158 Similar eligibility conditions apply to unpaid parental leave although a member who has taken 52 weeks maternity leave may then take up to 14 weeks parental leave.159 Reservists are not eligible for parental leave but can be granted up to 66 weeks break in their service obligations.160 What are the conditions of maternity and parental leave? Maternity leave Paid maternity leave, including leave taken at half pay, is considered a period of effective service. Unpaid maternity leave is not a period of effective service. PACMAN states that the following conditions apply to unpaid maternity leave: a) It counts as continuous service. b) It will not break continuity of service if the conditions for a particular entitlement are met. c) The member is not required to remain fit or deployable. d) The member continues to receive free medical care. The member is not returned to the payroll for hospitalisation, treatment, illness or convalescence. e) The member keeps their housing assistance.161 A member who believes she is pregnant must report to an ADF health facility and Command is informed when a pregnancy is confirmed.162 Members must take a period of required absence during the latter stages of pregnancy and following childbirth. Generally this is from six weeks before the expected date of birth until six weeks after the actual date of birth, although as discussed further below, a member may be given permission to work during this period.163 The period of required absence will generally form part of a members maternity leave. It is not in addition to the 52 weeks maternity leave. PACMAN states that: A member cannot be made to go on maternity leave earlier than six weeks before the expected date of birth. A medical officer or doctor may declare a member unfit for duty for reasons related to her pregnancy. In this case, the normal ADF fitness for duty arrangements must apply. They apply until the member is declared fit for duty or her required absence starts. The member may be considered fit for other duties. One of the purposes of maternity leave is to recognise that a member may not be fit for duty because of her pregnancy. If a member is placed on convalescence at the same time [provided] for maternity leave, they should happen at the same time.164 A member may be given permission to continue to perform duty during the period of required absence. Amedical certificate is required for this to be approved. A similar situation applies if a member wishes to resume duty during the required absence.165 The ADF has advised that this process is simple, although approval is variable depending on the members condition and the recommendations of her specialist obstetrician and ADF medical officer.166 If a member who is already on leave without pay becomes pregnant, she must serve the original period of leave without pay. She must also observe the required absence, however, if the required absence overlaps with the existing leave without pay, she will not be paid for the overlapping period of required absence. Themember is entitled to maternity leave from the day after the end of the leave without pay until the day 52 weeks after the required absence begins.167 Parental leave Parental leave must be taken within 66 weeks from the date of birth or adoption. Paid parental leave can only be taken as one unbroken two week period or two periods of up to one week each. Unpaid parental leave can be split into separate periods of leave.168 How does ADF maternity leave interact with national Paid Parental Leave scheme? The Commonwealth Governments Paid Parental Leave scheme provides up to 18 weeks parental leave, paid at the national minimum wage, to eligible working parents who are the primary carer of a child born or adopted after 1 January 2011. This pay is in addition to any paid maternity or parental leave provided by Defence. Itmust be taken within the 52 week period from the date of birth or adoption.169 The eligible parent must be absent from work to receive Parental Leave Pay. PACMAN states that This may be on paid or unpaid leave or a break in training for Reserves.170 Receipt of Parental Leave Pay under the Commonwealth Government Scheme does not affect access to the ADFs maternity and parental leave provisions.171 Flexible Working Arrangements Policy Overview The ADFs policy on flexible working arrangements is set out in Defence Instruction (General) Personnel 49-4 Flexible work arrangements for members of the Australian Defence Force. Conditions related to part-time leave without pay are also included in PACMAN. Types of flexible working arrangements currently available to ADF members The following flexible working arrangements are available to ADF members: Temporary home located work, which can be used in a temporary or occasional arrangement, or as an ongoing arrangement for a specified time, on a part-time or full-time basis.172 Variable working hours, under which members may vary their start and finish times and periods of absence from the workplace to suit their individual circumstances. This may be used in one-off cases or as an ongoing arrangement.173 Part-time leave without pay (PTLWOP), which enables members to work a reduced number of days in any fortnightly pay period. Under the policy, PTLWOP includes job sharing.174 Eligibility for flexible working arrangements All ADF members may apply for temporary home-located work and variable working hours. PTLWOP is only available to members on continuous full time service, and will generally not be approved for members of the Reserve unless the Reservist is on continuous full-time service. In order to be eligible for a flexible working arrangement, a member: must have completed initial recruit or specialist training, and any period of service to consolidate that training as considered necessary by the CDF or his authorised officer. Defence Members employed overseas on warlike and non-warlike (operational) deployments, on overseas representational duties, overseas exchange programs or on secondment are not eligible for PTLWOP.175 Members returning from maternity or parental leave are entitled to PTLWOP in the two-year period immediately following the birth, or in the case of adoption, the date of placement, of a child or children where applications for PTLWOP are made in these circumstances, they are to be recommended and approved, unless genuine operational requirements exist.176 Flexible working arrangements may be considered appropriate in various situations, including: allowing greater participation in the care and nurturing of a child, or children, in the two year period immediately following the birth, or in the case of adoption, the date of placement, of a child or children enabling respite from arduous periods of ADF service fulfilling education, training or other aspirations without terminating ADF Service enabling members to meet their personal responsibilities and obligations wherever practical, enabling members who are accompanying their spouse or Service-recognised interdependent partner on posting interstate or overseas, to continue working instead of taking Leave Without Pay (LWOP).177 Application and approval process Applications are considered on a case-by-case basis. Approval authorities vary depending on the type of flexible working arrangement. For temporary home located work, applications may be approved by the commanding officer (CO)/supervisor (rank must be at least major or equivalent). For variable working hours, applications may be approved by the CO/supervisor (rank must be major or equivalent, or an appropriate delegate). For PTLWOP, applications may be approved by an authority authorised by the Chief of Defence Force, within the career management agencies.178 The Instruction sets out specific roles and responsibilities for those involved in the application and approval process. For members, these include identifying the type of flexible working arrangements most appropriate for their circumstances, submitting an application to their CO/supervisor, and ensuring that any application for PTLWOP is also made to the relevant career management agency. For COs/supervisors, responsibilities include managing workforce and capability issues, providing members with assistance about flexible working arrangements if required, considering all FWA [flexible working arrangement] applications in a fair and equitable manner (noting that external scrutiny will apply to applications that are not approved or recommended), forwarding all applications (regardless of whether or not they are approved) to the career management agency for appropriate action and collection of statistics, maintaining documentation outlining reasons why an application has not been approved and providing these reasons to the member in writing, working with members to manage requirements and workload, regularly reviewing the effectiveness of the flexible working arrangement and including members on flexible working arrangements in workplace activities. Units are responsible for timely processing of flexible work applications. For career management agencies, responsibilities include working with the member and their CO/supervisor to meet individual and workforce/capability needs, maintaining statistical records for all types of flexible work that are formally applied for and whether these have been approved or not approved, acting as the Approving Authority for PTLWOP applications and processing these applications when received, endeavouring not to post a Defence Member during approved periods of PTLWOP, unless genuine operational priorities determine otherwise, and recording details of approved PTLWOP applications on the ADFs personnel management system.179 As applicable, members who are applying for a flexible working arrangement are encouraged to: present a convincing case highlighting personal attributes and the associated merits of being employed under a [flexible working] arrangement research employment options in advance, such as locating an appropriate position or task, or another member with whom to job share be realistic about whether a unit is likely to be able to support a flexible working position, and prepared to be flexible during negotiations be flexible in negotiations for a flexible working arrangement allow sufficient time for consideration of the application.180 When negotiating a flexible working arrangement, managers and members must consider: reasons for the request duration of the proposed arrangement advantages for the member advantages for the unit (such as reduced absenteeism, staff retention, and development of skills that are beneficial to the unit) whether the duties are suitable for the proposed flexible working arrangement the potential impact on the units operational effectiveness.181 Managers and members should establish agreed hours of work and communications procedures, and how work will be assessed. Where home-based work is proposed, members and the ADF should consider whether: any equipment will be required to enable the member to safely undertake work at home the working environment is healthy and safe security arrangements are required the person who would be working from home is capable of doing so safely and efficiently.182 For Army, it should also be considered whether the members career progression will be affected by any impact of PTLWOP on seniority.183 The Instruction notes a number of work areas that may not be suitable for flexible working arrangements, including: seagoing or field postings jobs that require daily direct customer face to face contact situations where regular, face to face contact with other team Defence Members is an integral part of the job jobs where access to specialised requirements or classified information is required where supervisory or divisional responsibilities may conflict with [flexible working arrangements] where the Defence Member is posted to a training establishment where equipment or services required to undertake the proposed work cannot be reasonably provided by the Commonwealth.184 If an application for flexible working arrangements is not approved, members may go through the ADFs Redress of Grievance process. Within Navy, the Navy Personnel Career Management Agency may be able to arrange an alternative place of employment on a case-by-case basis if an application for flexible working arrangements cannot be accommodated in the members existing workplace. In Air Force, if an application is rejected the member can submit another application for the same or different type of flexible working arrangement through their Chain of Command/Approval Authority.185 Conditions applying to all flexible working arrangements Duration A member may be permitted to use a flexible working arrangement for a maximum of two years per application or the remaining tenure of the current posting. The minimum period for a PTLWOP arrangement is three months.186 Geographic location Members can use a flexible working arrangement remote from their posted position, if this is approved and it is cost-neutral to the ADF. Members who are on leave without pay overseas can be employed on a flexible working arrangement, provided that they meet the conditions set out in the Defence Instruction.187 Additional hours The Instruction states that Members on FWA [flexible working arrangements] may be required to work extra hours in addition to those specified in the FWA [flexible work agreement].188 Variation/cancellation/termination A flexible working arrangement can be varied or cancelled in some circumstances.189 The policy specifies that at least one months notice should usually be given to vary or terminate a flexible working arrangement. It also states In any job-shared situation, termination of one FWA [flexible working arrangement] may result in the termination of the second FWA [flexible working arrangement] if suitable arrangements cannot be made.190 Obligation to meet Service requirements (including individual readiness) Members on flexible working arrangements must still serve if and when required, including sea duty, deployment and/or exercise. Where this occurs, a flexible working arrangement would usually be temporarily suspended.191 In cases where a member is on PTLWOP, if service is undertaken away from the geographic location of the PTLWOP position (for example, on deployment), the Defence member will usually be required to work full-time hours for the duration of those duties. Generally the member would return to their PTLWOP arrangement at the conclusion of those duties. The maximum duration of the PTLWOP agreement would not be extended by temporary reversion to full-time service.192 The policy states that: Regardless of the geographic location of the duties, if the nature of those duties permits their discharge on a part-time basis, then, and at the discretion of the Defence Members CO, the Defence Member may be permitted to remain on PTLWOP whilst undertaking those duties.193 Sea duty can only be undertaken full-time. However, the shore component of a sea/shore roster may be able to be undertaken on a PTLWOP arrangement.194 Individual readiness standards continue to apply to members on flexible working arrangements.195 Communication Ongoing communication is required between the unit and member on flexible working arrangements.196 Impact on career Performance appraisal Members on flexible working arrangements are subject to the ADFs usual performance appraisal process, and if a member is on a flexible working arrangement, this is to be recorded on the appraisal form.197 The ADF advised the Review that this is for several reasons: For the Defence Members: it is important that members working on [flexible working arrangements] have their goals and performance expectations clearly stated and measured against the hours/conditions worked under the [flexible working arrangement]. This ensures fair assessments are made against explicit (rather than implied) goals and expectations. For supervisors: to ensure members are receiving and completing work with outcomes that are reflective of their hours worked. This can also be used as an assessment tool for the effectiveness of the [flexible working arrangement], which is reviewed at regular intervals. For the Career Management Agencies: it is to provide the CMA/PMA with an accurate description of the work undertaken in the reporting period and the environment in which the work was undertaken. This is important not only for promotion consideration (may show the member can work without constant supervision, is self-directed and self-disciplined) but may also help identify suitable candidates for positions where members are required towork independent oftheir chain of command or need to be able to make decisions with limited direction. It may also show that a member has the capacity to manage a heavy workload under significant time restrictions. Onthe whole, it can positivelyprove a member's capabilities and capacity for positions of greater responsibility.198 Impact on career Promotion including effect on time in rank The policy states that Members on [flexible working arrangements] remain eligible for promotion provided they meet normal single-Service promotion criteria. For members on PTLWOP, seniority/time in rank may be calculated on a pro rata basis199 As outlined in section 4.4 arrangements on this issue vary by Service. Part time leave without pay does not affect a members seniority in Air Force. However, pro rata calculations are used in Army (although the situation varies depending on whether the member is an officer or a soldier) and Navy to determine the members effective service, which is the basis of time in rank calculations. Specific conditions applying for part-time leave without pay Members on PTLWOP must work a total of between one and nine full days per fortnight.200 This may be in the form of: a set number of workdays per fortnightly pay period, or a set number of part (work) days per fortnightly pay period, or an established period of time in which either a set number of whole or part days can be worked in any one fortnightly pay period.201 Members who are involved in a job sharing arrangement would usually work a total of ten days in a fortnightly pay period, shared between the members concerned.202 Members on PTLWOP remain liable for posting, although where practical, career management agencies will endeavour not to post members during periods of PTLWOP.203 Salary is reduced on a pro-rata basis during periods of PTLWOP.204 The policy states that Part-time leave without pay counts as service for salary increment purposes on a pro rata basis.205 A period of PTLWOP may affect payment of some allowances and accrual of leave.206 If a member on PTLWOP requests maternity leave, the members salary during maternity leave will be paid as if the member had continued on PTLWOP during that period. Any recreation leave credit for service during maternity leave would also be reduced as if the member had continued on PTLWOP until it would have ended.207 Paid days of PTLWOP are counted towards any return of service obligation, at the rate of 1.4 days return of service per paid day.208 Specific conditions applying for temporary home-located work The policy outlines a number of conditions for temporary home-located work, including: a requirement to ensure that the premises are safe ensuring that measures are in place to protect the security of Commonwealth assets and classifiedinformation guidelines to provide for access to the site where necessary. It also sets out policies related to use of equipment and claims for work-related costs and compensation.209 Defence Child Care Support The ADF has a Defence Child Care Program which is intended to facilitate priority of access to early childhood education and care for Defence families upon arrival in a new posting location, where the local community cannot meet the demand.210 The Defence Child Care Program has two elements: 1. Facilitating priority access to early childhood education and care in Defence Long Day Care and Out of School Hours Care centres. Mission Australia Early Learning Services has operated Defences child care centres since 1 July 2012. Child care places are available at 20 locations across Australia under this component of the Defence Child Care Program.211 2. Facilitating access to and sponsorship of Family Day Care under the Extended Child Care Program, including supporting partners of Defence members to become carers. Defence provides $290,000 per annum to the Extended Child Care Program for 185 places at Darwin Family Day Care, Port Stephens Newcastle, Kath Dickson Toowoomba, Bright Futures Kwinana WA and Wagga Wagga Family Day Care.212 When a place at one of these centres is accepted, the Defence family is required to pay the full rate charged.213 The ADFs child care activities are managed by the Defence Community Organisation. Some funding for child care is provided to Defence families under the Partner Education and Employment Program. Where a partner is pursuing job search activities such as travelling to appointments, participating in training, preparing job applications or attending interviews, reimbursement of up to $250 per child per posting is available for child care costs through a registered child care provider. Families may also be able to access emergency support funding, including for child care, under the Emergency Support for Families Scheme.214 However, Defence families are generally expected to pay for child care expenses. The ADF has advised that fees range between $62-92 per day depending on location, and fees are determined by benchmarking against similar child care services in the area.215 Child Care Priority of Access Guidelines Points Allocation216 CategoryCriteriaPoints allocation per categoryAAt least one parent is an ADF member.5BAt least one parent is a Defence APS employee.4CAt least one parent is a Reserve member not on continuous full time service.1 (Reserve members given Category C recognition must vacate their placement within one month should it be required by permanent Defence Personnel.)DMobility. Defence Personnel have undertaken a Defence relocation to a new posting locality.4EThe childs parent is: single or unaccompanied, is a dual Defence Personnel family, or Defence Personnel returning from maternity leave.1 People Strategies and Policy, Pay and Conditions Manual, Department of Defence. At http://www.defence.gov.au/dpe/pac/ (viewed 12 June 2012), Division 5.4.6. People Strategies and Policy, Pay and Conditions Manual, above, Divisions 5.4.3,5.4.13, 5.4.14 and 5.4.18. People Strategies and Policy, Pay and Conditions Manual, above, Division 5.4.15. People Strategies and Policy, Pay and Conditions Manual, above, Division 5.4.21. People Strategies and Policy, Pay and Conditions Manual, above, Division 5.4.12. SQNLDR F James, email to the Review, 16 March 2012. People Strategies and Policy, Pay and Conditions Manual, above, Division 5.5.3 and 5.5.4. People Strategies and Policy, Pay and Conditions Manual, above, Divisions 5.5.3 and 5.5.4. It is noted that a total of only 52 weeks maternity leave (including four weeks paid leave) is available to eligible members compared to a total of 66 weeks parental leave (including two weeks paid leave). The ADF has explained that this is due to legislation and industrial relations cases related to entitlement to maternity and parental leave. As explained by the ADF, The Maternity Leave (Commonwealth Employees) Act 1973 provides for 52 weeks of unpaid leave. The ADF has adopted this level of assistance in the PACMAN. In line with DECA, 14 weeks of this period can bepaid leave.The 66 weeks of unpaid parental leave was put in place by the Australian Industrial Relations Commission (now Fair Work Australia) in about 1990through a negotiation processas a result of a parental leave test case. This 66 week period was placedinto the General Employment Conditions Award and subsequently into the Australian Public Service Award. This 66 week period was adopted as the appropriate level of assistance for ADF members through the PACMAN. Two weeks of this period of leave can be paid: SQNLDR F James, email to the Review, 16 March 2012. SQNLDR F James, email to the Review, 16 March 2012. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.4.12; SQNLDR F James, email to the Review, 16March 2012. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.4.7. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.4.4. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.4.14. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.4.16. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.5.3. People Strategies and Policy, Pay and Conditions Manual, note 144, Divisions 5.5.4, 5.5.6. People Strategies and Policy, Pay and Conditions Manual, note 144, Divisions 5.5.3 and 5.5.5. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.4.19. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.4.10. People Strategies and Policy, Pay and Conditions Manual, note 144, Divisions 5.4.23 and 5.4.24. Different requirements apply if the member has a birth or termination earlier than six weeks before the expected date of birth, in which case the required absence is for six weeks starting on the date of birth or termination. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.4.25. People Strategies and Policy, Pay and Conditions Manual, note 144, Divisions 5.4.26-5.4.27. SQNLDR F James, email to the Review, 2 March 2012. People Strategies and Policy, Pay and Conditions Manual, note 144, Divisions 5.4.30 and 5.4.31. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.5.6. Family Assistance Office, Paid Parental Leave scheme for working parents, http://www.familyassist.gov.au/payments/family-assistance-payments/paid-parental-leave-scheme/ (viewed 15 June 2012); People Strategies and Policy, Pay and Conditions Manual, note 144, Part 5.4A. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.4A.4. Department of Defence, Information DEFGRAM No 468/2011: Paid Parental Leave, 8 July 2011, provided to the Review by CMDR A Westwood, 6 November 2011; People Strategies and Policy, Pay and Conditions Manual, note 144, Divisions 5.5.10 and 5.4A.3. Department of Defence, Defence Instruction (General) PERS 49-4, Flexible work arrangements for members of the Australian Defence Force, 8 May 2012, p2 (DI(G) PERS 49-4). DI(G) PERS 49-4, above, p2. DI(G) PERS 49-4, above, p2. DI(G) PERS 49-4, above, p5. DI(G) PERS 49-4, above, p3. DI(G) PERS 49-4, above, p2. DI(G) PERS 49-4, above, Annex A; People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.8.10. DI(G) PERS 49-4, note 172, pp3-5. DI(G) PERS 49-4, note 172, Annex F. DI(G) PERS 49-4, note 172, Annex F. DI(G) PERS 49-4, note 172, Annex F. DI(G) PERS 49-4, note 172, Annex F. DI(G) PERS 49-4, note 172, p5. SQNLDR F James, email to the Review, 1 March 2012. DI(G) PERS 49-4, note 172, p6. DI(G) PERS 49-4, note 172, clauses p6. DI(G) PERS 49-4, note 172, p6. DI(G) PERS 49-4, note 172, p7. DI(G) PERS 49-4, note 172, p7. DI(G) PERS 49-4, note 172, p7. DI(G) PERS 49-4, note 172, p10. DI(G) PERS 49-4, note 172, p10. DI(G) PERS 49-4, note 172, p10. DI(G) PERS 49-4, note 172, p7. DI(G) PERS 49-4, note 172, p7. Commanding Officers/supervisors are to provide clear direction to any member on a flexible working arrangement to ensure that the member understands what is expected of them, and are also expected to include the member on other workplace communications (whether formal or informal), such as briefings, orders and notices. A member on a flexible working arrangement is expected to seek regular information from their workplace and to regularly provide reports to their supervisor on the work they are undertaking. This is to ensure that an accurate and comprehensive performance evaluation can be undertaken. DI(G) PERS 49-4, note 172, p8. SQNLDR F James, email to the Review, 27 February 2012. DI(G) PERS 49-4, note 172, p8. DI(G) PERS 49-4, note 172, p10; People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.8.12. DI(G) PERS 49-4, note 172, p10. DI(G) PERS 49-4, note 172, p.10. DI(G) PERS 49-4, note 172, p10. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 3.2.8. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.8.16. DI(G) PERS 49-4, note 172, p.11; People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.8.14-5.8.18. People Strategies and Policy, Pay and Conditions Manual, note 144, Division 5.8.15. DI(G) PERS 49-4, note 172, p11. DI(G) PERS 49-4, note 172, pp8-10. SQNLDR F James, email to the Review, 24 January 2012. SQNLDR F James, email to the Review, 24 January 2012; Copy of 120120 DCCB Input for Broderick Review RFI provided to the Review by SQNLDR F James, 19 April 2012; Defence Community Organisation, Childcare, http://www.defence.gov.au/dco/childcare.htm (viewed 8 June 2012 and 18 July 2012). SQNLDR F James, email to the Review, 24 January 2012. SQNLDR F James, email to the Review, 1 March 2012. SQNLDR F James, email to the Review, 24 January 2012. SQNLDR F James, email to the Review, 1 March 2012. From Department of Defence, Defence Personnel Executive Minute: Defence Priority of Access Guidelines. At http://www.defence.gov.au/dco/childcare.htm (viewed 30 April 2012).     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