• Section E - Balancing work and personal life

    Balancing work and personal life

    76. Work/family/lifestyle balance


    The ATO and employees agree on the importance of employees achieving an appropriate balance between work/family/lifestyle.



    The ATO is committed to supporting employees in achieving an appropriate balance between work and family/lifestyle aspects of their lives. In support of this, the following conditions are available for use:

    Annual Leave

    Purchased Leave

    Long service Leave

    Personal Leave- Carers

    Compassionate (including Bereavement) Leave

    Cultural, ceremonial and NAIDOC Leave

    Community Service Volunteer Leave

    Flexible working patterns, including flextime for APS1 to APS6 employees and flexible hours arrangements for EL1 to EL2 employees

    Study Leave

    Miscellaneous Leave

    Part time work arrangements

    Home based work

    Maternity and Maternal Leave, Supporting Partners Leave, Adoption Leave and Foster Parent Leave

    Sabbatical Leave

    Christmas closedown

    Employee assistance scheme

    Time off in lieu following long work/travel combination

    Personal wellbeing program

    Assistance with holiday care program costs

    Additional costs incurred with overnight travel

    EL2 employees undertake an important role to achieve ATO business outcomes, as described in clause 8. To achieve this, there is a requirement for EL2 employees to develop a personal plan (clause 83.5) in consultation with their manager during their formal performance discussions, to assist EL2 employees to balance work/family/lifestyle aspects of their lives while achieving agreed business outcomes.



    In circumstances where work pressures result in an employee being required to work, or likely to work, excessive hours over a significant period, the manager will review workloads and priorities in consultation with the employee, including appropriate strategies for addressing the situation. A similar process will apply where travel demands become, or are likely to become, excessive.



    With regard to travel demands, managers will give particular attention to long periods of car travel. Where relevant, issues such as the number of people travelling together, night driving, the total amount of car travel/work undertaken in a single day and/or alternatives to car travel will be discussed between managers and employees to ensure that arrangements are safe and reasonable in the circumstances. Where an employee believes that particular travel arrangements are a danger to their health and/or safety they may seek a review of the decision through the ATO Procedures for Review of Employment Actions. The review will be completed prior to the travel being undertaken.

    77. Employee Assistance Scheme


    Employees will have access to a confidential, professional counselling service for employees and their families to help employees resolve both personal and work related issues.



    This service will be provided at no cost to employees, other than those engaged for duties that are intermittent or irregular in accordance with clause 68, for up to six consultations.



    Employees engaged for duties that are intermittent or irregular may be given approval to access Employee Assistance Scheme services in special circumstances.

    78. Personal Wellbeing program


    During the nominal period of this Agreement the National Health and Safety Committee will oversee and evaluate the operations of the ATO Wellbeing Program.

    79. Health and Wellbeing Allowance


    The ATO and its employees recognise the importance of employees maintaining their health and fitness.



    Following a discussion with their manager, an ongoing employee who has at least three months of continuous employment in the ATO may be paid up to $300 per financial year to help meet the cost of activities and/or equipment that assists them to maintain their health and fitness.



    For the purpose of this clause, employment as a non-ongoing employee in the ATO which is continuous with current ongoing employment will be recognised for the three month qualifying period.

      Last modified: 02 Dec 2011QC 24167