FLEXIBLE WORKING POLICY

Overview
Employees should use this policy if they want to request flexibility in how they work at Telstra. Telstra supports flexible
working regardless of an employees role.

Flexible working can include options such as part-time work, working from different locations, or working different
hours.

Telstra encourages employees to discuss flexible working preference with their manager and the flexible working
options that might be best for the type of work the employee does. The employee and manager should work
constructively together to enable employee preferences for flexible working. Managers should only refuse a request if
there are significant business grounds to do so.

Scope
This is a Company policy of Telstra Corporation Limited and any controlled entity outside Australia excluding Dr Foster
and Ooyala (collectively Telstra).

Eligibility
This policy applies to all Telstra employees employed on a permanent (full time or part time) or fixed term basis, or
casual employees in Australia.

Policy
An employee may request to work flexibly on an ad hoc or ongoing basis. Flexible working on an ad hoc basis may for
example, be an earlier start and finish time on a one off basis to enable an employee to attend a wedding or a school
concert. Ongoing flexible working is where an employee works flexibly on a regular basis such as part time work or
working at home one day per week.

Depending on the type of work an employee does, there may be a range of flexible options available. Employees
should talk to their manager and colleagues to explore how flexible working could work for them individually.

For employees who work in a scheduled work environment (such as a Telstra Retail store, a Global Contact Centre, or
a Network Operations Centre), flexible working can mean the ability to express a preference to work certain scheduled
shifts.

In a nonscheduled work environment, flexible working can mean:

Different working hours (i.e. later starts or earlier finishes depending on the employees circumstances);
Working at other locations (i.e. from home or another Telstra office if its more convenient); and
Reduced hours (i.e. parttime).

Working flexibly on an ongoing basis

For all ongoing flexible working requests, an employee must provide their manager with written information including
details of the change requested, how this will enable delivery of the employees agreed work outcomes, and the
duration of the proposed flexible working preference.

The manager will then review and respond to the request in writing within 21 days of receiving the written request.

Sometimes it may not be reasonably practicable for a manager to support a particular type of flexible working
arrangement due to a significant business reason or reasons. In this case, the manager should hold a discussion with
the employee to explore alternative flexible working options that may be more suitable to the business and may also
work for the employee. Alternatively, the business may be able to support the employees specific flexible working
request on an ad hoc basis.

In the absence of any other flexible working alternatives that may work for both the employee and the business, a
manager should write to the employee and confirm the decision as well as outline the significant business reasons as
to why Telstra is unable to support the employees request for flexible working.
Note: Care should be given where the reason for the request is linked to legislative obligations such as the right to
request flexible work or potential grounds for discrimination such as family/carer responsibilities or disability. For
managers who require further support please contact the Global People Services team via Ask HR.

Employees based in Australia may also seek to have a decision reviewed in accordance with the internal resolution
process.

If at any time an approved flexible working option ceases to work for either the employee or the business, either the
employee or the manager can end or seek to vary the flexible working option by giving each other reasonable written
notice.

In certain circumstances an employee or the manager may choose to end the flexible working option without notice.
Some examples of these circumstances include:
If an employee or the manager has a genuine health and safety concern related to the employee continuing
to work from outside the office;
if the employee or manager have a genuine privacy or security concern about the employee working from
outside the office; or
If the employee is found to have engaged in misconduct.

Working at Other Locations

If an agreed flexible working arrangement involves working from outside the office, the employee will need to complete
the one-step web form, indicating that the flexible working arrangement will be done in a safe environment, without
risks to health and safety, and that any potential safety issues have been addressed. Please see Health & Safety
Checklist (EDMS access required). For employees who do not have access to EDMS please contact Country HR.

Working in another Country

The Telstra Global Mobility (GM) team must be engaged in relation to any request to work flexibly from another
Country in order to research the request and determine any risks associated with a relocation, and advise if it is
possible.

Employees considering working from another country must:

1. Consider location: Due to the complexity, Telstra will consider supporting moves to those countries where
Telstra has a legal entity and are set up for immigration and cross border tax compliance (currently Australia,
Hong Kong, Japan, Malaysia, the Philippines, Singapore, the UK and the US). Unfortunately Telstra is unable
to consider other countries at this time.
2. Attain manager approval: In order to perform a role flexibly from another country, an employee must have
gone through the normal flexible working approval process, and also obtained the additional approval
required from the GM team. A request by an employee to perform their current role in another country will be
considered by the GM team when the employees manager agrees:
a) That the employee can deliver the role outcomes from a different country (listed above)
b) The employees business unit (BU) will pay any and all required compliance support costs, together
with the costs associated with obtaining the necessary tax, legal and immigration advice, and
mobility management fee (around AUD5,000).
3. Attain GM team approval: the Telstra GM team must be consulted in all instances where a cross-border
move is requested, once step 2 is completed. They will need to confirm that all of the following criteria can be
met, otherwise it will not be possible for Telstra to approve the requested move:
Immigration ability to work legally in the location
Payroll and tax administration of personal, employment and corporate tax obligations; identifying
exposure to unintended tax implications; determining where a move to the local remuneration
structure is required.
Employment structure determine the most appropriate employment structure, which may result in
the move to a local contract and cessation of the current (home) contract.
4. GM team to attain Country HR/Country Managing Director Support
Reviewing request from a local talent and diversity perspective
Reviewing capacity from a facilities perspective (assuming the employee requires local office
space)

The GM team will confirm if the move is possible, and Telstra will provide the immigration and tax support set out in the
All Roles Flex Global policy.

If an employee or the GM team determine that a move is not possible, employees can consider the option of taking a
leave of absence or career break and then travelling independently.
Changing hours of work (Australia)
If an employee based in Australia is seeking to change their hours of work on an ongoing basis, the Changing Hours of
Work process and documentation needs to be completed and uploaded to People Express by the manager.
Note: For individuals employed under the Telstra Enterprise Agreement 2015 2018 (EA), occasionally (though not in
most cases), a request for flexible working may need to be formally documented. An employee will only need to
complete this documentation if they wish to vary the effect of certain terms and conditions of the EA. Employees can
find more information here (for individuals) and here (for workgroups).

Changing hours of work (All locations excluding Australia)

Where an employee based outside Australia is seeking to change their hours of work on an ongoing basis, the 1 up
manager should discuss the appropriate next steps for that location with the Country HR team.

Roles and responsibilities

Employees
Employees should maintain an open conversation with their manager to understand the type of flexible working options
that might best suit the role the employee performs. Employees should also share information with the manager that
will assist in the assessment of any request.

Some factors that an employee should consider when talking with their manager about flexible working could include:
The employees preferred type of flexible working;
The length of the flexible working arrangement;
How flexible working would enable achievement of the employees and the teams business outcomes;
Why the employee is seeking this arrangement;
How this type of flexible working would benefit both the employee and the business; and
Any other relevant factors.

To effectively manage flexible working, an employee should:

Maintain regular contact with their manager and other colleagues;

Take all reasonable care to ensure the confidentiality and security of Telstras business information, systems
and equipment while working outside of the office and;
(If appropriate) manage carer responsibilities in a way that allows an employee to successfully fulfil their work
responsibilities. It is important to remember that flexible working is not a substitute for full time carer
responsibilities.

Managers
Managers should hold a discussion with the employee to understand more about how the employee would like to work
flexibly. Managers should find out what they need to know to understand all the factors that will help them to decide
how best to enable flexibility.
Managers should encourage employees to read and understand this policy.

For all ongoing flexible working options the employee will provide the manager with written information including details
of the change requested, how this will enable delivery of their work outcomes and the duration of the proposed flexible
working preference. When a request is received managers should review, consider, and respond in writing within 21
days.

Some factors for managers to consider and discuss with employees to assist in making an assessment on a flexible
working option include:

The employees preferred type of flexible working;

The length of the flexible working arrangement;
How the proposed way of flexible working would enable achievement of the employees and the teams
business outcomes;
Why the employee is seeking this arrangement;
How this particular type of flexible working would benefit both the employee and the business;
Are there any significant impacts to the business and/or any practical considerations that would make it
unreasonable for the manager to support the request? If so, can alternative flexible working options be
offered for consideration?
Would there be any additional costs and;
Any other relevant factors.
If an employee requests to work outside the office on an ongoing basis, managers should give consideration to the
following:

The agreed performance expectations of the employee and whether these objectives can be achieved
working outside the office;
Whether the type of work can be performed effectively and efficiently;
Whether the employees home office or alternate work location is a suitable secondary work environment.
Give particular consideration to any risks to health and safety and whether the employee or manager can
eliminate or reduce the risk.

Note: An employee may want to work outside the office to facilitate caring arrangements; however flexible working is
not an alternative for full time caring responsibilities.

Support
Further information regarding this policy can be requested via Ask HR.
FLEXIBLE WORKING
PROCESS
ASSESSING FLEXIBLE WORKING ARRANGEMENT REQUESTS
Each application will be assessed to decide if flexible work arrangements are appropriate and can be reasonably
accommodated on a temporary or permanent basis, or whether alternative solutions can be identified to address the
needs of the employee. Applications are based on individual circumstances and the needs of the business and there is
no guarantee the application will be agreed to. No applicant will be victimized for making an application for flexible
working arrangements.

Step Action

Manager receives the employees application for Flexible Working Arrangements.

1 Note: If an application for an Individual Flexibility Agreement from an EA employee in Australia
is received, managers should refer to the Individual Flexibility Agreement process.
Note: If the application involves condensed hours (full time hours over a reduced number of
working days) please contact the Global People Services team to obtain appropriate advice.

The manager should review the application promptly and objectively in line with the Flexible
Working policy, and if necessary discuss with the Global People Services team.
Notes:
Telstra will support flexible working arrangements unless the manager can show that
a significant negative business impact will result from the arrangement.
2 Managers should not form or express any view on an application until it has been
objectively considered.
Managers must assess all applications and provide a written response within 21 days,
stating whether a request is approved or rejected.
If the request is rejected, managers must provide details in writing of the reasons for the
decision that demonstrate that a significant negative business impact will result from the
arrangement.

Where the employee has pressing family or carer issues managers should consider
3 implementing an immediate temporary arrangement to apply while the formal application is
being considered if this is required by the circumstances.
Note: Managers have the discretion to set up such an arrangement within the broader confines
of employment terms offered at Telstra.

Manager meets with the employee/s to discuss the application.

This meeting should be face to face wherever possible. The manager should document the
4 meeting in as much detail as possible and keep documents on file. This may be done jointly
with job share applicants.
Note: Allow the employee/s to address the reason(s) for the requested flexible work
arrangement and any sensitive issues linked with to the application.

Consider and discuss the following factors in assessing an application:

the preferred type of flexible work arrangement being sought,

the period for which the arrangement will operate,
5
reason(s) for the request,
how the particular type of flexible arrangements will benefit the individual and the
organisation,
business impact and practical considerations,
nature of the tasks involved in the role,
peak periods and other special attributes,
any additional costs, and
 how absences and leave could be managed.

Note: Special care should be taken where the reason for the request is linked to legislative
obligations such as the right to request flexible work or potential grounds for discrimination such as
family/carer responsibilities or disability. If you need further information refer to the Telstra Group
Discrimination, Bullying & Harassment Policy through the company policies register.

Determine whether flexible work arrangements are appropriate and can be reasonably
accommodated on a temporary or permanent basis and make a decision to accept or reject the
application.
A trial period is recommended if there is doubt that the flexible working arrangements can be
supported.
Notes:
6

Each application must be based on individual circumstances and the needs of the business
and should be assessed with the aim of identifying all advantages and disadvantages that
may arise.
Where a request cannot be accommodated, the manager should consider alternative
solutions to meet the employees needs.

Use the below table to determine the next course of action:

If the request for Flexible Then

Working Arrangements is ...

accepted in principle Inform the employee via a written notification within 21

7 days of the request and go to the Changing Hours of
Work page if the employee is based in Australia or
contact Country HR for employees based in other
locations.

rejected Inform the employee of the rejection via a written

notification within 21 days of the request providing details
of the reasons for the rejection.