In support of our employees achieving greater work life integration, MakeWay supports a nine (9)-day fortnight between June – August of each calendar year.

A 9-day fortnight means an employee working full-time hours (75 hours) over a 9-day two-week period. It is expected that employees will be able to perform their regular duties in a 9-day fortnight and that department deliverables and operations will be achieved.

All full-time MakeWay Foundation employees, subject to manager approval based upon operational needs and work deliverables.

• Must be a full-time employee working a 37.5 hour week
• The department team structure must be able to accommodate normal operations and the direct supervisor must approve
• No accumulated lieu days banked and still owing; any in lieu time owing must be taken before commencing the 9-day fortnight
• Any vacation carried forward from a previous year must be used and recorded in Dayforce prior to starting the 9-day fortnight
• A 9-day fortnight may not be suitable for employees already doing a flexible work arrangement (i.e. working from home)
• Before approving the nine-day fortnight for any interested and eligible employees, supervisors must ensure that the employees have planned, when applicable, to respond to urgent requests, daily tasks, donor inquires etc. in their absence.

The core hours of work for staff participating in the benefit will be from 10am to 3:50 pm; all employees must be working and available during these hours. 

To maintain a 75-hour bi-weekly schedule, employees will work 7 hours and 50 minutes, plus a 30-minute break, to total 8 hours and 20 minutes each day, for 9 days every 2 weeks. If an employee wants to take an hour in breaks, the day would need to be extended accordingly. 

Start and finish times of the employee must continue to meet team and operational needs. There may be opportunity for some variation of hours of work during the week but should be by prior arrangement with supervisors to ensure operational commitments are not disadvantaged.

Staff will be entitled to one RDO every two weeks. Within a team, days off will be spread over the two weeks, to ensure operational commitments are consistent throughout the week not only for the employee’s immediate team, but also for those other teams and staff that the employee supports.

It is the responsibility of the supervisor to ensure that enough staff are on duty each day to enable work of the department.  Should a supervisor need to choose between conflicting requests where employees have equivalent jobs, request preferences will be awarded based on seniority date.

Once approved, teams and the employee should ensure proper communication occurs. (E.g. Out-of-Office, alternative contacts, etc).

Where an RDO falls on a statutory holiday, an alternative RDO must be scheduled within a month of the stat.

Supervisors are to ensure that where work demands an RDO be rescheduled, the RDO must be taken within a month of it falling due.

Continue to book time off requests in Dayforce as normal.

Employees may choose to adjust their working schedule the week before or after a week of vacation in order to reflect the vacation taken: i.e. if you take a week of vacation during the scheduled 4 or 5 day work week then you may wish to work more or less hours the week before or after so that you one week of vacation is still equal to 37.5 hours of vacation time.

It is up to the supervisor to ensure paid hours are worked and hours owed are taken as a result of participating in the benefit.