If the date is problematic then a further date can be proposed.
5.2 The employee will be given advance notice of the time, date and place for the meeting. With the current COID-19 situation, all such meetings will be virtual.
5.3 The employee can be accompanied by a workplace colleague or trade union representative if they wish.
5.4 If an employee fails to attend a meeting and then fails to attend a rearranged meeting without good reason, PVCSE will consider it withdrawn.
5.5 Where a request can be approved without the need for a meeting, PVCSE will confirm its agreement to the request in writing within 28 days of receiving the application.
5.6 In responding to a flexible working request PVCSE will consider the potential benefits and adverse effects of the proposed changes for the employee and the organisation.
5.7 Each request is considered on a case by case basis. No precedent is set or employee right created simply because one request may be similar to another.
5.8 The employee will be informed in writing no later than 14 days after the meeting has been held (where a meeting has been held).
5.9 PVCSE may grant the request in full, in part or refuse it. It may propose a modified version of the request e.g. the request may be granted on a temporary basis, or the employee may be asked to try the flexible working arrangement for a trial period.
5.10 If the request is agreed then the employee will be sent a confirmation letter which will include details of the new arrangements. The employee should contact their line manager within 14 days if they wish to discuss the new arrangements further or have any concerns.