Flexible Working Policy

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Flexible Working Policy"

Transcription

1 Flexible Working Policy Originator Katie Davis Personnel Adviser Lead Director Janet King, Director and Personnel and Facilities Version number 3 Implementation date 2004 Ratified by USC October 2013 Review date July 2013 Date of next review July

2 POLICY AND PROCEDURE ON FLEXIBLE WORKING SECTION A- POLICY ON FLEXIBLE WORKING 1.0 INTRODUCTION AND PURPOSE The Trust recognises the difficulties that may be faced by individual employees in terms of balancing both domestic and work responsibilities. The Trust is committed to improve the recruitment, retention and motivation of its employees and in this respect it aims to assist them in balancing their work and home responsibilities. 2.0 SCOPE This document is intended to encourage flexibility by building on existing arrangements and extending those principles to other possible methods of working, which managers and employees might consider. This policy should be read in conjunction with the Trust s Personnel Policies. The specific policies that should be referred to are as follows: Recruitment and Selection Policy Equality and Diversity Policy Job Sharing Policy Career Break Scheme Maternity and Adoption Leave Policy Special Leave for Domestic, Personal and Family Reasons Policy Working Time Regulations Policy Retirement Policy These policies are available on the Trust Intranet under Personnel Policies. 3.0 GENERAL PRINCIPLES 3.1 This policy may be applied to all employees who have 26 weeks or more service with the Trust. This extends the provisions of the Work and Families Act 2006 (see 3.2). However an employee who meets the statutory requirement in 3.2 will be given priority in their request for flexible working over other employees. 3.2 The Work and Families Act 2006 extended previous arrangements to give employees who have been employed by the Trust for 26 weeks or more (and have not made an application to work flexibly during the past 12 months) the right to request flexible working in 2 circumstances: Or In order to care for a child who, at the time of application, is under 17 (under 18 if disabled) (the employee must have parental responsibility for this child) If the employee is a relative of a person who is in need of care. (a relative for this purpose covers parents, parents-in-law, adult child, adopted adult child, siblings (including those who are in-laws), uncles, aunts, grandparents or step relatives) 2

3 3.3 While flexibility is encouraged and will be supported no employee has an automatic entitlement to flexible working. This policy sets out a framework for introducing flexible working on a mutually agreed basis. (See section 5). 3.4 Flexible working arrangements must be reciprocal and beneficial to both the individual and the Trust and ensure that service delivery and quality standards including health and safety and legislative requirements are not compromised. 3.5 In line with the Trust s Policy on Equality and Diversity any flexible working arrangement must be fair and equitable to all employees across the Trust and within the relevant workgroup. In some instances it may not be possible operationally for all employees in a workgroup to work flexibly if the number of employees seeking flexible working exceeds that which is acceptable on service delivery grounds. If this situation arises, the manager concerned must consider a fair method of selection to decide which employees will be allowed to work flexibly. In doing so they will need to take account of the requirements of the Work and Families Act 2006 (see 3.2). 3.6 In making any decision on whether flexible working should be applied the needs of the service should be fully considered. In addition there may be a genuine operational reason for excluding a flexible arrangement. This could include training and educational requirements e.g. for some medical posts. 3.7 Any request for flexible working, which is approved, may be subject to a trial period of six weeks, following which the revised working arrangement will be reviewed. This would particularly apply to working arrangements that have not existed previously. If it is agreed that the flexible arrangement can remain in place this should continue to be discussed on an annual basis during appraisal. (See section 8) 4.0 DUTIES 4.1Managers Managers have a number of responsibilities concerning flexible working. These include: Raising awareness of all polices and procedures that relate to flexible working and ensuring that these are considered in the recruitment process and are covered as part of the Induction process. Managers should obtain further advice from the Personnel department if they are unsure on the application of these policies. If requests for flexible working fall outside those detailed in existing Personnel Policies managers must seek further advice from the Personnel Department on whether they can be approved. Ensure that employees know how to request flexible working. Ensure that all requests for flexible working are dealt with in line with the procedure for requesting and processing flexible working. (See section 8) Review effectiveness of the flexible working arrangements approved in their area (see Section 8). 3

4 4.2 HR The HR department will ensure that the policy is applied in a fair and consistent manner. They will: provide advice to managers and staff on the application and interpretation of this policy. support managers processing applications and dealing with appeals. review this policy. SECTION B TYPES OF FLEXIBLE WORKING ARRANGEMENTS 5.0 What is Flexible Working Flexible working may involve several aspects that separately, or in combination, facilitate employees balancing the needs of the service with their life and responsibilities outside the workplace whilst maintaining or improving service provision and fulfilling their contractual obligations. Detailed below are the current arrangements that the Trust has for flexible working which managers are able to offer to staff. 5.1 Part-time working This is working less than the full time hours for the post. This could either be working reduced daily hours or working full time hours covering less than 5 days per week e.g. 3 days of 7.5.hours. The hours would therefore range from being very minimal to being virtually full time. The Part-time Workers (Prevention of less Favourable Treatment) Regulations 2000 ensure that part timers are not treated less favourably in their contractual terms and conditions than comparable full timers unless different treatment is justified on objective grounds. Employees approaching retirement may also wish to work part time (see 5.8 below). 5.2 Job Sharing This usually applies where two employees share the duties and responsibilities of one full time post and share the pay, holiday and other benefits accordingly. Further details are set out in the Trust s Policy on Job Sharing. 5.3 Term-time working This is an arrangement where an employee is employed on either a full time, part time or job share basis while retaining a permanent contract. Payment is proportioned equally throughout the year. The maximum number of weeks that the employee can have off is 12 weeks. Employees would normally be expected to take all their annual leave during school holidays. This arrangement will be most appropriate in any areas of the Trust where activity reduces in the school holiday periods or where there is permanent availability of other staff to cover the school holiday periods. In considering a request for term-time working managers must consider the effect that this will have on the team. Also they should ensure that they have tangible evidence that they can cover the absent post. Term-time Contracts Guidelines for Managers are available from the HR Department. 5.4 Voluntary Reduced Working Hours This is where the employee works reduced or variable hours for an agreed and defined period at a pro-rata reduced salary and with a guarantee to return to full time working when that period ends. The reason for taking this leave is normally to enable employees to manage personal or caring commitments on a short-term basis e.g. up to 3-9 months. 4

5 5.5.Bank working This is where an employee works on a bank arrangement and works ad hoc hours/ shifts that suit their personal circumstances and the needs of the service. This would normally apply when other options for flexible working cannot be utilised. The Trust runs a Trust wide bank for Nurses, Care Assistants and Housekeepers, which is centrally managed. Other areas within the Trust use bank staff e.g. Physiotherapists, Radiographers, Admin and Clerical staff and manage these on a departmental basis. 5.6.Working from Home This is where it is agreed that an employee may work some of their hours from home on an occasional basis. From a contractual position the Trust would remain the employee s base. This type of arrangement is more likely to apply to administrative and management posts. The IG document Home working/remote access framework should be read, and if managers agree that an employee can work at home they need to ensure the following: - That the work that the employee will be undertaking is agreed That the employee has facilities/equipment at home to be able to work e.g. computer, telephone That the employee, with the prior agreement of their manager, determines the days/hours that they will be working from home That the employee provides details of how they can be contacted at home That the employee is able to come into work, on the days they are working from home, should service needs require this. That the employee complies with all Trust Policies and Procedures whilst working from home, including Health and Safety and IG requirements. The Trust would re-imburse the cost of business telephone calls that are made whilst the employee is working from home on receipt of an itemised telephone bill. Note: Working from Home is different to Home Based Working where the employee s base is their place of residence Compressed Working Week This means that an employee works longer hours each day and therefore may work less days per week or fortnight e.g. 3 days of 12 hours or 9 days over 2 weeks This system of work may be suitable in limited circumstances where constant presence is not required on a regular basis and where it could improve service delivery e.g. improved access times/extended opening times. The Trust may refuse to introduce a compressed working week where it considers the needs of the service will not benefit by this arrangement or that there may be additional costs to the service. Managers will need to ensure that any arrangement considered complies with the Trust s Working Time Regulations Policy. Managers will also need to ensure that staff are fit to undertake the proposed hours this may mean that an occupational health assessment may be required e.g. for staff operating machinery. 5.8 Flexible Retirement The NHS Pension Scheme offers employees approaching retirement alternatives to consider, which may help employees adjust to retirement. This should be discussed with the Trust s Pensions Officer in the first instance. 5

6 In addition, employees may wish to utilise the Temporary Retire and Return Policy (1 st January 2013 to 31 st March 2014) to claim their pension and return to work. 5.9 Staggered Hours This arrangement is a variation on flexi-time and allows employees to determine work patterns on a planned basis. Employees within a team can work slightly different start, finish and break times with the agreement of their manager. This can be on a permanent or temporary basis Flexibility in agreeing rosters/exchanging shifts This is where employees agree rotas and/or shift changes among themselves and with the agreement of managers. The aim of this is to give employees more flexibility to plan their work around other commitments and responsibilities while fulfilling the needs of the service. There must be a clear set of rules in place, detailing a core number of shifts, to be covered before any arrangement is agreed. Managers will need to ensure that all shifts are covered Flexi-time scheme This arrangement is most suitable for a department whose work pattern would normally be 9am-5pm. Flexi-time allows employees to vary their hours outside certain core times. The Procedure for the operation of a flexitime scheme is available from the HR department Annualised Hours At present the Trust does not have an arrangement in place for an annualised hours scheme, this is a scheme where employees are contracted to work a certain number of hours per annum to coincide with actual levels of work. 6.0 LEAVE ARRANGEMENTS In addition to annual leave the Trust has other policies that provide for flexibility through leave arrangements. This leave will be either paid, unpaid or a mix of both depending on the employees length of service. The polices referred to are: 6.1 Maternity, Adoption and Paternity Leave Further details can be found in the Trust s Policies on Maternity and Paternity Leave. 6.2 Special Leave for Domestic, Personal and Family Reasons compassionate leave carer leave parental leave leave for urgent domestic problems leave to care for a terminally ill dependent special leave to attend medical appointments jury service or attendance as a witness at court leave for public duties leave for training with the reserve forces Further details can be found in the Trust s Policy on Special Leave for Domestic, Personal and Family reasons. 6.3 Career Break Scheme This allows an employee with over 2 years service the opportunity to have a career break of up to 2 years. The break would be unpaid. This could be to fulfil domestic 6

7 commitments e.g. bringing up children or caring for relatives, or for other reasons, including travel. Those participating in the scheme are expected to return to work at the end of the agreed break and to keep up to date in the interim period. At the end of the Career Break they would be offered a position of the grade and responsibility to that held before the break. For further details see the Trust policy on the Career Break Scheme. 7.0 FURTHER SUPPORT THAT THE TRUST PROVIDES TO HELP STAFF WORK ON A FLEXIBLE BASIS. In addition to the Policies detailed above the Trust has a number of measures to help support employees in their home /work interface. These include: Pension Information: When considering any part time arrangement employees are advised to consider the effect this may have on their pension. Contact the Pension Officer on extension 6262 On Site Nursery offering childcare up to school age from Monday to Friday. Contact Nursery Manager on ext Playscheme: the Nursery runs this during all school holidays for children aged 4 to 12 years (inclusive). Contact Nursery Manager on ext Nurse Bank: This co-ordinates bank work for Nurses, Midwives and Care Assistants. Contact Personnel Assistant Nurse Bank on ext Housekeeping Bank: This co-ordinates bank work for Housekeepers. Contact Administrator on ext SECTION C - PROCEDURE FOR REQUESTING AND PROCESSING FLEXIBLE WORKING 8.0 This section details how employees can request flexible working and how their requests will be processed. 8.1 Requesting Flexible Working Who can request flexible working? This policy may be applied to all employees who have 26 weeks or more service with the Trust. This is in order to help them balance both domestic and work responsibilities. This extends the provisions of the Work and Families Act 2006 (see Section 3.2). However an employee who meets the requirements of the Work and Families Act 2006 will be given priority in their request for flexible working over other employees. The Trust will not approve requests for flexible working if the reason is to enable an employee to work elsewhere as well as the Trust What sort of flexible working can be requested? An employee may make a request for flexible working as detailed in Section How should a request be made Any request for flexible working, which will change an employee s terms and conditions, must be made in writing using the flexible working application form. This should clearly detail the changes requested and the reason for the change. It should also indicate the date proposed for the change to come into effect. The application should be forwarded to the employee s manager see chart below. The employee must submit their application at least 6 weeks prior to the proposed changed. 7

8 For the purposes of receiving requests and approving requests the employee s manager will be one of the following: Level of employee making request Employees below Ward Manager/Department Manager (of the level who reports into an Associate Director /Head of Service) Ward Manager/Department Manager Head of Service Associate Director /Executive Director/Medical Director Doctors below Consultant grade Consultants Manager who will approve request Ward Manager/ Department Manager Associate Director /Head of Service Executive Director Chief Executive Consultant Clinical Director The application must also state what effect the employee thinks the change will have on the trust/department/team and indicate how this change may be accommodated. The employee may hold an informal discussion with their manager before making a written application. If this discussion takes places the manager should not make any decision at this stage Processing requests for flexible working How is an application processed? The employee s manager as detailed above will arrange to meet the employee within 28 calendar days of receiving the written application. If appropriate the employee s immediate manager may also be present at the meeting. A Trade Union representative or a work colleague may accompany the employee. The manager may request advice or support from their Personnel Advisor. Each request will be considered on its merits and the current circumstances. The manager will notify the employee the outcome of their decision in writing within 14 calendar days of the meeting If the request is agreed The manager must ensure that a record of the application and outcome is given to the employee. The manager should re-calculate the annual leave, if applicable. A copy of the application form should be forwarded to the Personnel Advisor for the employee s personal file and to ensure that any appropriate changes to the terms and conditions of employment are actioned. If the agreed request is subject to a trial period, the manager must review the revised arrangements 6 weeks after these have been implemented. The outcome of the review may be that the request may be modified. If this is the case the modification should be recorded in writing by the manager and a copy given to the employee and the Personnel Department. Flexible working arrangements should continue to be reviewed as part of the annual appraisal process If the request is refused The reasons for the refusal must be detailed in writing. A copy of the application form should be forwarded to the Personnel Advisor for the employee s personal file. In some circumstances it could be agreed to defer a decision until a later date. In such cases managers should give the employee an explanation for the deferment. The 8

9 employee must be advised that they may appeal against the decision within 14 calendar days of the day of the decision Appeal Process If the employee wishes to appeal they should write to the Director of Personnel and Facilities setting out the grounds on which they wish to appeal. The appeal should be heard within 14 calendar days of receipt of the appeal. The appeal should be heard as follows: Level of employee who wishes to appeal. Employees below Ward Manager/Department Manager (of the level who reports into an Associate Director /Head of Service) Ward Manager/Department Manager Head of Service Associate Director /Executive Director/Medical Director Doctors below Consultant grade Consultants Manager who will hear appeal Associate Director /Head of Service Executive Director Chief Executive Non-Executive Director Clinical Director Chief Executive The employee may be accompanied by a Trade Union representative or work colleague. If the employee is being accompanied the manager may be accompanied by a member of the Personnel Department. The appeal hearing will follow the same format as the Trust s Grievance Hearing. The employee should be notified of the outcome of the appeal decision within 14 calendar days of the appeal meeting. There will be no further right of appeal. The Manager will forward a copy of the flexible working application form to the Personnel department where it will be held on the employee s personal file. The Personnel department will monitor applications received requesting flexible working Reasons why an application may be turned down The manager may reject the application for flexible working if it is considered that one or more of the following apply: burden of additional costs detrimental effect on ability to meet service demand inability to re-organise work among existing staff inability to recruit additional staff detrimental impact on performance insufficiency of work during periods employee proposes to work planned structural changes. If an application is turned down the employee may not make another further application for 12 months Reasons why an application may not be processed. An application for flexible working will be considered to have been withdrawn if the following applies: 9

10 the employee withdraws the application orally or in writing, or the employee has failed to attend arranged meetings to discuss their application more than once the employee has unreasonably refused to provide the employer with information required to assess whether the contract variation should be agreed to. In these circumstances the manager must notify the employee, in writing, that the application is now regarded as withdrawn. 9.0 REVIEW OF THE POLICY Promotion of flexible working arrangements as a means of recruiting, retaining and motivating staff continues to develop as new working arrangements are identified. This policy is therefore likely to be the subject of review, as new flexible working arrangements become available EQUALITY IMPACT ASSESSMENT This policy has been subject to an Equality Impact Assessment and is not anticipated to have an adverse impact on any group MONITORING OF THE POLICY This policy will be monitored by the HR Department who will maintain a record of appeals and grievances. This information is reported to the Trust Board each quarter in the Human Capital Report REFERENCES AND RELATED GUIDANCE NHS Terms and Conditions of Service Equality Act 2010 CIPD (August 2012) Flexible Working Factsheet ACAS (April 2011) The right to apply for flexible working, a short guide for employers, working parents and carers 10

Flexible Working Policy and Procedure

Flexible Working Policy and Procedure Flexible Working Policy and Procedure 1. Policy Statement Teesside University is committed to attracting, retaining, developing and rewarding a high calibre of staff and believes that individuals should

More information

Flexible Working Procedure

Flexible Working Procedure Flexible Working Procedure Flexible Working Procedure Page: Page 1 of 17 Recommended by Approved by Executive Management Team Executive Management Team Approval date 4 September 2014 Version number 2.1

More information

JOB SHARE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for Job Share Policy and Procedures

JOB SHARE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for Job Share Policy and Procedures JOB SHARE POLICY AND PROCEDURES JANUARY 2016 This policy supersedes all previous policies for Job Share Policy and Procedures JOB SHARE POLICY_HR24_JANUARY 2016 Policy title Job Share Policy and Procedures

More information

Flexible working Policy

Flexible working Policy Flexible working Policy Written by Mr L Hessey Ratified by Governors Date for Review September 2019 Signed-Chair of Governors Signed Principal (Sue Trentini) (Lee Hessey) Introduction This section of the

More information

University of Sussex. Flexible Working Procedure

University of Sussex. Flexible Working Procedure University of Sussex Flexible Working Procedure 1 Introduction 1.1 The flexible working procedure gives staff, with 26 weeks continuous service, the right to request flexible working and places a duty

More information

Flexible Working & Working Time Policy

Flexible Working & Working Time Policy Flexible Working & Working Time Policy Policy Number Target Audience Approving Committee FW001 CCG staff CCG Executive Date Approved January 2014 Last Review Date July 2016 Next Review Date Policy Author

More information

The Right to Request Flexible Working

The Right to Request Flexible Working The Right to Request Flexible Working What is Flexible Working? There are many different forms of flexible working; it can describe the place you work or the kind of contract you are on. Common kinds of

More information

Flexible Working Guidance

Flexible Working Guidance Flexible Working Guidance Date of Review: March 2018 Approved by: Trust Board Next Review Date: March 2019 Contents Introduction 2 1. Forms of Flexible Working 2 1.1 Job Share 3 1.2 Flexible Hours 3 1.3

More information

Flexible Working Guidance

Flexible Working Guidance Flexible Working Guidance Date of Review: March 2018 Approved by: Trust Board Next Review Date: May 2019 Contents Introduction 2 1. Forms of Flexible Working 2 1.1 Job Share 3 1.2 Flexible Hours 3 1.3

More information

Carers and Special Leave Policy and Procedure (including Bereavement, Parental Leave, Civic and Public Duties and Domestic Emergencies)

Carers and Special Leave Policy and Procedure (including Bereavement, Parental Leave, Civic and Public Duties and Domestic Emergencies) Carers and Special Leave Policy and Procedure (including Bereavement, Parental Leave, Civic and Public Duties and Domestic Emergencies) Ratification Process Lead Author: Developed by: Senior OD & HR Manager,

More information

Flexible Working Policy & Procedure HEATON SCHOOL TO BE REVIEWED SEPTEMBER 2020

Flexible Working Policy & Procedure HEATON SCHOOL TO BE REVIEWED SEPTEMBER 2020 Flexible Working Policy & Procedure HEATON SCHOOL TO BE REVIEWED SEPTEMBER 2020 Heaton School Policy Record Flexible Working Policy Agreed at: Resources Committee 20/11/18 Signed and Approved by: Headteacher

More information

CHICHESTER DISTRICT COUNCIL EMPLOYMENT POLICY STATEMENT

CHICHESTER DISTRICT COUNCIL EMPLOYMENT POLICY STATEMENT CHICHESTER DISTRICT COUNCIL EMPLOYMENT POLICY STATEMENT Policy Title: FLEXIBLE WORKING POLICY Date: June 2015 Policy Statement The Council recognises that some staff will, for a variety of reasons, request

More information

Policies and Procedures. Right to Request Flexible Working Policy & Procedure

Policies and Procedures. Right to Request Flexible Working Policy & Procedure Policies and Procedures Right to Request Flexible Working Policy & Procedure Last updated 30 th June 2014 1 1. Introduction..3 2. Eligibility 3 3. Line Manager s Responsibilities.....4 4. Making an application....4

More information

FLEXIBLE WORKING POLICY & PROCEDURE

FLEXIBLE WORKING POLICY & PROCEDURE UNIVERSITY FOR THE CREATIVE ARTS AT CANTERBURY, EPSOM, FARNHAM AND ROCHESTER FLEXIBLE WORKING POLICY & PROCEDURE Table of Contents Page No. 1. Introduction 1 2. Eligibility 1 3. Flexible Working Patterns

More information

FLEXIBLE WORKING POLICY

FLEXIBLE WORKING POLICY Employment Manual FLEXIBLE WORKING POLICY Flexible working arrangements available for employees This document applies to all County Council employees exceptions are: posts where the duties and responsibilities

More information

Flexible Working Policy May 2017

Flexible Working Policy May 2017 May 2017 Date approved: 15 May 2017 Approved by: Buildings, Finance and Resources Committee, Kingston Educational Trust Frequency of review: Annual Last review: May 2017 Next review due: May 2018 1. Background

More information

NHS North Somerset Clinical Commissioning Group

NHS North Somerset Clinical Commissioning Group NHS North Somerset Clinical Commissioning Group HR Policies Flexible Working in support of Work Life Balance Approved by: Quality & Assurance Ratification date: November 2016 Review date: November 2019

More information

FLEXIBLE WORKING POLICY FOR SCHOOLS

FLEXIBLE WORKING POLICY FOR SCHOOLS Date Implemented: Date amended: 22/6/2018 Human Resources & Workforce Development FLEXIBLE WORKING POLICY FOR SCHOOLS Model Flexible Working Policy For Schools Page 1 CONTENTS 1. Introduction..3 2. Policy

More information

Flexible Working Arrangements Policy & Procedure Version 1 Owner: Employee Relations, HR Approved by Richard Doyle, Director of HR

Flexible Working Arrangements Policy & Procedure Version 1 Owner: Employee Relations, HR Approved by Richard Doyle, Director of HR Flexible Working Arrangements Policy & Procedure Version 1 Owner: Employee Relations, HR Approved by Richard Doyle, Director of HR Date issued 25.06.2014 Reference NR/HR/POL/30 1. Policy Statement Network

More information

Term Time Policy. Version Date of Approved by: V1 W&OD Committee 18/09/ /09/ /09/2020

Term Time Policy. Version Date of Approved by: V1 W&OD Committee 18/09/ /09/ /09/2020 Term Time Policy Policy Number: 582 Supersedes: Classification Employment Version Date of Date of Date made Review Approved by: No EqIA: Approval: Active: Date: V1 W&OD Committee 18/09/2017 21/09/2017

More information

Flexible Working Model Policy & Procedure

Flexible Working Model Policy & Procedure Flexible Working Model Policy & Procedure November 2018 Signed (Chair Trustees): Date: November 2018 Date of Review: November 2019 The Arbor Academy Trust reviews this policy annually. The Trustees may,

More information

Flexible working policy and procedure Updated June 2014

Flexible working policy and procedure Updated June 2014 Flexible working policy and procedure Updated June 2014 Contents Page Flowchart: Requesting flexible working 2 Scope 3 Statement of commitment 3 Introduction to flexible working 3 The right to request

More information

Flexible Working Policy and Procedure

Flexible Working Policy and Procedure Flexible Working Policy and Procedure Version of Policy: 1 Effective Date of Policy: 1 st February 2017 or date agreed by the School (Insert Date) Review Date: 2019 Applicable To: All School employees

More information

ARBOR ACADEMY FLEXIBLE WORKING GUIDANCE MODEL POLICY & PROCEDURE FOR SCHOOL-BASED EMPLOYEES

ARBOR ACADEMY FLEXIBLE WORKING GUIDANCE MODEL POLICY & PROCEDURE FOR SCHOOL-BASED EMPLOYEES ARBOR ACADEMY FLEXIBLE WORKING GUIDANCE MODEL POLICY & PROCEDURE FOR SCHOOL-BASED EMPLOYEES (Sept 2016) Contents Section 1: Outline of procedures Page 1.0 Introduction 3 2.0 Key principles 3 3.0 Legal

More information

MOUNTAIN ASH COMPREHENSIVE SCHOOL

MOUNTAIN ASH COMPREHENSIVE SCHOOL MOUNTAIN ASH COMPREHENSIVE SCHOOL Right to Request Flexible Working Scheme School Based Staff Signed (Chair of Governors) Date Reviewed: Jan 18 Next Review Date: Jan 19 CONTENTS 1. IntroductioN CONTENTS

More information

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Ref: ELCCG_HR09 Version: Version 3 Supersedes: Version 2 Author (inc Job Title): Ratified by: (Name of responsible Committee) MLCSU HR Remuneration Committee Date ratified: 22 May

More information

FLEXIBLE WORKING POLICY

FLEXIBLE WORKING POLICY FLEXIBLE WORKING POLICY POLICY STATEMENT 1. PHSO aims to provide a responsive and professional service to all of our customers which is accessible, flexible and prompt in dealing with their contacts with

More information

UNIVERSITY OF NOTTINGHAM STUDENTS UNION FLEXIBLE WORKING POLICY

UNIVERSITY OF NOTTINGHAM STUDENTS UNION FLEXIBLE WORKING POLICY UNIVERSITY OF NOTTINGHAM STUDENTS UNION FLEXIBLE WORKING POLICY PURPOSE UoNSU is committed to supporting the welfare and wellbeing of all employees. As part of this we offer options around flexible working

More information

REQUESTING FLEXIBLE WORKING POLICY [applies to all Trust employees]

REQUESTING FLEXIBLE WORKING POLICY [applies to all Trust employees] REQUESTING FLEXIBLE WORKING POLICY [applies to all Trust employees] 1. Introduction The Trust is required to comply with the statutory regulations under which all employees have a statutory right to ask

More information

FLEXIBLE WORKING POLICY AND PROCEDURE

FLEXIBLE WORKING POLICY AND PROCEDURE FLEXIBLE WORKING POLICY AND PROCEDURE Approval. JNC. 25 January 2017 VCO 23 January 2017 Version Control. Version 1 25 January 2017 Responsible Officer. Version 1. Frederico Maia Flexible Working Policy

More information

Co-operative Academies Trust Right to Request Flexible Working Policy Issue 2. Right to request Flexible Working Policy

Co-operative Academies Trust Right to Request Flexible Working Policy Issue 2. Right to request Flexible Working Policy Right to request Flexible Working Policy Approved by the Trust Board on 08 December 2016 Issue 2: December 2016 1 The Right to request Flexible Working Policy Contents Page Number 1.0 Summary of main points

More information

Flexible Working Guidance for School Based Staff Date adopted by Governing Body (INSERT DATE)

Flexible Working Guidance for School Based Staff Date adopted by Governing Body (INSERT DATE) Flexible Working Guidance for School Based Staff Date adopted by Governing Body (INSERT DATE) Final Version: 21 September 2016 Originator: Asim Ahmed, HR Adviser Contents Introduction page 3 1. Forms of

More information

PROTOCOL Flexible Working. Number: C 1401 Date Published: 22 October 2014

PROTOCOL Flexible Working. Number: C 1401 Date Published: 22 October 2014 1.0 Summary of Changes This protocol has had section 3.7.3 Flexi-Time removed as requested by UNISON and agreed by HR. 2.0 What this Protocol is about Essex Police recognises the UK workforce is becoming

More information

Flexible Working Guidelines

Flexible Working Guidelines Flexible Working Guidelines Contents 1. Scope and purpose 2. Introduction to flexible working 3. The right to request a flexible working pattern 4. Making an application 5. Considering the request 6. Appeals

More information

ANNUAL LEAVE AND BANK HOLIDAY POLICY

ANNUAL LEAVE AND BANK HOLIDAY POLICY ANNUAL LEAVE AND BANK HOLIDAY POLICY Summary This policy and procedure sets out the guiding principles for ensuring that requests for annual leave (and Bank Holiday leave where applicable) are dealt with

More information

CAREER BREAK POLICY HR25.CB.1.1. Document Reference. Date Ratified 14 November Release Date 5 February Review Date February 2017

CAREER BREAK POLICY HR25.CB.1.1. Document Reference. Date Ratified 14 November Release Date 5 February Review Date February 2017 CAREER BREAK POLICY Document Reference Document Status Target Audience HR25.CB.1.1 Final All Staff Date Ratified 14 November 2013 Ratified By Policy Committee Release Date 5 February 2014 Review Date February

More information

Flexible Working Policy and Procedure

Flexible Working Policy and Procedure Flexible Working Policy and Procedure Policy Identification Policy Ownership Department: Human Resources Owner: Head of Human Resources Author: Human Resources, Staff Officer Screening and Proofing Section

More information

Human Resources Policy No. HR37

Human Resources Policy No. HR37 Human Resources Policy No. HR37 Employment Break Scheme Additionally refer to HR01 Equal Opportunities HR16 Grievances and Disputes HR18 Reviews and Appeals in relation to Assimilation under Agenda for

More information

FLEXIBLE WORKING POLICY

FLEXIBLE WORKING POLICY Tauheedul Education Trust This policy is in line with the Mission Statement of the Trust To create outstanding organisations that promote educational excellence, character development and service to communities.

More information

Flexible Working Policy & Procedure

Flexible Working Policy & Procedure Flexible Working Policy & Procedure Purpose This policy sets out the University s approach to flexible working arrangements which is in accordance with the ACAS code of practice and guidance on handling

More information

FLEXIBLE WORKING POLICY AND PROCEEDURE

FLEXIBLE WORKING POLICY AND PROCEEDURE FLEXIBLE WORKING POLICY AND PROCEEDURE Policies Collection Revised & reissued October 2015 SHAPINSAY DEVELOPMENT TRUST Shapinsay Development Trust 2015 Introduction FLEXIBLE WORKING POLICY AND PROCEDURE

More information

JOHN TAYLOR MULTI ACADEMY TRUST

JOHN TAYLOR MULTI ACADEMY TRUST JOHN TAYLOR MULTI ACADEMY TRUST Flexible Working Policy Policy owner: Barbara Mahoney, JTMAT COO Implementation date: September 2016 Reviewed on: July 2018 Next review date: September 2020 1 1. POLICY

More information

CLYST VALE COMMUNITY COLLEGE

CLYST VALE COMMUNITY COLLEGE CLYST VALE COMMUNITY COLLEGE FLEXIBLE WORKING REQUESTS POLICY From DCC in April 2010 Date approved by Governing Body: Review Schedule: Reviewed: Spring 2018 Next review Spring 2020 Responsibility: Finance

More information

Flexible Working Policy & Procedure Schools

Flexible Working Policy & Procedure Schools Flexible Working Policy & Procedure Schools Risedale Sports and Community College This policy was last reviewed on July 2018 This policy is scheduled for review on September 2020 Section Contents Page

More information

Template Employer. Model Policy & Procedure on Handling Requests for Flexible Working

Template Employer. Model Policy & Procedure on Handling Requests for Flexible Working 1.0 Introduction As an equal opportunities employer recognises the potential benefits that flexible working and a better work-life balance can bring to our employees and our organisation. In general, as

More information

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Contents Item Description Page(s) 1 Policy Statement 3 2 What is Flexible Working? 3 4 3 Eligibility 4 4 Application Procedure 4-5 5 Where An Application Is Accepted 5 6 Where An

More information

Flintshire Local Voluntary Council Your local county voluntary council

Flintshire Local Voluntary Council Your local county voluntary council Flintshire Local Voluntary Council Your local county voluntary council 6. Employing and managing people 6.14.4 Right to request flexible working Organisations should have a policy setting out an employee

More information

Work Life Balance and Flexible Working Policy

Work Life Balance and Flexible Working Policy Appendix C Work Life Balance and Flexible Working Policy Contents Section 1 Page Number 1. Introduction 2. Application and Purpose 3. The Business Need 4. Statutory right to request flexible working 5.

More information

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Document Control Title : Flexible Working Policy (Statutory) Applicable to : All Staff Date last reviewed : October 2018 Procedure Owner : Operations Manager Flexible Working Policy

More information

Special Leave Policy. Document author Assured by Review cycle. 1. Introduction Purpose or aim Scope Types of Special Leave...

Special Leave Policy. Document author Assured by Review cycle. 1. Introduction Purpose or aim Scope Types of Special Leave... Special Leave Policy Board library reference Document author Assured by Review cycle P003 Head of HR Employee Strategy and Engagement Committee 3 Years This document is version controlled. The master copy

More information

Wales Council for Voluntary Action Supporting charities, volunteers and communities

Wales Council for Voluntary Action Supporting charities, volunteers and communities Wales Council for Voluntary Action Supporting charities, volunteers and communities 6. Employing and managing people 6.14.4 Right to request flexible working Organisations should have a policy setting

More information

Capability health procedure for academic support staff

Capability health procedure for academic support staff Capability health procedure for academic support staff Policy The School's policy in relation to sickness absence is to support employees by paying sick pay and investigating absence in conjunction with

More information

Cardiff and Vale University Health Board FLEXIBLE WORKING POLICY

Cardiff and Vale University Health Board FLEXIBLE WORKING POLICY Cardiff and Vale University Health Board FLEXIBLE WORKING POLICY Reference No: UHB 102 Version No: 2 Previous Trust / LHB Ref No: HR/05 Documents to read alongside this Policy Special Leave Policy Maternity

More information

Produced by The School Employment Advisory Team. Tel:

Produced by The School Employment Advisory Team. Tel: ------------------------------------------------------------------------------------------------------------ FLEXIBLE WORKING POLICY AND PROCEDURE FOR SCHOOL BASED STAFF Produced by The School Employment

More information

Lead Employer Flexible Working Policy. Trust Policy

Lead Employer Flexible Working Policy. Trust Policy Lead Employer Flexible Working Policy Type of Document Code: Policy Sponsor Lead Executive Recommended by: Trust Policy Deputy Director of Human Resources Director of Human Resources Date Recommended:

More information

Flexible Working Arrangements Policy

Flexible Working Arrangements Policy Flexible Working Arrangements Policy Document Status FINAL Version: V5.0 DOCUMENT CHANGE HISTORY Initiated by Date Author Operational HR August 2011 HR Policy Group Version Date Comments (i.e. viewed,

More information

Guidance on the Statutory Right to Request Time to Train

Guidance on the Statutory Right to Request Time to Train Guidance on the Statutory Right to Request Time to Train 1. Introduction Employees who meet certain criteria have the statutory right to request time to undertake study or training ( time to train ). This

More information

Policy owner/author: Human Resources

Policy owner/author: Human Resources Career Breaks Policy owner/author: Human Resources Version number: 4 EIA date October 2017 Approved by: UEG December 2017 Date of last review: Date of next review: April 2019 1 1. Introduction 1.1 The

More information

Flexible Working Policy & Procedure Academies

Flexible Working Policy & Procedure Academies Flexible Working Policy & Procedure Academies The STAR Multi Academy Trust This policy was last reviewed on April 2018 This policy is scheduled for review on Section Contents Page Purpose

More information

Flexible Working Policy. (including Flexible Retirement)

Flexible Working Policy. (including Flexible Retirement) SH HR 48 (including Flexible Retirement) Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: The document provides guidance for staff and managers considering and requesting

More information

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Page 1 of 11 Policy Title: Supersedes: Description of Amendment(s): This policy will impact on: Financial Implications: Flexible Working Policy Any previously agreed policies N/A

More information

HUMAN RESOURCES POLICY FLEXIBLE WORKING

HUMAN RESOURCES POLICY FLEXIBLE WORKING North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY FLEXIBLE WORKING Policy Number: HR09 Version Number: 3.0 Issued Date: July 2016 Review Date: July 2019 Sponsoring Director: Prepared

More information

HUMAN RESOURCES POLICY FLEXIBLE WORKING

HUMAN RESOURCES POLICY FLEXIBLE WORKING North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY FLEXIBLE WORKING Policy Number: HR09 Version Number: 3.0 Issued Date: July 2016 Review Date: July 2019 Sponsoring Director: Prepared

More information

Work Life Balance Policy

Work Life Balance Policy Work Life Balance Policy Work Live Balance Policy Policy ref no: HR046 Author (inc job Judith Champion title) Date Approved May 2014 Approved by Quality and Assurance Group Date of next May 2017 review

More information

The Right to Request Flexible Working

The Right to Request Flexible Working The Right to Request Flexible Working Reviewed and updated June 2017 Next Review date: June 2020 1 Contents Introduction 2 Who is eligible to apply 2 What can be requested 3 Making the application 3 What

More information

Flexible Working Policy

Flexible Working Policy 1 Reader information Reference CCG Document purpose HR002 NHS Nottingham West CCG Sets out the policy for flexible working for staff at Nottingham West CCG Version V2.0 Title Author AGEM HR Business Partners

More information

B Can be disclosed to patients and the public

B Can be disclosed to patients and the public Policy: F10 Fixed Term Contracts Version: F10/01 Ratified by: Trust Management Team Date ratified: 14 th May 2014 Title of Author: Head of HR Consultancy Services Title of responsible Director Director

More information

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Controlled document This document is uncontrolled when downloaded or printed. Reference number Version 4 Author Executive Lead WHHT: HR066 Justine Powell and Lucy Mayes, ER Advisers

More information

Flexible Working Policy and Procedure

Flexible Working Policy and Procedure Flexible Working Policy and Procedure Executive or Associate Director lead Policy author / lead Feedback on implementation to Executive Director of Human Resources Deputy Director of Human Resources Chris

More information

Right to Request Flexible Working

Right to Request Flexible Working Right to Request Flexible Working Purpose This policy provides guidance on flexible working requests, including the legal framework, key principles and points for consideration. Key Points This policy

More information

THE BATH AND MENDIP PARTNERSHIP TRUST

THE BATH AND MENDIP PARTNERSHIP TRUST THE BATH AND MENDIP PARTNERSHIP TRUST FLEXIBLE WORKING POLICY Review Due: September 2021 Applicable to: All Trust Schools Author: SD Date: September 2018 Approver: Trust Board Date of Approval : 4 December

More information

Term Time Working. Guide for managers and employees

Term Time Working. Guide for managers and employees Term Time Working Guide for managers and employees Royal Mail Group is committed to supporting employees in balancing their work and home life. This guide outlines the term time working provisions available

More information

Annual Leave Policy (Incorporating Special Leave)

Annual Leave Policy (Incorporating Special Leave) Annual Leave Policy (Incorporating Special Leave) Ref: ELCCG_HR04 Version: Version 3 Supersedes: HR04 V2 Author (inc Job Title): MLCSU HR Ratified by: Remuneration Committee (Name of responsible Committee)

More information

HUMAN RESOURCES POLICY FLEXIBLE WORKING. Policy Number: HR09 Version Number: 3.0 Issued Date: July 2016 Review Date: July Approval Given By:

HUMAN RESOURCES POLICY FLEXIBLE WORKING. Policy Number: HR09 Version Number: 3.0 Issued Date: July 2016 Review Date: July Approval Given By: HUMAN RESOURCES POLICY FLEXIBLE WORKING Policy Number: HR09 Version Number: 3.0 Issued Date: July 2016 Review Date: July 2019 Sponsoring Director: Prepared By: Consultation Process: Formally Approved:

More information

THE DUDLEY GROUP OF HOSPITALS NHS TRUST RETIREMENT POLICY 1 POLICY STATEMENT

THE DUDLEY GROUP OF HOSPITALS NHS TRUST RETIREMENT POLICY 1 POLICY STATEMENT THE DUDLEY GROUP OF HOSPITALS NHS TRUST RETIREMENT POLICY 1 POLICY STATEMENT With effect from April 2011 the default retirement age of 65 is no longer applicable. The normal age for employees to access

More information

Methodist Council Leave Policy

Methodist Council Leave Policy Ref: D&P/DK Leave Policy version 19.12.14 Methodist Council Leave Policy 1. Introduction... 2 2. Annual Leave... 3 2.1 Entitlement... 3 2.2 The process... 3 2.3 Refused annual leave... 4 2.4 Handovers

More information

The Right to Request Flexible Working Guidelines

The Right to Request Flexible Working Guidelines The Right to Request Flexible Working Guidelines CONTENTS Page Nos 1. Introduction 3 2. Eligibility Criteria 3 3. The Application Process 4 4. The Appeal Procedure 7 5. Notice of Withdrawal of an Application

More information

NHS Organisation. Secondment Policy

NHS Organisation. Secondment Policy NHS Organisation Secondment Policy Approved by: Welsh Partnership Forum Issue Date: 10 March 2016 Review Date: March 2018 (10/03/16)) 1 C O N T E N T S 1. Policy Statement 2. Introduction 3. Principles

More information

Flexible Working Policy

Flexible Working Policy Pott Shrigley and Bollington St John s Church of England Primary Schools Sharing our Gifts and Growing our Talents Together Flexible Working Policy GUIDANCE FOR SCHOOL/ACADEMY STAFF (TEACHERS & SUPPORT

More information

STEP Academy Trust Flexible Working Policy and Guidance

STEP Academy Trust Flexible Working Policy and Guidance STEP Academy Trust Flexible Working Policy and Guidance Date of Policy: January 2019 Review: October 2020 Introduction STEP Academy Trust Board of Trustees has agreed this Policy and as such, it applies

More information

Human Resources. Employment Break SOP. Document Control Summary

Human Resources. Employment Break SOP. Document Control Summary Human Resources Employment Break SOP Document Control Summary Status: Version: Author/Title: Owner/Title: Approved by: Ratified: Related Trust Strategy and/or Strategic Aims Implementation Date: Review

More information

Human Resources Policy

Human Resources Policy Human Resources Policy Policy Title : Special leave Policy Section : Leave Prepared by : Review / development group composition: Version number : Equality Impact Assessment : HR Management HR Policies

More information

Flexible Working Policy September 2018

Flexible Working Policy September 2018 Flexible Working Policy September 2018 Office use Published: September 2018 Reviewed date: Next review: September 2019 Statutory/non: Non Statutory Lead: Sarah Green HR Manager Associated documents: Links

More information

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 9

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 9 Work Life Balance Policy CONTROLLED DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Policy Version Number: 002 Controlled Document Sponsor: Controlled Document Lead: Approved By:

More information

Fixed Term Contract Policy

Fixed Term Contract Policy Policies Procedures & Guidelines Fixed Term Contract Policy Version: 2 Ratified by: Date ratified: July 2006 Name of originator/author: Lewisham Joint Staff Partnership Committee HR Department Date issued:

More information

Special Leave. Human Resources

Special Leave. Human Resources Special Leave Compassionate leave, care leave, medical appointments, fertility treatment, adverse weather, public duties, volunteer reserve forces, jury service Human Resources Special leave Aim The University

More information

PACT HR. Staff Leave of Absence and Time off work. Bradford Central PRU Policy for School Staff. n Number 3. Version Number 3 August 2015

PACT HR. Staff Leave of Absence and Time off work. Bradford Central PRU Policy for School Staff. n Number 3. Version Number 3 August 2015 Staff Leave of Absence and Time off work Bradford Central PRU Policy for School Staff PACT HR Policy agreed by Staff on: 3 May 201 Ratified by full Management Committee: 10 May 201 Review Date: Summer

More information

Career Break Policy October 2012

Career Break Policy October 2012 Career Break Policy October 2012 STAF'20 SLLC Career Break Scheme Oct 2012 Page 1 of 7 SOUTH LANARKSHIRE LEISURE AND CULTURE CAREER BREAK POLICY 1. Policy Statement 1.1 South Lanarkshire Leisure and Culture

More information

Work Life Balance (incorporating Career Break Scheme) Policy and Procedure

Work Life Balance (incorporating Career Break Scheme) Policy and Procedure Work Life Balance (incorporating Career Break Scheme) Policy and Procedure Version: 3.2 Ratified by: (NB: All Procedural Documents which include details of drugs or their management must be approved by

More information

TIME OFF TO TRAIN POLICY

TIME OFF TO TRAIN POLICY TIME OFF TO TRAIN POLICY CONTENTS 1. Introduction 2. Policy A. Eligibility B. How to Apply C. Considering an Application D. Meeting E. Decision on Application F. Appeals Procedure G. Extension of Time

More information

To ensure a consistent process is in place to deal with Annual Leave matters in a constructive manner.

To ensure a consistent process is in place to deal with Annual Leave matters in a constructive manner. ANNUAL LEAVE POLICY Document Summary To ensure a consistent process is in place to deal with Annual Leave matters in a constructive manner. POLICY NUMBER POL/004/015 DATE RATIFIED 1 March 2017 DATE IMPLEMENTED

More information

Annual and Special Leave and Absence Reporting Policy

Annual and Special Leave and Absence Reporting Policy Annual and Special Leave and Absence Reporting Policy Policy Code: HR13 Policy Start Date: March 2017 Policy Review Date: March 2020 Please read this policy in conjunction with the policies listed below:

More information

Employment Break Policy

Employment Break Policy Human Resources Policy No. 37 Additionally refer to: HR01 Equality and Diversity HR16 Grievances and Disputes HR18 Reviews and Appeals in relation to Assimilation under Agenda for Change HR24 Maternity

More information

Flexible Working Policy

Flexible Working Policy 2017-2020 Flexible Working Policy CEO: L. Hessey (NLE) Ratified by Trustees Date for Review March 2018-2020 Signed - Chair of Trustees Signed - Chief Executive Officer (Sue Trentini) (Lee Hessey) Page

More information

Appendix 1: Procedure for Managing Flexible Working Requests

Appendix 1: Procedure for Managing Flexible Working Requests Appendix 1: Procedure for Managing Flexible Working Requests Name Procedure for Managing Flexible Working Requests Flexible working encompasses a range of options as listed below: 1.1 Part-Time Working

More information

Annual Leave Policy (Non-Medical Staff)

Annual Leave Policy (Non-Medical Staff) Annual Leave Policy (Non-Medical Staff) Controlled document This document is uncontrolled when downloaded or printed. Reference number Version 2 Author & Job Title Ratified by HR042 Date ratified May 2015

More information

\\adelaidefp\data\hres\policies\policies 2009\Flexible Working Policy.doc

\\adelaidefp\data\hres\policies\policies 2009\Flexible Working Policy.doc Revised: July2012 The Business Service Organisation (BSO) is committed to equality of opportunity and to the continued development of a working environment which encourages all staff to give of their best

More information

absence and time Staff leave of off work Hanson School Policy for School Staff Approved by the governing body: October 2017

absence and time Staff leave of off work Hanson School Policy for School Staff Approved by the governing body: October 2017 Hanson School Policy for School Staff Staff leave of absence and time off work Approved by the governing body: October 2017 To be reviewed: October 2018 Signed on behalf of the governing body: Contents

More information

Special Leave Policy. Special Leave Policy

Special Leave Policy. Special Leave Policy Special Leave Policy Responsible Director: Author and Contact Details: Document Type: Target Audience: Document Purpose/ Scope: Date Approved/ Ratified: Approved/Ratified by: Director of HR & Governance

More information