They all add up ton much the same thing, in that you get an extra day off every second week by working a little longer on the other days. Job share All University posts are open to consideration under job share arrangements.
Work and Family Programs—These programs are still relatively rare, although some larger companies have reported good results with pilot initiatives in this area.
As is the case with job sharing, any requests from staff to move to part-time hours must be seriously considered and any effects upon operational requirements considered carefully.
Telecommuting and other "flexplace" arrangements, for example, can be disastrous or at the very least a productivity drain if used by employees who are unwilling or unable to put in a full day of work amid the non-work temptations television, pleasure reading, housecleaning, etc.
Telephone communications can be effective for planning, reviewing, and strategizing. Employees and work teams can be very helpful in shaping flexible work guidelines, but business owners and managers should be wary of handing over too much control.
In such organizations, some or all employees are hired to work scheduled shifts. A key to making sure that those needs are met is to maintain control of the program.
Companies instituting flex work plans must also develop resource materials and training programs for managers. For instance, a small-or mid-sized business that is crammed into a small facility or office may want to explore telecommuting programs in order to relieve the situation without resorting to an expensive relocation or expansion.
Take care that off-site workers get access to training and promotion opportunities. If no suitable partner can be found after at least two recruitment attempts, the request will be denied. A job-share partner or part-time employee cannot be as committed, the thinking goes.
These kinds of situations underscore the importance of having clear, effective HR policies. When recruiting to a post, it is essential that managers consider the number of hours of work required and when they could most effectively be worked.
Ensure that staff are aware that flexibility is dependent upon the operational needs of the Department. Flexible scheduling is not shift scheduling.
Compressed Work Week—Under this arrangement, the standard work week is compressed into fewer than five days. And as Kirrane noted, other familiar practices and benefits continue to contribute to flexibility and strengthened families as well, including employee assistance program referrals, seminars, and counseling; assistance and subsidies for work-related moves; and leaves and subsidies for education of employees and family members.
“Flexible Working Day is an international day to celebrate and showcase the benefits of flexible work for both people and organisations.
The day also marks a call to action to tackle flexism. We would like to show you a description here but the site won’t allow us. Flex those hours. Many of the working arrangements generally classified as "flexible" are flexible only in the sense that there may be a degree of choice about finding a suitable working option.
ANNEX B – FACTSHEET ON TRIPARTITE STANDARD ON FLEXIBLE WORK ARRANGEMENTS TRIPARTITE STANDARD ON FLEXIBLE WORK ARRANGEMENTS Purpose 1. Flexible work arrangements (FWAs) contribute to a supportive and conducive.
Negotiating for Flexibility at Work: Why Bosses Say “No” to Flexible Work Arrangements (and what you can do about it). Flexible work programs are work arrangements wherein employees are given greater scheduling freedom in how they fulfill the obligations of their positions.
The most commonplace of these programs.Flexible work arrangements