Work/Life Association Inc - Making a Statement

Making a Statement

A work/life policy statement does not need to be a long and complex document. It does need to define what is meant by the term chosen and the commitment of the organisation to assist employees balance work, life and family responsibilities and work commitments. It should outline principles, scope, responsibilities and specific work life and flexible work policies.

Each work life or flexible work option policy should be documented. The policies should clearly outline the provisions relating to each work life initiative or flexible work arrangement.

Examples

1. A sample overall Work Life Policy statement

2. A sample policy relating to a work/life initiative.

1. SAMPLE WORK/LIFE POLICY STATEMENT

In (Name of Organisation), work/life balance is defined as the development, implementation, and facilitation of programs, practices and initiatives that enable employees to balance their work and personal lives.

(Name of Organisation) is committed to providing a culture which is healthy and supportive of work/life balance. To achieve this, (Name of Organisation) will promote flexible work arrangements and other initiatives to support staff members balance their work and personal responsibilities and interests.

The implementation of work/life goals and strategies is designed to meet organisational and individuals needs. (Name of Organisation) recognizes that work/life balance is important to support recruitment and retention strategies and to enable staff members contribute to the achievement of our organisational goals.

The work/life policy requires managers and individual staff members to cooperate to ensure the needs both of the organisation and individual employees are met.

Principles

The business needs of the organisation and associated client activity must be fully addressed when implementing the work/life policy. The impact on clients (internal or external), colleagues must be positive, or at least neutral, and be fully understood by both the employee and her/his manager.
Managers and supervisors should assist employees to access work/life policies and flexible work arrangement. Managers and supervisors should ensure that employees are aware of their options, give prompt consideration to requests, be fair and transparent in their decision making and judge individual cases on their merits.
Requests will be fully considered but employees need to understand that all forms of flexible scheduling are not appropriate to all employees or positions.
Flexible working practices should not adversely affect an employee’s career or professional development opportunities. For example, an employee engaged in flexible working practices should not be disadvantaged when applying for promotional or professional development opportunities.
An open conversation is critical for evaluation and assessment of requests for work/life options approval, however, the final decision rests with managers.

Work/Life Balance Options

Having time and energy for our personal needs, family, community involvement and work are the four key areas of life most often referred to when considering work/life balance. The following initiatives are available to employees of (Name of Organisation).

(For example)

flexible hours
job share
compressed work week
part-time
time banking
term-time work
work from home
sick leave bank
carer Leave
parental leave
community leave
bereavement leave
purchased leave or 48/52 scheme
school holiday programme
after-school care programme
employee assistance programme
study assistance
community leave
corporate volunteer program
ceremonial leave
jury duty
corporate giving program
military leave
ceremonial leave
jury leave
military leave

Relevant Legislation

There is a body of law and industrial requirements relevant to all organisations that relate to flexible work, work and family practices and equal employment opportunity. These prohibit discrimination on the grounds of sex, pregnancy, parental status, marital status and age.

In Victoria, relevant legislation and industrial requirements include:
Federal Sex Discrimination Act 1984
Workplace Relations Act 1996
Victorian Equal Opportunity Act 1995
Charter of Human Rights and Responsibilities Act 2006
Relevant agreement

2. SAMPLE FLEXIBLE HOURS OF WORK

Each work life or flexible work option policy should be documented. The policies should clearly outline the provisions relating to each work life initiative or flexible work arrangement. Key information that could be included is:

The aim or purpose of the policy and the work life balance initiative
The nature of the provision
Eligibility criteria (if any)
The application process including who has decision-making ability
The appeal process if appropriate
The date when the policy is effective and when it will be reviewed

2. Sample flexible work options policy

Organisation X
Flexible hours of work policy

Objective
The objective of this policy is to provide all staff of Organisation X with access to flexible hours of work that meet our organisations operational needs and customer service requirements; and assist employees to balance work and personal commitments

Scope
Flexible working arrangements are the primary hours arrangement and apply to full time, part time and fixed term contract employees, unless the employer otherwise specifies or the employee does not wish to work flexible hours.

Definitions
Flexi leave - is time off work using accrued credit hours. In any four week settlement period an employee may be allowed a maximum of three days flexi leave.

Credit hours - are hours worked in excess of the prescribed hours of 150 hours per settlement period. A maximum of 15 hours can be carried forward to the next settlement period.

Policy Principles
Consistent with the provisions of the Organisation X Enterprise Agreement, flexible working arrangements enable the hours of duty to be worked with flexible commencement and finishing times within the prescribed hours of duty and provide access to flexi leave subject to the employer retaining the right to determine arrangements that best suit operational needs.

The prescribed hours of duty are 152 hours per four week settlement period, to be worked between 7.00am and 6.00pm Monday to Friday as determined by the employer, with a lunch interval of not less than 30 minutes. Employees shall not be required to work more than five (5) hours continuously without a break.

A maximum of 10 ordinary hours may be worked in any one 1 day, between the hours of 7.00am and 6.00pm.

Flexi leave must be taken consistent with the prepared roster where one exists and subject to the prior approval of the supervisor. Flexi leave must be applied for using the flexi leave form available on the Organisation X intranet.

There will be limitations to flexible working arrangements where employees have line management responsibilities and/or there are particular operational requirements of a work area.

Responsibilities
Employees using flexible hours of work are responsible for maintaining accurate time sheet records of hours.

Managers are responsible for approving flexi leave.

Effective Date:
1 January 2008

Review Date:
1 January 2009

Reference:
Department of Consumer and Employment Protection, Western Australia http://www.docep.wa.gov.au/LabourRelations/PDF/Work%20Life%20Balance/Making_work_life_bal.pdf