How can my workplace improve?


Instructions:

Get a snapshot of the work life balance measures you're using currently and those you might consider including at your workplace.

See how flexible your workplace is and how it can improve:

  • hover over each flexible arrangement to see what it is and how it works
  • tick the flexible arrangements you're using.
  • those arrangements you're not using will appear below with a description of the advantages to your business and employees.

Telecommuting
(work from home)

Check

How it works:

The employee works outside the central workplace - usually at home or at a satellite location, for all or part of a workweek. An occupational health and safety assessment must be done to check the remote workstation meets the required standard and is free of risk.

Part-time

Check

How it works:

The employee works fewer than full-time hours. Hours can be fixed or can change from week to week. It is important that full-time duties are not compressed into part-time.

Job share

Check

How it works:

Two or more employees share one full-time job. Wages and entitlements are also shared.

Compressed work

Check

How it works:

The employee works their standard hours over fewer days, for example approximately 8.4 hours per day for nine days with a day off each fortnight.

Time off in lieu (TOIL)

Check

How it works:

The employee may accumulate extra hours to be taken at a later time convenient to the employer and employee. The employee is given the equivalent time off on an hour for hour basis for the additional hours.

Leave without pay

Check

How it works:

The employee takes a specified period of time off work without pay, returning to their position (or a similar position) at the end of the leave period. Leave without pay must be negotiated with the employer, who can approve at their discretion.

Flexible hours

Check

How it works:

The employee varies their start and finish times (to meet personal or family commitments for example) provided they work the required hours. Flexible hours are adapted to suit business and employee needs.

Staggered return to work

Check

How it works:

The employee increases their working hours incrementally over time after an extended break from work e.g. after birth of a child, illness or injury.

Annualised hours

Check

How it works:

The employee works an agreed number of hours over a full year. Weekly hours are then arranged to suit business and employee needs.

Career / study / community participation leave

Check

How it works:

The employer and employee agree on an extended period of leave to enable the employee to up-skill, study or contribute to the community through volunteering.

Term-time

Check

How it works:

The employer and employee agree on a period of unpaid leave during school holidays to enable the employee to spend time with school-aged children during their break.

Parental leave beyond minimum standards

Check

How it works:

The employer provides a set period of leave in addition to the legislated minimum for parents.

Work re-design

Check

How it works:

The employee's duties are reviewed and revised to assist the employee to cope with changes in their personal life - additional caring responsibilities for example.

Leave incentives

Check

How it works:

The employer offers additional leave days or weeks if the employee is prepared to take time off during a slow time for the business. Leave incentives are a smart way of managing leave to benefit both the employer and employee. The employer has certainty regarding staff availability while the employee gets the benefit of a longer break.

As well as your current arrangements, you may wish to consider these additional options.

Telecommuting (work from home)

  • improved staff morale and productivity
  • environmentally friendly - reduces travel related costs and energy
  • reduces overheads

Part Time

  • flexibility for business and employee
  • may be offered to retain skilled employees requiring fewer hours and modified role

Job share

  • continuity in key roles while providing reduced hours to individuals
  • effective reduced working hours policy while not reducing output

Compressed work

  • provide employee with time to manage family and personal responsibilities
  • can be organized to suit business's busiest times

Time off in lieu (TOIL)

  • extra time may be worked to suit employee or business or both
  • employee may take time off without depleting recreation leave

Leave without pay

  • employee skills and knowledge are retained
  • flexibility for employee - promotes loyalty and motivation

Flexible hours

  • has no impact on actual number of hours worked
  • implementation of this FWA may assist you to retain and attract the best staff
  • business can benefit when more employees work during busy periods

Staggered return to work

  • employee skills and knowledge are retained
  • flexibility for employee - promotes loyalty and motivation

Annualised hours

  • flexibility for business to organise hours round annual cycle/busiest periods
  • flexibility for employee to organise working hours round key times in annual personal or family calendar - volunteering, school holidays, medical procedures requiring protracted recovery time
  • addresses wider social and community issues

Career / study / community participation leave

  • business retains skills and enjoys benefits of up-skilling and study applied to employee's role
  • employee does not have to resign to maintain continuity
  • business is positioned as employer of choice and good corporate citizen

Term-time

  • provides employees with alternative to paid care during holidays
  • better for families overall in terms of providing time for parents to spend with children
  • addresses problems of 'latch-key kids' spending long periods alone

Parental leave beyond minimum standards

  • business retains employee's skills
  • identifies employer as sensitive to employee's needs

Work re-design

  • Positive effect on employee confidence
  • Business retains valuable skills and knowledge

Leave incentives

  • Employer has certainty of staff availability
  • Employee gets a longer break

 

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Last Modified Date: 09/AUG/2010