Flexible Working Policy and Procedure - West Hertfordshire ...

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Contents Page 1. Introduction Page 3 2. Scope of Policy Page 3 3. Equality & Diversity Statement Page 3 4. Manager Responsibilities Page 3 5. Employee Responsibilities Page 4 6. Flexible Working Options Page 4 6.1. Part time Page 4 6.2. Term time only working Page 4 6.3. Annualised hours Page 4 6.4. NHS Professionals / Bank Working Page 5 6.5. V-Time (Voluntary Reduction of Hours) Page 5 6.6. Flexitime Page 5 6.7. Compressed Hours Page 5 6.8. Home Working Page 5 6.9. Job Share Page 6 7. The right to request Flexible Working Page 6 8. How to Apply for Flexible Working Page 6 9. Further Information Page 6 10. Review Page 7 Appendices: Appendix 1- Application form for flexible working Page 8 Appendix 2- Flexible working outcome Page 9 Page 2 of 9
1. INTRODUCTION FLEXIBLE WORKING POLICY AND PROCEDURE The Trust is committed to introducing and supporting initiatives that make a difference to the work-life balance of its employees. The Trust recognises that in order to recruit and retain high quality staff, it needs to take a flexible approach, by applying modern employment practices, that recognise that employees need to strike a balance between their home and work life. The Trust has a responsibility to deliver healthcare 24 hours a day, 365 days a year. Wards and departments need to be staffed to acceptable levels at all times and employees need to be flexible to respond to service needs. There is however scope for employees to be able to work flexibly to take into account their personal circumstances and commitments throughout their employment. 2. SCOPE OF POLICY This policy and procedure applies to all Trust employees. 3. EQUALITY & DIVERSITY STATEMENT It is the policy of the West Hertfordshire Hospitals NHS Trust to provide a Flexible Working Policy & Procedure that ensures appropriate and equitable responses to requests for flexible working in an efficient and fair manner. This document takes into account current employment legislation and must be implemented in conjunction with the Trust’s Equalities Framework, The Trust’s Equal Opportunities Policy and Procedure and equality and diversity legislation: • Sex Discrimination Act 1975 (as amended) • Race Relations Act 1976 & Amendment 2000 • Disability Discrimination Act 1995 • Rehabilitation of Offenders Act 1974 • Religion or Belief Regulations 2003 • Sexual Orientation Regulations 2003 • Age Discrimination Regulations (2006) • Employment Rights Act 1996 • Equal Pay Act 1970 (as amended) • Human Rights Act 1998 • Part-time Workers Directive 1999 • Employment Act 2002 • EU Directives and Legislation Managers have a particular responsibility to ensure their management practices do not discriminate in the provision of their service or in the employment of staff. The Trust monitors and publishes information on the profile of its workforce based on age, disability, ethnicity, gender and marital status and appropriate actions will be taken by the Equality & Diversity Group to identify and address any problems. 4. MANAGER RESPONSIBILITIES • To ensure that employees are aware of the Flexible Working Policy Page 3 of 9
Page 1: Flexible Working Policy / Version 1
Page 5 and 6: Basic salary will be payable in twe
Page 7 and 8: • Department of Work and Pensions
Page 9: FLEXIBLE WORKING OUTCOME Appendix 2

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