Flexible Working Policy and Procedure - West Hertfordshire ...

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• To notify and seek support from the Human Resources Department when an employee applies for flexible working • To monitor and review effect of flexible working on the service • To hold regular review meetings with employees who have flexible working arrangements • To treat all applications for flexible working from employees fairly, sensitively and ensure that any personal information, including medical diagnosis, is kept in complete confidence 5. EMPLOYEE RESPONSIBILITIES • To complete the application for flexible working using Appendix 1 • To comply with the Flexible Working Policy and Procedure • To attend regular reviews with your manager and keep them informed of any change in circumstances • To demonstrate flexibility in order to be able to attend mandatory training • To be flexible regarding working patterns to either meet the needs of the employee or the needs of the service. 6. FLEXIBLE WORKING OPTIONS Below are the various flexible working options available to employees. Unless stated, these options will mean a permanent change to the contact of employment. 6.1 Part Time There are a significant number of part time posts within the Trust. Patterns of working part time hours vary and may include mornings, afternoons, evenings and weekends. Part time employees receive pro-rata benefits such as salary, annual leave and bank holidays and are eligible to join the NHS Pension Scheme. 6.2 Term Time Only Working Term time only working will only be available where it can be demonstrated that there will not be an significantly adverse effect on the department. There is a limit to the number of posts that can be accommodated on term time only contracts. Term time only working allows employees with very young or school age children up to the age of 16 to be away from work during the school holidays. Basic salary will be payable in twelve equal monthly instalments. Annual leave and bank holidays will be built into the contracted hours of pay and paid as part of the salary. Employees on term time only contracts will have arrangements reviewed on an annual basis. 6.3 Annualised Hours Annualised hours will be worked flexibly and according to the needs of the service. This may include working unsocial hours, weekends and bank holidays for which enhancements will be paid. Page 4 of 9
Basic salary will be payable in twelve equal monthly instalments with any enhancements payable one month in arrears. This will be paid regardless of the actual hours worked. Annual leave and bank holidays will be built into the contracted hours of pay and paid as part of the salary. 6.4 Bank / Locum Working Employees who choose to work on the bank undertake work on an occasional “as and when” basis for the Trust, either in one department or across services within the Trust. There is no obligation for the Trust to offer work and no obligation for the employee to take work offered. As the employee is given a zero hour contract, they are paid for the actual hours worked. Bank employees are a valuable asset to the Trust as they are able to provide cover in absence situations e.g. maternity leave or sickness. Bank employees are entitled to annual leave payments in line with the Working Time Directive and will receive Statutory Sick Pay for shifts already booked and agreed. Bank employees are also eligible to join the NHS Pension Scheme. 6.5 V-Time (Voluntary Reduction of Hours) V-time is where an employee reduces their contractual hours for a short period of time and then has a guarantee to return to their previously contracted hours. It is used to accommodate a particular period of time where more flexibility is required for non-work related activities. This could include assistance with short term domestic problems or assisting with dedicating time to study. Pay and conditions are changed accordingly during the period of reduced hours. 6.6 Flexitime Flexitime allows employees to work their contractual hours in a flexible way. It allows employees to vary their start and finish times around core hours with the agreement of their line manager. Contractual hours must be completed each month. 6.7 Compressed Hours Compressed hours are when contractual hours are worked in a shorter period than would be considered standard i.e. full time hours worked over 4.5 days a week or a 9 day fortnight rather than the standard 5 day week or 10 day fortnight. Any compressed hours arrangement must be compliant with the Working Time Directive and with agreement from the line manager. 6.8 Home Working Homeworking is when employees do their job from home, either occasionally or as a permanent working arrangement. It requires a working relationship that is based on trust and encourages employees to manage their own work. The ability to work from home unless contractually agreed should not be permitted as a regular occurrence. The decision to allow employees to work from home must not adversely affect office/nursing cover or the workloads and stress levels of other team members e.g. increased workload, volume of telephone calls and queries. Page 5 of 9
Page 1 and 2: Flexible Working Policy / Version 1
Page 3: 1. INTRODUCTION FLEXIBLE WORKING PO
Page 7 and 8: • Department of Work and Pensions
Page 9: FLEXIBLE WORKING OUTCOME Appendix 2

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