work_life_balance_presentation by 9yw28s

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									WORK LIFE BALANCE
             What is it?
    Why JWH&S Committees
       What will it do for us?
Is it possible in our organization?
         How do we do it?
WORK LIFE BALANCE is…
  achieved when an individual’s right
  to a fulfilled life inside and outside
 paid work is accepted and respected
 as the norm, to the mutual benefit of
 the individual, business, and society.

     Taken from “The Work Foundation”
  Valuing the employee for
  their contribution to the
workplace, not for their work
           pattern
 WHY JOINT WORKPLACE
   HEALTH & SAFETY
     COMMITTEE?
• 2(2) “the objects and purposes of this
  (Manitoba WS&H) Act include:”

• a) the promotion and maintenance of the
  highest degree of physical, mental, and
  social well-being of workers
OBJECTS AND PURPOSES OF
     WH&S ACT cont’

 2(2)b) the placing and maintenance of
workers in an occupational environment
   adapted to their physiological and
         psychological condition
     JWH&S COMMITTEE
         DUTIES
• Participation in the identification of risks
• Development and promotion of measures to
  protect the safety, health, and welfare of
  workers
• Development and promotion of programs
  for education and information concerning
  safety and health of workers
    DO WE NEED TO SUPPORT
     WORK LIFE BALANCE?

•   Workforce shortage
•   Retirements
•   Recruitment
•   Retention
•   24 hour access (e-tools)
           RETENTION
• in 2005, 15 – 20% workforce were >age 55
• Family situations
• Retain the new workers who can and will
  go elsewhere
• Needs/desires - survey
        RECRUITMENT

• New generation’s views on work
• Need to provide benefits/initiatives
  that will make them choose us over
  them
• Lure away from those who don’t
  offer WLB
    WHAT WILL IT DO FOR US?
     EMPLOYEE BENEFITS:
• Decrease pressure
• Able to better meet work/personal/society
  commitments
• More time to do other things
• Avoid traffic congestion
• Help with child/eldercare arrangements
• Travel/Education
•    source: Off the Treadmill 2002
    WHAT WILL IT DO FOR US?
      BUSINESS BENEFITS:
•   Employee satisfaction
•   Attract/retain employees
•   Decrease labour turnover
•   Increase employee productivity
•   Improved reputation
•   Decrease absenteeism
•   Improved business results
     WHAT WILL IT DO FOR
         SOCIETY?
•   Reduce health care costs
•   Encourage and enable family involvement
•   Reduce commuting – greenhouse gas
•   Encourage/enable volunteerism
•   Happier people - ?reduce conflict/violence
•   Better economy
WHAT ARE OTHERS
    DOING?
       FLEXIBILITY
• Flextime
• Compressed work week
• Self scheduling
     REDUCED HOURS
• Job sharing
• Job splitting
• Voluntary part time work
      AVAILABLE LEAVES

•   Short term leaves
•   Family related leaves
•   Deferred salary leave
•   Sabbaticals
      PLACE OF WORK

• Tele-working
• Tele-conferencing
• Video-conferencing
    WHERE DO WE START?
• Gather the right people
• Review initiatives in place now
• Establish what % of people use them
• Decide what initiatives the organization can
  and/or is willing to implement
• Survey staff to see what they need and want
       GATHER THE RIGHT
           PEOPLE
•   Subcommittee of JWH&S Committee
•   Committed manager/s
•   Frontline supervisors
•   Human Resources/Occupational Health/EAP
•   Union
•   Interested workers – leaders
•   Rep from other committees ie Wellness
                         TIMELINES
TASK                       WHO   DEADLINE

Check current policies


Solicit supervisors to
find out # using


Initiatives willing/able
to implement

Survey staff to find out
needs and desires
         SETTING GOALS:
         Working backwards
• Pick desired date for first initiative to start
• How long will it take to analyze and
  communicate survey results?
• Deadline for returned surveys
• When should surveys go out? (how long to
  complete – 2-3 weeks)
• Deadline for information from supervisors
  about the use of initiatives already in place
                          SURVEY
TASK                                DEADLINE DATE


Survey out


Survey back


Analyze results

Action plan regarding initiatives

Communicate results and plan


Implement initiative/s
               SURVEY
• How to distribute – paper, email, by whom
• Confidentiality
• How to collect, who will collect
• When to start analyzing – as received or
  once all collected
• Deadline for receiving
ANALYZING THE SURVEY
                                            WLB Initiatives

            5



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            4
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Important




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                    a



            2

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                            h                                         e
            1
                1                       2            3        4           5
                                                   Used
              INITIATIVES
•   Which initiative/s will be offered
•   Which initiatives offered first – in order
•   Parameters – core hours, numbers off/unit
•   Process to apply – forms, deadlines
•   Evaluation dates
            COMMUNICATE
•   Information:         •   Methods:
•   Results of survey    •   Supervisor training
•   Initiatives to try   •   Staff meetings
•   Dates to start       •   Website/email
•   Parameters           •   Newsletter
•   Process              •   Posters
•   Evaluation           •   Committees
            EVALUATION
•   Who
•   When
•   What
•   How
•   Analyze results
•   Communicate results
          RESOURCES
• The Workplace Stress Initiative
  www.workplacestressinitiative.ca
• The MFL Occupational Health Centre
  www.mflohc.mb.ca
• Mental Health Works
  www.mentalhealthworks.ca
• Canadian Mental Health Association
  www..cmha.ca

								
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