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
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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