Flexible Working Implementation Strategy April 08 The Work Life Balance pilot studies have provided a useful and workable template for flexible working which can be applied to all staff. In this way the outcome of the pilots fulfils the terms of reference for the review of flexible working following the pay and grading review. However there are a number of flexible working arrangements in operation across UNISON and there are two schemes which are currently part of the conditions of service. The objective is to get the mode of flexible working developed in the pilot studies adopted as the sole form of flexible working in UNISON. In view of the fact that it will take some time for the new arrangements to become embedded there will need to be an overlap period. It is therefore proposed to give two years notice of discontinuation of the old flexible working schemes whilst the new one is set up and people try it out. Old schemes to be discontinued in New Scheme introduced 2008 - 2010. Notice given in 2008 2010 Flexitime scheme for staff up to old New UNISON flexible working grade U36 (up to new grade 5) arrangements introduced in accordance with Flexible Working Flexible Working Scheme for staff on Protocols which describe the old grades E – B (new grades 5 – 2) arrangements and how they will work. Ad hoc arrangements for individuals Flexible Working Guidelines used to and some groups e.g. South East assist implementation of new ways of Region working. The new arrangements consist of a menu of options as contained within the appendix. During the notice period of the phasing out of Flexitime, flexible working and other ad hoc arrangements, staff who are currently working to those previous arrangements will cease to do so if it is agreed by Management that they will work in accordance with the Work Life Balance protocols. Staff working under the previous flexible arrangements can only choose to retain this option (until 2010) if they do not move to the new arrangements. From 2010 the previous flexible working arrangements referred to above will cease. After the end of the notice period, the only flexible arrangements available will be those set up under the new flexible working arrangements. However if at any time staff are found to be abusing the arrangements they could be required to work a rigid 9 – 5 working day, or in the case of organising staff to a rigid pattern prescribed by their manager. Roll out of new arrangements The new arrangements represent a substantially different way of working and will rely heavily on line managers for successful implementation. It will therefore be necessary to ensure there is a good communications strategy and that all concerned have been properly trained/briefed. Roll out will therefore be on a region by region basis with briefings for managers and for all staff. This will be backed up by Flexible Working Guidelines and other strong documentation e.g. faq’s, leaflets, InsideOut articles etc. Similar arrangements using suitable groupings will also be made for Mabledon Place staff.
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