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This Job Share Policy is used by an employer that permits job sharing. Job sharing is an arrangement where two employees voluntarily share the duties and responsibilities of one full-time job. This policy outlines the terms and conditions of job share positions. The full-time salary and holiday and leave time are allocated on a pro-rata basis to each of the job sharers. Each individual job sharer is entitled to benefits under this policy. This document should be used by employers that allow job sharing and included in the employee handbook.
This Job Share Policy is used by an employer that permits job sharing. Job sharing is an arrangement where two employees voluntarily share the duties and responsibilities of one full-time job. This policy outlines the terms and conditions of job share positions. The full-time salary and holiday and leave time are allocated on a pro-rata basis to each of the job sharers. Each individual job sharer is entitled to benefits under this policy. This document should be used by employers that allow job sharing and included in the employee handbook. JOB SHARE POLICY 1. Introduction A. Job sharing is an arrangement whereby two employees voluntarily opt to share the duties and responsibilities of one full-time job. Job sharers are not to be regarded as part-time workers. The full-time salary and holiday and leave time are allocated on a pro-rata basis to each of the job sharers. The position is held jointly and is conditional upon the offer of employment being accepted by both the job share partners. B. No job will be lost as a result of job sharing. No employee is under any obligation to enter into a job share arrangement, nor is the company under any obligation to job share any full- time established post. Each request to job share will be considered on its merits. While all full- time positions are deemed to be potentially open to job sharing, some positions may be unsuitable for job sharing, for example, supervisory posts or those requiring a high degree of continuity. Notwithstanding the foregoing, company’s agreement to a position being job shared will not be unreasonably withheld. C. There are no predetermined rules on how a job share may be split. Each job share needs to be considered in detail by management and arranged in a way which ensures it can be done effectively. Guidance on job share arrangements can be sought from the Human Resource Office when a position becomes vacant, or when a request to job share is received from an existing full-time employee. The overall duties and responsibilities of the whole position will be shared between the job share partners. The exact agreed upon working arrangements of the job share partners will be decided by the company. 2. Recruitment and Selection Requests to introduce job sharing into a post can arise in a number of ways, including but not limited to: (i) the company may wish to advertise a vacancy as a job share opportunity, so allowing applications on a full-time or job share basis; (ii) an existing employee may formally apply to management for a job share arrangement to be considered in respect of their job; or (iii) a joint application may be made by existing employees to job share where their individual jobs and/or mutual skills and experience are suitable for a proposed job share and the post is within the agreed establishment. When a joint resume is received from job share partners, it must be assessed in the same manner as applications from other candidates. The normal practice will be to interview and test the job share partners separately in order to assess each one against the job requirements. It may also be appropriate to interview the job share candidates together in order to discuss their joint application. An offer made to job share partners is dependent upon both partners accepting the offer of employment. 3. Terms and Conditions of Job Share Positions All general conditions of service shall be applied as they would to a full time post. A job share is not a joint appointment; each employee shall have a separate contract of employment with the company. Offer letters must contain the following statement: “Your position is part of a full time position which has been divided under a job sharing arrangement. Should your job share partner resign from this post you will be offered the remaining portion of the position. If you decline the offer every effort will be made to fill the vacancy by normal recruitment procedures. However, if this is unsuccessful, and the company still needs a full time post to carry out the duties, your part time appointment will be terminated unless suitable alternative employment can be found. This offer is conditional upon your job share partner’s acceptance of the corresponding offer. If that is not accepted, this offer will be withdrawn” 4. Hours Hours may be divided to suit the job share arrangement, provided such arrangement is approved by company. The position may be divided equally or unequally, work regular days of the week or alternate weeks as long as this does not exceed the established post. 5. Pay The rate of pay will be pro rata to the salary, pro-rated by the number of hours worked. Commencing salary and increments will be provided in the applicable employment agreements and set by company in accordance with the appropriate conditions of service. 6. Holidays Holidays will be shared pro rata, pro-rated by the number of hours worked, and should be arranged in the usual way by agreement with the departmental head. Job sharers shall take their holidays at different times. 7. Sick Pay, Insurance, Maternity Leave, Pension, and other Benefits Each individual job sharer shall be entitled to sick pay, health insurance, maternity leave, pension and other benefits offered by Company, provided that they qualify in their own right for the benefits under these schemes. Benefits will be applied in accordance with the conditions of service as appropriate to the individual employee. © Copyright 2011 Docstoc Inc. registered document proprietary, copy not 2
"Job Share Policy"