FLEXIBLE WORKING

Flexible Working Why is it so important to the British Council?

Flexible working options are an important element in the Council’s policy to be an equal opportunity employer.

Given the context in which we have to operate in Pakistan with a number of security concerns, we have to look outside the normal ways of working and explore more innovative ways for our staff to be able to deliver the work needed

What are our options?

1. Reduced working hours

2. Job Sharing

3. Compressed hours

4. Annualised hours

5. Parents contracts

6. Homeworking

7. Career breaks

8. Flexitime

This form of working comprises fewer hours per week requested by the member of staff, for example, to care for dependants.

The contract of appointment will be revised to reflect this reduction and it will mean a proportional reduction in salary and benefits including annual leave entitlement.

However, they will be entitled to the same opportunities for training, development and promotion as full-time staff.

Reduced Working Hours

Compressed hours

This involves working the same number of hours per week over fewer days e.g. completing our 36 hour week over a period of 4 days rather than 5.

Staff pay and benefits are not affected as total hours worked are unaffected.

All compressed hours arrangements are subject to an initial three-month formal review period (alongside the quarterly performance reviews)

Annualised hours

This is where working hours are calculated on an annual basis rather than weekly. It is particularly appropriate where there are peaks and troughs in an activity, for example it is seasonal in nature. For example during an exam session, colleagues work more hours and when it is a relatively quieter time, they work fewer hours.

Staff pay and benefits are not affected as total hours worked are unaffected.

All compressed hours arrangements are subject to an initial three-month formal review period (alongside PE)

It does not become a permanent or guaranteed right.

Home-workingAs the name suggests, homeworking is about being able to effectively carry out your duties from home for periods of time

All staff are eligible to apply for it but it is not a right. Neither can staff be asked to work at home if it is not their wish to do so.

There are exceptional circumstances when we have had to restrict staff access to our offices on account of security concerns and asked them to work from home.

Home workers must follow the existing procedure for notifying line managers of sick leave or requesting holiday leave.

Home working on an extended basis cannot be considered if the applicant received a transitional rating in her/his last PE or, has an existing disciplinary warning or, is still on probation.

Parent Contracts A special agreed pattern of hours each year so someone can care for their children during school or college holidays. Parents‘ contracts can incorporate unpaid leave or part-time working or staff work standard hours during term-time.

Career Breaks A period of unpaid absence taken to help deal with family responsibilities, to accommodate a partner‘s working arrangements, or to enable staff to undertake study or training which develops them and is of demonstrable benefit to the British Council.

A career break does not count as a period of service.　

Job sharing This is where two people share one job role carrying out all the duties of that job at different times from each otherr

Request is also considered on grounds of applicant’s performance and attendance record.

Flexible Working Arrangement in our office

Can anyone share an example of when we have had to practice any of these flexible working arrangements?

What do you think have been the difficulties?

What have been the advantages?

How do you think we can overcome the difficulties in order to make these more effective

How would this work in our office ?• Compressed Hours

• Annualised Hours

• What do you think will be the difficulties?

• Is there a unit/department, where we can pilot any of these forms of working? How do you think it would work?

• What do we need to do next in order to take this pilot further?