The Trust is committed to improving the working lives of its staff and recognises that flexible working arrangements can lead to improved retention of existing staff and improved recruitment to a service which is sensitive to people’s needs. The Trust aims to ensure that a fair and equitable approach is adopted to requests for flexible working and that the needs of the service and individual employees are balanced. When considering flexible working, we will always put the needs or our patients as a priority.
EXAMPLES OF FLEXIBLE WORKING PRACTICES
The Trust is committed to supporting flexible working arrangements such as those described below:
REDUCED HOURS WORKING
Part time working which for staff on AfC Terms and Conditions is less than 37.5 hours per week
Job sharing. This usually means two people voluntarily sharing the duties and responsibilities of one full-time job, and sharing the pay, holidays and other benefits accordingly.
Term time working. This is essentially an agreement to allow an employee extended unpaid ’holidays’ to coincide with school holidays. It can apply to full-time and part-time staff, trading time off for a reduction in income but retaining a permanent contract. Pay is averaged over 12 months.
Voluntary-time working (V-Time). This means voluntary reduced working for a specified period with a guarantee that s/he can return to full-time working when that period ends. Usually used to enable employees to manage other personal or caring commitments. Pay is reduced accordingly. V-time periods can last up to five years, but six months or one year are the most typical.
Flexi-time. This allows staff to vary their actual working hours outside certain core times each day. Usually this means staff can vary their start and finish times to suit domestic responsibilities, travel arrangements or for work reasons. Staff can build up a debit or credit of hours worked within each period. Most schemes allow staff to consolidate extra hours worked into a day or half-day off. Limits are negotiated for how many debit or credit hours can be accrued.
Annualised hours. These schemes give organisations and staff extra flexibility to vary their patterns of work across each year, according to service need and individual preference. The total number of hours to be worked in the full year is agreed at the outset. Exactly when these hours are put in each week or month becomes a matter for agreement between managers and members of the team. Usually the employee is paid for unallocated shifts and owes time to the employer. The employee may be required to work at short notice as demand dictates.
Team based self-rostering. This is a ‘bottom up’ approach to scheduling work, giving staff more control over the pattern of their working week. Staff put forward the times they would like to work. This information is then used to compile shift patterns that match individual preferences as closely as possible, whilst maintaining agreed levels of cover at all times.
Career breaks. This is an extended period of leave from work that begins with an intention to resume working at an agreed date in the future. The leave is usually unpaid. For further information please refer to the Special Leave Policy.
Flexible Retirement. This scheme allows you to reduce your hours or
Responsibilities before or after retirement. For further information please refer to the
Retirement Policy.
Working at home. Some posts do not require the employee to be permanently on site.A combination of working at home and on-site is often an option. This can be a useful short-term solution to providing assistance to an individual having to manage a change in their personal circumstances.
Compressed hours. A member of staff undertakes a full time job in fewer and longer
blocks during the week. The is most commonly seen in 9-day fortnights, or 4-day weeks. Employees will work full time, extending the length of their working day to compensate for these additional days off.
Job Splitting. The full-time hours for one post are reallocated to two or more separate
posts. The hours may or may not be equal. The two (or more) post holders may work during the same time periods or alternate their attendance. Salary and benefits are determined on a pro-rate basis, according to hours worked.
