Alternative Work Arrangements
Barriers & Considerations
Know the Law
Who needs to be involved?
- All stakeholders including health and safety committees, wellness committees, union and employee representatives, human resources, etc.
- All levels of management
What should be considered?
- The different types of alternative work arrangements and their suitability. Examples are:
- Flexible hours
- Part time
- Compressed work weeks
- Job sharing
- Lieu time
- Gradual retirement
- Leaves or sabbaticals
- Work from home
- The impact of alternative work arrangements on customer service and internal commitments
- Communication strategies to determine when, where and how an employee will be available to the supervisor, co-workers and customers
- Recognize there may be initial start-up costs
How do I communicate the policy to my employees?
- Does the policy apply to all employees? Clearly communicate why or why not
- Determine if and how the workload needs to be re-organized, re-distributed or modified
- Communicate (in writing) specific details of the alternative work arrangement; cost coverage, specific insurance requirements; performance expectations, etc.
How do I make sure the policy is effective?
- Create a supportive environment
- Ensure all managers are knowledgeable and supportive of the policy
- Evaluate with respect to implementation and effectiveness
- Review periodically to ensure it remains current (invite feedback from employees and managers)
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