Union and employer organizations, academics and advocacy groups agreed that, if a request for flex work is refused, the employee should be entitled to know the reason why. In addition, there was a strong consensus that not all types of flex work are appropriate for every job. Some employees who have worked for the same employer for at least 12 months can request flexible working arrangements, such as changes to hours, patterns or locations of work. of Work Policy. . An employee should not be required to justify their request but should be given the opportunity to explain if they wish. It was noted that research shows that requests are more likely to lead to mutually beneficial outcomes if they involve developing a joint work plan detailing how the new arrangement will work. Check out the catalogue on @Work's Learning in the BC Public Service for privacy and information sharing courses. “The issue is putting this [right to request] in place while communicating the positive aspects and ensuring that employers see how this will benefit them in the long run, instead of creating an undue burden on employers, which would result in some fractious situations in the workplace.”, “Establish a reporting mechanism for employees to submit information when an employee's right has been denied and a penalty for employers who do not comply. Whether flexible work arrangements are considered to be feasible by the organizations which implemented them; 2. There was general recognition among survey respondents and stakeholders that collaboration between all workplace partners is necessary for effective cultural change. On social media, the hashtags #FlexibleWork and #ConditionsTravailSouples were used to engage with Canadians via Twitter. REMOTE WORK If you want your employees to save commuting time and costs, offer them remote work. It was also noted that it is important for employees, employers and policy-makers to recognize that flexibility in work arrangements is related to but distinct from flexibility to take leave from work. This section reports on what was heard during the consultations about the use, benefits and challenges of flex work. This is fundamentally affecting the way that work is organized and creates opportunities for more flexible workplaces. Note: for the purpose of this web page, reference to “employee(s)” also includes persons that are often referred to as “interns”. Document Contents > Flex-time Guidelines > Flex-time Questions and Answers. As the Canadian Grain Commission's Alternative Working Arrangements policy had been in place since May 2015, it was an appropriate time to ensure the objectives of the policy are being met. Beyond this, they are in line with our commitment to a people first workplace that includes equity, diversity and inclusion as part of its DNA. From their perspective, creating a statutory right will create more stability and predictability in the workplace and lead to more employees seeking changes in when, where and how they get work done, particularly if they are protected from employer reprisal for exercising the right. Flexible work arrangements are proven to increase employee engagement, productivity, satisfaction and quality of work. Aboriginal Peoples Television Network Inc. British Columbia Maritime Employers Association, Fédération des chambres de commerce du Québec, Fédération des travailleurs et travailleuses du Québec, International Longshore and Warehouse Union, Public Service Alliance of Canada (Atlantic), Calgary Economic Development / WORKshift Canada, Canadian Centre for Elder Law British Columbia Law Institute, Immigrant Services Society of British Columbia, Regroupement des aidantes et aidants naturels de Montréal, Arla Day, CN Centre for Occupational Health and Safety, Saint Mary’s University, Brenda Lautsch, Beedie School of Business, Simon Fraser University, Diane Lacaille, Mary Pack Chair in Rheumatology, University of British Columbia, Graham Lowe, Professor Emeritus, University of Alberta, Janet Keefe, Nova Scotia Centre on Aging, Mount Saint Vincent University, Karen A. Duncan, Rady Faculty of Health Sciences, University of Manitoba, Stéphanie Bernstein, Université du Québec à Montréal. However, there was considerable debate about what those reasons should be and whether they should have to be disclosed to the requesting employee. if a request would have minimal impacts on operations) and reduce the benefits for employees (e.g. Similarly, it was recommended that provincial and territorial governments be consulted on flexible work practices in their respective jurisdictions. asking for further explanation), but with the possibility of moving to a formal external review or grievance process, including third-party mediation or arbitration. Many said that the employer should have to demonstrate that they have not unreasonably refused a request and that, if a complaint is founded, an employer should be required to reconsider the request or compensate the employee. They also suggested that a statutory right could potentially interfere with existing flex work arrangements, including those negotiated in collective agreements. The most popular types of flexible work arrangements are flexi-time, compressed work week, job sharing and telecommuting. In fact, senior management believes that being in corporate services means that you must be here [five] days a week as it should not be a burden to clients when we are off of work and they should be able to contact us anytime they need it.”, “I've seen many employers who claimed to offer flexible hours, but either refused to honour the commitment, or let people go who requested it.”, “I asked for consistent scheduling to the extent possible in order to take night classes at University. Under part III of the Code to make a request week arrangements bottom of business. May add pressure to take leave while my husband was battling cancer not answered... Reduce the benefits of flexible hours or part, based on self-reported information just mean working instead... Training for employers, flex work consultations in writing and be clear on what is being and. 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