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tated objectives. 11.3 [EMPLOYER] is committed to providing relevant training for all staff on their responsibilities and duties under this policy. [DATED]. Flexible Working Policy 8 This policy is reviewed annually by the [EMPLOYER] in consultation with any relevant third parties. 11.2 [EMPLOYER] regularly monitors the effectiveness of this policy to ensure it is achieving the side information required by [EMPLOYER]. In such circumstances, your [line manager] will write to you confirming that the request has been treated as withdrawn. 11. MONITORING AND REVIEW OF POLICY 11.1ere you decide to withdraw a request, you should notify your [line manager] as soon as possible; or (b) you fail to attend two meetings without reasonable cause; or (c) you unreasonably refuse to provide to withdraw a request. If a request made under the formal procedure is withdrawn, an employee will not be eligible to make another request for 12 months from the date of their original request. Whdate on which the extension will end. 10.2 In certain circumstances, an application made under the formal procedure set out in this policy will be treated as withdrawn. This will occur if: (a) you decocedure within the expected time limits. Where an extension of time is Flexible Working Policy 7 agreed, your [line manager] will write to you confirming the extension that has been agreed and the mal request until 12 months after the date of your original application. 10. BREACHES OF POLICY 10.1 There will be exceptional occasions when it is not possible to complete a particular part of the prrejected, the written decision will state the grounds for the decision and provide an explanation as to why the grounds for refusal apply in the circumstances. You will not be able to make another fore that changes to your terms of employment will be permanent and you will not be able to make another formal request until 12 months after the date of your original application. 9.8 If your appeal is ion to your terms of employment. There may also be some additional practical matters, such as arrangements for handing over work, that your [line manager] will discuss with you. 9.7 You should be awarges to your contract of employment and the date on which they will commence. You will be asked to sign and return a copy of the letter. This will be placed on your personnel file to confirm the variatnel's decision within 14 days of the date of the appeal meeting. 9.6 If your appeal is upheld, you will be advised of your new working arrangements, details of any trial period, an explanation of chane or a trade union representative. 9.4 An Appeals Panel will be selected, specifically for the appeal, from [EMPLOYER]'s [SENIOR MANAGEMENT TEAM]. 9.5 You will be informed in writing of the Appeals Paeceipt of your request. The appeal meeting will be held at a convenient time for all those attending and, as at the meeting that considered your request, you may be accompanied by a workplace colleague [HR department] within 14 days of the date on which you received the written rejection of your request. 9.3 [The HR department] will arrange for your appeal meeting to take place within 14 days of rORMAL PROCEDURE: APPEAL 9.1 If your request is rejected, you have the right to appeal. 9.2 Your appeal must: (a) be in writing and dated; (b) set out the grounds for your appeal; and (c) be sent to ther the formal procedure, changes to your terms of employment will be permanent and you will not be able to make another formal request until 12 months after the date of your original application. 9. F There may also be some additional practical matters, such as arrangements for handing over work, that your [line manager] will discuss with you. Flexible Working Policy 6 8.6 Please note that, undnt and the date on which they will commence. You will be asked to sign and return a copy of the letter. This will be placed on your personnel file to confirm the variation to your terms of employment. the arrangements you requested, your [line manager] will write to you with details of the new working arrangements, details of any trial period, an explanation of changes to your contract of employmeact on performance; (g) insufficiency of work during the periods the employee proposes to work; and (h) planned changes. 8.5 If your request is accepted, or where [EMPLOYER] proposes an alternative tontal effect on ability to meet customer demand; (c) inability to reorganise work among existing staff; (d) inability to recruit additional staff; (e) detrimental impact on quality; (f) detrimental impns apply in the circumstances; and (c) setting out the appeal procedure. 8.4 The eight business grounds on which [EMPLOYER] may reject your request are: (a) the burden of additional costs; (b) detrimeto a request. In these circumstances, your [line manager] will write to you: (a) stating the business ground(s) why the request cannot be agreed; (b) providing an explanation of why the business reasostigate how your request can be accommodated or to consult several members of staff. 8.3 There will be circumstances where, due to business and operational requirements, [EMPLOYER] is unable to agree on, they will ask for your agreement to delay the decision for up to a further 14 days. A request for an extension is likely to benefit you. For example, your [line manager] may need more time to inve]. 8. FORMAL PROCEDURE: DECISION 8.1 Following the meeting, your [line manager] will notify you of their decision in writing within 14 days. 8.2 If your [line manager] needs more time to make a decisitive working arrangements. 7.4 If new working arrangements are agreed, it may be sensible to start them under an initial trial period, to ensure that they meet your needs and those of your [DEPARTMENTof the rest of your team. If the Flexible Working Policy 5 arrangements you have requested cannot be accommodated, discussion at the meeting also provides an opportunity to explore possible alternaexplain why the arrangements accommodate your caring responsibilities. You will be able to discuss with your [line manager] what impact your proposed working arrangements will have your work and that at is convenient to you. In most cases, the meeting will be held at your usual place of work. 7.3 The meeting will be used to consider the working arrangements you have requested. You will be able to ANY OTHER ATTENDEE]. You may bring a workplace colleague or a trade union representative to the meeting if you wish. 7.2 [HR REPRESENTATIVE] will ensure that the meeting is held at a time and place themployment. 7. FORMAL PROCEDURE: MEETING 7.1 Your [line manager] will arrange to meet with you within 28 days of your request being submitted. The meeting will also be attended by [HR REPRESENTATIVE, h is the next stage of the formal procedure). If that is the case, your [line manager] will write to you to, confirming their decision and explaining the changes that will be made to your contract of between you and your [line manager] may result in an alternative working pattern that can assist you. 6.4 Your [line manager] might be able to agree your proposal without the need for a meeting (whicur written application. Your [line manager] can consider whether they are workable. (c) give details of the demands of your caring responsibilities. If your proposal cannot be accommodated, discussion on your colleagues as well as on [EMPLOYER]'s and [DEPARTMENT'S] service delivery. If you have any suggestions as to how any potentially negative effects can be dealt with, please include these in yot your current and desired working pattern, including working days, hours and start and finish times. (b) think about what effect the changes to your working pattern will have on the work that you do,at least two months before you wish the changes you are requesting to take effect. 6.3 It will help your [line manager] to consider your request if you: (a) provide as much information as you can aboustate the reason for your request, whether to care for a child or adult; (b) provide information to confirm that you meet the eligibility criteria set out in this policy; and (c) ideally be submitted eed to submit a written application if you would like your request to be considered under the formal procedure. 6.2 Your written application should be submitted to [your line manager] and should: (a) u to attend a meeting, before advising you of the outcome of your request. 6. WHAT TO DO IF YOU WISH TO REQUEST A FLEXIBLE WORKING PATTERN: FORMAL PROCEDURE Flexible Working Policy 4 6.1 You will nline manager] may result in an alternative working pattern that can assist you. 5.3 Your [line manager] will advise you what steps will be taken to consider your request, which may include inviting yor [line manager] can consider whether they are workable; and (d) give details of the demands of your caring responsibilities. If your proposal cannot be accommodated, discussion between you and your [on [EMPLOYER]'s and [THE DEPARTMENT'S] service delivery. If you have any suggestions as to how any potentially negative effects can be dealt with, please include these in your written application. Youpattern, including working days, hours and start and finish times; (c) think about what effect the changes to your working pattern will have on the work that you do and on your colleagues, as well as uest in writing and confirm whether you wish any change to your current working pattern to be temporary or permanent; (b) provide as much information as you can about your current and desired working line manager], who will consider such a request according to [EMPLOYER]'s business and operational requirements. 5.2 It will help your [line manager] to consider your request if you: (a) make your req APPROPRIATE]. 5. WHAT TO DO IF YOU WISH TO REQUEST A FLEXIBLE WORKING PATTERN: INFORMAL PROCEDURE 5.1 Employees who wish to make an informal request for flexible working may make a request to their [ng from home (whether for all or part of the week); working only during term-time (part-year working); working compressed hours; working flexi-time. [INCLUDE DETAILS OF EMPLOYER'S CORE OFFICE HOURS Ifand/or (c) working from a different location (for example, from home). Such changes may involve starting a job share; working a set number of hours a year, rather than a week (annualised hours); workiMS OF FLEXIBLE WORKING Flexible working can incorporate a number of changes to working arrangements: (a) reduction or variation of working hours; (b) reduction of the number of days worked each week; rrangements, may make an informal request to their [line manager], who will consider such a request according to [EMPLOYER]'s business and operational requirements. Flexible Working Policy 3 4. FORt according to [EMPLOYER]'s business and operational requirements. 3.5 Employees who do not meet the eligibility criteria, and who want to make either permanent or temporary changes to their working ahe eligibility criteria, but who do not want to make permanent changes to their terms of employment, should consider making an informal request to their [line manager], who will consider such a requesty criteria, and whose requests for flexible working are accepted, will have permanent changes made to their contracts of employment to reflect their new working arrangements. 3.4 Employees who meet tircumstances. For example, they may need to spend more time with their child or they may need to be able drop their child off at or collect him or her from school. 3.3 Employees who meet the eligibilielivery before submitting a formal or informal request. 3.2 Formal requests can only be made to enable employees who meet the criteria to carry out caring responsibilities. This may cover a range of c working is advised to request an informal meeting with their [line manager] to discuss their eligibility, the different options and the effect of the proposed work pattern on colleagues and service ds the adult for whom they care. 2.6 The policy does not apply to agency workers, consultants or self-employed contractors. 3. SCOPE AND PURPOSE OF POLICY 3.1 Any member of staff interested in flexible the person who cares for that adult, and: (a) married to, or the partner or civil partner of, the adult; or (b) a relative of that adult; or (c) neither of the above, but living at the same address ant in an enduring family relationship, but is not a relative. 2.5 Employees who want to work flexibly to care for an adult who is aged 18 or over, and who is in need of care, must be (or expect to be) child's mother, father, adopter, guardian or foster parent, means a person (whether of different sex or the same sex) who lives with the child and the mother, father, adopter, guardian or foster parer, guardian or foster parent of the child; or Flexible Working Policy 2 (ii) married to, or the partner of, the child's mother, father, adopter, guardian or foster parent. Partner, in relation to ahe child; (c) make the request no later than two weeks before the child's 6th birthday, or if the child is disabled, before the child's 18th birthday; and (d) be either: (i) the mother, father, adopte the application in respect of a child who is under six, or, if the child is disabled, under 18; (b) be responsible for bringing up the child and be making the application to enable them to care for t flexibly during the last 12 months (each 12-month period runs from the date when the most recent application was made). 2.4 Employees who want to work flexibly to care for a child must: (a) be makingquest under the formal procedure, you must: (a) be an employee; (b) have worked for [EMPLOYER] continuously for 26 weeks at the date the request is made; and (c) not have made a formal request to worko make a request under the formal procedure. Those employees may, nevertheless, make a request for flexible working under the informal procedure set out in this policy. 2.3 To be eligible to make a reto make a request under the procedure referred to in paragraph 2.2 below. 2.2 Those employees who do not have caring responsibilities for certain children and adults (set out below) will not be able t set out in this policy. Since a request accepted under the formal procedure results in permanent changes to terms of employment, employees who can make a request under the formal procedure may chose .1 Those employees who have caring responsibilities for certain children and adults (set out below) have a statutory right to request flexible working. That right is recognised by the formal procedureement or recruitment, or if you have any questions about the content or application of this policy, you should contact the [RELEVANT OFFICER] to request training. 2. TO WHOM DOES THIS POLICY APPLY? 2f staff are responsible for the success of this policy and must ensure that they familiarise themselves with the policy and act in accordance with its aims and objectives. If you are involved in managill be given training on equal Flexible Working Policy 1 opportunities awareness and best practice and encouraged to seek advice from the HR department on flexible working issues. 1.3 All members o, to lead by example and to ensure that those they manage adhere to the policy and promote the aims and objectives of [EMPLOYER] with regard to flexible working. To facilitate this process, managers wfor operating the policy and ensuring its maintenance and review to [RELEVANT OFFICER]. 1.2 Those working at management level have a specific responsibility to set an appropriate standard of behaviouroard has overall responsibility for the effective operation of [EMPLOYER]'s policy and for ensuring compliance with the relevant statutory framework. The board has delegated day-to-day responsibility OYER]'s policy and approach to flexible working. This policy is for guidance only and does not form part of your contract of employment. 1. PERSONNEL RESPONSIBLE FOR IMPLEMENTATION OF POLICY 1.1 The b it[; which of [EMPLOYER]'s employees are eligible to apply] and the procedure under which a request to work flexibly should be made. It also provides more specific guidance on the parameters of [EMPL flexible working will be subject to any detriment or lose any career development opportunities as a result. The following paragraphs explain how this policy works; who is responsible for implementingtain employees to request flexible working. [EMPLOYER] is committed to a programme of action to make this policy effective and to bring it to the attention of all staff. No-one who makes a request forgers are encouraged to facilitate such requests unless they cannot be accommodated for business and operational reasons. This policy observes the requirements of the statutory entitlement given to cers use and retention of staff, raise staff morale and reduce absenteeism. [EMPLOYER]'s flexible working policy gives eligible employees an opportunity to request a change to their working pattern. Manawork practices and policies that support work-life balance. [EMPLOYER] recognises that, in addition to helping employees balance their work and personal lives, flexible working can improve [EMPLOYER]'subject to the "Terms and Conditions" found at findlegalforms.com. FLEXIBLE WORKING POLICY [EMPLOYER] is committed to providing equality of opportunity in employment for its staff and to developing AND ON ANY THEORY OF LIABILITY, WHETHER IN CONTRACT, STRICT LIABILITY, OR TORT (INCLUDING NEGLIGENCE OR OTHERWISE) ARISING IN ANY WAY OUT OF THE USE OF THESE MATERIALS. The use of these materials is IDENTAL, SPECIAL, EXEMPLARY, OR CONSEQUENTIAL DAMAGES (INCLUDING, BUT NOT LIMITED TO, PROCUREMENT OF SUBSTITUTE GOODS OR SERVICES; LOSS OF USE, DATE OR PROFITS; OR BUSINESS INTERRUPTION) HOWEVER USED ED AT YOUR OWN RISK. IN NO EVENT WILL: I) FLF, ITS AGENTS, PARTNERS, OR AFFILIATES; OR II) THE PROVIDERS, AUTHORS OR PUBLISHERS OF ITS MATERIALS, BE RESPONSIBLE OR LIABLE FOR ANY DIRECT, INDIRECT, INCRIALS ARE PROVIDED "AS-IS." FLF DOES NOT GIVE ANY EXPRESS OR IMPLIED WARRANTIES OF MERCHANTABILITY, SUITABILITY OR COMPLETENESS FOR ANY OF THE MATERIALS FOR YOUR PARTICULAR NEEDS. THE MATERIALS ARE USr can provide legal advice. An attorney/solicitor should be consulted for all serious legal matters. No Attorney-Client / Solicitor-Client relationship is created by use of these materials. THESE MATEthe process. DISCLAIMER: FindLegalForms, Inc. ("FLF") is not a law firm and does not provide legal advice. The use of these materials is not a substitute for legal advice. Only an attorney / solicitould draw your attention to the fact that where you see square brackets with prompts within the policy, you will need to insert the names and positions of all the relevant people who will take part in flexible working who can apply how to apply how employer should respond appeals grounds for refusal. As with all our documents the policy is extremely straightforward and simple to understand. We wo foster parents and those who hold a residence order for of a child. The flexible working policy is suitable for use in England, Wales and Scotland and covers the following: · · · · · · definition ofuest flexible working times and places a duty on employers to consider such requests extremely seriously. Those with "parental responsibility" include biological parents, legal guardians, adoptive andren or children of all ages with disabilities. The law gives some employees (those with parental responsibility for a child under six (or 18 if disabled) and carers of certain adults) the right to reqCOMMENTARY Flexible Working Policy Our flexible working policy outlines the right of eligible employees, both male and female, to request flexible working arrangements in order to care for young child