MAYFIELD SCHOOL. Balancing Work & Life. Torbay Council - Model

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1 MAYFIELD SCHOOL Policy: Balancing Work & Life Author: Torbay Council - Model Governors Committee: Leadership Date adopted: August 2014 Reviewed Summer 2015 Next review: Summer 2016

2 Date: August 2014 Model Policy Balancing Work and Life MAYFIELD SCHOOL Adopted by Governors on 22 nd June 2015

3 Contents Contents Introduction Scope Equality Statement School Commitments Policies and Schemes to Support Employees Duties of the Headteacher / Line Manager Policy Feedback History of Policy Changes... 7 For more information about obtaining this policy in a different format please contact Torbay Council Model Policy Balancing Work and Life 3

4 1 Introduction The School recognises that most employees have needs outside of work - whether it s to support dependants, take time off to study, or undertake other pursuits - and is committed to helping employees strike a happy work/life balance. It is also aware of its legal duties in relation to working time and the right employees have to time off, rest periods and limitations on the length of the working week. Our work/life balance strategy and policies shall help the School achieve its aim to become an employer of choice, they also support and implement elements of the School s Equality policies. 1.1 Scope This policy will apply to all School employees and also includes Governors and agency/supply teaching staff. [Include Visitors/Volunteers/Contractor staff delete as appropriate]. 1.2 Equality Statement This policy applies equally to all School employees regardless of their age, disability, sex, race, religion or belief, sexual orientation, gender reassignment, pregnancy and maternity, marriage or civil partnership. Care will be taken to ensure that no traditionally excluded groups are adversely impacted in implementing this policy. Monitoring will take place to ensure compliance and fairness. 2 School Commitments In order to support its employees to balance work and Life, the School: Provides a platform of policies and benefits for employees which enable alternative and flexible working arrangements, as well as time off work to deal with incidents in their personal lives or undertake other pursuits Promotes work/life balance initiatives and supports and embeds a positive approach to work/life balance within the School through training and communication Promotes the value of skills developed in the home and community as well as those developed in the workplace Will ensure that the Headteacher and Line Managers are pro active in taking responsibility for dealing with personal and work/life balance issues of its staff whether or not they can accommodate particular needs. Supports employees both male and female in making personal choices about their parenting, caring and work roles Enforces the Working Time Regulations 1998 where applicable through policies and processes Discourages a long-hours culture and takes into account work/life balance issues when establishing meeting times, duty cover, changes to working patterns etc Seeks to improve progression opportunities for those who need to work part time Responds to employees needs by welcoming feedback on policy development and considering new approaches to work / life balance. 4 Model Policy Balancing Work and Life Torbay Council

5 Through a range of policies, benefits and schemes we will:- Offer better than the statutory minimum where possible Ensure policies and practices eliminate discrimination, promote equality of opportunity and good relations. Cater for a wide variety of needs including and not limited to:- dependants of all ages and relationships religious pilgrimages and observance, cultural diversity the need to spend time away from work to undertake learning and development opportunities health and wellbeing, including the benefits to individuals of having time to undertake leisure pursuits family circumstances including fostering and adoption arrangements retirement planning providing a retirement scheme that enables as much choice, support and flexibility as possible commitments to community and voluntary service rural Devon and dispersed home locations of employees 3 Policies and Schemes to Support Employees The School has adopted a range of policies, schemes and benefits that support the working lives of its employees:- Compassionate Leave: Childcare Vouchers: Employee Counselling: Providing paid time off to deal with the serious illness or death of a relative. Employees can purchase childcare vouchers directly from their salary where they may benefit from reduced Tax/NI payments. Providing one-to-one support for employees experiencing personal problems that impact work. Details of the Counselling Service are available from Human Resources. Maternity, Paternity and Adoption Schemes: Providing paid and unpaid time off for the birth of a baby or adoption, as well as provision for attending ante-natal clinics and pre-placement (adoption) meetings. Request for Flexible Working: Under the Flexible Working Regulations 2014, employees with at least 26 weeks service have the legal right to request flexible working. Flexible working includes working part time, annualised hours, adjustments to hours of work or occasionally working from home. Torbay Council Model Policy Balancing Work and Life 5

6 Special Leave: Providing paid time off to undertake public duties for School Governors, members of the Territorial Army, serving as a member of another Local Authority etc Time off for Religious Observance/Facilities for Prayer The School accommodates reasonable time off/away from the workstation for employees to meet their religious commitments Unpaid Leave: Occasionally employees may need additional leave from work for a longer period than annual leave may allow for. Unpaid leave may be allowed to deal with particular needs, at the discretion of the Governing Body. 6 Model Policy Balancing Work and Life Torbay Council

7 3.1 Duties of the Headteacher / Line Manager It is the School s policy that all employees should be treated fairly and provided with as much support as reasonably possible in reaching a happy work/life balance. In doing so the Headteacher / Line Manager shall: Recognise that most employees have needs outside of work. Value skills developed in the home and community as well as those developed in the workplace Implement the platform of work/life balance policies and benefits for all employees in a fair and equitable way Support employees both male and female in making personal choices about their parenting, caring and work roles Discourage a long-hours culture and take into account work-life balance issues when establishing meeting times, duty cover, changes to working patterns etc. Consider part time working, when establishing recruitment/promotion opportunities Cater for individual needs that arise during the working day, for example time away from the workstation for prayer, ability to contact dependants Not expect part time employees to attend learning and development, or other, activities in their own time if this is not expected of full time staff but will work with these individuals to negotiate a way to secure their participation or attendance. To deal with work/life balance matters in a confidential manner Employees and potential employees (in recruitment) must not be directly or indirectly discriminated against on grounds of their caring responsibilities, family circumstances, religious commitments or community commitments. In order to provide relevant support, employees will be expected to discuss any work/life balance issues with their manager. 4 Policy Feedback Should you have any comments regarding this policy, please address them to the HR Policy mailbox HRpolicy@torbay.gov.uk 4.1 History of Policy Changes Date Page Details of Change Agreed by: August 2014 All School specific and general condensing. 4 Changes to Flexible Working Regs 2014 Policy to be reviewed in June 2016 Torbay Council Model Policy Balancing Work and Life 7