23 May 2020, Singapore: Another sample for those interest to develop a FWA policy. No shame to copy and customize it to for your organization.
Sample 2 - Flexible Work Arrangement (FWA) Policy
A. PURPOSE
The Flexible Work Arrangement policy (FWA) purpose is to provide department managers guideline on managing their department personnel and create more flexible working conditions that will help the Company to achieve its business results more effectively and assist employees to achieve better work-life balance with increased productivity. The FWA is neither a benefit nor entitlement to the employee.
This document outlines the terms and conditions as well as procedures when an employee goes under the FWA.
B. OBJECTIVE
Making <company> working environment more flexible in meeting Customer demands, developing an agile work solution.
Increasing <company> attractiveness as employer and tap-on the workforce “diversity” to strengthen our best-in-class practice.
C. POLICY
The department manager will have full discretion to apply the FWA methodology based on their evaluation of business needs and the nature of the employee’s job. The HR Team will be available for consultation, if help is needed.
The terms and conditions of employment between the Company and the employee that apply at work, will also apply at the agreed Telecommuting Policy or alternative workplace site, including accessibility by the Company during agreed hours of duty, ownership of intellectual property, and security of information.
C.1 ELIGIBILITY
This policy applies to all employees who are under the “No Clocking” program and subject to the approval from the employee’s departmental manager / divisional director.
C.2 RULES AND REGULATIONS
C.2.1 <Company> Flexible Work Arrangement policy includes several types of schedule flexibility:
Part Time
Part-time jobs are the most traditional of flexible scheduling options. This option is typically used when a job requires fewer than 44 hours of work per week. Under MOM definition, Part-time is 35 hours (maximum) of work per week.
Flexi-time
This flexibility is a type of alternative schedule that gives a worker greater latitude in choosing his or her particular hours of work, or freedom to change work schedules from one week to the next depending on the employee's personal needs.
Under a flexi-time arrangement, an employee might be required to work a standard number of core hours within a specified period, allowing the employee greater flexibility in starting and ending times
Compressed Workweek
It is an alternative scheduling method that allows employees to work a standard workweek of 44 hours over a period of fewer than five days in one week.
For example, some employers implement a four-day workweek of 11 hour days. Employers get the same number of working hours, but employees have a three-day weekend every week.
Shift Work
It has traditionally been used in manufacturing environments to maximize productivity from fixed resources and costs. More recently, shift work has become a feature of the 24/7 service economy and a by-product of globalization.
Job Sharing
It is the practice of having two different employees performing the tasks of one full-time position. Each of the job-sharing partners works a part-time schedule, but together they are accountable for the duties of one full-time position.
Typically, they divide the responsibilities in a manner that meets both of their needs as well as those of the employer.
Telecommuting
It is also known as tele-work, involves the use of computers and telecommunications technology to overcome the constraints of location or time on work. In a global economy, physical location has become less important than efficiency of operations. Telecommuting may occur from home, a tele-work center, or on an airplane or bus.
C.2.2 In general, when granting a FWA, the Department Managers must ensure the following: -
a. Clearly define to the employee the performance goals and expectations / standards.
b. Safety and Security consideration must be given if the work / task is performed outside of normal working hours e.g., Flexi-time, Compress workweek, Shift work - inform Security and Facilities Management (FM) Dept. in advance. Conduct a simple safety and security risk assessment (e.g., check with FM if there is any power shut-down).
c. Employees during compress workweek must be briefed on the safety / security procedure in case of emergency. For health reason, they should not exceeded the 12 hours working limit especially working at high.
d. Remind employee to be cautions as they are responsible for their own safekeeping and company property when working outside the normal working hours.
C.2.3 Before an employee is considered for FWA, the following criteria must be made: -
a. Employee must be on the “No Clocking” program
b. Employee must be aware and agreed that he or she will not be compensated overtime payment or additional compensation for FWA flexibility arrangement.
C.2.4 Employees opting to the FWA flexibility schedule, should agree to the following:
a. Be personally responsible to ensure a safe and healthy working environment.
b. It is expected that the employee will devote all his/her effort to the business during FWA work arrangement.
c. Attend mandatory and other requested office meetings including training sessions, workshops, etc. as required by the Company.
d. Notify their supervisor or Department Manager proactively when they take any vacation, medical or any other personal leave during times scheduled for FWA.
e. Alert the supervisor or Department Manager/ Director, if the FWA arrangement is not working out and affect their performance. The employee should return back to normal working hours.
C.2.5 The Company reserves the right to discontinue the FWA arrangement (across the board or with any specific individual / position) when deemed appropriate by business exigencies at any time by giving the employee one week written advance notice.
++The End++
