Eligible staff wishing to request flexible working should make a written request detailing the flexibility desired and the reasons why. The request should be made to their line manager
The employee’s line manager will respond and arrange to meet with the employee no later than 28 days after the request was first made. At this meeting, the individual will have the opportunity to explain the reasons for the request and what flexibility they require. The line manager should seek advice and support from their Human Resources (HR) Representative. The employee may if they wish be accompanied at the meeting by a work colleague not acting in a legal or paid capacity or their Trade Union representative. The line manager will complete the record form (appendix A) and retain on the personal file
NB: All staff already have the right to request part-time working under the Part-Time Workers Policy.
Following this meeting, the line manager will write to the employee within 14 days to inform them of the outcome of the request and the reason for this decision.
If the request is turned down, the employee has the right to appeal against this decision and should do so within 14 days. This appeal will be in line with the Grievance Procedure and the employee will have the right to be accompanied by a work colleague or their Trade Union representative during this process.
If, after the Grievance Procedure is exhausted and the request is still refused, the employee cannot make a second request for a period of 12 months.
REASONS FOR DECLINING A REQUEST
Whilst we will make every effort to accommodate requests for flexible working, there will be times when requests are turned down. Any refusal to a request must be explained to the applicant and must be based on one or more of the following reasons:
The cost burden to Service cannot be borne.
There will be a detrimental effect on the ability of Service to meet organisational/Patient/Client or other needs.
An inability to reorganise work amongst existing staff.
An inability to recruit additional staff.
A detrimental impact on quality or performance.
Insufficient work at the times requested to work.
Planned structural changes.
The HR staff will oversee the equity of application of this Policy and any manager or member of staff who wishes to discuss any request for flexible working under this Policy can contact their HR Representative.
In order to monitor requests under the Flexible Working Policy, the employee is asked to complete the equal opportunities monitoring form and return this to the HR Department. The information is anonymous and will be held in accordance with the Data Protection Act 1998. The information provided will remain strictly confidential and will only be used for monitoring purposes.
Flexible Working and Flexi-Time Policy Version 2
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