|
In
This Issue |
|
1. Smith &
Nephew
Extruded Film
- The Art of
the
Possible
2. Jersey
Harbours
- Still
Harbouring
Success
3. Holiday
Entitlement
Consultation
4. SMEs
doing their bit
on Flexible
Working | |
|
Services
Demand
Profiling
"Assessing the real demand for
products and services"
Work
Time Modules
"Developing a flexible approach
to working time"
Job &
Team Profiling
"Establishing meaningful
structures"
Work-life Balance
"Designing
valuable leisure time"
Motivation &
Reward
"Assessing the relationship between
monetary and non-monetary benefits"
Taking these concepts we work with you,
using proven tools and techniques to deliver your
solution.
We provide a wide range of services to
our clients:
Ask the
Experts
Got a problem you’re not sure about?
Go to our contacts
page on our website to put your question to our
experienced practioners.
Quarterly
E-Newsletter
Keep up
to date with new developments and best practice.
Register on our website
for a free copy
Flexibility: The Way
Forward?
This is a half-day workshop for
management teams considering the
introduction of
flexible working.
Best Practice
Benchmarking
Previously introduced annual
hours or other form of flexible working? Assess where
you are against current best practice in this half-day
workshop.
Establishing the
Business Case
A 2-day exercise for
organisations wishing to either introduce flexible
working or significantly improve existing
arrangements.
Project
Consultancy
Helping you to deliver the
benefits. |
|
Ask the Experts
Q. What’s the best method of shift
rotation for 8 hour 24/7 patterns?
Q. A colleague and I wish to apply for a
line management role as a job share. .......?
Q I am looking at various shift options.
We currently work 8 hour shifts, can you foresee any
issues with moving to 12 hour shifts?
Q. What is the correct way of
calculating the hours in an annual hours
contract?
Q. I am the operations director in a
medium sized company. Currently we do not record
peoples' working time. We have had disputes regarding
payment of these hours. What are my options for
recording working time bearing in mind we work both days
and continuous shifts?
Answers
|
|
As a centre of
excellence we disseminate best
practice
On our website we show the positive
returns of significant case studies across thirteen
sectors of our client base.
Research papers, journal and press
articles are frequently published and we include key
highlights, which are regularly updated in these pages.
We regularly collaborate with other
organisations in the development of our solutions. We
provide links to enable you to obtain more information
on flexibility and work life balance.
Best Practice |
|
|
The Art of the
Possible
Earlier this year Pasfield
Curran helped introduce a flexible working scheme at the
Extruded Film Division of the medical products giant,
Smith and Nephew.
The site project manager, Karl
Douglas, has given an insight into
the process in this associated
article.
Karl explains how in the past
there was discontent with many aspects of the
East
Yorkshire site’s operation. Staff
turnover was high, with many local companies offering
more attractive terms and conditions. Operational
management felt they were continuously “fire fighting”
and senior executives were concerned about site costs
and reliability.
He reports that after only
six months of the new ways of working the situation has
been transformed. Results that were previously
unimaginable have been achieved.
Karl, who has since been
promoted to site General Manager, stresses the need for
full involvement of staff.
Full
Article
SNEF
Website
|
|
Back to
top |
|
Still Harbouring
Success
We told you
in the last newsletter about Jersey Harbours who, with
the services of Pasfield Curran, implemented a flexible
working scheme within their passenger terminal at
St
Helier.
New Port Operations Agents have now been employed in
this new way of working for about 6
months.
The scheme
is still working well. Captain
Richard
Daley (Assistant Harbourmaster/Port
Operations) said “There is now less uncertainty for
people, we are not asking people to come to work based
on a flat level , we are looking at the real demand and
basing rosters on that. Minor fluctuations, mainly due
to additional sailings, have been are dealt with
easily.”
So a real
success story to date. The next test will be coping with
their peak period right through the summer. This will be
a particular challenge as employees are allowed to take
some holiday during this popular period for the first
time. Find out how they cope in the next edition.
Jersey
Harbours Website |
|
Back to
top |
|
Holiday Entitlement
Consultation
On 12 June
2007 the Government published its response to the further consultation on
Increasing the Holiday Entitlement. On the same day regulations
were laid in Parliament, the Government hope that
the regulations will be approved by Parliament early
this month to give three months notice of the
changes.
Holiday entitlement will still be increased from
4 to 4.8 weeks on 1st October 2007
but
as a result of the
consultation, some changes have been made to the draft
regulations,
including
- to delay introduction
of the second increase from
4.8
weeks entitlement to 5.6 weeks
entitlement until
1
April 2009
. The initial
increase will come into effect on
1 October
2007
, as originally
suggested.
- to enable
payment in lieu of the additional holiday entitlement
(the additional 0.8 weeks) to continue until
1
April 2009
- to provide
an incentive for early compliance with the
regulations, whereby employers that already meet the
full requirements of the regulations as at
1 October
2007
will be taken
outside of the regulations, as long as they continue
to meet those
requirements
There will
be no qualifying period for the additional leave.
Provided four weeks’ holiday is taken each leave year,
the additional statutory entitlement may be carried over
if agreed between the employee and
employer.
During the
transition arrangements the DTI
suggests a calculation for
determining pro rata entitlements where holiday years do
not start on1 October.
The final
regulations are due to come into force on 1 October
in
England
,
Wales
and
Scotland
.
Northern
Ireland
has a similar
consultation.
The government calculates the regulations
will increase paid entitlement for around 6 million
workers. |
|
Back to
top |
|
SMEs do their bit on
Flexible Working
Research
from the British Chambers of Commerce shows that
small firms are proving adept at giving their staff
greater flexibility in the way they work. Without the
formal and hierarchical bounds of much larger
businesses – for whom it is assumed work-life balance is
naturalterritory – small and medium-sized
firms are providing an impressive array of initiatives
that are delivering real benefits for their business as
well as to their staff, indeed more than 60% of their
respondents indicated that they offer flexible working
patterns to employees. Even with the further extension
of the right to request flexible working through the
Work andFamilies Act
2006 this survey suggests that the primary motivation
for businesses to introduce greater flexibility into the
workplace is as a response to the business case for it
rather than legal
compliance.
This evidence is strengthened by another
survey, carried out by the CIPD
, that shows that
small firms can implement flexible working arrangements
better and with less bureaucracy than large firms –
contrary to the perception that only large firms can
manage flexible working successfully. CIPD
Director General, Geoff Armstrong, said, “ Employers
benefit from high levels of employee engagement and a
wider talent pool. Enlightened management of people, and
particularly flexible working, can make a huge
contribution to business performance”
British
Chambers of
Commerce
C.I.P.D. |
|
Back to
top | |
