a drop in work activities while at work); workers who are healthier and feel they are better able to support their families and friends; more effective recruitment and retention, especially among millennials, workers with care responsibilities and older workers; more diverse, inclusive, engaged and healthy workplaces; increased labour market participation by workers with chronic illnesses, disabilities and mental health issues; and. A flexible work arrangement can include changes that allows you more flexibility to balance work and home life. The proposed changes will apply only to federally regulated enterprises which fall under the Canada Labour Code. One of the common messages from stakeholders was that to successfully implement a right to request, the federal government must provide employers and employeesâon an ongoing basisâwith clear information and guidance about roles and responsibilities under the related provisions of the Code. They represented the following 50 organizations and included the seven academics identified below: Advocacy groups, community groups and other organizations. Once you submit your written request, your employer has 30 days to respond and provide 1 of 4 possible responses in writing: Federally regulated employers are required to consider employeeâs requests for flexible work arrangements without consequence to the employee. Many employer and labour stakeholders and advocacy groups indicated at the roundtables and in their written submissions that, when considering a job offer, individuals are now more often choosing flexibility over a higher salary or opportunities for career advancement. As many noted, despite areas of shared interests, flexibility is motivated by different considerations, raises different issues and concerns and has different impacts for employees and employers. The webinar Leading Your First Project Team walks project managers through a flexible work â¦ Alternatively, employers may initiate various schedules to meet their customer needs. The response to COVID-19 on the part of organizations across Canada has demonstrated that flexible working arrangements can work. âBoth the employee and the employer need to be able to sit down and have a discussion as to how the arrangement would work. Respondents to the online survey indicated that flexible scheduling options, such as flexible start and end times, compressed work weeks and time off in lieu, were the most common types of flex work available in their workplacesâand the ones they most often requested. In addition, two labour organizations emphasized that flexible work arrangements can offer employees who are victims of domestic violence safety and protection while at work and allow them to retain their job. federal Commercial Vehicle Drivers Hours of Service Regulations, which are designed to be consistent with fatigue management principles and prescribe certain work conditions, such as when a driver can be on duty and rest periods. There was general agreement among stakeholders and survey respondents about the need to formalize the process for exercising the right to request and what the basic features of the process should be (e.g. In addition, one labour organization, three individual Canadians and two academics provided other kinds of written documentation related to flex work, such as a copy of a publication. There was also general agreement that flexible work arrangements have real, positive impacts for many different types of workers (e.g. An employee should not be required to justify their request but should be given the opportunity to explain if they wish. Labour organizations and survey respondents said that they should not and cited privacy concerns. Union and employer organizations, academics and advocacy groups agreed that, if a request for flex work is refused, the employee should be entitled to know the reason why. It was a horrible situation and it was never really resolvedâeventually he left . For example, opportunities for reducing traffic congestion and air pollution and for supporting regional economic development can be realized at the same time the employer's objectives are met. A total of 62 stakeholders participated in the regional and national roundtables held as part of the flex work consultations. (Photo: AFP/Roslan RAHMAN) It was suggested that ideally education and training for employers and employees would be provided as well. Getty Images comments Leave a comment The following 20 individuals and organizations made written submissions in response to the flex work discussion paper: Advocacy groups, community groups and other organizations. There was a general sense that limiting recourse to the court system would reduce access to justice. âOne manager refused me outright and was a complete jerk about it, berating me, belittling me, forcing me to seek support and go around him. They also suggested that a statutory right could potentially interfere with existing flex work arrangements, including those negotiated in collective agreements. While not a representative sample, responses to the 34 multiple-choice and open-ended questions provided unique insight into how Canadians view flex work and the experiences they have had with it. The Honourable MaryAnn Mihychuk Minister of Employment, Workforce Development and Labour. To print this article, all you need is to be registered or login on Mondaq.com. Since the beginning of September, anyone governed under the Canada Labour Code has the right to request flexible work arrangements. This annex provides an overview of the 1,262 individuals who responded to the survey, in whole or part, based on self-reported information. However, like most employers and labour organizations, they noted that such a time period would not accommodate emergency requests or some short-term requests. . Dentons 0 Liked this Article. Hours of work averaging arrangements. Advocacy groups noted that changes in work schedules, hours and location, including moving to part-time work, can have negative impacts on employeesâ pay and/or benefits (e.g. This was echoed by a large number of survey respondents who said that the threshold or test for refusing a request should be relatively high. In addition, many stakeholders, including employer organizations, argued that the federal government should rely on information, education and other forms of proactive compliance before enforcement. Government to roll out new measures to help companies adopt flexible work arrangements People walk along Raffles Place business district in Singapore on September 5, 2018. The following are the flexible work arrangements which may be considered, among others: Reduction of Workhours and/or Workdays refers to one where the normal workhours or workdays per week ahead are reduced. This article considers the impact of flexible working arrangements (FWAs), using the British Household Panel Survey and Understanding Society, 2001â10/11.Results of panel logit, ANCOVA and change-score analysis are indicative of positive impacts from use of a number of FWAs, including homeworking having positive effects for men and women on job and leisure satisfaction. What is it? Flexible work arrangements : a discussion paper. While freelancing may not be a viable option for everyone, providing more flexible work options for employees should be feasible. This is fundamentally affecting the way that work is organized and creates opportunities for more flexible workplaces. Flexible work (flexi-work) arrangements have been widely practised in the developed countries and have proven to be beneficial to both employers and employees. Then pick an arrangement accordingly: 1. Working with patients to bring the right to request flexible work arrangements to Canada. The lack of Statistics Canada data on flex work was also noted. Another consistent theme heard from stakeholders and others was the importance of finding the right balance between the needs of employees and the needs of employers. Working with patients to bring the right to request flexible work arrangements to Canada. They tended to support processes such as mediation. The activities offered Canadians and stakeholders multiple channels for providing their views and experiences related to flex work, the right to request flexible work arrangements and issues associated with implementing the right by June 30, 2016. About 27 percent (or 226) of those who responded to the survey question about whether they had asked for flex work in the past five years indicated that they had not. family status protections around an employee's childcare obligations). This figure includes all of those who responded to at least one question in the survey. You must also ensure your request meets the criteria mentioned in the section right to request flexible work arrangements. Some survey respondents noted that encouraging telework and other forms of remote work can not only help employees reduce the costs of working, but also have environmental benefits. They generally agreed that flex work has advantages for employees and employers and pointed to a wide variety of benefits: reduced absenteeism and âpresenteeismâ (i.e. Employers and employer associations stressed the financial implications of flex work, pointing specifically to the costs of hiring temporary workers to backfill employees who have adjusted their work schedules or taken leave and the costs of providing technologies for employees working off-site. Flexible work arrangements, such as the ability to work from home, will benefit women, the 2017 federal budget promises. Similarly, it was recommended that provincial and territorial governments be consulted on flexible work practices in their respective jurisdictions. The Government of Canada is committed to amending the Canada Labour Code (Code) to provide workers in federally regulated enterprises with a right to request flexible work arrangements from their employers. Six came from employers and employer associations, three from unions and labour organizations, one from an academic and ten from advocacy groups (focused on issues such as caregiving, mental health and living with chronic disease), community groups and other organizations (see Annex B for a list). For details, see previous compressed work week arrangements. It is the employeeâs responsibility to understand the affect that a flexible work arrangement may have on earnings, pension and other benefits. The names of the organizations and academics can be found in Annex C. This report presents an overview of what was heard during the consultations. Implementing a flexible averaging agreement. These rights and protections help employees balance work and home life. When making a request for a flexible work arrangement, you must ensure that your request is dealt with in a certain way. Aboriginal Peoples Television Network Inc. British Columbia Maritime Employers Association, FÃ©dÃ©ration des chambres de commerce du QuÃ©bec, FÃ©dÃ©ration des travailleurs et travailleuses du QuÃ©bec, International Longshore and Warehouse Union, Public Service Alliance of Canada (Atlantic), Calgary Economic Development / WORKshift Canada, Canadian Centre for Elder Law British Columbia Law Institute, Immigrant Services Society of British Columbia, Regroupement des aidantes et aidants naturels de MontrÃ©al, Arla Day, CN Centre for Occupational Health and Safety, Saint Maryâs University, Brenda Lautsch, Beedie School of Business, Simon Fraser University, Diane Lacaille, Mary Pack Chair in Rheumatology, University of British Columbia, Graham Lowe, Professor Emeritus, University of Alberta, Janet Keefe, Nova Scotia Centre on Aging, Mount Saint Vincent University, Karen A. Duncan, Rady Faculty of Health Sciences, University of Manitoba, StÃ©phanie Bernstein, UniversitÃ© du QuÃ©bec Ã MontrÃ©al. The last section of the report addresses next steps. My management team shifted when he left, and subsequent managers, both junior and senior, have been far, far more supportiveâgiving me everything I need and helping me thrive as an employee. And we are open to further enhancement, on a [firm]-by-firm basis, as appropriate in the circumstances . The consultations confirmed that there is little data currently available to establish a solid baseline on flex work and that addressing this gap will be a key challenge in monitoring implementation and, where necessary, making adjustments. improving employee selection and retention, especially: creating a workplace that is productive, innovative and effective when completing their daily tasks, employees after 6 months of continuous employment, and. Note: for the purpose of this web page, reference to âemployee(s)â also includes persons that are often referred to as âinternsâ. The Federal Government has pledged to amend the Canada Labour Code to allow federally regulated workers to formally request flexible work arrangements from their employers, noting that a statutory right to request flexible work arrangements would align with existing obligations under human rights law (e.g. Regardless of their perspective on particular grounds, participants agreed that the grounds for refusing a request must be clearly articulated and well understood by employers and employees, and not undermine provisions that are found in existing collective agreements or other legislation (e.g. Not all participants responded to every question (see Annex A for more details). Employers and employer associations, in particular, highlighted the advantages of current practices where employees can directly approach their manager with a request for flexibility in the short term and receive an immediate response without a need to document the discussion, inform human resources or implement other procedures. on the basis of family status) could lead to forum shopping, concurrent complaints/reviews and potentially inconsistent decisions. : Em8-32/2016E-PDF "The Government of Canada recognizes that, in order to reform federal policy and deliver real results to Canadians, meaningful engagement must be an integral part of the policy developmental process. . Labour organizations, advocacy groups, academics and most survey respondents said that granting flexible work arrangements should not be left to the goodwill or discretion of the employer. However, we lack a formal policy, and I require approval from a sometimes-unreliable Board of Directors to request and receive my own flex time arrangements when needed.â. It should be mandatory for there to be a discussion between the employee and the manager to discuss pros and cons and to identify the best solution for everyone. The impact of flexible work arrangements can also reach beyond the benefits derived by the organization and contribute to the development of a sustainable society. Tweets also asked Canadians about whether they use flex work and asked employers and employees in specific sectors about the impacts of flexible work arrangements in their workplaces. To help Canadians balance their professional and personal responsibilities, the Government of Canada launched broad public and stakeholder consultations with employers, employer organizations, unions and labour organizations as the first step in bringing the right to request flexible work arrangements to Canada. For these individuals, flexible work arrangements are important means to manage their symptoms, be more productive at work and maintain their quality of life. 3.2.1 Employees are able to reduce stress, achieve workâlife balance and meet performance expectations; 3.2.2 Telework is used where appropriate, including as a means to ensure an inclusive public service and a safe and healthy work environment where employees have access to flexible work arrangements; and Flex time is usually arranged in advance with the employee and employer or supervisor and a set range of start and finish times are established. They reported many reasons, including: operational requirements; their workplace having core business hours; their job being client-facing; their employer not having a policy governing working from home; and their employer expressing concerns about treating staff fairly or other staff making similar requests. This study documents the different types of flexi-work arrangements that are currently being adopted by corporations around the world including Singapore, and showcases It was noted that these options are often used by older employees or employees with chronic diseases who wish to remain attached to the labour market, or as a part of an employeeâs return-to-work strategy after taking parental or another type of leave. Flexible work arrangements are changes to an employeeâs terms and conditions of employment. Getty Images comments Leave a comment They pointed to the wide range of flexibilities currently being provided and used, both formally and informally, and the provisions that already exist under the Code and the Canadian Human Rights Act to ensure that employees are accommodated when circumstances warrant flexibility. This may add pressure to take leave to go seal hunting during the prime seal hunting season. While less common, some survey respondents reported that their workplaces offered flexible hours, such as job sharing and part-time work. According to Employment and Social Development Canada (âESDCâ), flexible work arrangements would help Canadians balance work and family or other personal responsibilities. Whether the implementation of flexible work arrangements has resulted in reduced expenditure; 3. dismissal, reduced career opportunities, bullying or harassment). âI asked permission to take leave while my husband was battling cancer. Government of Canada issues Flexible Work Arrangements report. The Government of Canada is committed to amending the Canada Labour Code (Code) to provide workers in federally regulated enterprises with a right to request flexible work arrangements from their employers. The state government is looking to retain more flexible working arrangements by assessing the economic and social impacts of the shift to working from home during COVID-19. Not all flexible work arrangements are suitable for all companies, so before weighing any options, you need to think about what you are looking to optimize by implementing a flexible work policy. . The importance of providing nutritious foods of choice to the community, the role of hunters and the strengthening and passing on of cultural practices should be valued and accommodated, just as much as the wage economy.â, âFlexible work arrangements, leaves and other benefits for employees serve as important recruitment and retention tools, and banks are very cognizant of that fact as they compete with other employers for talent.â. They also suggested that consideration be given to introducing a paid domestic violence leave under Part III of the Code. The consultations underscored that Canadians see being able to spend more, higher quality time with their families as one of the most important benefits of flex work. . Flexible working arrangements. 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