CONTEXT:

To be able to recruit and retain excellent staff, the University needs to be able to meet the changing expectations of employees by being able to offer flexible employment arrangements which meet both the needs of the employee and the University.

The demographics of the labour market include an increasing number of people facing the demands of both child-care and elder-care, together with a new generation of employees with a different set of expectations of work and personal interests.

New Zealand legislation has provided a partial response to some of these issues, by introducing a requirement for employers to consider to requests for care-giving responsibilities. A current review of employment legislation is exploring the extension of this to wider needs besides care-giving. The University has a range of existing arrangements for flexible work, but wishes to establish a richer suite of arrangements that can be operationalized.

The Massey Pay and Employment Equity Review report also recommends the use of part-time employment and suggested a range of actions to support this particular form of flexibility.

In establishing a suite of flexible employment arrangements, our approach will need to:

create a shared view about the value and sensibility of flexible employment;
support an informed shift in thinking about where and at what level various flexible arrangements can work successfully and where they are not workable for both parties;
clarity around approvals;
have “turn-key” documentation which enable parties to confidently enter such arrangements; and
arrangements that are actually able to be operationalized in payroll.

Overview This page is part of the collection ' Flexi-Work'.

dodo 25 August 2017, 16:02

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dodo
25 August 2017, 16:02