Flexible Working at Watercare
Policy Number: PC2020007
Introduction date: June 2020
Approved for issue by: Chief People Officer
Last Revision: NA
Revision approved by: Chief People Officer
This revision date: June 2020
Application: All Staff
Issue Method: MyPlace
At Watercare we pride ourselves on operating as “One Team”. This means that
we work together and collaborate with others to deliver a co-ordinated and
streamlined service.
In terms of how we work, we recognise the benefits of working flexibly.
The purpose of this Policy is to provide guidance for managers and employees on
how to apply a flexible approach to working at Watercare.
Application of Policy
We encourage flexible working wherever possible and recognise the benefits this
brings. Working flexibly creates a work environment that enables us to complete
our work in the most effective way for us, with a focus on outputs rather than
presenteeism whilst also balancing our life priorities effectively.
Additionally, spending less time and money commuting to and from work brings
numerous benefits to us all in terms of our wellbeing, our environment and saving
money.
At the same time, we need to ensure the way we work meets our business needs
and that of our customers. This means that working flexibly can look different
across our business groups.
We are committed to creating an inclusive and diverse environment where our
people can bring their whole self to work. To do this, we support the wellbeing
of our people by offering a range of flexible working options.
Flexibility is available to all employees whether permanent, fixed term or casual
and the nature of flexible working options will vary depending on our role, team,
customer needs, location and technology.
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Flexible Working at Watercare Policy
It is important to note that depending on these factors, flexibility will not be
feasible for all employees.
Flexible Working options
Flexible working hours
This isn’t the same as changing your contractual terms but may include varying
the times at which you start and finish your day whilst still working your daily
hours.
Under this arrangement you are still required to work your contracted hours per
day i.e. an average of 40 hours per week for a full-time person. However, you
may vary your start or finish time in discussion with your manager and depending
on business needs.
This does not apply to you if you work set rostered shifts.
This arrangement does not allow for time banking.
Flexible locations
This could include working from another site or working from home, all or some
of the time.
How to apply
Flexible working arrangements fall under two categories: Informal and Formal.
Informal Flexible Working Arrangements
These are usually short-term arrangements which do not require a formal change
to the way you are working.
Examples include varying your hours to accommodate a one-off or short-term
family or other commitment or working from home to be available for a delivery
or to complete reports, projects etc. without office distractions.
Formal Flexible Working Arrangements
These are usually longer-term arrangements which require a formal agreement
to be in place.
To apply for a flexible working arrangement:
• Email your request to your manager include details of what you are
requesting and a brief explanation of the reason for your request
• Your manager will discuss this with you
• Your request will need to be approved by your manager and Chief
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Flexible Working at Watercare Policy
• Once approved you will receive confirmation in writing of the
arrangement
Refusal
If there is a valid business reason why your request cannot be approved, your
manager will work with you to consider alternatives that could work for both
parties. If an appropriate alternative cannot be found, you should continue to
work in your normal way.
Formal flexible working arrangements will be reviewed regularly by your
manager, People and Capability Business Partner and Chief to ensure they
continue to meet the needs of all parties.
A formal flexible working arrangement may be concluded by agreement between
you and your manager with reasonable notice; or immediately in certain
circumstances such as where you or Watercare have a genuine business,
performance, privacy, security, or health and safety concern; or if you have
engaged in misconduct.
Health, Safety and Wellbeing
We must ensure that we all comply with and abide by our obligations under the
Health and Safety at Work Act 2015, its amendments and any substituting
legislation.
This means that we all must ensure that we take all reasonably practicable steps
to ensure that in the performance of our jobs, we do not undermine our own
health and safety or the health and safety of any other person.
Working from home
Where your flexible working arrangements involves working outside of a
Watercare office, for example from home, you must complete the following;
• Working Remotely learning module
• Read the TBI Health - Workstation Guide (see appendix)
Things to consider when working from home;
• Make sure you have a suitable work space to ensure you can perform
your job effectively and your work activities are kept separate from
home or family activities;
• Ensure equipment is properly installed for example, ensuring that
electrical sockets/plugs are not overloaded, and that wires and cables
are tidy and controlled;
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Flexible Working at Watercare Policy
• Take all reasonable steps to keep the Company’s technology and
equipment safe and in working order;
• Immediately notify the company of any potential health and safety risks
through iCare;
• Any work-related hazards or materials are stored securely and are not
accessible to family members or others who might have access to the
home-based workplace;
• Manage your working time effectively, including taking appropriate rest
and meal breaks;
• Ensure you report any sickness or injury or work-related health issues
to your manager immediately as you would if you were working in the
Company’s office;
• Apply for leave in the normal way if you need time away from work.
In all instances you should remain communicative with your manager and report
any concerns or problems in relation to working from home in general.
Responsibilities
Our values underpin everything we do at Watercare. A flexible way of working
relies heavily on our values to work effectively.
Accountability
‘Accountability’ means we follow through on our promises and meet our
commitments. Working flexibly means we deliver on our work commitments, we
ensure we work our agreed hours, we remain contactable and responsive to our
team mates, our customers and leaders.
We also ensure we monitor our own wellbeing by taking regular breaks and not
working excessive hours. When working from home you should ensure you are
able to manage any personal interruptions in the same way you would at work.
Location and equipment
You will be provided with the right tools and equipment for your role. When
working at another location, you will need to equip yourself with anything
additional you need or in the case of another Watercare location, use shared
spaces.
For example;
• If you work from home most of the time, you will not be able to have a
designated work space in the company office. You will of course be able to
utilise shared spaces in the office such as hot desks, the hub or meeting
spaces.
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Travel
When working flexibly you may be required to travel to other locations such as
from home to the office for example to attending meetings. This time and cost
should not be considered work time and won’t be covered by the company. Refer
to our fleet policy for further guidance.
Security Considerations
When working from home ensure you safeguard all business/work-related
information and documentation from access by other members of the household
and/or visitors.
When using company equipment follow security protocols including;
Digital Security Policies
Considerations
We are committed to providing a workplace where everyone can work flexibly to
suit individual requirements. However, there may be times when for business,
individual or team reasons this is not possible.
There may be others, but a valid business reason which might warrant flexible
working as not suitable could be:
• There is no capacity to change the working arrangements of other employees
to accommodate the requested flexible working whilst satisfying or maintaining
our business and customer needs.
• There are concerns that the quality and/or delivery of your work is
compromised while working flexibly.
• The requested flexible working would be too costly to accommodate.
At any point, your manager may review your flexible working arrangement. This
can result in any flexible working arrangement coming to an end. This will be
discussed with you and where practical reasonable notice to return to standard
working given.
Where you provide primary care or support for a member of your household who
requires care because of illness or injury, this should be taken as leave in the
normal way. The company would not support flexible working arrangements
which involve employees working from home and taking care of dependents at
the same time.
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Flexible Working Arrangement
Where a request for flexible working arrangements pursuant to Part 6AA of the
Employment Relations Act 2000 is received, this request will be managed outside
of this policy.
Authorities
The following authorities will be applied where the criteria outlined in this policy
is met.
Request
Approved by
Flexible Working Arrangement
Immediate manager AND ‘Chief’ of division
If an employment agreement is inconsistent with this Policy, the terms of the
employment agreement or contractor agreement will be first applied by
Watercare.
Watercare reserves the right to review, amend or add to this Policy at any time
upon reasonable notice to its staff members.
This Policy revision has been approved by the Chief People Officer in June 2020
and will next be reviewed in June 2021.
Appendices
TBI Health - Work Station Guide
TBI Health – Office stretches
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