The Home Working policy is part of our work/life balance policies. This is where work is performed at or from home instead of at or from the Board’s premises for a significant proportion of the contractual working hours.
“Working from home” and “working at home” have specific definitions in the policy and operate in different ways. These options are desirable because they can provide greater flexibility for our staff and increase the scope to meet the Board’s commitment to equal opportunities.
In addition, we can broaden the traditional recruitment market and gain access to alternative labour markets allowing us to attract and retain staff.
There are also environmental advantages by avoiding unnecessary car journeys.
Top Tips on using the Homeworking Policy....
- Individuals working at home retain an NHSGGC base
- Individuals working from home have their home as their office base
- Suitability for home working will depend on the post
- Home working must be approved by the line manager
- Subject to regular review
- Regular and effective communication between employee and line manager is paramount.
- A home working risk assessment must be completed for everyone working from home
- Same Employment Rights apply to home workers
- Withdrawal from Homeworking: ‘Homeworking’ is a long term commitment both for the Board and staff. However, homeworkers may seek to discontinue the arrangements and request to be based in work premises. The Board will agree where it deems this practicable. Our managers will take a compassionate approach to requests made due to exceptional personal circumstances.