Work Life Balance. The Ministry’s objectives are to have workplaces where the work-life balance requirement of employees can be met and employees work in an environment which meets occupational safety and health requirements. The Ministry; NZEI Te Riu Roa; and APEX will monitor workloads to ensure that regular and/or excessive additional hours of work are not required. To facilitate this, the parties agree to use established forums whereby, representatives will meet with the Ministry to discuss union members’ experiences and put forward such matters for the Ministry consideration and resolution.
Work Life Balance. (1) The employer is committed to workplace practices that improve the balance between work and life for its employees, irrespective of gender.
Work Life Balance. (WLB) The parties agree to create a Work- Life Balance (WLB) division of Human Resources, resulting from realignment of the current employee assistance program (EAP) at all levels. This infrastructure will help ensure that the work-life balance services offered are consistent program-wide while fostering better communication about the availability of the services. The WLB division will include health promotion, employee assistance and referral services, and will enable the organization to offer more robust work-life balance services to employees that lead to cost savings, employee retention and increased employee satisfaction. Resources for the WLB division at the national level will include a director of WLB, a dedicated labor partner, a project manager, analytical staff and existing EAP resources. Additional resources will be identified at the regional and local level as needed to effectively support the WLB division and should be integrated with unit-based team infrastructure to the extent practical. The Strategy Group will provide program- wide oversight for the WLB division. Regional and local WLB committees with management, union, physician, dentist and EAP representation will provide support to the division.
Work Life Balance. 46.1 Work Life Balance Initiatives
Work Life Balance. The Administration and the CSU-AAUP are committed to the ongoing development and implementation of working conditions and benefits that facilitate each faculty member’s ability to achieve a healthy work-life balance regardless of gender, age, or family life-style status. CSU views work-life balance as a means to enable faculty to fulfill their career aspirations at the University as well as meet their responsibilities outside of work, and to improve our ability to attract and retain talented faculty. Currently policies and procedures are being developed to address three issues:
Work Life Balance. 2.14.1. The public service has pioneered work-life balance arrangements, which support the recruitment and retention of staff and contribute to wider public policy objectives, including those of increasing and maintaining female participation in the labour market, and achieving gender balance in career progression.
Work Life Balance. ARTICLE 42 – MATERNITY LEAVE WITHOUT PAY (as per Common Issues) Addition of Schedule V of the Act, which allows mobility between the core public administration and 26 other separate agencies, including the Canada Revenue Agency, the Canadian Food Inspection Agency, Parks Canada and the National Research Council, without an obligation to repay allowances. This change gives more flexibility to parents who wish to change positions within the federal public service.
Work Life Balance. The Administration and the AAUP-LS are committed to the ongoing development and implementation of working conditions and benefits that facilitate each faculty member’s ability to achieve a healthy work- life balance regardless of gender, age, or family life-style status. CSU views work-life balance as a means to enable faculty to fulfill their career aspirations at the University as well as meet their responsibilities outside of work, and to improve our ability to attract and retain talented faculty. Currently policies and procedures are being developed to address three issues:
Work Life Balance. This is a new clause to replace clause 46 in the current agreement with improvements, such as allowing access to the purchase of additional leave provision to employees in a teaching capacity. The clause retains the Commissioner’s commitment to providing employees with flexibility to assist in balancing work and life commitments. The new clause sets out more clearly the factors involved when considering a flexible work arrangement (must work for the employee, the agency and customers). It provides a more comprehensive list and explanation of the flexible work options available to employees under the new Agreement. The clause stipulates the timeframe for responding to an employee’s request (i.e. CEO or delegate must respond in writing within 21 days) and the request may only be refused on reasonable business grounds. What constitutes ‘reasonable business grounds’ has been included in the definitions clause at the start of the Agreement. The clause also provides that, subject to approval, employees may work from home or another location to facilitate flexible work and that only the CEO can refuse request to work from home.
Work Life Balance. (1) The Office of the Information Commissioner is committed to establishing workplace practices that improve the balance between work and family for its employees.
