work_life_balance_presentation

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WORK LIFE BALANCE : 

WORK LIFE BALANCE What is it? Why JWH&S Committees What will it do for us? Is it possible in our organization? How do we do it?

WORK LIFE BALANCE is… : 

WORK LIFE BALANCE is… achieved when an individual’s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business, and society. Taken from “The Work Foundation”

Valuing the employee for their contribution to the workplace, not for their work pattern : 

Valuing the employee for their contribution to the workplace, not for their work pattern

WHY JOINT WORKPLACE HEALTH & SAFETY COMMITTEE? : 

WHY JOINT WORKPLACE HEALTH & SAFETY COMMITTEE? 2(2) “the objects and purposes of this (Manitoba WS&H) Act include:” a) the promotion and maintenance of the highest degree of physical, mental, and social well-being of workers

OBJECTS AND PURPOSES OF WH&S ACT cont’ : 

OBJECTS AND PURPOSES OF WH&S ACT cont’ 2(2)b) the placing and maintenance of workers in an occupational environment adapted to their physiological and psychological condition

JWH&S COMMITTEE DUTIES : 

JWH&S COMMITTEE DUTIES Participation in the identification of risks Development and promotion of measures to protect the safety, health, and welfare of workers Development and promotion of programs for education and information concerning safety and health of workers

DO WE NEED TO SUPPORT WORK LIFE BALANCE? : 

DO WE NEED TO SUPPORT WORK LIFE BALANCE? Workforce shortage Retirements Recruitment Retention 24 hour access (e-tools)

RETENTION : 

RETENTION in 2005, 15 – 20% workforce were >age 55 Family situations Retain the new workers who can and will go elsewhere Needs/desires - survey

RECRUITMENT : 

RECRUITMENT New generation’s views on work Need to provide benefits/initiatives that will make them choose us over them Lure away from those who don’t offer WLB

WHAT WILL IT DO FOR US? EMPLOYEE BENEFITS: : 

WHAT WILL IT DO FOR US? EMPLOYEE BENEFITS: Decrease pressure Able to better meet work/personal/society commitments More time to do other things Avoid traffic congestion Help with child/eldercare arrangements Travel/Education source: Off the Treadmill 2002

WHAT WILL IT DO FOR US? BUSINESS BENEFITS: : 

WHAT WILL IT DO FOR US? BUSINESS BENEFITS: Employee satisfaction Attract/retain employees Decrease labour turnover Increase employee productivity Improved reputation Decrease absenteeism Improved business results

WHAT WILL IT DO FOR SOCIETY? : 

WHAT WILL IT DO FOR SOCIETY? Reduce health care costs Encourage and enable family involvement Reduce commuting – greenhouse gas Encourage/enable volunteerism Happier people - ?reduce conflict/violence Better economy

WHAT ARE OTHERS DOING? : 

WHAT ARE OTHERS DOING?

FLEXIBILITY : 

FLEXIBILITY Flextime Compressed work week Self scheduling

REDUCED HOURS : 

REDUCED HOURS Job sharing Job splitting Voluntary part time work

AVAILABLE LEAVES : 

AVAILABLE LEAVES Short term leaves Family related leaves Deferred salary leave Sabbaticals

PLACE OF WORK : 

PLACE OF WORK Tele-working Tele-conferencing Video-conferencing

WHERE DO WE START? : 

WHERE DO WE START? Gather the right people Review initiatives in place now Establish what % of people use them Decide what initiatives the organization can and/or is willing to implement Survey staff to see what they need and want

GATHER THE RIGHT PEOPLE : 

GATHER THE RIGHT PEOPLE Subcommittee of JWH&S Committee Committed manager/s Frontline supervisors Human Resources/Occupational Health/EAP Union Interested workers – leaders Rep from other committees ie Wellness

TIMELINES : 

TIMELINES

SETTING GOALS:Working backwards : 

SETTING GOALS:Working backwards Pick desired date for first initiative to start How long will it take to analyze and communicate survey results? Deadline for returned surveys When should surveys go out? (how long to complete – 2-3 weeks) Deadline for information from supervisors about the use of initiatives already in place

SURVEY : 

SURVEY

SURVEY : 

SURVEY How to distribute – paper, email, by whom Confidentiality How to collect, who will collect When to start analyzing – as received or once all collected Deadline for receiving

ANALYZING THE SURVEY : 

ANALYZING THE SURVEY

INITIATIVES : 

INITIATIVES Which initiative/s will be offered Which initiatives offered first – in order Parameters – core hours, numbers off/unit Process to apply – forms, deadlines Evaluation dates

COMMUNICATE : 

COMMUNICATE Information: Results of survey Initiatives to try Dates to start Parameters Process Evaluation Methods: Supervisor training Staff meetings Website/email Newsletter Posters Committees

EVALUATION : 

EVALUATION Who When What How Analyze results Communicate results

RESOURCES : 

RESOURCES The Workplace Stress Initiative www.workplacestressinitiative.ca The MFL Occupational Health Centre www.mflohc.mb.ca Mental Health Works www.mentalhealthworks.ca Canadian Mental Health Association www..cmha.ca

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