Page 49 - Thomas Franks Handbook

10. ONGOING EMPLOYMENT
Where an instance of flexible working is proposed the Company will need to take into account a number of criteria including (but not limited to) the following:
• the cost of the proposed arrangement;
• the effect of the proposed arrangement on other staff and the client; • the level of supervision that the post-holder holds or requires;
• the structure of the location and staff resources;
• other issues specific to the individual’s location;
• an analysis of the tasks specific to the role, including their frequency and duration;
• an analysis of the workload of the role.
Eligibility
Employees in all areas and levels of the company will be considered for flexible working regardless of their age, sex, sexual orientation, race, or religion or belief, or whether they have a disability, their current working pattern. However, there is no automatic right for employees to change to any of the flexible working patterns - each application will be considered on the basis of the particular location, the work involved and any detrimental effect the change could have on individual, team or business performance.
Right to request flexible working
The right to request flexible working is available to all employees who have a minimum of 26 weeks’ continuous service. Only one request can be made in any twelve month period and should initially be addressed to the HR Director at Head Office.
The flexible working request should be made in writing and must include the following information:-
• The date of your application, the change to working conditions you are
seeking and when you would like the change to come into effect.
• What effect, if any, you think the requested change would have on the
employer and how, in your opinion, any such effect might be dealt with.
• A statement that this is a statutory request and if and when you have made
a previous application for flexible working.
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