Agenda item

Blended Working Policy

To consider the report by the Director for Digital Sustainability and Resources, attached as Item 7.

Minutes:

Before the Committee was a report by the Director for Digital Sustainability & Resources, copies of which had been circulated to all Members and a copy of which is attached to the signed copy of these minutes as Item 7.

 

The report sought approval of the Blended Working Policy with effect from 1st November 2021.

 

The H of HR advised the Committee that the Policy had transpired due to the Covid-19 pandemic and the way staff would work in the future.  If the Policy was approved it would replace the current Ways of Working Policy.  The aim was to enable staff to voluntarily work a proportion of their working hours from home where their role was deemed suitable by their Line Manager.  The Officer advised that the new Blended Working Policy and Staff Travel Policy would not take effect until 1 November 2021 in order to implement training with Managers.

 

The Officer further advised that there were connections between the Blended Working Policy, the Expenses Policy and the Staff Travel and there would be links for ease of reference.

 

The Officer read out the recommendation within the report.

 

 

A Member commended Officers on a forward thinking piece of work and felt it would benefit staff and Worthing residents alike.

 

Another Member raised concerns about the principle of the Policy as he felt there could be pitfalls for the future.  He explained that if you had two members of staff on a similar salary and one was permitted to work from home but the other was not, there would obviously be costs involved for the employee coming into the office that were not incurred by the staff member working from home.  He felt that if all staff worked remotely the employer could be saving significant amounts of money.  He asked whether the Officer had any comment on his views.

 

The Officer referred the Member to the Equality Impact Assessment and advised there were a number of roles that could not be carried out at home and the assessment was on the role rather than the individual.  However, the Councils would try to ensure that all staff were treated fairly. 

 

Another Member presented the scenario that should you have three individuals working in the office and one of the team working from home, could this arrangement be altered or carried out on a rota basis.   

 

The Officer advised it would be the responsibility of the Manager of the team to ensure fairness within the team.  They may need to advise an individual could not work from home when there was cover in the office required.  She advised there were a number of staff who preferred working in the office and the Manager’s main concern would be the service provided.

 

Finally, a Member stated she felt it was a good Policy, very well thought through and the research was to be commended.  She said that flexible working/blended working was the way many workplaces would be moving.

 

 

 

 

Decision

 

The Joint Staff Committee unanimously APPROVED the Blended Working Policy with effect from 1 November 2021 and agreed to delegate authority to the Head of Human Resources (in consultation with the Chief Financial Officer and the Head of Legal Services, where relevant) in order to make minor and non-consequential amendments to this policy at any time.

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