ways2work - Parents and carers
Starting the conversation
Asking for flexible arrangements that will help you to balance your work and family responsibilities can feel daunting.
Remind yourself that you are a valuable employee with much to offer. Most employers are aware that you can be just as productive, or even more so, when juggling family commitments or flexible work arrangements.
There are also now laws that protect your right to request flexibility at work to accomodate your family and caring responsibilities. For more information see Family Responsibilities - Guidelines for Employers and Employees, a publication produced by Industrial Relations Victoria and the Victorian Equal Opportunity and Human Rights Commission.
Present yourself positively, as someone who is professional and dedicated. Don�t feel apologetic. Be clear about your circumstances and your limits. Providing the needs of the business are taken into account, there�s every chance your employer will accommodate your needs.
The first thing is to decide what you need and what will work around your family and/or care responsibilities. Work out your preferred option and what you are prepared to settle for.
When is the best time to ask for flexibility?
You can raise your needs for flexibility when you first inquire about the job, at an interview, when you are formally offered the job, or wait until you have been working for the employer for some time and have demonstrated that you are a good employee. As a general rule your first day at work is not the best time to start these negotiations.
According to Denis Baker, 'Dr Work' columnist and author of The Personal Job-Hunting Package, finding the right time to raise issues, providing information about your own circumstances and needs, and asking questions, will depend on each particular situation. 'It largely comes down to a mature approach to the contact and applying simple, honest communication.' Read more advice from Denis Baker here ....
In the interview
You can raise the subject of flexible work during the interview. A good time is when the interviewer clarifies the hours or asks if you have any questions.
- be prepared with proposals to show you have thought out carefully what you can offer the employer
- take notes with you or put the proposal in writing
- try to offer more than one option and make it clear that you have the needs of the business in mind
- think about the point of view of the employer and be realistic � some industries just aren�t geared to this kind of flexibility
- consider any concerns the employer might raise and be prepared to offer solutions
- have a practice session with a friend or your partner beforehand
Useful Questions
- What hours will I be expected to work?
- What are the rostering arrangements?
- What work and family balance arrangements already exist at the workplace?
- Do you have part-time employees or any job-sharing arrangements?
- Is it possible to negotiate flexible starting and finishing times?
- Would I be able to do any of the work from home if I had to leave early or come in later?
Useful phrases
- 'I am keen to work and want to be a valuable member of staff. I also need to balance my family responsibilities.'
- 'I'm very conscious of my responsibilities as a professional employee and as a parent.'
- 'I understand the business really well and I�m confident we can make this work.'
- 'I am someone who sees a project through and gets the job done.'
- 'I understand that you have a family friendly policy and I wonder how this might work.'
- 'I do need some temporary adjustment so that I can balance my work and family responsibilities.'
- 'Sometimes I may have to leave early but I am happy to start early the next day.'
- 'I can work these hours and I will be available outside these hours (for meetings or overtime) as long as I am given some notice.'
- 'I prefer to do early/late shifts.'
- 'Due to family commitments I would like to start work at...'
- 'I may have to leave work if my friend or family member needs care but I will finish my work at home.'
- 'Would you be happy to test these arrangements for a trial period (for example, three months) to see how they work?'
- 'As a result of unavoidable family arrangements I won�t be able to [work on Sundays].'
- 'My family responsibilities mean that I need to pick up my child from school.'
Stay calm and leave room for negotiation.
Don�t feel you have to agree to something straight away. It�s fine to say 'I need to think about that. Can I get back to you about that this afternoon/tomorrow?' and take time to think or get more advice.
Don�t forget to show your appreciation and thank the employer/interviewer for anything they offer.
Zana Bytheway is the executive director of JobWatch, an employment rights legal centre which deals with 20,000 calls from Victorians every year.
In her experience, large organisations offer better protection for their workers and have a designated HR department to deal with recruitment and employment conditions. On the other hand, at some smaller organisations the boss might be in a similar position and will listen sympathetically to your request.
'Communication is the key,' she says. 'Preface any dialogue with the employer with how interested you are in the position and stress that whether you are there for three days or five days you are absolutely dedicated to getting the job done.'
And to increase your confidence, be prepared with suggestions about what you want, and before the interview or meeting have a brainstorming session with friends about any queries or concerns that might be raised � as being prepared is the key to most successful outcomes.'
She says it is important to speak to the employer with respect. 'Don�t make any demands even though it may be a right.'
Know your entitlements
In some industries and workplaces you will be expected to negotiate your own terms and conditions, including salary; in others you will be expected to simply accept or decline the job as offered.
ACTU industrial officer Belinda Tkalcevic advises job seekers to find out their rights under the Federal and State systems.
'If you know what you are entitled to do, it puts you in a stronger position. It gives you a bit of negotiating power if you have done the research.'
The union that covers your workplace will have information about the relevant enterprise agreement and may know about existing conditions, for example, whether job-sharing or part-time work is available. You don�t have to be a member to contact them.
To find out which union represents your workplace and other information contact the ACTU Workers� Hotline on 1300 362 223 or the Victorian Trades Hall Council on (03) 9662 3511.
Once you've got the job
Kate Sykes, founder and director of the website careermums.com.au has the following suggestions for what to include when submitting a proposal to work flexibly to an existing employer:
- why I would like to work flexibly
- what flexible work arrangements I want � provide at least two options for consideration
- parts of my job that will be affected by a flexible work arrangement
- potential solutions for the work gaps identified
- how my proposal to work flexibly might impact on clients and colleagues
- what aspects of the job could be done remotely, by email or telephone
- the cost or cost savings of implementing a flexible work arrangement
- how and when my flexible work arrangements could be reviewed
Ten practical workplace tips
Susie Allison, an industrial officer with the National Union of Workers who has helped negotiate family friendly conditions for workers across many workplaces, has the following advice for striking up a conversation with your boss:
- Do some homework before having the conversation. Find out whether the company has any relevant policy on flexible working hours, even though managers may not apply it. It helps for your boss to know that you�re aware of company policy.
- Find out if anyone else at work has managed to negotiate flexible hours � because this sets a useful precedent.
- Consider who is the most appropriate and/or sympathetic manager to approach � for example it may be better to approach your HR manager instead of your direct supervisor. If you work at a union site, talk to the union delegate about who may be the most sympathetic boss and how to approach them. If not, you may want to seek advice from a trusted colleague, however, make sure your colleague understands that the conversation is confidential.
- Before any discussion, consider the operational requirements of the business. For example, if they�re always flat out on a Monday, it�s not a good idea to ask for time off at the busiest period.
- Have a clear idea of what you�re seeking and think of as many alternatives as you can. Are you looking for part-time work or just to leave an hour earlier a couple of days a week? Make it clear if you�re happy to come in earlier on other days, or to work from home. You need to be very clear about what you need. The more options you have the better.
- When it comes to having the conversation � make an appointment so your manager or employer can focus on what you�re seeking.
- Consider putting your requests in writing so your manager or employer can consider it before the meeting. If you�re nervous, having something in writing also gives you a good base to go on.
- If you work on a union site, consider taking a delegate with you or show them your written proposal first to get some feedback.
- Make it clear to your boss that you�re finding it difficult to balance your carer�s responsibilities and your work, and you want to find a solution that allows you to fully concentrate at work and do a good job and also fulfil your carer�s obligations.
- You may want to start the conversation with: 'I'm finding it hard to balance my work and family responsibilities, and I want to find a solution. Here are some of my ideas...'
There's a first time for everything
Cait works in publishing and when she became pregnant was initially told that she would not be able to return to work part-time. But with some creative thinking on Cait's part and the good will of her employers they were able to create a precedent for others to follow. Read more about how Cait created a part-time role for herself...
You need to be clear about which laws apply to your employment as they have different terms and conditions. To find out more, read Your rights, responsibilities and entitlements.
Under the workplace relations system, minimum wages for employees covered by the federal system are no longer included in awards. They are now protected in Australian Pay and Classification Scales, which form part of the Australian Fair Pay and Conditions Standard.
Make sure you are aware of your rights and responsibilities when it comes to negotiating flexible child care arrangements. To find out more, read Flexibility around child care arrangements - what are employee rights and responsibilities?
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