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Main aims of the module:

Promoting quality of working life: Overview of policies and practices for family-friendly workplaces at European and national levels. Main aims of the module:

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Main aims of the module:

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  1. Promoting quality of working life: Overview of policies and practices for family-friendly workplaces at European and national levels. Main aims of the module: to sensitise trainees about the European and national policies that help people to balance professional, private and family life and improve the quality of life for both women and men. to overview of good practices towards reconciliation of work and private/family life at company level. MODULE 6.

  2. MODULE 6. Improving the quality of working life including the issues of work-life balance remains at the core of European Commission’s strategy Europe 2020 for “smart, sustainable, inclusive growth" with greater coordination of national and European policy. European Parliament consistently calls for more action to improve work-life balance.Even in its Resolution of 20 October 2010 on the financial, economic and social crisis, where recommendations concerning the measures and initiatives to be taken are provided, European Parliament: • emphasises the importance of sustainable job creation and high-quality employment • calls for increasing employment rate up to 75% for both men and women by “reducing labour-market segmentationand stepping up efforts to facilitate the balance between work, caring responsibilities andfamily life” blog.lewistaxation.com.au

  3. MODULE 6. The above presented European policies targeted towards reconciliation of work and private life in different countries may have different provisions, but there are several main aims which are common to all the Member States, including: • Facilitation of different leave schemes and arrangements (paternity leave, maternity leave, parental leave, career breaks). • Increasing labour supply through flexible working time arrangements. • Increasing labour supply through provision of services for care for elderly or family members with disabilities. • Increasing labour supply through provision of services for childcare and arrangements to ensure safety and health at work of pregnant workers and workers who are breastfeeding. • Facilitation of training/retraining of employees who return to the labour market after the break due to family reasons. een-northeast.co.uk

  4. Council Directive 92/85/EEC amended by European Parliament’s legislative resolution on 20 October 2010 (texts adopted P7_TA(2010)0373),whereinthe Member States are asked to: extend the minimum maternity leave from 14 to 20 weeks, paying workers on maternity leave 100% of their last monthly salary or their average monthly salary and last four weeks of 20 paid at least of 75% of salary; give fathers the right to fully paid paternity leave of at least 2 weeks within the period of maternity leave; to ban dismissal of pregnant workers from the beginning of a pregnancy to at least 6 months following the end of the maternity leave; to protect workers from performing night work or work overtime during the 10 weeks prior to childbirth, during the remainder of the pregnancy in cases where the mother or the unborn child have health problems, and during the entire period of breastfeeding. MODULE 6.

  5. The Maternity Protection Recommendation 2000 (No. 191) aims: to ensure that women’s work does not threaten the health of the woman or child during and after pregnancy; to enable women to successfully combine their reproductive role and prevent unequal treatment in employment due to their reproductive role. MODULE 6. www.nursingmothersupplies.com

  6. MODULE 6. Council Directive 92/85/EEC: establishes guidelines for assessing the risks related to chemical,physical and biological agents, to certain industrial processes, to certain movements and postures and to physical and mental stress; provides for provisional measures to protect pregnant workers and workers who have recently given birth or are breastfeeding against these risks and bans outright their exposure to certain chemical, physical and biological agents; defines the following provision measures: governing night work, maternity leave, ante-natal examinations, employment rights and protection against discriminatory dismissal; invites Member States to allow women wronged by failure to comply with these measures to assert their rights.

  7. MODULE 6. The main policies regarding work and life reconciliation on European level: ec.europa.eu • Council Directive 96/34/ECobliges Member States to introduce legislation on parental leave that will enable parents to care full-time for their child over a period of three months. This directive ensures that a certain minimum standard is guaranteed within the Member States. • Council Directive 92/85/EEC introduces the measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding.

  8. European employment strategy (EES) aims at strengthening the coordination of national employment policies The main objective of EES is to involve Member States in a series of common objectives and targets, including equal opportunitiesfor combating the gender gap and supporting the increased employment of women, by implementing policies on: career breaks, parental leave, part-time work, good quality care for children. The EES also proposes that Member States facilitate return to work, in particular for women. MODULE 6. ec.europa.eu

  9. MODULE 6. equal economic independence for women and men, where the European Commission aims at improving the overall framework for a better work/life balance paying particular attention to the availability of affordable high-quality care services One of the priorities ofStrategy for equality between women and men (2010-2015), Adopted on 21 September2010 is: ec.europa.eu

  10. It is a big challenge for employees trying to reconcile work and commitments to their families. MODULE 6. European Union faces a new phenomenon of high intensification of work loads and gradually increasing the work-related burnout cases, which affects the productivity of a person. www.canada.com In particular it affects the increasing number of so-called “sandwich generation” families (middle-aged persons wedged between two dependent generations) coping with difficulties of multi-generational care. treehugger.com

  11. MODULE 6. The philosophy of “down-shifting” is becoming more and more popular. It aims to introduce the new measures in one’s quality of life showing that decelerating the overscheduled realities can be the best way to improve efficiency. blog.mypetfat.com insomniacsraine.blogspot.com The video film “Slow Life”, developed during the project aims to raise awareness of people about “down-shifting” philosophy.

  12. MODULE 6. GOOD PRACTICESTOWARDS RECONCILIATION OF WORK AND PRIVATE/FAMILY LIFE AT COMPANY LEVEL • Adapted EU legislation on reconciliation of work and family life started to be implemented in partners’ countries. • Good examples of implemented family-friendly policies could foster both employers and employees to contribute themselves to implementation of work and family balance measures at workplaces. • During the trainings we present the collected good practices from partner countries – Finland, Germany, Great Britain, Italy, Latvia and Lithuania. • More information about good practices you can find in State of Art Review on www.family-learning.eu

  13. MODULE 6. GOOD PRACTICES The examples of family-friendly measures offered to employees by the companies on their own initiative can be found in different countries: Germany Child care service on the company’s area, (Fraport AG, Windwaerts Energie GmbH); Flexible work arrangements as tele-work and part-time for employees who don’t have to be available at workplace permanently (Fraport AG) or sabbaticals (Windwaerts Energie GmbH); Assistance to parents and employees with family members in need of care to find child care services (public services, babysitter, etc.) or care for elderly (Fraport AG); Special programme for employees planning a paternity leave (offering coaching, workshops, etc.), pool of employees on paternity leave helping to find substitute in cases of sickness or holidays and informal “generation network” which aims at assisting employees by mutual assistance and supports the exchange and contact between people of different generations (Weleda AG); Offering employees opportunities to participate in trainings, keeping informed employees on parental leave via intranet and e-mails (Windwaerts Energie GmbH); You can select the country that interests you.

  14. MODULE 6. GOOD PRACTICES Italy Introducing a model of flexible management of human resources at retail stores and aiming to match store employee requirements concerning staff attendance on the job with their family needs (childcare, disables or elderly relatives care) (Coop Liguria); Individual or small group training for employees re-entering the workplace after leave or absence (Coop Liguria); Private crèches set up for children aged 13 to 36 months of employees and the local residents in various urban areas (Consorzio sociale Agorà, Mignanego societácooperativa); Summer schools for school-children (Consorzio sociale Agorà); Babysitting service for children from 12 months “S.O.S. NANNY” – a first-aid for families having problems with childcare in emergency situations (Mignanego societácooperativa). texas.inetgiant.com

  15. MODULE 6. GOOD PRACTICES A certain financial allowance is allocated for an employee in case of wedding for the first time and/or in case of the child birth (AS „Valmieras stikla šķiedra”, AGA Ltd.) A certain financial allowance is allocated forchildren of employees attending school from 2nd till 12th grade (AGA Ltd.); 1 paid work day is allocated to mother or father for leading her/his child to 1st class at school (AGA Ltd.). • Latvia • Within the framework of Collective agreement: • Additional leave of 3 days per year for a woman having 3 or more children up to 16 years old or disabled child(AS „Valmieras stikla šķiedra”); • A certain financial allowance is allocated to those employees who children start go to the 1st class (AS „Valmieras stikla šķiedra”, AGA Ltd.); • Christmas Eve fest organised for employees children under 7 years old (AS „Valmieras stikla šķiedra”); expatads.com

  16. MODULE 6. GOOD PRACTICES Implementation of the measures encouraging reconciliation of work and family life through participation in the project contributing to the family-friendly atitude formation in the society (JSC “Omnitel”); Establishing mini-kindergarten within the premises of enterprise (“Pas Agota”, “Rimi Lietuva”); Possibility to work at home (JSC “Festo”, JSC “Omnitel”, JSC “Office system”). • Lithuania • Flexible working hours (JSC “Jarossauga, JSC “Omnitel”, JSC “Festo, “RimiLietuva”, JSC “Office system”); • A certain financial allowance is allocated for employees who get a baby (JSC “Omnitel”); • Christmas parties and other events organised for employees and their children (JSC “Omnitel, JSC “Festo”, “Pas Agota”, JSC “Jarossauga”); belfasttelegraph.co.uk

  17. MODULE 6. GOOD PRACTICES United Kingdom Flexible working time arrangements – changing of working hours, part-time, job-sharing, tele-working, etc. (Individual Restaurant Company,Happy Computers Ltd., Lloyds TSB Bank plc.); Paid compassionate and emergency leave, with extra week paid leave for any major life event (Lloyds TSB Bank plc.); Childcare vouchers available (Lloyds TSB Bank plc.); On-line Job-share register, Career Break scheme, Holiday trading scheme (Lloyds TSB Bank plc.); myfamilycare.co.uk

  18. MODULE 6. GOOD PRACTICES Finland Flexible work arrangement, including possibility to work at home, shortened working hours, sabbaticals; Arrangement of baby-sitter in emergency situation with childcare; Possibility to use babysitting services provided by a specialized child-care provider and offered as a bonus to employees (Kodinavux) minnesota.inetgiant.com

  19. MODULE 6. PRACTICAL EXERCISES National and local policies facilitating reconciliation of work and family life according the theory presented above (reflection after review of the introductory part of video clip “FamUnDo-An innovative project to improve companies in family-friendly policies”) Case study “Weleda AG” (presented in State of Art Review, p. 21, www.family-learning.eu); Case study “Fraport AG” (presented in State of Art Review, p. 19, www.family-learning.eu); Case study “Lloyds TSB Bank plc” (presented in State of Art Review, p. 39, www.family-learning.eu); Slow life and down-shifting philosophy vs modern life (reflections on the basis of video clip “Slow Life”). We suggest to deepen your knowledge on the topic of the module by analysing the following case studies: Practical exercises can be selected by the trainer in accordance with the needs of the trainees.

  20. MODULE 6. Case studies of best practices REMEMBER …. While analysing the presented cases studies, try to reflect yourself on these questions: What is your family situation? What is the situation in your company? What kind of agreement you work with?

  21. MODULE 6. Case studies of best practices Aim: to create awareness of trainees about the national and local policies related with reconciliation of work and life balance Task: to review the introductory part of the video clip No. 8 and reflect on the questions provided below. Duration: 30 min. National and local policies facilitating reconciliation of work and family life • Questions for reflection: • Do you like the initiatives presented in video clip? • Do you think such initiatives could be taken at your municipality level? • Who could help you to implement such initiatives (think of networking)? • What national policies (legislation, secondary legislation) facilitating work and life balance adopted in your country do you know? Are you satisfied by the legislation and the extent to which it covers reconciliation of work and family life? What kind of improvements of national legislations would you suggest? • Who could help you to establish or improve existing local initiatives on municipal level for reconciliation of work and family life?

  22. MODULE 6. Case studies of best practices Aim: to create awareness of family-friendly initiatives of employers Task: to read the case study “Weleda AG” and reflect on the questions provided below. Duration: 30 min. Case study “Weleda AG” • Questions for reflection: • Do you think such initiatives of employers are the best measures to encourage fathers to share their responsibilities of child care? Do you know other examples? • Would you like to propose such initiatives to your employer? • Would it be possible to convince your manager to create a “Generation network” as a good example of innovative way which helps people to reconcile work and family?

  23. MODULE 6. Case studies of best practices Case study “Fraport AG” Aim: to create awareness about the initiatives of employers to implement Task: to read the case study “Weleda AG” and reflect on the questions provided below. Duration: 30 min. • Questions for reflection: • Work and family reconciliation in the company is a concern for men or women? Why? • Does the welfare system as in Germany itself guarantee gender equality in the workplaces or is it good will of the managers? • Do your company provide the possibility to use flexible working hours or to work part-time? How often men use their right to choose these family-friendly policies? • How can the lack of proactive family support policies, namely child care services and measures aimed at facilitating the reconciliation of work and family life effect the decision of employees to create a family and to have a baby?

  24. MODULE 6. Case studies of best practices Case study “Lloyds TSB Bank plc” Aim: to create awareness of family-friendly initiatives of employers Task: to read the case study “Lloyds TSB Bank plc” and reflect on the questions provided below. Duration: 30 min. • Questions for reflection: • Do you agree that flexibility should not only be an advantage for the company, but also the measure which creates an opportunity for people to develop a balance in their lives? • What are the advantages gained by an employer because of good functioning of flexibility system in the company? • What would be your steps to negotiate a change with your employer to adapt family friendly policies? Is there any way you could initiate progressive measures using technologies and support of your colleagues? • What kind of information or plan would you deliver to employer trying to implement the measures as “Flexible benefits scheme”, “Job-share register”, etc.?

  25. MODULE 6. Case studies of best practices Case study “Slow-Life” Aim: to create awareness about importance of slow life and down-shifting philosophy in the modern work life Task: to see video clip No. 4 “Slow-Life” and reflect on the questions provided below. Duration: 30 min. • Questions for reflection: • Do you feel continuous time pressure in your life? • Do you think that “know-how” of time control would help you to feel less stressed in trying to reconcile work and commitments to your family? • Do you agree downshifting could be beneficial for employees facing work and family balance problems? Do you find it useful for you and your family? How you could apply downshifting in your life? • What additional measures improving quality of life to help yourself for “down-shifting” you could apply (for example: meditation, turn off the phone and pc, watching clouds, etc.)?

  26. NEXT STEPS TO DO… You have just completed this training module… CONGRATULATIONS! What would be your next step? What actions are you going to take? Don’t worry… we have got some hints for you.. what you couldDO NEXT… undergroundteacher.blogspot.com

  27. CLOSING PART – NEXT STEPS TO DO… START TO THINK ABOUT THE NEXT STEPS FOR YOU TO DO: Make a personal plan, set your personal goals; Discuss the ideas of better reconciliation of work and family life with your family members; Organise a discussion on reconciliation of work and family life at your workplace (use e-Handbook on DVD or published on www.family-learning.eu); How could you raise awareness about the family-friendly measures presented in the project at your workplace? Consider the possibility to discuss work-life balance problems with your employer; Think how you could use some of the presented good practices to show to your employer (trade union representative, etc.) as an example of family-friendly measures; Think, who could support you while talking to your employer about your work-family balance problems (representative of trade union, human resource manager, NGOs working in the field, etc.).

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