Seven tips for entrepreneurs
How to navigate the minefield of flexible working


A few months ago my daughter returned to work after maternity leave.  She wanted to work less than full time, in order to spend more time with their daughter. 
They were also keen to minimise the cost of nursery school care, whilst retaining my daughter's job as a career rather than a pin money job.  

This is the latest advice given to employers, for when a member of staff requests flexible working:

1. Don't confuse flexible working with part-time working: flexible working can encompass a change to working hours, but may mean place of work.  The options include compressed hours, term-time working, flexi-time, job sharing the home working to name a few.
2. Deal with requests reasonably: there is no obligation for employers to grant an employee's request, only to deal with it in a reasonable manner.  Make sure the final decision is based on genuine business drivers rather than attitudes.
3. Consider carefully whether to ask the reason for the request: employees are not obliged to tell you but it may be beneficial for them to do so.  It may allow you to clarify for example, whether a temporary, rather than permanent contractual change is preferable, or whether another option might be more appropriate.
4. Don't make value judgements about the most deserving request: consider requests on their merits in the context of your business and if your business can accommodate the request, rather than focusing on the reason for the request.  That avoids getting into discrimination territory.
5. Consider a trial period, instead of rejecting a request outright: if you are unsure what the effect of a flexible working arrangement will be on the business, and what impact it may have on other employees, a trial period for a short fixed period can help to gauge whether the arrangement is sustainable.
6. A refusal must be based on one of eight statutory business reasons: otherwise employers might find themselves on the receiving end of a claim.  These reasons are the burden of additional cost; detrimental ability to meet customer demand; inability to reorganise work among existing staff; inability to recruit additional staff; detrimental impact on quality or performance; insufficient of work during the periods the employee wishes to work; or planned structural changes.
7. Deal with competing requests on a first come first served basis: this is the fairest approach and business needs and context must remain key.  If you decide to ask staff already working flexibly if they are willing to vary their arrangements to accommodate further requests, remember that agreeing to the first request constituted a permanent contractual change.

If you weren't there - who would care?

If you weren't there - who would care?

Yes, that's me 
standing in the foyer of Sainsburys, dressed in rather unusual garb

Last year Sainsburys invited members of the Torbay Care Trust to go into their stores at The Willows, Torquay and Brixham Road, Paignton to publicise the Torbay Carers Card.  This is a card for people who help look after a family member, friend or neighbour who could not manage without that help. 

Carers carry these free cards around with them and, in case of emergency, there's a telephone number on the card which can be rung.  When the call is received at the Centre a nominated family member or friend is contacted by the Centre, who can ensure that the cared-for receives any help needed.

Carers on the Register receive a regular newsletter, they are offered discounts in certain shops and are invited to take part in relevant trainings and social events, should they wish.

So far we've carried out this publicity three times - last November, then again in February and now this week - it's hard work - but very worthwhile when we are able to tell people who would not otherwise know about the scheme.

All of us who do this work are either carers (or ex-carers) or work with unpaid carers, which does help when talking to people.

Following the success of these events, Sainsburys 

is now planning to expand this scheme 

to another 120 stores across the country.

PS Paignton now has a Carers Centre, it's based at the Library, upstairs in room 17 (which is of course next to room 2!) - May 2013. 

see: http://www.thisissouthdevon.co.uk/pictures/Healthwatch-Torbay-Paignton-Carers-Centre/pictures-18882123-detail/pictures.html

For those living in Paignton there's also a group to do with carers which discusses issues relating to carers in this town.  We meet at Paignton Hospital once every two months for a couple of hours.

and also see Torbay Carers (online) Forum: http://www.torbaycarersforum.co.uk/events.php

Ducks in a Row

Does anyone know the phrase 'Ducks in a Row'?

 Here at work they fell about laughing when I said that many carers I visit have all their ducks in a row - my colleagues said they'd never heard it before!  

So here are some ducks in a row to remind us of what 

it feels like as so often they aren't, as one (or more) have fallen off.

 These ducks look rather hip - probably how we imagine we are 

but perhaps don't come over that way?

 And here's a pic of us all, gathered behind Katy!