@64869923 the NSSO blended working model already allows 4 days WFH a week (or 20% in the office over multiple weeks).
I've heard Revenue staff were surveyed about a 4 day week and also removing core hours
It's all part of their cunning plan to get as many people as possible to take voluntary pay cuts 😁
Really hope so, gonna start taking 1 day parental leave in September and hopefully never see a 5 day again! The drop in wages is not that much, used that new nsso what if calculator
Is the 4 day week actually going to happen?
Let's hope the D.O.E follow suit. No Flexi if you work from home is outrageous!
Great to hear. I must drop a query to my own HR... their review has been ongoing for nearly as long as the pilot project itself, at this stage! 😁 (I'm anticipating a similar outcome to yours, but still... it'd be nice to have it official!)
We were recently informed in the nsso that the pilot has ended and flexi accrual regardless of location is beginning in a matter of weeks.
great news and when combined with the 4 day WFH per week looks like a great end result.
I wonder will many other departments follow suit.
Our Blended Working Policy has been running for over six months, now, as a pilot. The pilot is being reviewed (for the last six weeks or so) and line managers have gotten surveys about how it's working for them/their staff.
Curious to know if folks have had any engagement in terms of when their organisation's blended working pilot actually commenced, how long its due to run for, and what's being measured?
It won't come back unless there is pressure from your staff (Partnership committee?) and the unions. The unions will only act on motions that have been passed at their Annual Delegate Conference/AGMs. That requires motions to have been put forward for debate at the ADC by local branches; or it could potentially be an emergency motion brought up at conference (usually by the Executive Committee).
AHCPS and Fórsa ADCs are usually in May, with branch AGMs taking place in February to April, at least in my experience. (Admittedly, in my last employment, the "branch comittee" was essentially "Joe, the union guy", and two or three of his mates).
Yes that's exactly what it means. So it's either full time in the office and Flexi or no Flexi time. As you said I am getting the impression it will never come back.
Branch AGMs are almost always in Dec or Jan, maybe Feb, as delegate conferences / group conferences etc. tend to be in or around Easter.
Would not surprise me if some Depts are content to have this so-called "trial" last indefinitely. If it's actually a trial then it needs a fixed duration and set criteria to evaluate its success at the end of the trial period but I doubt there's any sign of that in the "type 1" depts. particularly...
My understanding is that the DPER blended working framework that everyone else is supposed to have based their policies on basically calls for a trial period for the whole thing. My employer is reviewing its policy at the moment, for example, as it's been in operation for over six months (it's been a great success for us, and is unlikely to change, I think and hope!)
Employers had a choice re flexi - none at all if you opt for blended working; flexi but work up time only when in the office; flexi and work up time whether in-office or WFH. (Let's call these type 1, type 2 and type 3, respectively).
Obviously, the more people that take the piss with type 3 (always clocked in 8 to 6 when WFH but somehow phone is never answered when you call), the more it will be noticed, passed up the chain, etc. - but in my experience the number taking the piss is tiny.
I think overall it was probably fair to trial type 2 and 3 but the unions should have actually objected to the loss of previous entitlements (I know flexi isn't an entitlement, but still!) and blocked type 1.
Speaking of unions, anyone who has (or had) access to flexi should be getting on to their local Fórsa, AHCPS and SIPTU branches, now, asking when their branch AGM is, and putting in motions for conferences calling for the restoration of flexi accrual and leave for all staff who had it pre-COVID, whether working in the office fulltime, or on blended working, even where WFH. Not doing so will almost certainly result in some employers trying to erode flexi - especially those employers who decided to "trial" type 1 and 2.
It really is unfair that different departments have polar opposite policies on this.
Does that mean that even in the office you cannot accrue flexi unless you work in the office 5 days a week?
Does anyone know if the DOE are likely to ever get Flexi time back while also working from home. If we go in 5 days we can avail of Flexi at present. I think it would be fair to let us accrue Flexi on the days we are in the office. Are there even discussions ongoing regarding this would anyone know? Thanks
First six months in the office for new hires in our DSP office. But really down to your local manager, as some are more flexible than others. Also depends on your role - some are in the office 5 days a week.
I have heard that the DSP has mandated that all new hires are full time in the office for their first year/probationary period before they can apply for WFH. Idk how true that is, just what I heard.
Just to confirm you can currently only work up flextime on the days you work in the office in the OPW!
I ran a survey back in October '22 on here, by which time all departments/organisations were supposed to have their blended working policies in place (not all did). You can look up the results starting with post #2034 on page 68 (on desktop). I'm not aware of anywhere that's changed policies since then, but that's not to say it hasn't happened. My own employer is currently conducting a review of blended working policy (I'm not expecting anything major to change).
Working in IT (and other sections with internal customers, like Facilities Management) can be different, but nothing other than you'd expect. When "everyone" was WFH full time or near enough, we had to have IT staff on site every day to deal with end-user hardware, for example. That hasn't changed, just now every other section has staff in too.
Hi all. Can anyone advise what the current hybrid working arrangements are in the DSP? Also are you able to accrue flexi time while WFH?
It's an IT role, not sure if that makes a difference.
I know someone working there, they are 2WFO and 3WFH, I think they are only allowed to work up flexi on office days but can double check this for you.
OPW anyone?
I found a post from last year saying 2WFO / 3WFH was possible and accruing flexi time/leave while WFH, can anyone confirm if there is any change?
Thanks!
Hiya guys.
Does anyone know what the current policy is in for WFH in Dept of Foreign Affairs? Are they a good dept to work for? Thanks
Does anyone know what (if any) remote working set up IHREC have (Irish Human Rights...), thanks.
Back in October, two people in DCEDIY responded to the blended working survey here (now several pages back). The Department had a blended working policy in place from October. One person was working 2 days in office, 3 WFH, the other said you could work from home 1, 2 or 3 days/week.
Hi All,
Anyone any insights on Blended working programme in DCEDIY or insights into DCEDIY at all ?
Considering a position at AP level, would really appreciate any insights or advice
Judging by FORSA Winter 2022 magazine, which published a report of Blended working per Dept, the Office of Ombudsman schedule is: 'Not weekly - 50% over 2 weeks'
In the October 2022 survey I ran here, one person responded from the OotO. They said a blended working policy was in place, and you could work "One day WFH, four in office; or Two days WFH, three in office" (from the options available in the survey) but they then commented "Bw minimum attendance in my office is 50% - not one of the options on the list." so may be worth clarifying with OotO HR. The person wasn't sure what the story was with flexi.
Hi
Does anyone know the policy for blended working in the office of the Ombudsman
![Photo of [Deleted User]](https://we.vanillicon.com/v2/eded6b345d3af6c9b4644e5e16088014.svg)
