Promoted by:

DP ADAPTALMANZORACofinanced by:

European Social Fund

PPROJECTROJECT

WORK-LIFE BALANCEWORK-LIFE BALANCE IN THE IN THE COMPANIES COMPANIES

TELEWORK AS A MEASURE TO TELEWORK AS A MEASURE TO PROMOTE A BETTER WORK-PROMOTE A BETTER WORK-

LIFE BALANCELIFE BALANCE

INTRODUCTION INTRODUCTION

From a wide point of view, conciliation refers to:

The possibility of people to make compatible their interests, duties and needs from a whole view of their life.The right of people to develop themselves in the different public and private sectors without a trade-off in their quality of life.The possibility of having their own time

Harmonization of times (working, personal and familiar lives)

> Introduction

Work-life balance is not an exclusive question for women:

The access of women to labour market means that their couples are having a more active role in the care of children and elderly relatives.

The number of monoparental families is growing up, a group with special difficulties to conciliate work and family life.

And even people without familiar responsibilities are concerned with work-life balance, since they appreciate greatly their free time.

INTRODUCTION INTRODUCTION

> Introduction

The total time spent in the work place is not directly related to the competence and productivity of workers.

Spain is one of the European countries in which employees leave the workplace later, however, it is one of the latest on productivity

INTRODUCTION INTRODUCTION

> Introduction

Work-life balance must be tackled from a whole perspective:

Political

Business

Individual

> Introduction

INTRODUCTION INTRODUCTION

Work-life balance must be tackled from a whole perspective:

Political

Business

Individual

> Introduction

INTRODUCTION INTRODUCTION

BENEFITSBENEFITS

For the employer:

Increased motivation, commitment and loyalty of their employees.Decreased stress levels of their employees. Increased saves as consequence of the low labour rotation and low absenteeism of employees.Recruitment and retention of the best qualified workforce.Recovery of the cost of the recruitment and training of employees.Increased reputation of the employer (improvement of their public image to customers and potential customers).

Increased productivity and competitivity of the Company

> Benefits-> For the employer

For the employee:

Increased self-esteem and motivation.Decreased stress and mental and physical diseases as a result of the high levels of stress. Decreased sensation of guilty for not seeing their children.Higher satisfaction levels for their labour, personal and family life conciliation.

> Benefits-> For the employee

BENEFITSBENEFITS

For the community:

Increased rates of birth.Reduction in divorces.Improved care of children and dependent elderly people. Improved labour stability and promotion of women.Decreased medical care expenses for national health system (stress, depression, anxiety, physical diseases as a result of stress)Increased competitivity of companiesQualitative improvement of the business sector.

> Benefits-> For the community

BENEFITSBENEFITS

GOOD PRACTICES GOOD PRACTICES

1. Supporting services to employees2. Extra-salary benefits3. Labour flexibility

> Good practices

1. Supporting services to employees1.1. Care of children and elderly relatives1.2. Work adaptations1.3. Personal support1.4. Professional support

> Good practices -> Support Services to Employees

GOOD PRACTICES GOOD PRACTICES

1. Supporting services to employees1.1. Care of children and elderly relatives

Information about nurseries and assistance centres for elderly people.Agreements with nurseries and assistance centres near the work-place.Reserved vacancies at nurseries, schools and assistance centres near the work-place.Nurseries inside the company.

> Good practices -> Support Services to Employees

GOOD PRACTICES GOOD PRACTICES

1. Supporting services to employees1.2. Work adaptations

Work rotation:Jobrotation Model (Tic@l Project’s action)

> Good practices -> Support Services to Employees

GOOD PRACTICES GOOD PRACTICES

1. Supporting services to employees1.3. Personal support

Short-time voluntary courses about topics such as:

- Role as parents and children education- Time management- Stress management

> Good practices -> Support Services to Employees

GOOD PRACTICES GOOD PRACTICES

1. Supporting services to employees1.4. Professional support

Financial/tax support Career support

> Good practices -> Support Services to Employees

GOOD PRACTICES GOOD PRACTICES

1. Supporting services to employees2. Extra-salary benefits3. Labour flexibility

> Good practices

GOOD PRACTICES GOOD PRACTICES

1. Extra-salary benefitsRetirement schemes Medical insurance (couple, children, whole)Leisure activities

> Good practices -> Extra-salary Benefits

GOOD PRACTICES GOOD PRACTICES

1. Supporting services to employees2. Extra-salary benefits3. Labour flexibility

> Good practices -> Labour Flexibility

GOOD PRACTICES GOOD PRACTICES

3. Labour flexibility3.1. Leaves3.2. Time flexibility3.3. Time and space flexibility

GOOD PRACTICES GOOD PRACTICES

> Good practices -> Labour Flexibility

3. Labour flexibility3.1. Leaves

Maternity or paternity leave longer than the provided by lawFeeding breaks longer than the provided by lawLeave to care disabled or sick children or parents Banks of time

GOOD PRACTICES GOOD PRACTICES

> Good practices -> Labour Flexibility

3. Labour flexibility3.2. Time flexibility

Flexi-timePart-time workShared jobsAnnual hours

GOOD PRACTICES GOOD PRACTICES

> Good practices -> Labour Flexibility

3. Labour flexibility3.3. Time and space flexibility

Teleworking

GOOD PRACTICES GOOD PRACTICES

> Good practices -> Labour Flexibility