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Work Life Strategy (Benefits (Higher Productivity and share holder value…

- - - - Work arrangements where employers and employees agree to a variation from usual work arrangement.
  - - - Benefits that are contractually agreed upon between employer and employee
  - - - Support Schemes help employees manage the non-work aspects of their lives.
- - - - Current Employees Profiling
      - Current Work Life Initiatve
    - - Needs Assessment Process & FIndings
      - Analysis of Work-Life Needs
    - - Propose Flexible Work Options
      - Propose Leave Benefits
      - Propose Health & Welfare Benefits
      - Preliminary Cost-Benefits Analysis
      - Proposed Implementation Plan
      - Proposed Communication Plan
- - - - For Employers: Outlines steps for employers to consider when implementing flexible work arrangements
      - For Employees: provides pointers to consider when requesting FWAs , and using FWAs.
      - For Supervisors: Provides pointers to consider when evaluating FWA requests, and managing employees using FWAs
- - - - Appoint a work life ambassador from senior management to champion a work -life friendly workplace for your employees and to communicate the organisation's work life policies to your employees
      - Have at least one employee complete the work-life training course
  - - - Appoint a work-life ambassador from the senior management
      - Have formalised 2 or more FWAs in the HR policy and communicate the policy to all the employees
      - Ensure workforce at least 20% or 30% FWA utilisation, subject to a minimum of 5 employees. Employees should be utilising the FWAs on a regular basis. Half of the employees utilising the FWAs must be Singaporean. No more than 6 in 10 employees on the same FWA type can count towards the 20% or 30% FWA utilisation criteria.
      - Sustain the current FWA utilisation rate at the workplace to receive subsequent tranches payout